In parallel, we have started to enhance our gender equality efforts in other (non-Israeli) regions of our operations as well, including region-specific target setting. These efforts have started to produce initial achievements, with the first two women hired in our Netherlands support center, and a first woman hired as field service engineer for our northern Europe region.
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 mentoring program for female high school students in Israel, through group sessions held with SolarEdge female employees
Join the SolarEdge Conversation
Contact a product expert or sales representative
Contact us
How can we help you?
Elisa Rossi,
Financial Planning & Analysis Manager, SolarEdge e-Mobility, Italy
“SolarEdge is very goal-focused. The growth from year to year is remarkable and those of us who are flexible, and know how to adapt to change, can really excel and bring added value to the company. I appreciate working in an environment where flexibility in working hours is welcomed, as that enables me to manage my role as both a mother and a professional.”
We have also created a new development program for women in R&D and technical roles with at least three years of experience at SolarEdge. The program ran in the first half of 2022 and consisted of six workshops with internal and external facilitators and a TED-style summary meeting in which participants presented conclusions to senior leadership. The workshops encompassed:
The Boost Your Career Leadership Development Program, operated globally at SolarEdge through 2021-2022, was aimed to accelerate the advancement of women based on performance and leadership potential. This six-month program operated at two levels: personal customized development and group learning and skill-building. Each participant has completed a 360o performance and skill profile, in addition to custom training modules, including career management and communication skills. Additionally, following the structured training elements, the participants engaged in facilitated group learning and networking. The program also included several one-on-one mentoring sessions for each participant. The mentors were former executives from global businesses, with each matched specifically by background and language to each program participant.
Talent development programs for women
Over 20 managers
completed the Boost Your Career Leadership Development Program for Women
We plan to continue to offer talent development opportunities in 2023 and beyond, designated specifically for our prominent female employees and managers as part of our ongoing commitment to strive for gender equality.
Grow your Career:
Technology versus management careers
Personal influence:
Goal setting, managing strengths, managing personal brand
Organizational influence:
Understanding company strategy, risk-taking, entrepreneurship
Over 20 women
in technical roles
completed the Technical Career Development Program
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.
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 55% of our global employees. The annual analysis is available on our website (in Hebrew[2]) 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:
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 2019-2021[3], can be found on our website.
As a result of our efforts, the total number of under-represented minorities who make up the SolarEdge Israel workforce has increased by 94% in 2022 alone, to a total of over 130 employees.
We aim to increase the number of employees 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.
In 2022, at SolarEdge in Israel and the U.S., underrepresented minorities accounted for 9% of our workforce (equivalent to 6% of our total global workforce).
Our short-term aim for 2023 is for the target under-employed minority groups in Israel to encompass over 10% of all new hires at SolarEdge Israel. Sub-targets have been set for the different relevant departments.
Our diversity-focused collaborations include:
Working with a specialist non-profit agency (Tsofen) for recruitment of candidates for engineering positions from the Arab sectorAdditional collaborations that focus on the Arab sector in Israel include supporting the integration of Druze women into the hi-tech sector (through the ‘Lotus’ initiative) and helping young engineering graduates from the Arab community become software developers (through the ‘Fursa’ initiative). We have also participated in a mentoring program for electrical engineering students from the Arab society and have partnered with 'Elevation’ to train eligible candidates from the Arab sector to become skilled recruiters for the high-tech industry.
Recently, SolarEdge also became one of the first business partners of the Semana program. The Semana 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 specialized training 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 2022, in a targeted recruitment collaboration, we hired 18 ultra-Orthodox women for software development positions (in addition to the eight ultra-Orthodox women hired in 2021 through this collaboration).
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
60
81
100
122
154
2022
2021
2020
2019
2018
Woman in all management roles
Sub-targets were set for different company departments. As indicated above, we have made progress on all three overall targets in 2022, with an increasing recruitment rate for women in Israel. The 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 in our organization. Our goal is to increase gender equality and inclusiveness in our workforce, overcoming the inherent challenges related to the tech sector. In early 2022, we set quantitative targets to promote this goal, focusing initially on our employees in Israel, which constitute approximately half of our global workforce. By 2025, we aim to achieve the following levels of representation of women in our Israeli workforce:
We work to create opportunities to hire more women at SolarEdge. In the past four years, overall representation of women increased from 21% in 2019 to 28% in 2022. We place particular emphasis on supporting the advancement of women in executive and management positions and we have almost doubled the number of women in all management roles in the four years between 2019 to 2022.
In 2022, 19% of management positions[1] were held by women, compared to 13% in 2019.
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
Expand anti-bias training
Conduct an annual gender pay gap analysis
Launching a global internal Women’s Day campaign, titled “Towards Gender Equality". The campaign included empowerment lectures from women in executive roles, both from within SolarEdge and from the global business world. In addition, the campaign included an invitation to all women employees to schedule a 1:1 virtual informal mentoring session with one of 22 prominent female managers and employees in key positions from various professional fields and geographical regions within SolarEdge.
38% women overall (32% at end of 2022; up from 30% at end of 2021)
21% women in R&D roles (18% at end of 2022; up from 17% at end of 2021)
24% women in management roles (20% at end of 2022; up from 18% at end of 2021)
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. As we grow, we are striving to increase the presence of women in executive, management and R&D positions as well as 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; and Women of Color in Tech (as part of Black History Month in the U.S.).
Introduction - Diversity, Equity & Inclusion
Inclusion of Different Groups
Advancing Gender Equality
Sustainability Report 2022 /
Diversity, Equity & Inclusion
See further details in the Community Outreach section of this report.
As a result of our efforts, the total number of under-represented minorities who make up the SolarEdge Israel workforce has increased by 94% in 2022 alone, to a total of over 130 employees.
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 2019-2021[3], can be found on our website.
We aim to increase the number of employees 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.
In 2022, at SolarEdge in Israel and the U.S., underrepresented minorities accounted for 9% of our workforce (equivalent to 6% of our total global workforce).
Our short-term aim for 2023 is for the target under-employed minority groups in Israel to encompass over 10% of all new hires at SolarEdge Israel. Sub-targets have been set for the different relevant departments.
Our diversity-focused collaborations include:
Inclusion of Different Groups
Working with a specialist non-profit agency (Tsofen) for recruitment of candidates for engineering positions from the Arab sectorAdditional collaborations that focus on the Arab sector in Israel include supporting the integration of Druze women into the hi-tech sector (through the ‘Lotus’ initiative) and helping young engineering graduates from the Arab community become software developers (through the ‘Fursa’ initiative). We have also participated in a mentoring program for electrical engineering students from the Arab society and have partnered with 'Elevation’ to train eligible candidates from the Arab sector to become skilled recruiters for the high-tech industry.
Recently, SolarEdge also became one of the first business partners of the Semana program. The Semana 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 specialized training 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 2022, in a targeted recruitment collaboration, we hired 18 ultra-Orthodox women for software development positions (in addition to the eight ultra-Orthodox women hired in 2021 through this collaboration).
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.
Elisa Rossi,
Financial Planning & Analysis Manager, SolarEdge e-Mobility, Italy
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.
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 55% of our global employees. The annual analysis is available on our website (in Hebrew[2]) 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:
“SolarEdge is very goal-focused. The growth from year to year is remarkable and those of us who are flexible, and know how to adapt to change, can really excel and bring added value to the company. I appreciate working in an environment where flexibility in working hours is welcomed, as that enables me to manage my role as both a mother and a professional.”
We plan to continue to offer talent development opportunities in 2023 and beyond, designated specifically for our prominent female employees and managers as part of our ongoing commitment to strive for gender equality.
Grow your Career:
Technology versus management careers
Personal influence:
Goal setting, managing strengths, managing personal brand
Organizational influence:
Understanding company strategy, risk-taking, entrepreneurship
Over 20 women
in technical roles
completed the Technical Career Development Program
[1]
[2]
[3]
All levels of management – from executives to team leaders.
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.
Join the SolarEdge Conversation
Contact a product expert or sales representative
Contact us
How can we help you?
We have also created a new development program for women in R&D and technical roles with at least three years of experience at SolarEdge. The program ran in the first half of 2022 and consisted of six workshops with internal and external facilitators and a TED-style summary meeting in which participants presented conclusions to senior leadership. The workshops encompassed:
The Boost Your Career Leadership Development Program, operated globally at SolarEdge through 2021-2022, was aimed to accelerate the advancement of women based on performance and leadership potential. This six-month program operated at two levels: personal customized development and group learning and skill-building. Each participant has completed a 360o performance and skill profile, in addition to custom training modules, including career management and communication skills. Additionally, following the structured training elements, the participants engaged in facilitated group learning and networking. The program also included several one-on-one mentoring sessions for each participant. The mentors were former executives from global businesses, with each matched specifically by background and language to each program participant.
Talent development programs for women
Over 20 managers
completed the Boost Your Career Leadership Development Program for Women
Sub-targets were set for different company departments. As indicated above, we have made progress on all three overall targets in 2022, with an increasing recruitment rate for women in Israel. The 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 in our organization. Our goal is to increase gender equality and inclusiveness in our workforce, overcoming the inherent challenges related to the tech sector. In early 2022, we set quantitative targets to promote this goal, focusing initially on our employees in Israel, which constitute approximately half of our global workforce. By 2025, we aim to achieve the following levels of representation of women in our Israeli workforce:
We work to create opportunities to hire more women at SolarEdge. In the past four years, overall representation of women increased from 21% in 2019 to 28% in 2022. We place particular emphasis on supporting the advancement of women in executive and management positions and we have almost doubled the number of women in all management roles in the four years between 2019 to 2022.
In 2022, 19% of management positions[1] were held by women, compared to 13% in 2019.
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
Expand anti-bias training
Conduct an annual gender pay gap analysis
Launching a global internal Women’s Day campaign, titled “Towards Gender Equality". The campaign included empowerment lectures from women in executive roles, both from within SolarEdge and from the global business world. In addition, the campaign included an invitation to all women employees to schedule a 1:1 virtual informal mentoring session with one of 22 prominent female managers and employees in key positions from various professional fields and geographical regions within SolarEdge.
38% women overall (32% at end of 2022; up from 30% at end of 2021)
21% women in R&D roles (18% at end of 2022; up from 17% at end of 2021)
24% women in management roles (20% at end of 2022; up from 18% at end of 2021)
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. As we grow, we are striving to increase the presence of women in executive, management and R&D positions as well as 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; and Women of Color in Tech (as part of Black History Month in the U.S.).
Introduction - Diversity, Equity & Inclusion
Diversity, Equity & Inclusion
Sustainability Report 2022 /