Top 5 Reasons You Should Watch Canadian Solar (CSIQ) Stock This Week
5. Zacks rated the stock as a “strong buy.”
Noting that Canadian Solar has seen trouble as of recently, the analyst company Zacks rated the stock as a “strong buy” today, saying that its earnings per share were “huge.” Brian Bolan, writing for Zacks, noted that he was “even more impressed with the revenue of $624M, nearly double the $380M from the year ago levels and $49M ahead of expectations.”
4. They’ve been on top before.
As Bolan notes, Zacks has rated Canadian Solar as a “strong buy” already twice this year. It was Bull of the Day in February and again six weeks later. While it’s had its peaks and valleys this year, it’ll be interesting to see where the stock goes from the top this time. It would seem the only way off the summit is to go down, but it remains to be seen this week where CSIQ moves next.
3. It remains afloat while others dip beneath the surface.
Energy and mining stocks were down in Toronto this week—a week that could see stocks skyrocket with positive economic data. On Friday, the U.S. will release its August jobs report and that is expected to have a massive effect on the markets. Hopefully, CSIQ will continue to climb with a positive report and other mining and energy stocks climb out from the holes they’re currently in.
2. The Canadian Energy Strategy (CES) will provide a framework for CSIQ to work within.
The release this week of the CES will drive renewable energy production in Canada, as it focuses the country of getting clean power deployed more rapidly. Seeing as how CSIQ is the largest solar company is Canada, this is great news. There will be more job opportunities and room for the company to grow. Pay attention to how markets react this week.
1. Their installation for Conti Group shows their strength.
In Q2 of 2014, CSIQ supplied Conti/SunDurance with 11 MW of solar modules. This number shows strong growth for CSIQ and both parties spun the installations as very positive for all involved. “We partner with sophisticated solar developers, solar asset owners and electrical utilities to design and build large scale projects, and are very excited to work with Canadian Solar on this opportunity,” Matthew Skidmore, Vice President at Conti, said. “We are pleased to be selected to supply our PV modules to Conti, a world leading EPC provider. We are looking forward to working with Conti in the future. I am confident that Canadian Solar's global leadership, proven track record, and well-known brand name will continue to make us a partner of choice in powering key solar installations worldwide,” Dr. Shawn Qu, Chairman CEO of Canadian Solar, said. Watch this week to see how the markets react.
How changing your company's software code can prevent bias
Two-third of tech professionals believe organizations aren’t doing enough to address racial inequality. After all, many companies will just hire a DEI consultant, have a few training sessions and call it a day.
Wanting to take a unique yet impactful approach to DEI, Deltek, the leading global provider of software and solutions for project-based businesses, took a look at and removed all exclusive terminology in their software code. By removing terms such as ‘master’ and ‘blacklist’ from company coding, Deltek is working to ensure that diversity and inclusion are woven into every aspect of their organization.
Business Chief North America talks to Lisa Roberts, Senior Director of HR and Leader of Diversity & Inclusion at Deltek to find out more.
Why should businesses today care about removing company bias within their software code?
We know that words can have a profound impact on people and leave a lasting impression. Many of the words that have been used in a technology environment were created many years ago, and today those words can be harmful to our customers and employees. Businesses should use words that will leave a positive impact and help create a more inclusive culture in their organization
What impact can exclusive terms have on employees?
Exclusive terms can have a significant impact on employees. It starts with the words we use in our job postings to describe the responsibilities in the position and of course, we also see this in our software code and other areas of the business. Exclusive terminology can be hurtful, and even make employees feel unwelcome. That can impact a person’s desire to join the team, stay at a company, or ultimately decide to leave. All of these critical actions impact the bottom line to the organization.
Please explain how Deltek has removed bias terminology from its software code
Deltek’s engineering team has removed biased terminology from our products, as well as from our documentation. The terms we focused on first that were easy to identify include blacklist, whitelist, and master/slave relationships in data architecture. We have also made some progress in removing gendered language, such as changing he and she to they in some documentation, as well as heteronormative language. We see this most commonly in pick lists that ask to identify someone as your husband or wife. The work is not done, but we are proud of how far we’ve come with this exercise!
What steps is Deltek taking to ensure biased terminology doesn’t end up in its code in the future?
What we are doing at Deltek, and what other organizations can do, is to put accountability on employees to recognize when this is happening – if you see something, say something! We also listen to feedback our customers give us and have heard their feedback on this topic. Those are both very reactive things of course, but we are also proactive. We have created guidance that identifies words that are more inclusive and also just good practice for communicating in a way that includes and respects others.
What advice would you give to other HR leaders who are looking to enhance DEI efforts within company technology?
My simple advice is to start with what makes sense to your organization and culture. Doing nothing is worse than doing something. And one of the best places to start is by acknowledging this is not just an HR initiative. Every employee owns the success of D&I efforts, and employees want to help the organization be better. For example, removing bias terminology was an action initiated by our Engineering and Product Strategy teams at Deltek, not HR. You can solicit the voices of employees by asking for feedback in engagement surveys, focus groups, and town halls. We hear great recommendations from employees and take those opportunities to improve.