JEDI Strategy & Action Plan 

Anonymous Copenhagen is committed to promoting justice, equity, diversity, and inclusion (JEDI) across the organization, including employees, management, and the Board of Directors. We work to ensure equal treatment, non-discrimination, and equal opportunities regardless of gender, ethnicity, age, disability, sexual orientation, religion, or other demographic characteristics. 

We view diversity and inclusion as key strengths that enhance the quality of our decision-making, our workplace culture, and our overall business performance. We recognize that achieving equity requires deliberate action, and that equal treatment does not always result in equal opportunities. 

We are therefore dedicated to continuously evolving our practices, policies, and capabilities, including adopting a more structured approach to diversity across our workplaces. JEDI (Justice, Equity, Diversity & Inclusion) principles are embedded in our leadership, governance, and collaborations, both internally and externally. We acknowledge that JEDI is an ongoing journey, and we are committed to continuously learning, measuring our progress, and improving our social impact - with transparency around both our achievements and the challenges we encounter along the way. 

This commitment is supported through ongoing initiatives such as fair recruitment practices, inclusive workplace policies, and awareness-building activities. The company also expects business partners and suppliers to support inclusive and non-discriminatory practices in collaborative relationships and operations. 

This JEDI strategy and table constitute Anonymous Copenhagen’s JEDI plan. 

Scope of strategy and action plan
The JEDI Strategy & Action Plan applies to all individuals and communities affected by Anonymous Copenhagen’s own operations and value chain. 

Anonymous Copenhagen’s approach to justice, equity, diversity and inclusion is aligned with the three core focus areas of the B Corp standards framework: ‘Foundation’, ‘Within the Workplace’, and ‘Beyond the Workplace’. These three core focus areas ensure that our JEDI actions take place at all levels of our business, internally and externally. 

Data basis and JEDI Feedback 

Every year we conduct a JEDI well-being survey (short questionnaire + dialogue meeting) to assess inclusion, equal treatment, recruitment and working environment. We also collect ongoing feedback from customers and partners. Based on this, we prioritize next year’s JEDI efforts, such as leadership training, recruitment adjustments or accessibility initiatives. At the annual Purpose & Impact Review, management selects new key initiatives and updates the action plan to document which stakeholder needs they address. 

JEDI Plan 

The initiatives implemented in Year 0 are listed below:





Future Actions on JEDI 

Below are listed the initiatives that we wish to continue working on in years 3 and 5 respectively. We have chosen these initiatives because they are a natural continuation of our efforts from year 0 and align with stakeholder feedback. 

Roles, responsibilities and governance 

The strategy and action plan are reviewed and updated annually during our Purpose & Impact Review and with employees to ensure that initiatives are implemented and completed as planned, and that future initiatives remain aligned with our Corporate Mission, impact and stakeholder feedback. 

Our JEDI plan is approved by our top management and The Board. 

Overall responsibility of this JEDI strategy and plan, along with follow-up, implementation and review lies with CMO, Jeppe Bruun Fals. 

This policy and our marketing, communication and PR are reviewed annually as part of management’s review of purpose, impact, and stakeholder governance. 

The policy is available to all employees and can be shared with relevant stakeholders upon request. 

Signature 

Alexander Ziegler Petersen, CEO of Anonymous Copenhagen