Good intentions, poor execution - Anonymous employee Omnidian Employee Review

We’ve reviewed every word of your comments and looped in our executive team because we take our teams’ feedback seriously, including from alums. We’re proud of being named a Top 100 Place To Work for 4 consecutive years because that award is based solely on the ratings of our team members. That made this admittedly tough to hear, but every experience matters, and we hear you. You observe that “Top-level feels like a boy's club, entry level is where all the diversity is.” Our three founders are male and have been determined from the outset to create an inclusive place to work and accelerate our team’s diversity. Since then, 50% of all additions to the executive team have been women, including our newest addition in February 2022. Our current executive team is now 33% women and 22% LGBTQ+. This will continue to be an area of intense focus.. To date, we’ve promoted 6 managers from within and all but one of those have been women. You mention that “Executives are out of touch with the wellbeing of the rest of the company and management does a overall poor job of communicating to Execs” and advise us to “Get your finger on the pulse of the company not through generic surveys but actually spending time with people doing the work.” We have found that surveys allow our leadership teams to not only read comments directly from employees, but also measure the well being of everyone in the company, rather than just hearing anecdotally from a handful of employees. You stated Omnidian is “Not a good place for career growth”. This was perhaps the most difficult to hear, since it’s one of our core values and goes against what we’ve observed. Since inception, we’ve offered 59 promotions across the 33 members who started in our entry level support team and worked at Omnidian for over 12 months We have also partnered with Hiring our Heroes, TACT, and Seattle Central Community College to provide 6 internships to outgoing military members, young people with autism, and students of color entry points into the solar industry. More recently, we’ve kicked off our internal 12-week emerging manager program and made our pay and gender data readily available to everyone in the company. This is a team where contributions are not only rewarded but celebrated and we’re proud of the opportunities we’re creating. Thank you for sharing your experience. We will keep working to ensure everyone is seen and heard while they are here.