GRID Alternatives

Data Driven Decisions


In 2017, GRID Alternatives conducted our first equity, inclusion, and diversity (EID) staff survey. We had some hunches going in, but survey data was important to establish a clear baseline and helped get buy-in for our EID work from staff across the organization. The survey confirmed that staff of color were having a less positive experience at work, and feeling less supported by managers, than their white colleagues.


One of the first actions we took was creating and implementing an organization-wide Individual Development Plan (IDP) program. GRID has long made professional development funds available to staff as a benefit, but managers weren’t necessarily approving funds in a standardized way. The IDP process, which coincides with the annual review process, ensures that everyone on staff is thinking about their own growth and is a mechanism to try to mitigate unconscious bias within management.


GRID recently completed its second EID survey. While discrepancies between the experiences of women and staff of color still exist, things are improving. For example, from 2017 to 2018, we increased in our comfort in working with people with different beliefs and values, 88% to 99%. Having concrete data has helped to get buy-in from senior leadership and regional representatives alike. Individual Development Plans have been rolled out across the organization. All staff completed an IDP with their manager for 2019 and we’ll continue to evaluate the impacts.


Irasema Garcia: Director of Equity, Inclusion, and Diversity

To make sure all of our staff and volunteers are safe on the job site, we have properly-sized safety equipment that fits everyone. We see Individual Development Plans in the same way; we’re making sure everyone on our staff has equipment that fits and can grow professionally.

Erica Mackie, GRID Alternatives CEO and Co-founder

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