The percentage of women in The semiconductor industry It is stubbornly low. According to a report issued in April, 51 percent reports of companies Less than 20 percent of their artistic roles fill in women. At the same time, fewer companies were publicly committed to equal opportunities in 2024 compared to the previous year.
This lack of support comes at the same time Lack of the main workforce It is expected, he says Andrea MohamedCOO and co -founder of amountWhich helps companies attract, preserve and enhance early job women in STEM. Company It focuses on the transition from higher education to the workforce, a critical point in which many women leave STEM.
IEEE SICTRUM Muhammad talked about the support of women in semiconductor jobs, and why he retracts these initiatives that contradict the needs of industry.
Andrea Mohamed Ali:
Tell me your point of view as an old warrior in the semiconductor industry.
Andrea Mohamed: She worked in a semiconductor startup company for more than 20 years, and was dominated by males. Now, it’s still dominant males. Seeing the semiconductor industry with new eyes, what I see is an industry that has not evolved at the speed in which other intensive industries develop. I have worked in organizations directed towards science and research, and progress has not been made in other sectors in this particular sector.
Mohammed: On the Macro scale, you have an industry facing many geopolitical and economic powers that disrupt all Suppliers Environmental system about SemiconductorAnd there is a batch to restore the beach and Wilderness. There are a lot of gaps in infrastructure to do so, one of them Manpower component. Not only semi -conductors that are preparing to reformulate them and enter them USThis is also pharmaceutical And cars. All of this will continue to press the width and demand curve, if you will, about work.
There was a huge amount of attention on the trunk education Pipeline, rightly. China and India STEM graduates produce a rate that we do not communicate with. While we had this focus on STEM Education A pipeline, there was little attention to what the industry is doing within companies to meet the challenges of the workforce.
There is a lot of additional anxiety about corporate cultures, periodic, burning nature, and policies that seem to be old for other industries, including in terms of child care. It is clear that the industry expresses education what you need for the next generation From the perspective of skills. But we do not see the sound of the next generation factor that affects how to attract the industry for them. We must start seeing the industry aware of how it is in its own way when it comes to the development of the workforce.
The problem appears to be byten a “leaked pipeline” that is often discussed.
Mohammed: right. We continue to talk about the leaked pipeline for all these stages of leakage women. He starts in middle school, when girls start attention and confidence in STEM. At each stage there is a leak. Then you reach this early career stage, which is focused on Quantumbloom, and this bucket flows. We lose a ton, and we all think about putting more water in the bucket, when we really need to repair holes. There is a lot of discussion about what it will require to attract women, colored people, and other societies in the workforce semi -conductors, and very little to fix holes.
Often the early functional experience is drowning or swimming for everyone, regardless of sex. We know with women, they would likely leave.
I understand that the semiconductor industry has already declined in these areas. Can you talk about it?
Mohammed: The latest report issued by Global connectors alliance and Tone On the condition of women and semi -conductorsFor me, the canary is similar to the charcoal mine. We are witnessing a decrease in general obligations to the diversity and progress we have made about programs that support women. It is not self -evident to reduce support while we need to attract this audience to the industry.
I understand the pressures that companies face about anything related to Dei. We need to change the conversation from Dei to talent management. This is to keep and avoid rotating costs. It comes to the need for every wonderful mind available in the United States that wants to be in semiconductors. We have designed this industry for a long time. Other countries have talent rules existing. We have to build it.
Therefore, the industry must work on these initiatives to build better workplaces, regardless of whether they were classified as enhancing diversity?
Mohammed: I think a lot of Dei’s activity was a performance. Many companies were not really committed to creating great workplaces for everyone. I think this is part of the reason that Dei may politicize. There is this idea that people have given chances that were not merit. What I say is that this is not a merit conversation, right? Women graduate with a bachelor’s degree At a higher rate than men And increase. Really, this is about the development of human capital. You have women publishing your industry, AND you have to get to know the unique experience of women in these environments and take care of them in order to solve the problem.
So there are indications of all this, but they are not just a return. This is about work. You will not be able to compete for a global stage in the United States if you do not find ways to attract and keep new societies for workers, and women are one of these societies. This means understanding what women need from the employer, because if you do not offer it, they will go to another place. Anxiety by companies, if it runs a program like Quantumbloom, does this create risks? It is the wrong question about the risks. Your great danger is that your FAB is empty, because you cannot find and keep workers.
What did you notice in other industries, and what can semiconduct leaders learn from them?
Mohammed: Many women whose roots in engineering end up in a technical organization, but not in an artistic role. You also see them as a hub in completely different industries. They go to the College of Business Administration, become a consultant, and go to the Faculty of Law.
In other industries, there are very deliberate organizations to attract and keep their young talents. They devote resources to invest in them, which is very rare – most organizations invest more as they rise. Really, we need to think about turning this scenario and investing more sooner.
Andrea Mohamed is COO and co -founder of Quantumbloom, a Professional development The company focused on women in STEM.Andrea Mohamed
When I think about the solutions led by the employer about early job talents, what comes to mind is industrial disciples and rotational programs, and Driving skills development– All things that you do not know in school, but this is really important to your success. These are the skills you take with you throughout his career. When you invest at the top, most of the time people say, “I wish I had this in my twenties.” I don’t see many From theIce solutions It is used In this industry. I recently heard one of the giants of the major conductors in this country, which used to have an engineering rotational program and stopped him five years ago. I was talking to someone who was on this program and how he was pivotal in his early professional experience.
Are there other steps that you think are important to semiconductor leaders to take it?
Mohammed: The things that Quantumbloom solve them are a very early and focused profession on individuals. At the same time, companies need to think about changing culture from top to bottom and transforming industry. These are long -term horizon things to fix.
People join the companies and leave the presidents. The relationship with your boss is very important. You can be in a relatively terrible cultural organization and have a great president, and you can achieve professional success. The opposite, it can be in the culture of wonderful companies with a terrible president and unbearable. If we are able to improve this basic work relationship, and build more sympathy for each other’s experiences at the local level, we can improve work results and keep them. Then things begin to spread. This manager who may support a specific woman in our program, learn skills and tools to be more comprehensive leaders that extend beyond that woman.
We do this more at this local level, but man, companies really need to address the transformation from top to bottom and change culture. At the end of the day, we need semiconductor leaders to imagine to become a magnet for all talents, then commit the organizational resources and changes to make this vision true.
From your site articles
Related articles about the web
