New toolkit seeks to build a more inclusive solar industry

Solar Energy UK

27 October 2025

Solar Energy UK has published “Equity, Diversity & Inclusion in the Workplace: Building Fairer, More Inclusive Organisations for All“, a comprehensive framework intended to help solar businesses embed inclusive practices and build fairer, more representative organisations.[1]

As the sector continues to grow at an unprecedented rate, on the way towards reaching around 60 gigawatts of capacity by 2030, a skills shortage is growing. Addressing this increasingly serious challenge means drawing talent from every possible background. The new framework offers practical tools to help companies of all sizes improve recruitment and retention, create inclusive cultures and unlock the full potential of a diverse workforce.

“Equity, diversity and inclusion are not just fancy words – they are mission-critical business practices,” said Chris Hewett, Chief Executive of Solar Energy UK. “To push energy bills down, deliver clean energy at scale, protect our environment and boost economic growth, we must widen the talent pool and ensure our industry is a place where everyone can thrive,” he added.

The guide outlines the business case for EDI, drawing on evidence from across the energy sector. Inclusive organisations consistently outperform their peers in innovation, financial performance, and employee engagement. Research from McKinsey, Gartner and the London School of Economics shows that diverse teams:

• Make more effective and rational decisions.
• Drive markedly stronger market growth.
• Are more resilient in the face of change.
• Are far more likely to exceed financial targets. [2,3,4,].

A practical toolkit for change

Developed in collaboration with leading solar companies including Anesco, Bluefield, Eden Sustainable, Midsummer Energy and Solis, alongside standards body MCS, the guide introduces a flexible framework built around three key dimensions:

• Forms of diversity: including gender, ethnicity, age, disability and sexual orientation.
• Areas of influence: such as compensation, opportunity, representation, and wellbeing.
• Action areas: including fair recruitment practices, inclusive policies, data analysis and training.

By selecting one element from each dimension, organisations can create targeted, actionable strategies tailored to their specific needs. Whether addressing the gender pay gap, improving age diversity in leadership, or supporting the wellbeing of employees, the framework provides a clear roadmap for progress.

The guide emphasises that successful EDI strategies go beyond legal compliance. While the Equality Act 2010 protects employees from discrimination, truly inclusive organisations foster safety, belonging, and equal access to opportunity.

“Embedding EDI into our business practices is essential to shift perceptions and attract a broader range of people to our industry. This framework is designed to be practical, intersectional and scalable—whether you’re a small installer or a large developer – but it should be considered as just the beginning,” said Veronica Magoja, Head of Marketing & Communications at Solar Energy UK, who led the guide’s development.

Supporting the Clean Energy Transition

The solar industry currently employs nearly 14,000 people, representing 9.8% of the UK’s renewable energy workforce. With rapid growth projected under the government’s Clean Power 2030 objectives, the sector must address its skills gap and ensure a just transition that benefits all communities.

The guide aligns with national efforts to improve diversity across the energy sector, including Ofgem’s EDI Strategy and Energy UK’s Progress Report. It also supports investor and stakeholder expectations around ESG performance and social mobility.

Next Steps

Solar Energy UK encourages our member organisations to:

• Share the guide with leadership teams and stakeholders.
• Conduct an honest assessment of current EDI practices.
• Identify priority intersections using the framework.
• Develop realistic action plans with clear timelines and responsibilities.

“EDI is a journey, not a destination,” added Hewett. “This guide provides the tools—now it’s up to all of us to take action.”

The document is available to download from the Solar Energy UK website.[1]

Solar Energy UK wishes to thank the following people for contributing to the guidance:

• Claire Gardner – Solis
• Teresa Winchester – Anesco
• Lorna Pegram, Rob Tippett and Debra Russell – Bluefield Group of Companies
• Tracey Elliott – Eden Sustainable Power
• Lisa Cooke – MCS
• Muneeba Islam – Midsummer Energy

[1] Equity, Diversity & Inclusion in the Workplace: Building Fairer, More Inclusive Organisations for All

[2] London School of Economics, King’s College London and Bayes Business School: Mitigating Cognitive Bias to Improve Organizational Decisions: An Integrative Review, Framework, and Research Agenda

[3] Gartner: Diversity and Inclusion Build High-Performance Teams

[4] McKinsey: Diversity Matters Even More

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Editor’s notes

For more information or to request an interview, please contact:

Gareth Simkins, Senior Communications Adviser

gsimkins@solarenergyuk.org

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