In an era when fostering diverse talent and creating inclusive environments are paramount, organizations are turning to data analytics to guide their efforts. In this interview, Christine Pelissier, General Manager EMEA Semi Customer Centre at Edwards Vacuum, explores how data-driven approaches are shaping the future of inclusive workplaces. Pelissier will present on Sustainability Through Inclusion during the Future of Work session at SEMICON Europa, Nov. 14-17 in Munich, Germany. Registration for the exhibition and conference is open.
SEMI: How does Edwards align its diversity and inclusion goals with its business strategy and objectives?
Pelissier: Edwards has demonstrated significant commitment to inclusion and diversity (I&D) with its well-planned, broad, and innovative approach towards culture change. Our strategy is endorsed by the senior leaders of the company, is embedded in our corporate strategy, and is continuously monitored to measure and assess progress.
To underpin that commitment, we have four strategic I&D-specific goals that guide our actions: to achieve 30% female representation by 2030; to increase awareness and understanding of the various diversity dimensions (those visible and invisible); to foster an inclusive culture wherein all employees are aware of how they can contribute to workplace inclusivity; to educate employees on the impact that biases have on workplace inclusivity, while minimizing bias within processes and the workforce.
SEMI: How does Edwards ensure it is delivering on its diversity and inclusion goals?
Pelissier: To deliver on these goals, we center our actions around three key areas: Education; Policy and Processes; and Governance. Inclusion and diversity knowledge and awareness vary considerably across the globe and even across the EMEA region. Through trainings and workshops our employees gain a common understanding to support individual behavioral change. For our initiatives to be sustainable, there needs to be a red thread through our people, processes, and polices. Accountability is also essential for progress. Within our de-centralised structure, we implemented an Inclusion and Diversity Framework and Governance that supports local ownership for actions and progress.
SEMI: What policies and process changes have been implemented as part of your I&D program?
Pelissier: In 2022, we introduced new policies and updated processes to improve inclusivity and provide support for specific groups:
- Inclusive Language Policy: a collaborative new policy created by I&D professionals and engineers to identify and prohibit exclusive language.
- Menopause Policy: a policy to improve awareness and understanding of menopause and how it affects women, while providing support and guidance for line managers.
- Trans Inclusion Policy: a policy to provide guidance for individuals, line managers, and colleagues on how to support newly trans colleagues and colleagues who are transitioning.
- Datapeople: a new system focused on creating inclusive job advertisements that is integrated in the HR recruitment system.
SEMI: How will Edwards ensure that inclusion and diversity efforts are sustained and deliver long-term culture change?
Pelissier: Building on our four goals, our primary focus for the coming years will be on enhancing quality and ensuring consistency across the organization. Across EMEA, we recognize that our employees and regions are at varying stages in their I&D journeys. It is our commitment to value and embrace the diversity that cultural differences bring, while striving to ensure that positive developments in our I&D initiatives resonate throughout the entire organization.
Edwards is employing data-driven strategies to ensure the longevity of its inclusion and diversity efforts. The bi-annual insights employee survey includes a section on I&D and will serve as a critical tool to analyze, identify areas for improvement, and track progress. Employee feedback through surveys will help shape ongoing I&D initiatives, ensuring they address evolving needs. This commitment to data-driven decision-making reinforces that I&D is a long-term strategic priority, not just a fleeting trend, ingrained in Edwards' culture and operations.
As we move forward, we will leverage data-driven insights to propel our I&D efforts, ensuring that they remain relevant, impactful, and aligned with our ever-evolving organization. Our aim is to create a positive, inclusive experience for every individual working at Edwards.
SEMI: How do data-driven strategies enable the enhancement of the diversity and inclusion of a company?
Pelissier: Data-driven strategies promote transparency, objectivity, and continuous improvement in all areas of business – and I&D is no exception. Properly designed metrics track progress and hold leadership accountable. Our employee survey collects input from over 40,000 people worldwide, including over 5,000 working in the semiconductor business divisions. The data and feedback gathered provide remarkable insights into the lived experiences of our people and help us to identify issues and implement targeted plan of actions.
SEMI: What were the critical takeaways from the survey?
Pelissier: Employees under the age of 25 provided some unexpected feedback to our I&D questions in the survey and I’ll delve into this during my presentation at SEMICON Europa. The key takeaway was that trends can’t be easily identified without a comprehensive data-driven approach.
SEMI: How is Edwards turning the takeaways into actionable strategies and plans to enhance the inclusion and diversity of its workforce?
Pelissier: Our goal is to turn survey feedback into tangible improvements, fostering a more inclusive and equitable work environment for all employees. I&D is a new index in the survey and every index measured is met with a dedicated action plan tailored to address the feedback received. This approach ensures that issues and opportunities identified in areas such as recruitment, retention, leadership development, and employee engagement are systematically addressed.
SEMI: Your presentation at SEMICON Europa will highlight generational differences in relation to workplace inclusivity. Considering the variety of diversity dimensions, why focus on generational diversity?
Pelissier: Our focus on generational diversity is based on the novel and fascinating results from our 2023 employee survey. There are compelling reasons to consider generational diversity alongside other I&D dimensions, particularly in a technology business. Recognizing generational preferences in work styles, communication, and employee benefits, can help companies leverage differences and enhance employee engagement and satisfaction.
Leveraging generational diversity insights aids in attracting a diverse talent pool and retaining employees from various age groups, contributing to the organization's external image as an inclusive and progressive employer. Research indicates that diversity and inclusion are vitally important for Generation Z when seeking employment. Edwards strives to be first in mind and first in choice.
SEMI: What should visitors expect to learn from your presentation, Sustainability through Inclusion: how surveys (Insights) + analysis support our understanding of generational expectations?
Pelissier: Visitors can expect to learn about how I&D commitment can drive culture change in an organization. I’ll also talk about how different groups’ needs can be identified through data gathering as well as other engagement approaches; how action plans need to be based on real insights and executed with rigor; and how, if we don’t measure progress, we can’t drive change.
About Christine Pelissier
Christine has a proven track record of hiring, developing, and managing high performance teams which consistently create superior value. She has over 30 years’ experience successfully growing markets and customers in a high-tech environment and has broad international experience building networks in North America, Europe, and Asia. Prior to joining Edwards in 2018, Christine has held senior strategic marketing positions, business development, operations and applications roles with Applied Materials, KLA and Soitec.
Cassandra Melvin is senior director of Business Development and Operation at SEMI.