Where Are the Women? Shining a Light on Solar, Renewables

Though renewable energy is arguably one of the most progressive segments of infrastructure, it still reports some lackluster stats for women in its workforce. Take, for instance, solar. According to the U.S. Solar Industry Diversity Study, women represented only 26% of the solar workforce in 2019. And, like many other industries, women also experience a pay gap, making 74 cents on the dollar compared to men. Further, only 28% of women in the solar industry hold manager, director, or president-level positions — and the differences are even more stark for women of color.

Kristen Graf, Executive Director of WRISE

“Companies are coming to us and saying, ‘I can’t find women,” said Kristen Graf, executive director of Women of Renewable Industries and Sustainable Energy (WRISE).

“The renewable industry, as progressive as it is, has a long way to go to make the work experience more comprehensive and to retain women. And how do we navigate the paths for women into roles like field technicians, solar installers, wind turbine operators?” Graf continued. “Some of the women who do find them already have a passion and a commitment to renewables and the environment. Others are hired out of associates and apprenticeship programs. But there’s still a gap because there is so little capacity and organization around building a pipeline of talent through consistent outreach initiatives.” 

In 2019, the Solar Energy Industries Association (SEIA) created the Diversity Best Practices Guide for the Solar Industry to help solar companies identify approaches that can lead to a more inclusive work environment. Building on this effort, SEIA is developing a first-of-its kind diversity certification program for the solar industry. The program provides resources and guidance for companies as they put these best practices in place and enables them to report on their progress, delivering much needed metrics back to SEIA for further insights and analysis.

Amber Lessard, Director of Construction & Asset Management, Encore Renewable Energy

Participating companies will advance through a set of internal and external activities — everything from offering workplace flexibility programs to reporting on the number of low- to moderate-income customers or clients served. The hope is that participants will be compelled to reform or expand on current company practices that impact employees’ experiences as well as broader community engagement. 

For companies that need additional support, the program provides templates and other resources to successfully complete the activities. As companies excel in the program, they will earn recognition for their progress. This incentive structure will encourage broad participation and reward companies that are working in earnest to serve their communities and attract, hire, promote, and retain diverse talent.

And the talent is indeed out there in the female population.

Amber Lessard (right) is where she is today in part because of her completion of a state electrical apprenticeship program through Vermont Works for Women.

While working as a residential solar installer, Amber Lessard found a state electrical apprenticeship program through Vermont Works for Women, which promotes economic justice by advancing gender equity and supporting women and youth at every stage of their career journeys. Amber’s career has progressed steadily since, from operations and maintenance to project management. Now she is director of construction and asset management at Encore Renewable Energy after only about four and a half years in the solar industry.

Encore reclaims subpar land such as old landfills, salvage yards and gravel pits, and installs solar farms.

“I love that we’re all working for a collective good; I love working in an industry that’s making the world a better place for our kids,” said the new mom.

Amber has also recently mentored a woman who is just starting in residential installation. “Those conversations [with mentees] have the potential to be so empowering. I would’ve loved to have had a mentor because I didn’t see any women doing what I was doing when I was an apprentice and just starting out in this career.”

Amber adds that diversity is something Encore takes seriously. There are several women in leadership at the company, including the vice presidents of construction, marketing, and of people and talent. In addition, of five project managers, four are women. It’s indeed important for women to see women in these positions, as it helps them envision and navigate their future.