microelectronics industry

For the second straight year, SEMICON China, among the world’s largest and most influential semiconductor industry events, was the first local tradeshow of its scale held in-person, reflecting China’s rising prominence in the semiconductor industry. After securing approval from the Chinese government to hold large events, SEMI staged SEMICON China 2020 and 2021 with advanced protections against COVID-19 in place. There were no reported infections at either event. Highlights from SEMICON China 2021: Large Scale: Attendance of over 92,000, including more than 66,000 visitors and 25,000 exhibitors. Expo hall totaled 84,500 square meters with about 1,100 exhibiting companies and over 4,000 booths. World-Class Thought Leaders: Strong industry support from key foundries, OSATs, equipment and materials suppliers. Keynote speeches featured world-class industry leaders and head of China’s IC industry fund and global investment consulting agency, who explored the latest global business, technology and market trends and hot domestic investment topics. Concurrent Forums: Forums included SIIP China: SEMI Innovation Investment; Smart Manufacturing; Advanced Manufacturing; Advanced Packaging; Memory; Power Compound Semiconductor; China Display Conference; the all-new Advanced Materials Forum; and China Semiconductor Technology International Conference (CSTIC). Rich Digital Content: SEMICON China’s digital platform provided a rich array of content to attendees around the world including the Grand Opening Keynote and CSTIC, which were broadcast live online. Workforce Development: SEMI China worked closely with industry and government partners to promote SEMI Workforce Development programs to help attract and retain talent for China’s semiconductor industry. SEMICON China again featured the SEMI Workforce Pavilion and SEMI Workforce CXO Talent Forum. Outstanding COVID-19 Protective Measures: SEMICON China deployed advanced testing and monitoring equipment and implemented strict COVID-19 preventative measures to ensure a safe environment for all attendees to network and conduct business. Looking Ahead With the resounding success of SEMICON China 2021, optimism is growing that more physical events will be held with travel restrictions set to ease later this year. The more than 2,500 SEMI members around the world are eager to again network and collaborate face-to-face with customers, suppliers and partners to solve challenges in the microelectronics industry and drive semiconductor innovation that continues to transform how we work and live. That very innovation made many businesses more resilient as the virus spread and enabled people worldwide to work, learn, and shop from home. As SEMI starts to stage other events in-person, we will put in place advanced protective measures against COVID-19 to ensure the safety and well-being of all attendees. As the vaccination roll-out continues worldwide and new COVID-19 strains emerge, SEMI’s flagship SEMICON events are evolving in several ways, most notably with a larger digital presence. In this new era, we offer an international platform for SEMI members and partners across the microelectronics supply chain to collaborate, discuss industry trends, solve common challenges, network, and accelerate business growth through physical, virtual, and hybrid formats. Hybrid events – on-site exhibitions and conferences featuring a digital presence – allow the face-to-face connections so important to the semiconductor industry but also improve the attendee experience by offering an online option with the following benefits: More international accessibility to content live or on-demand Robust interactivity with live-streamed events, allowing more people to participate Greater cost effectiveness to enable companies and people under tight budgets to take advantage of world-class content, including keynote presentations, panel discussions, and technical sessions. In a recent survey of advanced manufacturing businesses, Informa Markets, a multinational publishing, business intelligence, and exhibitions group, found that 93% of respondents are likely to return to in-person events between August and December 2021, signaling a widespread eagerness for the return of live events and face-to-face connections. SEMICONs Scheduled for 2021 In a normal year, each of the seven regions where SEMI operates stages a SEMICON, with the exhibitions spread throughout the year. With the world continuing to combat COVID-19, more SEMICONs have been moved to the second half of 2021 – most of them with a hybrid format so exhibitors and attendees can take advantage of the increasing popularity of online events. After last year’s disruptions to the SEMICON schedule – and with more experience in the new normal – SEMI is excited to welcome the businesses and peers who couldn’t attend the 2020 events back to the in-person and hybrid shows. Innovation never sleeps. And SEMI will continue to evolve its events to help you form the partnerships and make the connections vital to the growth of your company and the industry. For more information about regional SEMICONs, please visit the SEMI events page. About the Author David Ghodsizadeh is the Director of Global Product Marketing at SEMI, where he develops customer-centric strategies to market SEMI Membership, Market Data, Expositions, Smart Initiatives, and Technology Communities to members, partners, and industry peers. Connect with David on LinkedIn.

Shari Liss, executive director of the SEMI Foundation, is determined to help more people discover careers in the microelectronics industry. As a woman and longtime leader in both education and tech, she has a keen understanding of how chip industry jobs are often not visible or accessible to many people. To address this, she is spearheading the SEMI Foundation’s Industry Image and Awareness Campaign. I asked Shari to tell me about herself, her passion for this work, and this important campaign.Williams: When did you join SEMI? What were you doing before? What is your background?Liss: I joined the SEMI Foundation as executive director in September of 2019. I came to SEMI from Ignited, where as CEO I recruited, trained, and placed more than 400 educators in summer fellowships at top companies for transformative professional development that grew the Bay Area’s STEM talent pool and workforce pipelines. I'm an educator, a math geek, a mom, a musician, and a passionate advocate for a stronger, more diverse workforce.Williams: What is the Industry Image and Awareness Campaign?Liss: The Industry Image and Awareness Campaign, which SEMI has been running for several years, aims to dramatically increase awareness of the huge breadth of careers in the microelectronics industry and build its talent pipeline. The current campaign includes national media exposure and education that highlights careers in the U.S. microelectronics industry. It has two main components: a PBS documentary about our industry that will reach up to 60 million households, and an interactive website that will walk visitors through STEM career pathways and provide resources that increase industry awareness and interest, particularly among women, veterans and people of color. Integrated with SEMI’s Global Workforce Development Initiative, the website will help connect prospective talent to job openings while also focusing on the industry’s long-term workforce needs. The platform will function as a seamless point of contact, supporting recruiting and retention for employers while also serving those in need of upskilling or reskilling. It will target current industry workers as well as prospective employees, including students, veterans, and workers in other occupations.The two components will be integrated, with video content from the documentary series embedded on the website to provide inspiring stories from people already working in the industry.Williams: Why is this campaign important? What problem is it trying to solve in our industry?Liss: Currently, SEMI member companies have tens of thousands of open positions. These can only be filled if we aggressively and purposely attack the talent gaps. When we talk with students, soldiers and other diverse communities, they have little awareness of the kind of work there is in microelectronics, the jobs that await them, and the industry itself. Our industry generally does not have the same name recognition or understanding as social media or software companies, and many potential workers don't know about us.Students understand what’s on their phones and tablets – Google, Amazon, Facebook, Twitter, LinkedIn, Instagram, TikTok – but they don’t know that microelectronics technology powers all of it! STEM talent is already tough to find. Our industry’s relative invisibility makes it even more difficult to find the workers we need. This campaign aims to enlighten and inspire a new generation of innovative workers to join the microelectronics industry. Williams: Why does the microelectronics industry need a more diverse talent pipeline?Liss: The workforce development challenges we face as an industry are layered. We all know that our industry – and our need for a skilled workforce – will continue to grow. We also know that women and people of color are widely underrepresented. They face systemic barriers that start in grade school and continue through each individual’s professional journey. This is not only a significant problem from a social justice and equity standpoint, but it also hampers our companies and our industry.A large body of research shows that more diverse companies are more innovative, productive, competitive, and profitable. They also have less absenteeism, better retention, and greater company and customer loyalty. Our industry cannot fully thrive without a diverse workforce. That’s why reversing this trend is a priority and will take significant investments and systemic changes throughout the entire workforce pipeline. If we do that, we’ll have more successful companies and a dramatically improved industry over the next decade.Williams: Who are our partners in this effort?Liss: We are working with Roadtrip Nation and CAEL, both affiliates of Strada Education.Roadtrip Nation is an Emmy Award-winning media and career guidance nonprofit, whose mission is to empower people to define their own roads in life. Each year, Roadtrip Nation selects socially relevant topics for its narrative-based storytelling projects. Content from these “roadtrips” is then disseminated across a wide range of education and media channels to inspire the next generation with a more inclusive view of the future of work. Roadtrip Nation is creating the video content and the PBS documentary series focuses on the microelectronics industry.The Council for Adult and Experiential Learning (CAEL) is a nonprofit that helps forge a clear, viable bridge between education and career success, providing solutions that promote sustainable and equitable economic growth. CAEL is creating our interactive online platform that will clarify career pathways and guide users in navigating the learning opportunities that connect them to industry jobs and enable upward mobility and access to leadership roles.Williams: How are we engaging our member companies in this work?Liss: Our members and their talent needs are at the core of this work and informing it every step of the way. We are ensuring that the campaign meets these needs as well as those of our university partners, students and workforce development peers in the industry. Through multiple discovery sessions, we are capturing our members’ ideas, hiring challenges, skill gaps and other insights. The campaign’s member-based steering committee is guiding the project.Williams: What kinds of companies and leadership have been involved so far?Liss: Participation has already been incredible, with 38 member companies having joined us for more than 15 hours of discovery sessions and brainstorming. A dozen member companies participate in the steering committee, which is currently defining career pathways and industry needs.Williams: What are the participating companies saying so far?Liss: The response has been amazing! It is truly an unprecedented collaboration. Participants have been effusive about the experience. Here are some of their observations:“It was such a valuable and meaningful discussion. I was so glad to see that so many people from this industry are on the same page – perception, challenge, target audience, action items.”“I enjoyed the sessions very much and the insights from all participants, it is a valuable and meaningful cause.”“These are complex challenges that our industry faces, but kudos to you and SEMI for delving into the big issues and formulating a way forward to raise visibility and elevate perception for the next generation of leadership!”“This project will turn out great in the end! I am amazed at the progress in just a few days.”“I’m excited to see where this project can lead our industry! Thank you for all your hard work and leadership.”“The sequence of events was well structured, organized and focused. I strongly believe that these will be of great benefit to the industry!”Williams: What is the end result we’re working toward?Liss: Through powerful storytelling, amazing networking opportunities, and targeted marketing and outreach tools, we will reach millions of potential employees and open their eyes to the terrific jobs and careers in our industry. The awareness campaign, the website, the videos and the documentary series are all tools that will also reach parents, teachers, school counselors, and industry influences, all while supporting our member companies in hiring.Williams: When can the industry expect to begin to see results of the campaign?Liss: The Roadtrip Nation documentary series will likely air in the first half of 2022, and we anticipate the CAEL website to be live by mid-2022.Williams: What’s the most interesting or powerful lesson you’ve learned so far?Liss: The most powerful thing that I’ve learned is that no matter the company, the leader, or the employee, they all agree on the critical importance of attracting and retaining talent to sustain innovation and industry growth. Because industry awareness and image is such a vital challenge, it’s creating a shared passion across companies and participants. It’s been exciting to see this alignment.Williams: Why are you such a champion of this? What does it mean to you personally?Liss: Throughout my career, I have sought opportunities to grow and scale my impact in STEM education. From being an educator, to an administrator, to running a California-based STEM education nonprofit supporting educators, and now in my work at SEMI, I have always looked for ways to reach more educators and students. As my career progressed, my roles shifted to not just education content, but how to align industry and education. I am passionate about providing students with learning environments that help them understand how the subject matter applies to the real world. When we connect abstract concepts to real-world applications, the lessons tend to be so much more tangible and accessible to kids. It inspires them to want to keep learning those subjects and makes it more likely that they will be excited about what they are studying.At SEMI, I love that I can help form partnerships between the industry and education providers to amplify these messages. I look forward to working with industry stakeholders to provide career opportunities for diverse populations, for soldiers, and for women returning to work.For more information about the Industry Image and Awareness Campaign, contact Shari at [email protected]. Michelle Williams is deputy director of the SEMI Foundation.

As the global economy is constantly transformed, the need for new skills has never been higher. The microelectronics industry is thoroughly affected by this urgent need. To develop a workforce fit for the future, it is crucial to invest not only in reskilling and upskilling, but also in skills anticipation and inclusivity. To tackle this need, the European microelectronics ecosystem has adopted many bottom-up initiatives and good practices supporting lifelong learning. Many companies collaborate with universities and training institutes to offer work-based training, and numerous events take place to support women participation in STEM and to attract more young talent to a microelectronics career. Despite these great efforts, further pooling of investments is necessary if Europe is to develop efficient lifelong learning programs. Creating strong skills partnerships is vital for sustainable upskilling and reskilling initiatives. According to the World Economic Forum (2021), greater private-public collaboration on large-scale upskilling and reskilling initiatives could boost global GDP by $6.5 trillion and lead to the creation of 5.3 million net new jobs by 2030. What is the Skills Partnership? Against this backdrop, SEMI Europe is launching the Skills Partnership for Microelectronics. The partnership brings together industrial and education partners from the microelectronics ecosystem to implement the Pact for Skills, an EU initiative which aims to boost upskilling and reskilling investments in key ecosystems for Europe’s competitiveness. Following the high-level roundtable with SEMI Europe’s Advisory Board, hosted by European Commissioners Thierry Breton and Nicolas Schmit, the microelectronics sector was selected in November 2020 as one of the key ecosystems for the first wave of implementation of the Pact, alongside automotive and aerospace/defense. Read more details about the October 2020 roundtable. 59 partners have already endorsed the Pact for Skills for Microelectronics. The Skills Partnership for Microelectronics aims to: Exchange good practices of upskilling and reskilling initiatives of the microelectronics industry Develop sustainable collaboration mechanisms that will monitor microelectronics skill needs, learning from the examples of the METIS blueprint project Promote the microelectronics sector as a career choice Boost the presence of women and other under-represented groups in the sector. The partners will have the opportunity to liaise not only with European, but also with national and regional authorities and clusters, so that a pan-European holistic approach to microelectronics skills development is achieved, and a significant flux of public and private investments on skills is mobilized. To launch this ambitious partnership, SEMI Europe held an initial workshop on March 17. Participants included representatives from the European Commission’s DG Connect, DG Employment and DG Grow, national and regional authorities, and over 70 industry and education partners. The workshop opened with representatives from the European Commission informing all stakeholders about the Pact for Skills initiative, as well as about EU skills-related funding opportunities. In the framework of the Pact for Skills, the Commission will support the ecosystems with a Networking Hub, a Knowledge Hub and a Guidance Resources Hub. These platforms will be available later in 2021 and will act as a one-stop-shop to support the partners and provide information on EU policies and funding opportunities. Other presentations went on to set the scene, presenting the main priorities of the partnership. Françoise Chombar, CEO of Melexis, highlighted the skills challenge experienced by the microelectronics industry. She emphasized the importance of lifelong learning and the danger of the gender disbalance in the sector and underlined the huge innovation potential and profitability that could be unleashed for Europe if the gender gap is successfully addressed. Moreover, the preliminary results of the METIS Microelectronics Skills Strategy were presented, to offer the basis for the partnership’s approach to skills anticipation. The partnership will establish working groups that will investigate the industry needs, leading to a better connection with the offer of education and training programs. Last but not least, the partnership aims to promote national and regional funding of upskilling and reskilling initiatives. In this regard, representatives from national and regional authorities and clusters participated in the meeting. The government of the Basque region had an active role, presenting the region’s priorities, incentives and main actions on promotion of lifelong learning initiatives. The next steps The meeting concluded with an overview of the next steps for the newly launched partnership. In the next workshop, the partners will align on the specific KPIs, as well as on the focus areas where they would like to engage (skills anticipation in semiconductor manufacturing, skills anticipation in semiconductor design, gender balance, etc.). In that framework, the executive board will be established, as well as the working groups that will lead the work of the partnership and set targeted objectives. If you want to take active part in the creation of this large-scale initiative, please fill in your details here. To learn more about the initiative, click here or contact [email protected]. Stefania Gavra is public affairs manager at SEMI Europe.

With IP the lifeblood of today’s globally integrated microelectronics supply chain, protecting confidential information is vital to electronics companies around the world. Additionally, the industry’s central role in ensuring the national security and economic competitiveness of every country ups the ante. Yet the supply chain is fraught with security risks. Malicious actors never rest in their work to infiltrate factory systems or human resources databases with the intent to steal IP, disrupt production or embed malicious software that can open the door to future attacks. Cyberattacks in the financial and retail sectors typically draw much more public attention than IT security breaches in the semiconductor industry. While large microelectronics companies are not immune to these threats, they tend to deploy some of the world’s strongest security systems and implement robust security policies and protocols to help mitigate risks. Many of their small and mid-sized counterparts with modest IT budgets and limited expertise, on the other hand, struggle to maintain a similar level of cyberhealth – a critical gap in the microelectronics industry, one of the most strategically important in the world. SEMI is out to help change that by collaborating with cybersecurity experts to help members strengthen their cybersecurity defenses. SEMI plans to increase cybersecurity awareness within the microelectronics workforce and offer cybersecurity assessments to member companies through a third-party provider as part of its SEMI Works® program. Working with experts, SEMI will add cybersecurity-related competencies to the SEMI Works® Skills Portal database to help ensure educational and training programs address these skills. As part of SEMI’s recently launched Curated Content Initiative, member companies will have access to workforce training courses on how to raise awareness of cybersecurity risks and mitigate them. Strengthening IP protections across smart technologies and industries driving the next wave of microelectronics industry growth such as artificial intelligence (AI), 5G, medtech and mobility starts in chip design and extends through fabrication to packaging and ultimately end-use applications. Helping to establish a baseline understanding and awareness of cybersecurity risks and how to mitigate them throughout the supply chain is critical. Bolstering cyber protections at small and mid-sized member companies is a key step in that direction. Commercial success, national security and the security of the ubiquitous IT infrastructures at the center of how we work and live depend on it. Mike Russo is vice president of Industry Advancement and Government Programs at SEMI.

This February, the U.S. celebrates the 45th anniversary of Black History Month, which highlights the achievements and contributions of Black Americans to our country. It is an important celebration, since those contributions have been historically ignored, marginalized or simply unknown. Their stories, however, abound. Black Americans have contributed tremendously to the technology industry, from Garrett Morgan, who invented the gas masks that protected our soldiers in World War I, to James West, who co-invented microphone technology that is ubiquitous in our electronics.Black History Month is also a complicated celebration, and long criticized for its limited scale. Why would we highlight Black contributions for only one month a year, and why would we separate Black contributions from American contributions? As Morgan Freeman famously said, “Black history is American history.” As a country, we should be elevating the stories and achievements of Black people year-round and using those stories to move our country toward more equity and justice for Black Americans.The origins* of Black History Month are grounded in good intentions. It’s expression, however, can be divisive. But there are many ways we can counteract this.First, we can commit to elevating and celebrating the work, stories, and advancements of Black Americans year-round. Second, we can immerse ourselves in Black history and culture through the eyes of Black Americans. There are extraordinary writers to read – Colson Whitehead’s The Underground Railroad is a masterpiece. Poets like Amanda Gorman are top of mind. And consider artists like Kehinde Wiley, whose portraits hang in the Smithsonian. We can seek out Black voices on our social media feeds and look for Black writers and directors when we next binge on Netflix.We can also consider the experience of Black people within SEMI, and our industry. Black people comprise less than 5% of the U.S. tech workforce, and there are zero – yes, zero – Black CEOs of Fortune 500 tech companies. While this lack of Black representation and leadership undercuts our industry’s capacity for innovation, creativity, and productivity, it is, more importantly, unjust. We will explore the reasons behind this in future blogs.There are extraordinary Black leaders and others in our industry who are leading the charge to create greater diversity, equity and inclusion, but that work should be shouldered by the people who have benefitted from these inequities, not the people who have been held back by them.This February, for Black History Month, I invite you to discover and explore the work of Black creators and thinkers. I also invite you to consider the structures and systems that have led to the inequities in our own industry – and how you can be part of dismantling and rebuilding those systems to create a more just workplace and society.A great place to start is exploring the resources on the Crucial Conversations on the SEMI website. And then, I invite you to consider how we as individuals and how our industry can practice acknowledging and celebrating the contributions of Black Americans throughout the year.* Impactree.com has an excellent short version of the events:“In 1915, historian Carter G. Woodson was frustrated with the underrepresentation of Black Americans in university history classes. Woodson knew Black people had tremendous influence over the infrastructure, culture and history of America, yet their role was solely relegated to that of enslaved people. Along with Jesse E. Moorland, Woodson founded the Association for the Study of Negro Life and History – now called the Association for the Study of African America Life and History (ASALH) – to motivate the inclusion of Black Americans in historical textbooks and discussion. 11 years later, Woodson and the ASALH proposed the second week of February be declared Negro History Week, coinciding with the birthdates of Fredrick Douglass and Abraham Lincoln.50 years later, during the United States’ 1976 Bicentennial, President Gerald Ford recognized Black History Month as a nationally celebrated event to be observed every February. Growing from Negro History Week, Black History Month’s goals echo Woodson’s desire for a more inclusive version of history. In Woodson’s own words, ‘What we need is not a history of selected races or nations, but the history of the world void of national bias, race hate, and religious prejudice.’”Michelle Williams is deputy director of the SEMI Foundation.

The turn of the New Year means new opportunities for the microelectronic industry as SEMI continues to focus on a top priority for companies across the microelectronics design and manufacturing supply chain and SEMI members – supporting the development of the talent pipeline. Regardless of a member company’s role within microelectronics, ensuring a continued, robust flow of qualified talent for what is a cross-cutting, foundational industry sector is of high strategic importance. Skilled workers are essential to advances in areas such as artificial intelligence (AI), smart manufacturing, medtech, transportation and communications. In order to satisfy the world’s insatiable appetite for technology, we need a qualified workforce that can design and manufacture cutting-edge microelectronic devices. Launched in 2019 by SEMI’s Government Programs Office, SEMI Works™ is a holistic approach to developing and maintaining the talent pipeline. 2020 focused on building the all-important infrastructure, engaging member companies to identify required skills and developing a Unified Competency Model to catalog these workforce requirements. SEMI Works™ accomplished several firsts for the microelectronics industry: First dynamic, data informed workforce training standard adopted and published by the U.S. Department of Labor Employment Training Administration (USDOL-ETA) First SEMI Certified college program for technicians First Industry Approved Apprenticeship Program for Technicians, adopted and endorsed by the U.S. Department of Labor Member inputs anchor the SEMI Works™ portal, which enables connections among talent, employers and training/education providers. The portal’s initial phase of development is on track for completion in the first quarter of this year, marking the point when it will begin to be populated with specific job information, individual (talent) profiles and applicable training courses. Once SEMI Works™ is fully operational, it will be optimized to further support talent development and acquisition, providing a comprehensive platform for learning management, e-learning and career advancement. Throughout 2021 SEMI will be engaging members, training providers and job seekers to ensure the portal’s capabilities and user interface meets their needs. We’ll also move forward with several other SEMI Work’s programs including the Curated Content Initiative, which will enable SEMI members to identify non-proprietary courses, a SEMI member job board and an interactive career map to help job seekers plan their future in the industry. The microelectronics industry will only fulfill its tremendous promise for innovation and growth with the right talent. SEMI looks forward to working with members in 2021 to expand SEMI Works™ and help lay the groundwork for the next wave of technology advances. Mike Russo is vice president of Industry Advancement and Government Programs at SEMI.

Like TEL, many SEMI member companies have a long history of hiring veterans. We all have done a good job of hiring military personnel who possess the obvious semiconductor industry-related job skills and experience (e.g., avionics, hydraulics, mechanics, and radio frequency (RF)). But as an industry, are we doing enough? Are we missing out on the next employee of the year because we aren’t thinking broadly enough about our workforce? Five years ago, I met a young soldier at a military job fair. The interaction with him was a defining moment for me personally and it inspired me to commit to do more to translate military experience to the civilian workforce. Soldier: “What does TEL do?” Me: (Industry has a bright future, chips are in essentially everything including your military gear, etc.) Soldier: With disappointment, “Well, I don’t suppose I’m qualified to work at your company – since its technology.” Me: “Please stay for another moment, tell me your MOS (Military Occupation Specialty code) and job duties.” Soldier: “Ma’am, I’m a bomb specialist. I disable bombs.” Me: “Okay, let’s see if I get this right. You work with electrical schematics. It’s a given you follow instructions and guidelines, consider safety a p-r-e-t-t-y big deal, work under pressure, and you work with a team. Right?” Soldier: With excitement, “Yes, ma’am. And we have a squadron motto: “We have NO bad days!” Me: “Well then, you have the PERFECT background!” This conversation changed this soldier’s outlook on his career possibilities after exiting the military. He never imagined that the specialized training and experience he received as a bomb specialist would lead him to a role in the high-tech industry. He honestly believed he possessed no value to a civilian employer. It was moving to experience this gap of understanding face-to-face. Yet, this is a typical conversation between recruiters and hiring managers and military members. I could have easily let him walk away. Instead, I chose to invest 10 more minutes to learn more about what this soldier had to offer TEL. What is the key challenge around hiring military veterans? Disconnect. 90% of veterans surveyed faced challenges seeking civilian employment. According to Pew Research Center, only 1% of the entire U.S. population is qualified to join the U.S. military, and .5% (yes, that’s ½ of 1%) serve. This means 99.5% of the U.S. population has no direct working experience with the military. Civilian employers (recruiters, hiring managers, or employees) do not understand what the military does, the technical nature and responsibility of each role, or the extensive training each military member receives. And, veterans do not understand the civilian workspace. We truly have a gap translating military experiences and skills to the civilian workforce and vice versa. What are the benefits hiring military veterans? There are numerous benefits to hiring military veterans. Veterans are well-versed in cutting-edge technology. Today’s military is high-tech, state-of-the-art, and computer-based. Veterans are uniquely matched to our industry. Their jobs are highly technical and soldiers are extremely safety-conscious; they appreciate guidelines, follow directions, and possess a strong sense of team. Veterans are global citizens. Many military veterans have lived and worked in more than one country and speak more than one language. They tend to be culturally astute. Veterans have a winner’s psychology. Military members receive hundreds of hours of professional and technical training. They focus on a higher purpose and win as a team. Veterans practice accountability and leadership. Personal accountability is highly promoted. There is no room for excuses or acceptable reasons for mission failure. Everyone has the opportunity for a leadership role at some level and has modeling of what good leadership looks like. Hiring veterans aid diversity program issues over time. The military is a diverse group with 16% females and 44% people of color. Military personnel come from a wide variety of experiences – from across all 50 U.S. states with a variety of cultural and economic backgrounds. How can SEMI member companies truly effect change? Considering over 200,000 men and women exit the military annually, we have a significant opportunity to effect change by offering careers to those who serve while expanding our industry’s talent pool. Here are some initial ideas to get your company moving towards a more robust military outreach: Participate in the SEMI Foundation’s VetWorks Program: The Foundation is creating a toolkit to help member companies engage, hire, train, and retain veterans. This includes support for veteran-friendly messaging and recruiting, internships, training programs, and job fairs. This work will launch in Q2 of 2021 – contact Margaret Kindling at SEMI for details ([email protected]). Have a smart plan – Determine what positions make sense to focus on for veteran hiring. Start simple and grow your efforts over time. Set metrics for what percentage of your hires will be veterans. Recruiters can use simple key word searches to pull veteran resumes. Your company can attend military job fairs (in person or virtual) either at military installations or hiring events by organizations like Hiring Our Heroes, RecruitMilitary, etc. Offer diversity training related to hiring military veterans that focus on military vs. corporate cultures. Additionally, Society for Human Resources Management (SHRM) Foundation offers a Veterans at Work Certification Program available for all interested participants. Soldier For Life – This is an official U.S. Army program created to help connect current soldiers, retired soldiers, veterans, and their families with education, employment, and health and wellness resources and opportunities. If you are near a military installation, get to know the transition assistance program (TAP) officer or the base commander. You have to be persistent – the relationship will be worth it. Ask your network, including SEMI member companies, if they would share their military installation contacts. This is not a closed talent competition amongst our industry partners. Many companies who have a robust military outreach program are eager to share their stories to help you get started. It is simply the right thing to do to help each other make a difference for those who served. Internships/Mentorships/Fellowships. Ask your local military installation if they offer direct mentorships or internships. A great way to get started with internships is partnering with NAM’S Manufacturing Institute – Heroes MAKE America. Hiring Our Heroes is another great resource for fellowships. Let’s do more for those who served. Interested in starting an industry veteran network to share best practices? Please contact [email protected]. We can do this! Kathy Garner is Manager, Talent Acquisition, Global Mobility, and Contingent Worker Management at TEL. References Bradbard, D. (Institute for Veterans and Military Families, Syracuse University) Schmeling, J. (Student Veterans of America). The Recruitment, Hiring, Retention Engagement of Military Veterans. Retrieved from https://www.shrm.org/foundation/ourwork/initiatives/engaging-and-integrating-military-veterans/pages/veteransguidebook.aspx Parker, K., Cilluffo, A., Stepler, R. 6 Facts about the U.S. Military Changing Demographics. Pew Research Center. Retrieved from https://www.pewresearch.org/fact-tank/2017/04/13/6-facts-about-the-u-s-military-and-its-changing-demographics/ Reynolds, G. Shendruk, A. (2020, July 13). Demographics of the U.S. Military. Council of Foreign Relations. Retrieved from https://www.cfr.org/backgrounder/demographics-us-military Shifting Forward Consulting. Shift to the Civilian SUIT: How Veterans Can Successfully Navigate 3 Job Interview Challenges. (10/17/18). Retrieved from https://cherriedavis.com/veterans-successfully-navigate-3-job-interview-challenges/ SHRM Veteran Panel 2018. Retrieved from https://youtu.be/rgDUAALxTRg SHRM Veteran Panel 2018 Resources Bureau of Labor Statistics https://www.bls.gov/home.htm Heroes MAKE America http://www.themanufacturinginstitute.org/Initiatives/Military-and-Veterans/Heroes-MAKE-America/Heroes-MAKE-America.aspx Hiring Our Heroes https://www.uschamberfoundation.org/hiring-our-heroes Soldier For Life https://soldierforlife.army.mil US Department of Defense https://www.defense.gov/Our-Story/Our-Forces/ USO https://www.uso.org/

While Artificial Intelligence (AI) emerged in the 1950s, only in recent years have AI applications proliferated with the explosion of data and continuing improvements in Moore’s law that have driven rising processing speeds. Voice assistants, image analysis software, search engines, and speech and facial recognition systems were among the first applications to use AI. Today, adoption has spread to sectors such as agriculture, cybersecurity, healthcare, software development, e-government and the intelligent enterprise to generate jobs and help spur economic growth. The Edge AI Opportunity and the Microelectronics IndustryAI can be embedded in hardware devices such as advanced robots, autonomous cars, drones or Internet of Things (IoT) applications. Today, according to the EU’s digital strategy, data centres and other centralized computing facilities account for the vast majority – 80% – of AI data processing and analysis, with smart connected objects such as automobiles, home appliances and manufacturing robots that bring the compute function closer to the user representing 20%. The latter, known as Edge AI applications, are powered by edge-based machine learning chipsets, not the AI chipsets designed to run cloud-based machine learning algorithms.The EU’s white paper on AI published in February 2020 anticipates that the way data are stored and processed for AI applications will change significantly over the coming five years as edge computing applications proliferate. Most AI applications need to connect with devices that collect data and manage data flows. When the applications connect with cloud infrastructures to train large volumes of data for a machine learning model, the interface devices often require hardware support. Edge AI can minimize data transport by processing data directly from local devices to accelerate data analysis and decision-making and make data transport or accelerator hardware unnecessary, critical in reducing power consumption and enhancing data security for applications such as autonomous driving. Over the past 40 years, the ICT sector has been continuously increasing greenhouse gas (GHG) emissions despite efforts to shift to renewable energy. Cloud-based AI applications require an ICT infrastructure for high-performance computing and high-speed connectivity. According to MIT Technology Review, data centres’ AI workloads could account for a tenth of the world’s electricity usage by 2025. a mass update of cloud-based AI applications may significantly increase energy consumption, unlike with Edge AI. This is why the strategy for developing Edge AI is well-aligned with the EU’s Green Deal objectives. Europe aspires to play a leadership role in Edge AI to strengthen the sector’s competitiveness and protect the European digital sovereignty. Europe’s strong industrial competencies in embedded systems and microcontrollers will help the region promote development of European domestic AI solutions for emerging high-value IoT applications in industrial processes such as Industry 4.0, Connected and Automated driving (CSA), smart cities, climate action, healthcare, and national defence and security. With this strong strategic position in technology, Europe is well-positioned to invest to become the leader in the Edge AI global market.Preparing the Workforce for the Microelectronics IndustryTo design and manufacture leading Edge AI chipsets, European education providers and industry will need to work closely together to train the current and future workforces. Within the framework of the METIS project, a four-year project co-funded by the European Commission through the Erasmus+ programme, SEMI and imec deployed experts in the field to survey and interview focus groups. The survey identified the following key focus areas for workforce development: 1. True Capability of AI and Data Science With AI’s heavy dependence on data, the workforce of the future must be trained in areas of data science including data integrity to ensure quality, unbiased sourcing, collection and accurate analysis necessary to interpret huge volumes of data. Europe also needs to train the next generation of AI chip designers in data security and privacy – key challenges to the widespread deployment of Edge AI chips. 2. Climate Change, Sustainable Development Goals (SDGs) and Social Inclusion TrainingSince the industry must be able to develop Edge AI solutions to enable the digital transformation while limiting GHG emissions, microelectronics engineers need to be schooled in climate change and understand how their work contributes to meeting the United Nation’s Sustainable Development Goals (SDGs). Workplace diversity and social inclusion are also important target areas for education since Edge AI applications should serve various groups of people with different needs.3. EthicsChip industry workers must also be educated in ethical issues of AI related to the technology’s potential societal impact in the near future[1]. With AI applications capable of monitoring Internet searches based on users’ personal preferences and biases to deliver tailored advertising, news and other information, developers must recognize how the technology can influence thinking and behaviour of individuals and groups. This awareness can help developers strike a balance between supporting commercial interests and societal good so the microelectronics industry can ensure ethical implementation of AI. 4. Cross-disciplinary Skills Required for AIAI development requires a comprehensive, cross-disciplinary skill-set to be able to integrate the work of specialists from diverse educational, cultural and professional backgrounds critical to developing non-biased AI solutions. For example, in addition to technical expertise, microelectronics AI developers must be able to communicate clearly and work in close-knit teams with non-technical experts from business, law, medicine and the social sciences.What’s Next?The microelectronics industry has a tremendous opportunity to develop new chip-based solutions for AI architectures, and apply AI techniques to improve operational efficiencies of design and manufacturing. To seize this opportunity, the industry must work closely with education providers to groom the next generation of skilled workers. This tight collaboration is critical to designing and delivering specialised courses to college and university students as well as engineers now working in the chip sector. The stakes are high. By preparing workers to develop Edge AI chipsets, the microelectronics industry can help the world confront some of the greatest challenges it faces today.For more information, see SEMI Responds to European Commission White Paper on Artificial Intelligence.METIS is a Sector Skills Alliance project co-funded by the European Commission’s Erasmus+ Program and coordinated by SEMI. The four year project, launched in November 2019, will develop a Microelectronics Skills Strategy. Based on the strategy, the METIS project will design 43 training modules for 1,100 hours learning in four key areas of the microelectronics sector.We thank Patrick Blouet (STMicroelectronics) and Jeroen Geusens (imec) for their valuable contributions to this article.[1] Ethics of Artificial Intelligence and Robotics, Stanford Encyclopedia of PhilosophyDr. Yanying Li is senior manager of Collaborative Projects at SEMI Europe.Dr. Pushkar P. Apte is the strategic technology advisor for the Smart Data AI Initiative at SEMI

Over the next five years the Taiwan government plans to invest NT$1.546 billion to build the workforce direly needed for future semiconductor industry research and development. The largesse is a tribute to efforts by SEMI president and CEO Ajit Manocha to enhance the competitiveness of the semiconductor industry by stressing the importance of talent development during his annual visits with the Taiwan president. He has been instrumental in bringing together Taiwan government agencies and local industry representatives – two players in developing the talent pool of the future – to discuss workforce initiatives.As the talent gaps threatens to choke the long-term growth potential of the chip industry, Manocha has emerged as a passionate champion of workforce development. In a letter to more than 2,000 semiconductor companies worldwide, he urged to executives act together to build the workforce vital to industry growth. In 2018, he met with Taiwan President Tsai Ing-wen to discuss ideas for attracting and retaining skilled workers to help ensure Taiwan remains a top investment destination for high-tech multinationals.In early 2019, SEMI Taiwan established its SEMI Taiwan Workforce Development Council to promote talent and career development. Already, the group’s work is resonating in the global semiconductor industry. In September last year, Manocha joined executives from industry heavyweights ASE, MediaTek and TSMC in a visit to President Tsai to urge the government to pursue industry sustainability through talent development. President Tsai responded by instructing her staff to review government resources available for talent development, help drive public-private dialogue and partnerships, and form talent development projects involving the government, industry, academia and research institutes.To carry out comprehensive workforce initiatives, SEMI Taiwan continues to work with the National Security Council and the Executive Yuan (the cabinet). We also launched the Semiconductor Industry Development Council in partnership with leading high-tech companies in Taiwan including ASE, TSMC, MediaTek, PSMC, VIS, MXIC, Nanya, Etron and UMC. Focused on developing semiconductor talent and technology, localizing equipment sourcing, and improving cybersecurity, the council has formed the following seven initiatives: Make existing government talent development programs more flexible to better meet the industry’s workforce needs. Recruit outstanding scholars and leading experts in scientific research, and solicit world-class scientific research teams. Extend age restrictions and other requirements for the Einstein Program (established by the Taiwan MOST, Ministry of Science and Technology) to attract outstanding foreign scholars to Taiwan. Establish a domestic semiconductor research ecosystem and provide sufficient research funding to cultivate R D talent. Strengthen female education in STEM (science, technology, engineering, mathematics) and encourage women to re-join the workforce to help meet the industry’s workforce needs. Continue to promote MOST University-Industry Collaboration Projects (Large Alliance) to connect the upstream academic and research sector with downstream industries. Encourage cooperation between science and technology universities and the chip industry to develop the talent necessary for smart manufacturing to thrive. SEMI’s advocacy efforts with the Taiwan government, the industry and academia are clearly paying off. The Executive Yuan recently announced three major talent development strategies – expanding the talent development capabilities of higher education institutions, promoting industrial-academic cooperation and encouraging businesses to strengthen recruiting efforts and increase funding for semiconductor talent development.The building momentum includes plans by the Taiwan Ministry of Education plans to establish semiconductor technology research centers at several national universities. By passing the sandbox law and loosening regulations organizational personnel, finance and education, the government is freeing up more funding to support semiconductor industry talent development. The ministry also plans to gradually expand the number of students enrolled in STEM curriculum and continues to promote talent training programs and recruiting strategies to help close the workforce gaps and reduce related industry risks. A highly skilled workforce is indispensable to the development of the semiconductor industry and among the most strategic resources in any region. It’s only through long-term partnerships between the government, industry and academia that impactful and sustainable workforce development goals and initiatives can be developed to help the chip industry realize its full potential to innovate and solve some of the world’s greatest challenges. The programs are key to the ability of Taiwan’s semiconductor industry to sharpen its competitive edge. More importantly, they are also the center of gravity in the region’s pursuit of its position as the global semiconductor hub. Jo-Ann Su is senior director and Winnie Chang is marketing and public relations specialist at SEMI Taiwan.

As the world combats climate change, the chip industry continues to build momentum in becoming a better steward of the environment. In July, Taiwan chip giant TSMC became the world’s first semiconductor company to join RE100, the global initiative to move away from a widespread reliance on fossil fuels and toward 100% renewable electricity. Applied Materials soon followed with a commitment to expand its renewable energy capacity. For the past four years, ASE Group, the largest outsourced semiconductor assembly and test (OSAT) provider, was named an industry leader in the Dow Jones Sustainability Indices (DJSI), making clear its commitment to protecting the environment. For its part, TEL was selected to be part of the FTSE4Good, a series of ethical investment stock market indices, and FTSE Blossom Japan, an index that gauges the performance of Japanese companies demonstrating strong Environmental, Social and Governance (ESG) practices.SEMI bolsters commitment to green energySEMI has also strengthened its commitment to promoting renewable energy in the semiconductor industry by adding the Green Power Pavilion at this year’s SEMICON Taiwan and continues to support the green energy movement as a co-organizer of Energy Taiwan. The largest renewable energy event in Taiwan, Energy Taiwan features international exhibitions, forums, policy initiatives and business matching events. This year the event attracted more than 12,000 visitors from 50 countries to highlight renewable energy breakthroughs and new products. The SEMI events complement RE100, which works across a wide range of industries that include financial services and retail. The initiative connects more than 260 members that count among them the world’s most influential businesses such as Apple, Google and Facebook and their suppliers through educational events.In many respects, TSMC is becoming a beacon of green energy in the chip industry. In July, the company committed to 20-year agreement to buy offshore wind power gear made by energy firm Ørsted in Taiwan, the global leader in the wind power industry. According to the purchase agreement, TSMC will offtake full production from 920-megawatt wind farms off the coast of Changhua County in western Taiwan expected to start operations in 2025 or 2026. The agreement will by far mark the world’s largest corporate green energy order in the semiconductor manufacturing and renewable energy industries and demonstrates TSMC’s long-term commitment to environmental sustainability.In addition to sourcing renewable energy, TSMC has been working closely with its downstream and upstream suppliers to help drive supply chain improvements geared toward a greener industry by offering on-site coaching, energy audits and educational resources. But the company's focus on energy efficiency is nothing new. For years, its Supply Chain Management forum has promoted industry sustainability and corporate responsibility. Moreover, TSMC worked with SEMI at this year’s SEMICON Taiwan to generate greater awareness of the importance of green energy to the industry and encourage SEMI members to become more involved in the movement.Supply chains expand eco-friendly practicesThe drive toward greener semiconductor manufacturing is also expanding to encompass entire supply chains. One notable initiative is Green Supply Chain Management (GrSCM), an effort to integrate environmental thinking into every level of the supply chain, from product concept to distribution. GrSCM involves the retooling of product design, materials sourcing, manufacturing and processes to reduce the ecological footprint of factories. So far, the results are encouraging. More companies are factoring environmental sustainability into their purchasing decisions to urge suppliers to better manage their power usage and join the green energy movement – an important step in curbing the unavoidable consequences of climate change. Terry Tsao is Global Chief Marketing Officer at SEMI and President of SEMI Taiwan.