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And these efforts are reaping rewards - Micron's global percentage of women has consistently increased for four consecutive years, with women now representing 31% of its overall workforce.
An organisation known for developing and delivering critical memory and storage solutions, Micron Technology enables talent to be part of significant technology advancements across the world. As a large STEM-sector employer (science, technology, engineering and mathematics), the focus on diversity, inclusion, and equity is strong, as affirmed by Sim Cher Whee, Vice President, Global Talent Acquisition, Mobility and Immigration, Micron Technology (pictured above).
Having recently concluded another edition of its Global Women's Mentorship Programme, which started out in 2020 in Italy with four female leaders from Micron serving as mentors, this initiative provides accomplished women in STEM with a unique chance to inspire young girls to achieve their full potential and seize opportunities, shaping the future of female leadership.
Over the past four years, the programme has gained global interest, with over 1,300 applicants this year alone. A total of 263 women from over 100 universities across nine countries were selected to participate and mentored by 80 female leaders from Micron. Sim shares: "The programme creates a community that extends beyond the six weeks and encourages enduring relationships, empowering mentees to seek guidance in realising their potential as they embark on their career path."
In addition, Micron's global percentage of women has consistently increased for four consecutive years, with women now representing 31% of its overall workforce, surpassing industry standards in the semiconductor industry, which typically range from 20% to 25%. "However, we aim to continue improving and striving for greater gender diversity," Sim tells Aditi Sharma Kalra in this exclusive conversation with HRO.
"Moreover, Micron is proud to have achieved more than 52,000 lifetime patents in our 44-year history. We are equally proud that in FY22, more than 22% of the original patent applications that Micron filed named a woman as an inventor, representing a 10% increase over FY21."
Let's hear straight from HR leader Sim Cher Wee on the DEI efforts in place at Micron, typical talent challenges in the fast-growing semiconductor industry, and managing the shortage of skilled workers worldwide.
Q What are some other efforts Micron has undertaken towards developing an early-tech talent pipeline that encourages girls to take up STEM careers?
At Micron, we firmly believe that diversity is an asset. We are dedicated to creating a more inclusive environment that celebrates the unique qualities of our team members. To achieve this, we have made six DEI commitments that guide our efforts.
In our first commitment, which is to increase the representation of underrepresented groups, Micron takes the proactive approach to partner with educational institutions on early STEM education. We work alongside educational institutions to make a significant impact on early STEM education. By doing so, we aim to ensure that our DEI commitments are reflected in our collaborations with educators to support early STEM careers.
We collaborate with more than 300 educators and career counsellors to work closely with us to understand the industry and get knowledge and insights into the engineering industry. Through Learning Journeys in Micron, we inspire students to pursue STEM opportunities.
Micron also partners with girls' educational institutions such as CHIJ St. Joseph’s Convent, Raffles Girl’s School and Nanyang Girls’ High to provide learning opportunities that debunk false beliefs about engineering and help reshape students' perceptions. Our meticulously planned activities, such as visits to our cutting-edge manufacturing facility, interactive learning booths with educational games, and speeches by female engineers in the early stages of their careers, are designed to motivate and stimulate young minds about STEM subjects.
Together with non-profit organisations such as United Women Singapore (UWS), Society of Women Engineers (SWE), Promotion of Women in Engineering, Research, and Science (POWERS), and our partners, we aim to interest more girls in STEM education and provide them the support they need to thrive throughout their STEM journey. We want them to know that STEM careers are for girls equally.
Q In the process, could you share the challenges of STEM education, and the barriers to participation that you've identified - and some ways in which you're conquering them?
According to a recent United Women Singapore’s research, Singapore’s STEM economy has advanced in the last decade, and there is an increase in women's participation in the workforce. However, there are still barriers to getting more young women into STEM. The main obstacles are the misperception about STEM careers and the intergenerational personal experience of parents, which creates a subconscious barrier for their children to pursue STEM.
Thus, Micron is committed to closing the gap and advancing education for the future. Our efforts involve collaborating with businesses, academic institutions, and the public sector to raise awareness among students and change misperceptions, particularly those from underrepresented backgrounds. Our objective is to enhance comprehension of career paths, necessary skillsets, and STEM education through authentic learning experiences, a multidisciplinary approach, and fostering a growth mindset.
Micron is investing in future education. We are working with the business community, academia, and the public sector, to create new opportunities for students from underrepresented backgrounds. We strive to eliminate barriers to STEM education by providing authentic learning experiences, fostering a multidisciplinary approach, and promoting a growth mindset. We are dedicated to overcoming barriers to students’ participation in STEM by fostering authentic, multi-disciplinary learning and instilling a growth mindset.
Our authentic learning approach involves real-world challenges that allow students to see the relevance and practicality of STEM concepts. To create an engaging learning environment, we partnered with professors and career counsellors from Nanyang Technological University (NTU) to share innovative teaching strategies and practical examples across different disciplines.
Q Cher Whee, you're completing 13 years with Micron this year as part of a career dedicated to uplifting human capital in the semiconductor sector in APAC. What have been your most memorable moments in building corporate infrastructure, such as culture, learning, and careers?
At Micron, we prioritise people, innovation, tenacity, collaboration, and customer focus as the fundamental values that guide our operations. These values contribute to a culture of creativity and respect for all. One of my most treasured experiences at Micron has been empowering our employees to reach their fullest potential.
We firmly believe that diversity and inclusivity play a vital role in fostering creativity and innovation. This results in a productive and positive exchange of ideas among individuals from various groups. We strive to cultivate a diverse and inclusive workforce where everyone feels valued and respected.
Further, we value an engaged and motivated workforce and understand that motivation is crucial. To achieve this, we prioritise creating a comfortable work environment, providing the necessary tools, and offering appropriate employee programmes.
Q What are the typical talent challenges you're currently facing in the fast-growing semiconductor industry, and how are you managing them?
According to a report by Deloitte, by 2030, more than one million additional skilled workers will be needed to meet demand in the semiconductor industry. To address the challenge, we need a multi-faceted approach internally and externally. It is critical to prioritise our internal team members' development, upskilling, and reskilling, developing greater leaders who inspire, retaining your talents, and investing in strengthening our diversity, equality, and inclusion culture.
Our team is consistently developing programmes that help individuals grow their skill sets and interests, both as a team and as individuals, to bring out their brilliance and creativity.
Given the current socio-economic scenario and the mounting concerns on the availability of critical skills, programmes like Micron’s STEM initiatives targeting K-12 students play a pivotal role in building the right talent pipeline through education. Growing students’ interest in science, technology, engineering, and mathematics (STEM) from a young age increases their chances of pursuing a STEM career. Such programmes also offer diverse and inclusive opportunities for underrepresented groups.
We value people above everything else, and we demonstrate this by investing in innovative programmes that attract and engage top talent, build a creative and inclusive team, and positively impact our global communities.
Q In your role managing talent acquisition, mobility, and immigration, how have your priorities evolved, and what are you most looking forward to next?
Currently, there is a shortage of skilled workers worldwide, especially in knowledge-based fields like semiconductor manufacturing. The semiconductor industry demands a highly trained and specialised workforce with deep technical expertise. To stay competitive, we prioritise investing in talent, technology and intelligence to attract and retain a diverse group of top performers.
We use talent market intelligence to offer real-time insights on industry trends and professionals, helping us make informed decisions about building or acquiring talent for the long term. We leverage deep learning AI, machine learning and personalisation to enhance recruiters' capability to create a positive and meaningful candidate experience, at the same time ensuring inclusive hiring practices.
We must revolutionise our approach towards our talent community and outreach. To achieve this, we must expand our search for exceptional talent beyond borders, diverse industries, and experience levels.
Moreover, we must transform our mindset from an employer to a leading educator and influencer, strengthening our talent pipeline. We make it our top priority to prioritise the wellbeing and development of our team members. We achieve this by building essential skills within our organisation to successfully implement our people, culture, and purpose strategies. Our unwavering goal is to upskill, reskill, and groom exceptional leaders who inspire and retain talent while investing in strengthening our culture of diversity, equality, and inclusion.
Q Apart from the move to hybrid working, digitalisation has been one of the most significant changes impacting workforce models in the last two-three years. How have these impacted your team & workforce, and what are the key learnings you've had from the process?
Today's world is about digital transformation, and it is our responsibility to be future-ready. As a technology leader, we are at the forefront of digitisation across the organisation, enabling our team members to adapt quickly to this digital-led new normal. We have implemented new technologies and tools to aid in talent development, recruiting, onboarding, and integrating team members into the Micron family. Moreover, we are assisting team members in broadening their perspectives on how digital tools can automate workflows and increase productivity.
The future of recruiting is being shaped by digitalisation, and individuals are taking the initiative to prepare themselves accordingly. By leveraging HR tech and work tech, we can improve our recruitment efforts and attract the best-suited candidates. It is equally important to involve multiple stakeholders, such as business leaders, managers, and team members, to gather feedback and insights before investing in technology and ensuring its optimal impact on recruitment.
We encourage our team members to embrace a continuous learning and growth mindset.
Our competition is fierce, and the path to winning requires that we grow our capabilities, continuously elevate our performance, and expand our network of industry relationships.
Q Reskilling has kept the wheels of economies turning despite some turbulent times. How has the Micron team focused on upskilling, and which areas have you seen the most movement?
Companies must prioritise the wellbeing of their workforce by giving attention to five essential aspects: physical fitness, mental health, social relationships, professional growth, and financial security.
When advancing in one's career, it's essential to embrace continuous learning and foster a growth mindset in employees and equip them with the necessary tools, technology, and knowledge to learn, develop, and flourish.
To thrive in a fiercely competitive landscape, one must continuously enhance their abilities and push for greater achievement. Furthermore, it is imperative to fully embrace diversity and inclusivity by actively seeking out and valuing unique differences. We must create programmes that encourage individual thinking, skills, and interests to foster the brilliance and creativity of our team members. Such programmes should cater to and acknowledge the uniqueness of each team member as an individual.
We have a signature programme 'iAspire', that brings experienced executives and leaders together for insightful discussions about a leader's responsibilities in team member career development. The programme emphasises the importance of having quality career conversations, fostering a growth mindset, and encouraging career ownership to enhance team member engagement and enrich their overall experience.
Q We continue to hear talks of talent shortage - as a TA leader, where are you seeing the most gaps, and what are you doing to overcome the paucity of great talent in the market?
Previously, we discussed two of our programmes that help individuals grow their skill sets and interests - Micron's STEM initiatives aiming at K-12 students and focusing on developing the right talent pipeline through education. Meanwhile, iAspire facilitates discussions on career development for executives and leaders to enhance their team members' professional growth.
We aim to improve our recruitment of diverse talent by enhancing our inclusive hiring practices and building an inclusive slate of candidates, as we value diversity and inclusivity in our workforce. Thus, Micron has established employee resource groups (ERGs), which aim to foster communities for like-minded individuals and allies to grow, develop and advocate. One such ERG is 'Capable', which focuses on promoting diversity, equity, and inclusion in the workplace and fostering a culture of acceptance for team members with varying abilities.
As a tech pioneer, Micron took the lead by being the first technology company to sign the President's Challenge 2020 Enabling Employment Pledge. We are committed to promoting equal opportunities for individuals with disabilities in the workforce through inclusive hiring practices and supportive measures.
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Lead image / Provided (featuring the interviewee, Sim Cher Wee, Micron)
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