At Omnidian, we’ve always said our values are the bedrock of our company. While it’s easy to lose sight of that as you grow, at Omnidian we’ve actually doubled down on those values. 

That’s why we’re incredibly proud to announce Omnidian has officially been recertified as a B Corp with a score of 106.0.

To put that in perspective, our initial certification – submitted in 2020 and validated in 2022 –  came in at a strong 90.8. Jumping more than 15 points during a period of rapid growth is a testament to the commitment to our culture and values that run through our company.

What is a B Corp, Anyway?

Certified B Corporations are businesses that meet the highest standards of verified social and environmental performance, public transparency, and legal accountability, pursuing profit and purpose hand-in-hand.

As our CEO Mark Liffmann puts it, “B Corp gives us a framework for what is best-in-class behavior. We didn’t have to go figure this all out on our own. It’s a signal for both employees and customers that we’ve not just thought about this stuff, but we’re committed to it.”

Breaking Down the Score

So, how did we get to 106.0? While our mission to accelerate clean energy naturally earns us a great baseline, this additional leap was driven by intentional internal changes.

1. Conversion to a Public Benefit Corporation

In 2025, we took the major step of reincorporating from a C Corporation to a Public Benefit Corporation (PBC). This legally bakes our commitment to social and environmental impact into our corporate DNA, ensuring we consider all stakeholders (not just shareholders) in every decision we make. Our investors have always believed in the power of our mission and our culture, and we’re proud that our board, our founders and our employees are in lock step agreement on enshrining this as we scale. 

This PBC framework gives our board the legal authority to move beyond the narrow-sighted Miltonian economics that says a company’s sole purpose is to maximize shareholder value. Instead, our board can operate under the more holistic outlook that a company does better in both the short and long-term when it takes care of its customers, employees, communities, and the environment, as well. This has been what’s powered Omnidian’s growth and success since 2016, and it’s what will continue to power our growth and success in the many years to come.

B Corp gives us a framework for what is best-in-class behavior. We didn’t have to go figure this all out on our own. It’s a signal for both employees and customers that we’ve not just thought about this stuff, but we’re committed to it.

— Mark Liffmann, CEO

2. Representative Workforce Diversity

In the early years of Omnidian, our workforce reflected the solar and tech sectors that we’re in – largely white and male. Nowadays, Omnidian much more closely reflects the country we’re in, which ensures we’re hiring the best and brightest from all of society, not just a narrow slice.

• Gender Parity: We achieved gender parity across the company for the first time, and we nearly doubled the representation of women in leadership (now in the 40-49% bracket). We also now employ (and celebrate) a strong contingent of non-binary and genderqueer people.
• Racial Diversity: Our workforce identification as Black, Indigenous, and People of Color grew from just 25% of employees in 2020 to 40% in 2024, nearly on par with the US population.
• Affinity Groups: We went from zero affinity groups to a vibrant ecosystem of communities, including Black Lights Matter, Rainbow Array, BIPOC, and Neurospicy-R-Us. Since submitting for recertification, we’ve added our newest group, Puente.

3. Employee Engagement & Support

We’ve always said our employees are our greatest asset. As we’ve matured from a scrappy startup to a sophisticated scaleup, we’ve gotten even better at living this out. 

• Healthcare: Employee enrollment in our company plans jumped from under 70% to over 90%, as we’ve added an HSA option and short-term disability and life insurance coverage to our standard benefits package. We’ve continued to pay 100% employee premiums even as those premiums have gone up significantly.
• Caregiver Leave: We increased paid leave for secondary caregivers from 2 weeks to 5+ weeks, and further increased it to 12 weeks since submitting for recertification. We also added a policy to support breastfeeding mothers.
• Community Service: We introduced paid service time, with over a quarter of our employees now using it to give back to their local communities around Earth Day.

Eyes on 2029 Recertification

We’ve already started discussions on additional ways we can improve our score (and thereby our company) ahead of our next B Corp recertification, which kicks off in 2028.

We aren’t stopping at 106 points. As Product Analyst and ESG committee leader Mal Culbertson notes, “Having that framework is helpful… looking ahead, we’ll take the approach of identifying areas where we can dig in even deeper.” 

Beyond this B Corp recertification process, Omnidian’s ESG committee also publishes our Annual Impact Report. Over the last year, we’ve implemented several practical green initiatives, such as starting a Ridwell recycling subscription for our new Seattle office, facilitating a gift-alternative program that resulted in 131 trees planted, and leading a Veganuary contest for interested employees.

As we scale to manage gigawatts of solar and storage, our B Corp status acts as a north star. It helps us attract the best talent (we average about 250 applicants per role), it builds trust with our investors and employees, and ensures that as we grow, we’re doing so in a way that’s sustainable for our planet and our people.

Inside-Out Culture 

My favorite part of all of this is that B Corp has always been an employee-driven initiative. In fact, an employee first pitched the idea for Omnidian to pursue B Corp certification during an intimate All Hands meeting on July 16, 2018. I remember the date because it was my very first day. 

A group of employees volunteered to start the B Corp process, and after four years we eventually gained our first certification, which was a reflection of the care that each of us poured into our culture. Our founders didn’t just want to change the solar industry, they wanted to create the type of place they always had wanted to work, and they invited all of us to go about creating that place.

This has only increased as we’ve grown. Most of these cultural innovations that we’ve listed above – such as Earth Day volunteering, nursing mother benefits, all of our affinity groups – started as an idea from an employee, nurtured in forums dedicated to these sorts of ideas.

I’ve often said our culture is not top-down, or bottom-up, but inside-out. As we grow our company, we invite people to bring their ideas based on their own personal experiences, which means as we’ve hired people from various backgrounds and identities, our culture has only become deeper and richer.

Thank you to everyone who helped us reach this milestone. Omnidian would not be what it is without you.