In Israel, in accordance with local regulatory requirements, we annually conduct an analysis of pay levels in our Israeli workforce, representing approximately half of our global employees. This mandatory annual analysis is available on our website (in Hebrew[1]) 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 2023, 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.
We will continue to conduct this analysis annually as required by law and to ensure that material differences are not created within comparable roles.
SolarEdge operates development program for various groups of employees and managers, from different backgrounds, proficiency and perspectives (see the ‘Learning and Development’ section of this report). One of these recent programs for employees in technological roles was completed by a select group of employees who were identified for their high skills and growth potential. It included training of leadership and presentation skills, career planning and management, entrepreneurship and additional skills.
Join the SolarEdge Conversation
Contact our sustainability / ESG team
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In 2023, SolarEdge won the Bronze accolade in the annual 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
In addition to these collaborations, we have undertaken additional initiatives to open opportunities to all people. In Israel, for example, we conducted round table discussions with employees from the Israeli Arab society, focusing on their sense of belonging and opportunity and how this can be improved.
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[2], can be found on our website.
We aim provide equal opportunities for individuals from all populations of various backgrounds and perspectives, across our workforce, in all the regions we operate. Our main efforts are currently centered in Israel, where approximately half of our global workforce is located. We aim to create merit-based opportunities for all groups. For example, in Israel, we maintain several partnerships with social organizations, striving to reach talented candidates from populations such as the Arab community in Israel, ultra-Orthodox women, and individuals with disabilities.
Under-represented minorities accounted for 9% of our U.S. and Israeli workforce (equivalent to over 5% of our total global workforce) in 2024.
Following are examples of such partnerships:
In 2023, SolarEdge became one of the first business partners of the Samana program. The Samana program has set out to provide merit-based opportunities for Bedouin-Israeli women in the Israeli high-tech industry. The participation of Israeli Bedouin women in the Israeli tech industry remains 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 training, both designed and taught by SolarEdge employees, in ERP system automation. This training has been structured to meet the demand of potential future employers such as SolarEdge. In parallel, the participants receive soft-skill training such as lessons in English and guidance in 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. Collaborating with Kama Tech, we hired >20 ultra-Orthodox women for software development positions in the past few years.
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. In addition, the Company funds recurring occupational therapy sessions for SolarEdge employees with disabilities at their place of work.
Supporting Equal Opportunity Through Talent Development Programs
Pay Gap Analysis
Equal Opportunity for Different Groups
See further details in the 'Community Outreach' section of this report.
Our efforts to enhance equal opportunity based on merit in the tech industry are not limited to our workforce. In line with our community engagement plan, we have engaged in several related initiatives.
Examples of these initiatives include:
We are acting to enhance opportunities for women and men at SolarEdge. As a core part of our culture, we support the advancement of opportunities for all of our employees, regardless of gender or background, in executive and management positions, as well as R&D and sales roles.
Our progress is supported by the following steps:
Operating talent development programs for women and men of various backgrounds and proficiencies
According to Israeli law, conducting an annual gender pay gap analysis for employees in Israel, where approximately half of our workforce is located (details below)
Offering mentoring opportunities for male and female employees and managers
Providing study scholarships to young talented individuals from Israel’s underserved periphery
Organizing educational tech meetups with engineering students in Israel, led by SolarEdge managers
A personal enhancement program for high school students in Israel, through group sessions held with SolarEdge employees
Equal Opportunity for Women and Men
We believe in the strength of an organizational culture that embraces differences and welcome all individual contributors who represent a range of perspectives and backgrounds. We strive to promote equal opportunity for women and men, in executive, management and R&D positions, based on merit. We are taking active steps to promote a culture of merit and equal opportunity.
At the various global regions where we operate, we have been delivering training and promoting education to support awareness and inclusive practices across our workplaces. For example, we have conducted training for managers on how to handle the complexities of leading multi-cultural teams. In addition, we developed an internal workshop for team leaders focusing on team building and belonging with all employees.
Introduction - Inclusion and Equal Opportunity
Sustainability Report 2024 /
Inclusion and Equal Opportunity
Join the SolarEdge Conversation
Contact our sustainability / ESG team
Contact us
How can we help you?
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[2], can be found on our website.
We aim provide equal opportunities for individuals from all populations of various backgrounds and perspectives, across our workforce, in all the regions we operate. Our main efforts are currently centered in Israel, where approximately half of our global workforce is located. We aim to create merit-based opportunities for all groups. For example, in Israel, we maintain several partnerships with social organizations, striving to reach talented candidates from populations such as the Arab community in Israel, ultra-Orthodox women, and individuals with disabilities.
Under-represented minorities accounted for 9% of our U.S. and Israeli workforce (equivalent to over 5% of our total global workforce) in 2024.
Following are examples of such partnerships:
Equal Opportunity for Different Groups
In 2023, SolarEdge became one of the first business partners of the Samana program. The Samana program has set out to provide merit-based opportunities for Bedouin-Israeli women in the Israeli high-tech industry. The participation of Israeli Bedouin women in the Israeli tech industry remains 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 training, both designed and taught by SolarEdge employees, in ERP system automation. This training has been structured to meet the demand of potential future employers such as SolarEdge. In parallel, the participants receive soft-skill training such as lessons in English and guidance in 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. Collaborating with Kama Tech, we hired >20 ultra-Orthodox women for software development positions in the past few years.
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. In addition, the Company funds recurring occupational therapy sessions for SolarEdge employees with disabilities at their place of work.
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.
SolarEdge operates development program for various groups of employees and managers, from different backgrounds, proficiency and perspectives (see the ‘Learning and Development’ section of this report). One of these recent programs for employees in technological roles was completed by a select group of employees who were identified for their high skills and growth potential. It included training of leadership and presentation skills, career planning and management, entrepreneurship and additional skills.
In Israel, in accordance with local regulatory requirements, we annually conduct an analysis of pay levels in our Israeli workforce, representing approximately half of our global employees. This mandatory annual analysis is available on our website (in Hebrew[1]) 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 2023, 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.
We will continue to conduct this analysis annually, as required by law and to ensure that material differences are not created within comparable roles.
Supporting Equal Opportunity Through Talent Development Programs
Pay gap analysis
[1]
[2]
The 2023 analysis is available on our website, as of the publication of this report. The full 2024 analysis shall by published later in 2025
The 2024 EEO-1 form will be published later in 2025, data not yet available at the publication of this report.
See further details in the 'Community Outreach' section of this report.
Our efforts to enhance equal opportunity based on merit in the tech industry are not limited to our workforce. In line with our community engagement plan, we have engaged in several related initiatives.
Examples of these initiatives include:
We are acting to enhance opportunities for women and men at SolarEdge. As a core part of our culture, we support the advancement of opportunities for all of our employees, regardless of gender or background, in executive and management positions, as well as R&D and sales roles.
Our progress is supported by the following steps:
Equal Opportunity for Women and Men
We believe in the strength of an organizational culture that embraces differences and welcome all individual contributors who represent a range of perspectives and backgrounds. We strive to promote equal opportunity for women and men, in executive, management and R&D positions, based on merit. We are taking active steps to promote a culture of merit and equal opportunity.
At the various global regions where we operate, we have been delivering training and promoting education to support awareness and inclusive practices across our workplaces. For example, we have conducted training for managers on how to handle the complexities of leading multi-cultural teams. In addition, we developed an internal workshop for team leaders focusing on team building and belonging with all employees.
Operating talent development programs for women and men of various backgrounds and proficiencies
According to Israeli law, conducting an annual gender pay gap analysis for employees in Israel, where approximately half of our workforce is located (details below)
Offering mentoring opportunities for male and female employees and managers
Providing study scholarships to young talented individuals from Israel’s underserved periphery
Organizing educational tech meetups with engineering students in Israel, led by SolarEdge managers
A personal enhancement program for high school students in Israel, through group sessions held with SolarEdge employees
Introduction - Inclusion and Equal Opportunity
Inclusion and Equal Opportunity
Sustainability Report 2024 /