Hiring Practices to Ensure Diverse Candidate Pool and Workforce
Through original research reported in its 2017 U.S. Solar Industry Diversity Study, The Solar Foundation found that women and people of color are underrepresented in the solar industry compared with the overall national workforce.
As part of its 2019 revision to its Master Policies and Procedures Manual, The Solar Foundation updated its hiring policies to ensure a diverse candidate pool and workforce.
In addition to posting or disseminating position descriptions through the usual channels, hiring managers are now required to identify a minimum of three recommendations for getting position descriptions before a more diverse audience.
The Solar Foundation also adopted a blind application review process as part of this revision. As application materials are submitted, a staff member not involved in the hiring process will redact candidate names, addresses, dates, hobbies and interests, volunteer work, and the names of colleges or universities from application documents.
No recruitment efforts have been undertaken since the adoption of these policy changes, but all staff are required to abide by these practices moving forward.
In 2017, we released the first comprehensive report on diversity and inclusion in the U.S. solar workforce. What we found was that like other energy sectors, the solar industry has a long way to go in order to provide equal opportunities for women, people of color, LGBTQ people, and veterans. As a mission-driven nonprofit, it’s our responsibility to set the same standards for our organization as we do for the solar industry. That’s why we’ve made a commitment to diversity and inclusion within our board, leadership team, and staff, which will strengthen the organization and help us better reflect the communities we serve.