The second installment of ConNEX’s expert workshops, Inclusive Innovation: Building Your Winning Clean Energy Workforce, brought together thought leaders to discuss building diverse, equitable, and inclusive teams to drive long-term success. Hosted by New Energy Nexus, California, as part of the CalSEED program, this virtual event provided valuable insights on strategies for fostering diversity in hiring, team culture, and workforce development.

At New Energy Nexus, we design all our programs with equity at the core. A just energy transition is our goal, requiring mindful work and the deconstruction of old mindsets. In this workshop, attendees asked panelists what kind of trade-offs they had to make to build out diverse teams, and the experts pushed back, explaining diverse teams aren’t a “nice-to-have”. They are a force multiplier and essential to long-term success. Throughout the hour workshop, experts from three successful clean energy startups shared concrete types and processes for building a winning team.

Defining Diversity Beyond Appearance

From the outset, the panelists stressed that diversity goes beyond race and gender. Zora Chung, CFO of ReJoule, highlighted the importance of diverse educational and experiential backgrounds, as these contribute to a richer diversity of thought within the company. Whether in technical roles or management, the collective variety of perspectives is a key driver of innovation.

Steve Pratt, Director of People at Twelve, echoed this: “A group of individuals from many different backgrounds brings their own experiences, perspectives, and creativity.” In fast-growing startups, this diversity enhances problem-solving and helps build stronger connections within the communities they serve.

Challenges in Recruiting Diverse Talent

Recruiting diverse talent is not without its challenges. Chung noted that smaller clean energy startups often face obstacles like a lack of brand recognition and competition with larger companies offering more stability and higher salaries. She credited the CalSEED program with helping ReJoule build a strong mission that resonates with potential candidates, noting that storytelling through mediums like video can be an effective way to attract talent.

Pratt shared how Twelve, which grew from 80 to over 260 employees, overcame recruitment hurdles by developing talent pipelines with a multi-faceted approach. Twelve partners with nonprofits, tribal governments, and minority-serving institutions to create talent pools while maintaining ongoing relationships with colleges and community organizations.

Strategies for Workforce Retention

Building a diverse team is only the beginning; retaining talent requires a concerted effort. Vince Wong, Co-founder and COO of ElectricFish, emphasized that fostering an inclusive workplace starts from the top. Inclusion isn’t just about having diverse employees in the room—it’s about ensuring they have a seat at the table. Wong underscored the importance of strategic partnerships with entities like labor unions and tribal nations, which create economic opportunities and open doors to grant funding.

At Twelve, inclusion is built into their recruitment and onboarding processes. They’ve developed a fair and transparent system from structured interviews that ensure every candidate has a similar experience to diverse hiring panels that incorporate multiple perspectives. They also focus on career development through each employee’s learning and development budget, regular check-ins, and a strong feedback culture to continuously evolve their practices.

Pratt urged participants to use surveys, focus groups, and one-on-one conversations to get feedback and make decisions.

“Make changes based on actual feedback, not what you assume,” he said.

The Power of Partnerships

Strategic partnerships emerged as a recurring theme throughout the workshop. Wong shared how ElectricFish has collaborated with community-based organizations and labor unions to create a pipeline of diverse talent. These partnerships contribute to workforce diversity and position companies well for funding opportunities targeting underserved communities.

Similarly, Twelve’s collaboration with community colleges has helped develop a workforce for operator roles, creating a pathway into the clean energy economy for non-traditional candidates. These partnerships are crucial for companies looking to scale inclusively while contributing to local economic development.

Investing in Diversity as a Competitive Advantage

The speakers all agreed that investing in diversity is not a trade-off but a strategic advantage. Wong noted that diversity has become a “force multiplier” for ElectricFish, contributing to its global impact. When diversity is built into the company culture from the start, it drives innovation and positions the organization for long-term success. Given each of ElectricFish’s four founders is from a different continent, they know the power of a diverse leadership team.

As the clean energy sector continues to grow, building an inclusive, equitable workforce is essential for companies looking to lead in the transition to a sustainable future. By leveraging resources like CalSEED’s Equity-in/Equity-out framework, engaging in strategic partnerships, and fostering an inclusive culture, clean energy entrepreneurs can position themselves at the forefront of this transformation.

Stay tuned for more insights from future ConNEX events as we continue to explore the strategies and innovations shaping the clean energy landscape.

Join Us Next Time! Interested in joining our upcoming ConNEX workshops? Here’s a link to register for our next event all about building strategic partnerships for maximum impact.

Resources:
Culture Amp https://www.cultureamp.com

IBEW: https://www.ibew.org/
Mental health resource: https://www.zeera.com/
CEC Grants: https://www.energy.ca.gov/funding-opportunities
LACI: https://laincubator.org/
CalEnviroScreen: https://oehha.ca.gov/calenviroscreen
Specific resources: To focus on HR tech stack, 1) engagement data, 2) LinkedIn Insights (skills that are rare and prioritize hiring specific people), 3) focus on scalability for your processes
For deeper recruiting channels 1) APC fellowships via https://laincubator.org/apc/ , 2) https://novaworks.org/