These efforts have begun to produce initial results. For example, the number of women hired in the Company’s ROW[2] region has increased from 26% of all annual hires in these regions in 2022 to 33% in 2023. Also in 2023, the Company hired its first woman field service engineer in North Europe.
Our efforts to enhance gender equality in the tech industry are not limited to our workforce. In line with the pillars of our community engagement plan, we have engaged in several initiatives, encouraging participation of women and growth in the number of women in tech studies.
These efforts included:
See further details in the Community Outreach section of this report.
Providing study scholarships to talented young women from Israel’s underserved periphery
Organizing educational tech meetups with female engineering students, led by SolarEdge women managers
A personal enhancement program for female high school students in Israel, through group sessions held with SolarEdge female employees
Join the SolarEdge Conversation
Contact our sustainability / ESG team
Contact us
How can we help you?
We plan to continue to offer talent development opportunities in 2024 and beyond for our prominent female employees and managers, with a new and updated development program.
SolarEdge operated two development programs in recent years focused on female employees. One program aimed to accelerate the advancement of female talent based on performance and leadership potential. The second program focused on experienced women employees in R&D and technical roles. Female employees in both programs received a custom personal development program. They also benefited from group learning, the strengthening of management, presentation and communication skills, as well as career planning, and 1:1 mentoring sessions.
Talent development programs for women
Over 40 women
participated in designated development programs held in recent years, for female managers and women in tech roles.
In 2023, SolarEdge won the Bronze accolade in the 2023 Solar Diversity Champion Awards, held by SolarPower Europe. This award was granted for our shared initiative with the Samana Program, assisting talented Bedouin women gain the skills necessary to join the high-tech workforce in Israel.
We will continue to conduct this analysis annually, as required by law and to ensure that material differences are not created within comparable roles.
Pay gap analysis: In Israel, to meet regulatory requirements, we annually conduct an analysis of pay levels in our local workforce, representing approximately 51% of our global employees. The annual analysis is available on our website (in Hebrew[3]) and covers pay levels by gender, job profile and department, examining gross salary and salary levels used to determine severance pay (excluding bonuses). Of the job groups analyzed for 2022, where both men and women were employed, we found no material difference in pay by gender. For all job groups, no pay gap was greater than 8% in favor of men or women.
In addition to these collaborations, we have undertaken additional initiatives to increase the inclusion of minority groups within the Company. In Israel, for example, we conducted round table discussions with employees from the Arab society focusing on their sense of inclusion and how it can be improved. Our 2023 pride month activities were organized by a committee of LGBTQ+ employees. Activities included a company-wide campaign promoting inclusivity, a webinar on inclusive parenting and a Q&A session with one of our employees that identifies as LGBTQ+.
In the U.S, we publish our annual EEO-1 Form, which we compile as required by the U.S. Equal Opportunity Commission. This information, which reflects a summary of the voluntary self-identification by our U.S. employees in 2021-2022[4], can be found on our website.
We aim to create enhanced opportunities for individuals from under-represented minorities across our workforce in all the regions we operate. Our main efforts are currently centered in Israel, where over half of our global workforce is located. We maintain several partnerships with social organizations in Israel, designed to increase our recruitment of candidates from the Arab community in Israel, ultra-Orthodox women, and individuals with disabilities.
Our diversity-focused collaborations include:
Under-represented minorities accounted for 7% of our U.S. and Israeli workforce (equivalent to 5% of our total global workforce) in 2023.
We help young engineering graduates from the Arab community in Israel with their first career steps, through the Fursa Initiative. To date, we have recruited two employees as full-time employees to our ERP and ATE departments.
Recently, SolarEdge became one of the first business partners of the Samana program. The Samana program has set out to increase the number of Bedouin-Israeli women who are employed in the Israeli high-tech industry. Despite increasing higher education rates (including in tech fields) among Bedouin-Israeli women, their current participation in the Israeli tech industry remains very low due to cultural and geographical barriers. The program attempts to overcome these barriers by founding a dedicated tech-hub in Zarzir (Northern Israel), where candidates accepted to the program undergo a training both designed and taught by SolarEdge employees in ERP system automation. The training has been structured to meet the requirements of potential future employers such as SolarEdge. In parallel, the participants receive soft-skill training such as English language strengthening and preparation for interviews.
Engagement with Kama Tech, an organization supporting the placement of individuals from the Israeli ultra-Orthodox community in the local high-tech industry. In the past few years, in a targeted recruitment collaboration, we have hired several ultra-Orthodox women for software development positions.
Partnering with a special program at the Ono Academic College (Roim Rachok - Looking Ahead) for recruitment of employees on the autism spectrum. These employees are recruited for specific positions through dedicated interview days. This initiative also includes training sessions for SolarEdge managers on integrating employees with disabilities into the workplace. To date, we have hired five employees as part of this initiative. In addition, the company funds recurring occupational therapy sessions for SolarEdge employees with disabilities at their place of work.
Inclusion of Different Groups
81 ,
13%
100 ,
18%
122 ,
17%
154 ,
19%
168 ,
19%
2023
2022
2021
2020
2019
Woman in all management roles and their % among all levels of management
To support our overall mission, we set sub-targets for several company departments, as well as region-specific targets. Our progress is supported by the following steps:
We recognize that there is more work to do to close the gap toward stronger representation of women at all levels of our organization. Our mission is to enhance gender equality and inclusiveness in our workforce, overcoming the inherent challenges related to the tech sector. After making progress on gender equality targets related to our Israeli employees in recent years, we have updated our mission to reflect our entire workforce.
By 2026, we aim to achieve the following levels of representation of women in our global workforce:
We are acting to create enhanced opportunities for women at SolarEdge. In the past five years, the overall representation of women in our workforce increased from 21% in 2019 to 29% in 2023. We place particular emphasis on supporting advancement opportunities for women in executive and management positions, as well as R&D and sales roles.
In 2023, 19% of management positions[1] were held by women, compared to 13% in 2019.
We produced a webinar featuring a panel discussion of global female renewable energy advocates and policy leaders. They discussed the connection between diversity and innovation, and also shared their career stories and perspectives on gender equality in the renewable energy industry.
We also helped foster mentoring relationships among our female employees and managers. Participating female mentors hold key positions in various professional fields and geographic regions within SolarEdge.
We produced a virtual toolkit for SolarEdge global team leaders, encouraging them to conduct roundtable discussion on gender equality with their teams. The discussions focused on gender issues within SolarEdge, as well as within society as a whole. Insights from these discussions were gathered to better address both local and corporate level challenges. This enabled us to hear from our employees directly about their personal experiences and challenges while fostering a shared discussion on how to better enhance gender equality in the company’s culture.
Operating talent development programs for women (see below)
Maintaining partnerships with NGOs to better identify appropriate women tech-role candidates, and to nurture the next generation of women in tech
Expanding anti-bias training
Conducting an annual gender pay gap analysis for employees in Israel, where most of our workforce is located
Launching a global internal Women’s Day campaign, titled “Towards Gender Equality".
31% women overall (29% achieved at end of 2023)
20% women in R&D roles (18% achieved at end of 2023)
28% women in sales roles (26% achieved at end of 2023)
22% women in total management (19% achieved at end of 2023)
22% women in mid management (20% achieved at end of 2023)
17% women in senior management (16% achieved at end of 2023)
Advancing Gender Equality
We believe in the strength of an organizational culture that embraces differences and welcomes individual contributors who represent diverse groups of society. We are always striving to create new opportunities for women in executive, management and R&D positions, and are taking active steps to enhance the diversity of our workforce and inclusiveness of our approach and practices.
Around the globe at SolarEdge, we have been delivering training and promoting education to support awareness and inclusive practices across our workplaces. For example, at different locations, we have:
Provided foundational diversity and inclusion training for managers and employees
Delivered training on the inclusion of people with disabilities in the workplace
Hosted workshops, lectures, and webinars on a range of topics including valuing diversity; respectful and positive interactions (further details below).
Introduction - Diversity, Equity & Inclusion
Inclusion of Different Groups
Advancing Gender Equality
Sustainability Report 2023 /
Diversity, Equity & Inclusion
Join the SolarEdge Conversation
Contact our sustainability / ESG team
Contact us
How can we help you?
These efforts have begun to produce initial results. For example, the number of women hired in the Company’s ROW[2] region has increased from 26% of all annual hires in these regions in 2022 to 33% in 2023. Also in 2023, the Company hired its first woman field service engineer in North Europe.
Our efforts to enhance gender equality in the tech industry are not limited to our workforce. In line with the pillars of our community engagement plan, we have engaged in several initiatives, encouraging participation of women and growth in the number of women in tech studies.
These efforts included:
Providing study scholarships to talented young women from Israel’s underserved periphery
Organizing educational tech meetups with female engineering students, led by SolarEdge women managers
A personal enhancement program for female high school students in Israel, through group sessions held with SolarEdge female employees
See further details in the Community Outreach section of this report.
In addition to these collaborations, we have undertaken additional initiatives to increase the inclusion of minority groups within the company. In Israel, for example, we conducted round table discussions with employees from the Arab society focusing on their sense of inclusion and how it can be improved. Our 2023 pride month activities were organized by a committee of LGBTQ+ employees. Activities included a company-wide campaign promoting inclusivity, a webinar on inclusive parenting and a Q&A session with one of our employees that identifies as LGBTQ+.
In the U.S, we publish our annual EEO-1 Form, which we compile as required by the U.S. Equal Opportunity Commission. This information, which reflects a summary of the voluntary self-identification by our U.S. employees in 2021-2022[4], can be found on our website.
We aim to create enhanced opportunities for individuals from under-represented minorities across our workforce in all the regions we operate. Our main efforts are currently centered in Israel, where over half of our global workforce is located. We maintain several partnerships with social organizations in Israel, designed to increase our recruitment of candidates from the Arab community in Israel, ultra-Orthodox women, and individuals with disabilities.
Our diversity-focused collaborations include:
Under-represented minorities accounted for 7% of our U.S. and Israeli workforce (equivalent to 5% of our total global workforce) in 2023.
Inclusion of Different Groups
We help young engineering graduates from the Arab community in Israel with their first career steps, through the Fursa Initiative. To date, we have recruited two employees as full-time employees to our ERP and ATE departments.
Recently, SolarEdge became one of the first business partners of the Samana program. The Samana program has set out to increase the number of Bedouin-Israeli women who are employed in the Israeli high-tech industry. Despite increasing higher education rates (including in tech fields) among Bedouin-Israeli women, their current participation in the Israeli tech industry remains very low due to cultural and geographical barriers. The program attempts to overcome these barriers by founding a dedicated tech-hub in Zarzir (Northern Israel), where candidates accepted to the program undergo a training both designed and taught by SolarEdge employees in ERP system automation. The training has been structured to meet the requirements of potential future employers such as SolarEdge. In parallel, the participants receive soft-skill training such as English language strengthening and preparation for interviews.
Engagement with Kama Tech, an organization supporting the placement of individuals from the Israeli ultra-Orthodox community in the local high-tech industry. In the past few years, in a targeted recruitment collaboration, we have hired several ultra-Orthodox women for software development positions.
Partnering with a special program at the Ono Academic College (Roim Rachok - Looking Ahead) for recruitment of employees on the autism spectrum. These employees are recruited for specific positions through dedicated interview days. This initiative also includes training sessions for SolarEdge managers on integrating employees with disabilities into the workplace. To date, we have hired five employees as part of this initiative. In addition, the company funds recurring occupational therapy sessions for SolarEdge employees with disabilities at their place of work.
Where pay gaps existed, an equal number of job groups favored women as favored men.
For all job groups, no pay gap was greater than 7% in favor of men or women.
In 2023, SolarEdge won the Bronze accolade in the 2023 Solar Diversity Champion Awards, held by SolarPower Europe. We were awarded for shared initiative with the Samana Program, assisting talented Bedouin women gain the skills necessary to join the high-tech workforce in Israel.
We will continue to conduct this analysis annually, as required by law and to ensure that material differences are not created within comparable roles.
Pay gap analysis: In Israel, to meet regulatory requirements, we annually conduct an analysis of pay levels in our local workforce, representing approximately 51% of our global employees. The annual analysis is available on our website (in Hebrew[3]) and covers pay levels by gender, job profile and department, examining gross salary and salary levels used to determine severance pay (excluding bonuses). Of the job groups analyzed for 2022, where both men and women were employed, we found no material difference in pay by gender. For all job groups, no pay gap was greater than 8% in favor of men or women.
[1]
[2]
[3]
All levels of management – from executives to team leaders.
SolarEdge’s ROW (Rest of World) region includes countries where we operate excluding North-America and Europe- such as Israel, China, Australia, Japan and others.
The 2021 analysis is available on our website, as of the publication of this report. The full 2022 analysis shall by published later in 2023.
The 2022 EEO-1 form will be published later in 2023, data not yet available at the publication of this report.
We plan to continue to offer talent development opportunities in 2024 and beyond for our prominent female employees and managers, with a new and updated development program.
SolarEdge operated two development programs in recent years focused on female employees. One program aimed to accelerate the advancement of female talent based on performance and leadership potential. The second program focused on experienced women employees in R&D and technical roles. Female employees in both programs received a custom personal development program. They also benefited from group learning, the strengthening of management, presentation and communication skills, as well as career planning, and 1:1 mentoring sessions.
Talent development programs for women
Over 40 women
participated in designated development programs held in recent years, for female managers and women in tech roles.
To support our overall mission, we set sub-targets for several company departments, as well as region-specific targets. Our progress is supported by the following steps:
We recognize that there is more work to do to close the gap toward stronger representation of women at all levels of our organization. Our mission is to enhance gender equality and inclusiveness in our workforce, overcoming the inherent challenges related to the tech sector. After making progress on gender equality targets related to our Israeli employees in recent years, we have updated our mission to reflect our entire workforce.
By 2026, we aim to achieve the following levels of representation of women in our global workforce:
We are acting to create enhanced opportunities for women at SolarEdge. In the past five years, the overall representation of women in our workforce increased from 21% in 2019 to 29% in 2023. We place particular emphasis on supporting advancement opportunities for women in executive and management positions, as well as R&D and sales roles.
In 2023, 19% of management positions[1] were held by women, compared to 13% in 2019.
We produced a webinar featuring a panel discussion of global female renewable energy advocates and policy leaders. They discussed the connection between diversity and innovation, and also shared their career stories and perspectives on gender equality in the renewable energy industry.
We also helped foster mentoring relationships among our female employees and managers. Participating female mentors hold key positions in various professional fields and geographical regions within SolarEdge.
We produced a virtual toolkit for SolarEdge global team leaders, encouraging them to conduct roundtable discussion on gender equality with their teams. The discussions focused on gender issues within SolarEdge, as well as within society as a whole. Insights from these discussions were gathered to better address both local and corporate level challenges. This enabled us to hear from our employees directly about their personal experiences and challenges while fostering a shared discussion on how to better enhance gender equality in the company’s culture
Operating talent development programs for women (see below)
Maintaining partnerships with NGOs to better identify appropriate women tech-role candidates, and to nurture the next generation of women in tech
Expanding anti-bias training
Conducting an annual gender pay gap analysis for employees in Israel, where most of our workforce is located
Launching a global internal Women’s Day campaign, titled “Towards Gender Equality".
31% women overall (29% achieved at end of 2023)
20% women in R&D roles (18% achieved at end of 2023)
28% women in sales roles (26% achieved at end of 2023)
22% women in total management (19% achieved at end of 2023)
22% women in mid management (20% achieved at end of 2023)
17% women in senior management (16% achieved at end of 2023)
Advancing Gender Equality
We believe in the strength of an organizational culture that embraces differences and welcomes individual contributors who represent diverse groups of society. We are always striving to create new opportunities for women in executive, management and R&D positions, and are taking active steps to enhance the diversity of our workforce and inclusiveness of our approach and practices.
Around the globe at SolarEdge, we have been delivering training and promoting education to support awareness and inclusive practices across our workplaces. For example, at different locations, we have:
Provided foundational diversity and inclusion training for managers and employees
Delivered training on the inclusion of people with disabilities in the workplace
Hosted workshops, lectures, and webinars on a range of topics including valuing diversity; respectful and positive interactions (further details below).
Introduction - Diversity, Equity & Inclusion
Diversity, Equity & Inclusion
Sustainability Report 2023 /