Our equity work… so far.

California Solar embarks on inclusive journey with newly formed JEDI committee

Employees at California Solar Electric Company are on a journey of inclusivity and finding it’s a path with numerous bumps, roadblocks and detours along the way. 

In the fall of 2020, after witnessing the murder of George Floyd, Black Lives Matter marches in streets around the globe and the closer-to-home violence led by an angry mob of counter protestors in the streets of downtown Nevada City, some employee owners of the worker cooperative knew they had to do something. 

The events of 2020 were a catalyst that drove a group of co-workers to form a JEDI committee centered around Justice, Equity, Diversity and Inclusion in the workplace. While members of the committee were excited to move forward, they soon discovered that not all of their co-workers shared the same enthusiasm.

Internally, some coworkers considered the placement of a Black Lives Matter sign in the window “too political” and questioned whether encouraging DEI workshops was the right fit for a solar electric company.

Nine months later, the work continues. The JEDI committee remains committed to breaking down oppressive barriers in the workplace and the community at large. Patience is the teacher. They are learning this work takes time. By taking it slow, educating themselves, listening to each other and providing space where every worker-owner can be heard, they are finding their way and building a collective culture and mindset. 

A huge stepping stone

“That has been a milestone. Creating a committee in the first place has been a huge stepping stone,” said Brett Sanders, a Field Service Technician, and member of the JEDI and Gratitude committees who was recently elected to the Board of Directors. 

“We are working to make it more publicly clear where we as a co-op stand on justice issues and equity, as they affect real people in our community. This is also in hopes that it will motivate education within our walls and promote a more inclusive work environment.”

Every two weeks, 6-8 JEDI committee members meet for discussion, training and workshops about topics like racial literacy and breaking down bias in the workplace. 

Pronouns have recently been added to employee’s email signatures who want them. Right now, the number one focus is best hiring practices and how to incorporate DEI into those principles. Examining job descriptions and writing them in a way that is less intimidating and more welcoming is one approach. 

“The way I see it, in order to have a more diverse voice, we first need to have a more diverse staff, and that usually starts with hiring. Ultimately, we desire more access to good jobs for individuals of all skill levels and all walks of life,” said Sanders. 

California Solar is not your average workplace where management rules. Instead, it’s a worker cooperative, where every staff member has buy-in and an equal opportunity to get involved and have a seat at the table. 

“We encourage that every voice be included,” said Sanders. 

The Solar Company is located in the whitest county in California where racial equity hasn’t been a common conversation until recently. But as a significant employer in the region and huge community supporter of numerous local non profit groups, JEDI committee members believe they are poised to become a leader in racial awareness and have a responsibility to raise consciousness. But they also see that the work has to start from the inside out. 

“We’re new to this. We’re learning from our mistakes. It’s about educating ourselves. I’m learning to recognize my own biases and deprogramming some of the things I learned when I was young. It’s kind of like swimming upstream. It can definitely be very uncomfortable,” said Sanders who was born and raised in Nevada County. 

Cal Solar’s Board of Directors is now welcoming outside community members to join, like Mike McCary from BriarPatch Food Co-op, to bring fresh insight, transparency and a renewed accountability. 

Everything Cal Solar does is informed and guided by its Ends Policies. Beyond policies that are geared toward environmental sustainability, much is baked into the way the company treats its workforce and the community at large. 

Earlier this year, Cal Solar became a Certified B Corporation. Equity and tackling racism in the business world is a big part of that model. At https://bcorporation.net/ a number of resources are available to companies who want to become more active, vocal anti-racist leaders in their communities. 

Diversity is something this county needs 

Three years ago, Anastasia Torres was living two blocks away and looking for a job. When she walked into Cal Solar with her resume in hand, she was welcomed into the Cal Solar family right away. Living a decade off the grid in Hawaii had helped shape her passion for sustainability and alternative energy. Growing up in San Diego, her Black and Hispanic heritage and culture was something she was interested in and proud of but not something that made her stand out, until she moved to Nevada County five years ago. 

“I was blessed to grow up in San Diego where it’s a melting pot. I didn’t grow up with racism. Living here has been interesting and a little bit of a culture shock. Diversity is something this county needs,” said Anastasia, a member of Cal Solar’s JEDI committee who is helping to start a DEI book club. She says, as a solar company, Cal Solar employs a larger percentage of women (a quarter of all staff) and LGBTQ+ than others in the industry, but agrees there is still much more to be done. 

After the counter protestors violently converged in the streets of Nevada City last summer, Anastasia admits coming to terms with fear and wondered if she was safe living in Nevada County. 

“As a black woman it was pretty emotional for me,” she said. Being part of Cal Solar’s JEDI Committee is one way she is being proactive and using her voice.

“We’re proud that we started this committee to start the work that needs to be done. I do think Cal Solar will become a leader in this realm, especially in this community,” she said.  

So far, the DEI journey has been a learning, sharing, enlightening and sometimes cathartic process. Everyone is at a different stage along the path. Some are super passionate. Others are resistant and ask, ‘why?’  

“It’s really important for people not to sit there and feel guilty. If you’re feeling guilty and feeling bad, it’s hard to do the work. We can turn those feelings into action, into change,” she said. 

Beyond becoming aware of unconscious bias, there is a lot that can happen by examining the entire solar energy supply chain and making a point to purchase from and support companies who are owned and operated by historically marginalized populations - People with Disabilities, BIPOC (Black, Indigenous and People of Color), Women and LGBTQIA+ communities. 

“There are so many different ways that you can support diversity. There are things we didn’t really even think of. It’s important for us to have things we can measure and ask, ‘How are we stacking up?,’” said Torres. 

We want to be genuine

Casey Tomasi is the Service manager, Secretary of the Board of Directors and sits on the JEDI and Gratitude committees. 

“It’s been quite a journey figuring out who we are as a company,” he said. “Racism - it’s on the tip of everyone’s tongue and I kind of hope it stays that way. We have a lot of work to do and no end in sight,” he said.  

The tricky part of incorporating DEI ethics into the workplace is to move forward in an honest way that feels authentic and avoids the trap of virtue signaling or appearing to use DEI work as a shallow marketing ploy, Tomasi said. 

“We don’t want to fake it. We want to be genuine.” 

Not only is the work a group effort, it’s been a time of personal discovery. 

“I think it’s really important for the people who have the privilege to stand up for the people who don’t. I feel like I have a responsibility to level the playing field even if it means giving up things I have worked hard for,” Tomasi said.

Tomasi echoed the sentiments of his fellow committee members. Despite the challenges, the group is committed to moving forward holistically, in a supportive and compassionate way, to connect with folks on a personal level and invite everyone to participate in a way they feel comfortable with, without alienating or judging, no matter how long it takes. 

“That’s OK. I’m not in a hurry as long as we’re headed in the right direction.”