Welcome Abigail Ross Hopper, Esq. President and CEO SEIA Jon - - PowerPoint PPT Presentation

Welcome

Abigail Ross Hopper, Esq. President and CEO SEIA

Jon Miller Executive Director OSEIA

Master of Ceremonies

Suzanne Leta Liou Global Market Strategy SunPower

WiFi Network: solar Password: rocks2017

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@SEIA @OSEIA_SOLAR

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Panel Discussion: Solar Policy in the Pacific Northwest

Moderator: Jennifer Rouda, Principal, 7Skyline Briana Kobor, Regulatory Director, Vote Solar Rikki Seguin, Policy Director, Renewable Northwest Bonnie Frye Hemphill, Policy & Partnerships Director, A&R Solar Amy Berg Pickett, Sr. NW Zoning & Outreach Manager, Cypress Creek Renewables

Short Discussion: Low Income Solar & Community Solar

Moderator: Sara Birmingham Senior Director of State Affairs SEIA Rikki Seguin Policy Director Renewable Northwest Oriana Magnera Outreach and Policy Advocate Northwest Energy Coalition

Oregon Community Solar

Final Program Rules

Rikki Seguin – Policy Director, Renewable Northwest Women’s Empowerment West Coast Summit Oct. 11, 2017

Community Solar Attributes

Project Size

• 25 kW-3 MW

Project Location

• In the service territory of an investor-owned

utility (IOU)

– Colocation restrictions

• Participant must be located in same

service territory as project Program Size

• Initial Capacity Tier: 2.5% of 2016 peak load
• PGE ~100 MW
• PAC ~72.5 MW
• IDP ~2.5 MW

Community Solar Attributes

Limits on customer participation

• Owner/subscriber defined at the site address level
• Up to average annual consumption

– Excess generation donated

• Can participate in multiple projects
• A single participant can have up to 2MW
• A participant and its affiliates can have up to 4MW (Staff to

define “affiliates” in program implementation manual) Project level requirements

• 50% must be for residential/small commercial customers
• Minimum 5 participants
• No participant can own/subscribe to more than 40%

Community Solar Attributes

Low-income participation

• 10% total program capacity allocated for exclusive use by

low-income residential customers

• Current approach: 5% per project, plus 5% additional

program-wide

• Commission will either reaffirm or adopt new approach when

adopting Program Implementation Manual

Community Solar Attributes

Certification process – many steps to be defined in program implementation manual

• Certification as project manager
• Pre-Certification
• Project managers can now acquire customers
• Begins preparing for final certification (incl. 50% participation and 5% low

income)

• Following pre-certification, IOU signs 20 year PPA with

project

• Final Certification
• OPUC Staff, then Commission approve

Community Solar Attributes

Compensation for Unsubscribed/Unsold Generation

• 100% of unsubscribed/unsold generation compensated at the

“as available” PURPA rate (market-based rate)

– Project must have reached 50% participation

REC treatment

• All projects must register with WREGIS
• Projects smaller than 360kw may apply for waiver
• RECs must remain with participants or be retired on behalf
• RECs for unsubscribed/unsold generation do not transfer to

utility unless agreed to by both parties

Equitable Community Solar

Challenges and Best Practices October 11 , 2017

Roadmap

• Community Solar Policy/Low-income Community

Solar Policy in other states

• Lessons Learned
• Best Practices

Source: Department of Energy (https://energy.gov/eere/sunshot/downloads/path-sunshot-community-solar)

CO

• Lesson: Partnerships are key and projects have to

have tangible benefits

• Challenges:

Privacy Concerns Red Tape/ Paperwork Distrust Time delay

• f benefits

Cultural Barriers Language Barriers Cost Barriers Wonkiness

• f Energy

Mobility

• f

Residents

Source: “Analysis of the Fulfillment of the Low-Income Solar Carve-Out for Community Solar Subscriber Organizations,” Lotus Engineering

NY

• Challenges for community organizations and housing

providers:

10 Customer Minimum Organizational /Staff Capacity Financial Resources Solar Experience

CA

• Challenges:

Utility Programs: High Cost of Participation Exit Fees No Real Carve-out for LI Subscribers Hard to Get Projects Off the Ground

Source: “Low-Income Barriers Study, Part A: Overcoming Barriers to Energy Efficiency and Renewables for Low-Income Customers and Small Business Contracting Opportunities in Disadvantaged Communities,” CA PUC. docketpublic.energy.ca.gov/PublicDocuments/16-OIR-02/TN214605_20161201T144029_SB_350_LowIncome_Barriers_Study__Revised_Draft.pdf

Principles for Community Solar

• Accessibility and Affordability: Meaningful financial

benefits

• Energy cost savings
• Direct support to overcome some of the financial and
• ther challenges to access.
• Ownership interest in solar projects

Principles for Community Solar

• Community Engagement: Partnership with

communities through local organizations

• Partners: Community development corporations,

housing organizations, service providers

• Needs assessment: find out needs and challenges and

what assets are needed

• Partners Provide: Critical outreach, planning support,

engagement, education

• Putting communities at the center ensures that

programs are responsive and effective and helps maximize participation.

Principles for Community Solar

• Consumer Protection:
• Programs should not create incentives for predatory

lending or exploitation of communities for financial gain.

• Programs should have adequate consumer protection

measures, disclosures, and accountability measures

• Outreach and education needs to happen in multiple

languages

Principles for Community Solar

• Sustainability and Flexibility:
• Encourage long-term market development
• Be flexible as conditions and circumstances change.
• Do low-income subscribers have to hold

subscriptions?

Principles for Community Solar

• Compatibility and Integration: Address the

intersection of equity, energy, and infrastructure

• Additive to existing renewable energy and energy

efficiency programs

• Integrate with low-income energy efficiency, workforce

development, healthy home programs

• Separate funding streams

Principles for Community Solar

• The most effective low-income solar programs

include:

• Long-term, dedicated funding
• Cover up-front costs
• Integrate with energy efficiency offerings
• Mesh seamlessly with existing energy assistance

programs

• Include support and funding for community education

and engagement

• Include job training and placement opportunities.

Questions?

Solar Workforce Diversity Initiative

Roxie Brown Jeni Hall Program Director Senior Project Manager The Solar Foundation Energy Trust of Oregon

2017 U.S. Solar Industry Diversity Study:

Current Trends, Best Practices, and Recommendations

October 11, 2017 Women’s Empowerment – West Coast Summit

About the Solar Foundation

The Solar Foundation (TSF) is a national 501(c)(3) nonprofit focused on research and education to promote the widespread adoption of the world’s most abundant resource. Through our leadership, research, and capacity building, we create transformative solutions to achieve a prosperous future in which solar technology is integrated into all aspects

• f our lives.

www.TheSolarFoundation.org

Background

This study is an initiative of the Women’s Empowerment Committee undertaken by The Solar Foundation to understand diversity in the solar industry.

§ LEADER LEVEL

§ CHAMPION LEVEL

§ ALLY LEVEL

§ PROMOTION LEVEL

The Business Case for Diversity

Companies with more diverse employees enjoy higher profits, broader market share for their products and services, and better employee well-being than their less diverse peers.

Evidence

• Hunt,

Vivian, Layton Dennis et al., “Why Diversity Matters”, McKinsey and Company, January 2015 http://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters (Last accessed: August 22, 2017)

• Noland, Marcus, Moran, Tyler et al., “Is Gender Diversity Profitable? Evidence from a Global Survey”, Peterson Institute

for International Economics, February 2016, https://piie.com/publications/wp/wp16-3.pdf (Last accessed: August 22, 2017)

• Worstall, Tim, “Business Gender Diversity Solved: More Women Means More Profits”, Forbes, February 10, 2016

https://www.forbes.com/sites/timworstall/2016/02/10/business-gender-diversity-solved-more-women-means-more- profits/#7e186667170f

• “Does

Your Company's Diversity Match Your Customers?”, HIP Investor, March 11, 2011 http://hipinvestor.com/how- clients-use-hip/

• Abreu, Kim, “The Myriad Benefits of Diversity in the Workplace”, Entreprenuer.com, December 9, 2014

https://www.entrepreneur.com/article/240550

• Fletcher, Ben, “Diversity and Inclusiveness Is Good For

Your Well-being”, Psychology T

• day, September 18, 2016

https://www.psychologytoday.com/blog/do-something-different/201609/diversity-and-inclusiveness-is-good-your-well- being (Last accessed: August 22, 2017)

• “What Job Seekers Really Think of

Your Diversity Stats”, Glassdoor, November 17, 2014, https://www.glassdoor.com/employers/blog/diversity/

What We Know

According to The Solar Foundation’s Solar Jobs Census 2016, there are more than 260,000 solar workers.

§ 28% Women Ø 46k more (+18.7%) since 2013 § 17% Hispanic or Latino § 7% African American § 9% Asian § 9% Veterans Ø 10k more since 2013

We Set Out to Better Understand

§ Current landscape of diversity in the solar industry and comparison to other industries § Experience of individuals from diverse backgrounds in the solar industry § Examples of current policies, programs, and activities that firms are employing to increase hiring of women, people of color, and veterans § How can the solar industry work towards increasing diversity in its workforce?

Survey Process

§ Data collected through solar employee and employer surveys Ø 375 employer and 279 employee responses Ø 29 online and 10 phone ethnographic responses from employee survey Ø 19 online ethnographic responses from company HR representatives Ø Statistical significance threshold not met for LGBTQ and Hispanic/Latino categories on some questions

KEY FINDINGS: EMPLOYEE SURVEY

Employee Respondent Profile

§ 279 Responses

§ 49.5% men and 48.4% women Ø 76.3% White Ø 8.6% Asian Ø 4.3% Black or African American Ø 6.8% as more than one of the above Ø 7.5% Hispanic or Latino Ø 3.9% of respondents identified themselves as veterans of the U.S. Armed Forces Ø 10.4% of respondents identified themselves as members of the LGBTQ Community

§ Women of Color are less likely to reach positions over the level of manager

§ Women are less likely than men to earn $75/hr or more

§ Women of color are drastically less likely to earn $75/hr or more

§ 50% of African American respondents feel stuck in their current positions

§ Women overall are less likely to serve as mentors compared to men

SOLAR

§ Women are more likely to serve as mentors after they reach management positions

§ Relationship Management § Self-Awareness § Networking § Organizational Awareness § Mentorships and Sponsorships

KEY FINDINGS: EMPLOYER SURVEY

Employer Respondent Profile

§ 375 Responses

§ 47% Upstream Solar Firms – manufacturing, distribution, and sales § 16% Downstream Solar Firms – installation and project development § 37% Other Solar Firms – finance, legal services, research, advocacy, not for profit, etc. § 41% Small Business – between 1-10 employees § 36% Medium Business – between 11-49 employees § 23% Large Business – more than 50 employees

§ Only 27% of solar firms formally track employee diversity.

§ Solar is more diverse than the construction, oil & gas extraction, and the utilities industry.

§ Solar is a young industry with 89% of the workforce under the age of 55

§ Large firms were more likely to have diversity strategies in place § Downstream and “Other” firms more likely to have strategies in place § 14% of all solar firms have a strategy to increase female representation § 7% of all solar firms have a strategy to increase minority representation § Only a bit over 1 of every 10 (12%) solar firms has implemented a Veteran hiring strategy

§ Top recruitment methods include internet job postings and word of mouth. § While these often have are easiest, they may miss the mark in attracting candidates who may not be in the network.

§ Out of the dozen energy-focused recruiting firms the team researched, only one had a commitment to diversity. § Solar companies must clearly convey their goals and commitment to diversity to ensure that recruiters respect and work towards meeting their diversity goals.

MOVING FORWARD

T

• p Five Diversity Action Items

Create company- wide diversity pledges Establish a formal diversity tracking and measure ment tool

Broaden recruiting efforts to meet candidates where they are Implement a “blind” job application review process Establish diversity training programs

Key Recommendations

Define what diversity means for your company and why it matters Provide training to create and encourage an inviting work environment Establish a tracking and measurement system Create mentorship/sponsorship

• pportunities

Key Recommendations

Offer networking opportunities Improve and expand recruitment efforts among different demographics and at all levels Strengthen entrepreneurial programs for disadvantaged populations

Roxie Brown Program Director, The Solar Foundation rbrown@solarfound.org

Facebook.com/TheSolarFoundation @solarfound TheSolarFoundation.org

Download Full Report: www.thesolarfoundation.org/diversity/

Jeni Hall Co-Chair SEIA WE Sub Committee

• Sr. Project Manager, Energy Trust of Oregon

jeni.hall@energytrust.org

Reflection and Creating Your Action Plan

Facilitator: Amalia Alarcon Morris Senior Consultant White Men as Full Diversity Partners

Reflection and Creating Your Action Plan

Goal: Leave event with concrete steps you can take action on in order to encourage diversity and women’s empowerment at your organizations. We encourage you to reflect on the results of the TSF Diversity Study.

• What resonated with you?
• What are you most curious about?
• Where are untapped opportunities for

growth?

Working Lunch: Change Agents

Behaviors that illustrate the skill of being a change agent:

1. I encourage others to see new possibilities and take action. 2. I understand that systemic change begins with personal change and I work to model that ideal. 3. I love change as a never-ending process in all parts of my life. 4. I model creating inclusion, ownership and commitment while implementing change. 5. I build commitment to new approaches vs imposing compliance. 6. I recognize that when I commit to being a change agent, I am going to change too.

Working Lunch: Change Agents

Discussion Questions:

• 1. When have you been a change agent?
• 2. What were the risks you took, the challenges

you faced, and the supports that allowed you to take the risk and overcome the challenges?

• 3. How does change happen in your
• rganization?

Panel Discussion: Women in Leadership

Abigail Ross Hopper, Esq President & CEO SEIA Jo Ann Hardesty President, NAACP, Portland Chapter Janine Benner Assistant Director, Oregon Department of Energy Alicia Stevenson Managing Director, Business Operations and Strategy NRG Energy Shannon Souza Principal, Sol Coast Consulting & Design LLC

Panel Discussion: Recognizing & Moving Past Unconscious Bias to Support Diversity Progress

Moderator: Dani Ledezma Interim Executive Director, Coalition of Communities of Color

Steve Johnston Director, Supplier and Technology and Industry Development, Intel Corporation Leida Chambliss Recruiter, Grid Alternatives Moanica Caston VP Diversity &Inclusion, (Retired) Georgia Power Jessica Booker Diversity & Inclusion Program Manager, SunRun

Speed Networking

Facilitator: Amalia Alarcon Morris Senior Consultant White Men as Full Diversity Partners

Small Group Discussions

Facilitator: Amalia Alarcon Morris Senior Consultant White Men as Full Diversity Partners

Small Group Discussions

1. Tips for how change agents can effectively work with executive leadership 2. Engaging men as diversity & inclusion partners to encourage more allies at my organization 3. How to assess my organization’s baseline in order to set my goals for increasing the participation of women and/or people of color at my

• rganization

4. Creating a sponsorship or mentorship program at my company to help women and/or minorities advance in their careers 5. Practical diversity & inclusivity practices and solutions for smaller companies without formal HR departments 6. Practical diversity & inclusivity practices and solutions for medium or larger companies with HR departments 7. How to recruit and retain women and/or people of color working in trades, design and engineering 8. Deep dive into how we can recognize and overcome unconscious bias in

• urselves and at our workplace

Implementing Your Action Plan

Facilitator: Amalia Alarcon Morris Senior Consultant White Men as Full Diversity Partners