The U.S. Solar Industry Diversity Study 2019 was released by The Solar Foundation , in partnership with the Solar Energy Industries Association on May 6, reflecting a growing industry awareness of the need to promote inclusion. The 2019 study is based on survey responses from 377 employers and 398 employees in the winter of 2018, and reports on job satisfaction, career paths and progression, and wages.
- Among the senior executives reported in the survey, 88% are white and 80% are men.
- Three of the top five recruitment methods rely on professional and personal networks – putting minority applicants at a disadvantage to be hired (Only 28% of Hispanic , Latino, and African American respondents reported that they found their jobs through a referral or by word of mouth, compared to 44% of white respondents).
- There is a 26% gender wage gap across all position levels. 37% of men earn in the range of $31 to $74 per hour, compared to only 28% of women. The median wage reported for men was $29.19, and for women it was only $21.62.
The full report is available here (registration required). This is the second Diversity Report, but the first, in 2017, is no longer available online. An accompanying Best Practices Guide is a brief guide aimed at HR managers to encourage diversity and inclusion programs. A summary of the report appears in Think Progress .
Other reports which confirm the need for more diversity in the solar industry:
Solar Empowers Some (February 2019) focused on the state of diversity and inclusion in Baltimore and Washington D.C.
Advancing inclusion through clean energy jobs (April 2019) by the Brookings Institution goes beyond just the solar industry to include all clean energy and energy efficiency occupations. It reports that fewer than 20 percent of workers are women, and less than 10 percent are black, confirming that the clean energy economy workforce is older, dominated by male workers, and lacks racial diversity compared to all occupations nationally. This report, importantly, also documents skills and educational requirements, and is written in the context of labour market issues for a transition to a clean economy.
We have little comparable research in Canada. As reported in the WCR previously, Bipasha Baruah at Western University in London researches the gender issue in the renewable energy industry, and in 2016 presented a report, Creating and Optimizing Employment Opportunities for Women in the Clean Energy Sector in Canada, at Imagining Canada’s Future, an SSHRC Knowledge Synthesis Symposium at the University of Calgary.
Two new reports foresee employment growth in the U.S. renewable energy industry – despite the chilling effect of the tariffs on solar equipment imposed by the Trump administration, as described in a Solar Energy Industry Association press release in December. The first study, Clean Energy sweeps across rural America (November 2018) by the Natural Resources Defence Council examines job growth in wind, solar, and energy efficiency in rural regions throughout the Midwest U.S., and finds that the number of clean energy jobs grew by 6 percent from 2015 to 2016 (a higher rate than the economic in general), to a total of nearly 160,000 in 2017. In 2017, in the rural parts of every midwestern state except North Dakota and Kansas, more people worked in clean energy than in the entire fossil fuel industry. The report emphasizes the outsized impact of job opportunities in rural areas in which job growth is normally negligible or even negative. The report also profiles examples of community solar programs operated by co-ops and investor-owned utilities.
A second report models the impact of replacing Colorado’s coal plants with a mix of wind and solar backed by battery storage and natural gas. This report was prepared by consultants Vibrant Clean Energy and commissioned by energy developer Community Energy Inc., with a main focus on cost savings and carbon emissions. However, it also forecasts job impacts under three scenarios (keeping coal plants to 2040, gradually retiring coal plants, and retiring all coal plants in 2025), and overall, it forecasts a 52% increase in employment in the electricity industry.
The January 9 press release quotes a representative from Community Energy Inc: “The key to unlocking these benefits is to create a legal framework that enables utilities to voluntarily retire the coal plants. Otherwise, it could take years to negotiate or litigate utility cost recovery, replacement power costs and impact on local communities.” The full Coal Plant Retirement study is here .
Finally, the Solar Energy Industries Association issued a press release in early December, highlighting its 2018 initiatives to improve gender equity and diversity – including the creation of the Women’s Empowerment Initiative, which includes summits to increase women’s leadership and various industry opportunities. In September 2018, the SEIA signed a Memorandum of Understanding to help the solar industry recruit and employ more students from the 101 Historically Black Colleges and Universities. This will include hosting a national jobs fair, individual jobs fairs at the HBCU schools and bringing solar companies to campuses for recruitment. A webinar series on diversity and inclusion is scheduled for SEIA member companies in 2019.