Coronavirus

“The most important work you can do in the coming year is to start engaging allies.” This is how Dr. Joanne Kamens, Executive Director of Addgene, began her keynote at this year’s Women in Semiconductors (WiS) program in early May. Diversity and inclusion challenges in the workplace are not a “woman problem, they’re a people problem,” she noted.After a one-year hiatus due to COVID-19, WiS reconvened in a virtual format. Dr. Kamens, who has been working on diversity and inclusion efforts for two decades, discussed how the events of the last 14 months continue to impact women disproportionately. In addition to setting the stage for breakout topics following her presentation, Dr. Kamens’ keynote, Driving Change for Inclusion: The Leaders You Want and Want to Be, addressed the underlying issues that prevent not only women but under-represented and under-recognized groups from advancing in STEM fields.Why now? Dr. Kamens pointed to the perfect storm of social and racial events over the last several years in addition to getting a view into each other’s personal lives because of work from home – babies on Zoom, cats interrupting Microsoft Teams meetings – that has exposed our humanity. The most important take-home message from her presentation? “People are people. They’re your most valuable resource.” At the beginning of the COVID-19 shutdown, Dr. Kamens was quick to implement measures to support and allow time for self-care and ensure well-being for all her people, recognizing an immediate need for support and encouragement. To her, this was something obvious to do as a leader. Unfortunately, this is not the case in many organizations.Dr. Kamens noted that when times are stressful, “we go to ground,” falling back on biases. Everyone has biases. However, stressful situations cause us to go back to our defaults – which often means disregarding the needs of underrepresented groups. Implicit biases in both men and women often cause women to be treated differently. Biases create “schema” that impact vital decision-making and can backfire when brought into the workplace. They can lead to inequities in hiring and promotion, or worse.Dr. Kamens also talked about leaders, and how sometimes people are promoted to management because they are good at their jobs, not because they are skilled at managing people. Good managers seek honest feedback, learn from other people, provide opportunities for growth and development and delegate effectively. Dr. Kamens suggested that a good way to drive greater inclusion and better management is to do away with annual reviews, which are a “hot bed for bias,” she said, and are incredibly problematic from an inclusion and leadership perspective.Why did Dr. Kamens focus on leaders? Because change “must come from the top. No company’s culture will change if leadership is not involved in driving and espousing the needed change.”Dr. Kamens stressed that leaders need to promote others. “A leader’s job is to help lift others into the spotlight,” she said. Also, we must lead with humanity. This pandemic has shown that people need different things to do their best work. Finally, who you hire is who your company is, and how it is seen. “Don’t keep jerks, don’t foster jerks and don’t hire jerks,” she advised.Dr. Kamens talked about what really makes people happy.Flexible work scheduleStrong sense of engagement at workFeeling of being appreciated and valuedHaving a high degree of freedom and diversity built into their jobsGood relationships with clients and colleaguesHowever, she insisted that the happiness “sweet spot” is different for everyone.In conclusion, Dr. Kamens stated that good leaders hold everyone accountable, are intentional about the culture they want to create, empower everyone to call out bias and remove barriers to the good work of others.Following Dr. Kamens’ keynote, the program pivoted to breakout sessions on several topics inspired by workplace challenges resulting from the pandemic. These robust conversations resulted in the elevation of common themes, and recommendations for any company looking to better support their employees:Working with Hybrid (in person and online) Teams: There are so many ways to communicate (text, calls, video calls, emails) and it is important to determine what is best for your team. Choose quick phone calls or Slack/Teams chats when full meetings aren’t necessary. Most importantly, make a concerted effort to actively facilitate the meetings so everyone can participate, whether people are on-site or remote.Leading Remotely: Consider that some one-on-one check-ins with direct reports could be done while both of you are on a walk instead of on a computer to allow for a different environment. Make deadlines and expectations crystal clear. Allow frequent breaks from meetings to alleviate video meeting fatigue. Consider virtual coffee chats, lunch breaks with colleagues, casual conversations and happy hours.Mental Well-Being: Companies need to provide the infrastructure for employees to work from home, while protecting people who must work on-site. Consider creating dedicated teams for socially distanced and virtual activities. Remind employees about employee assistance programs for those who are struggling. Consider providing free meals for people working in the office. Remind employees to take breaks (away from the computer), take PTO, and practice self-care. Back-to-back meetings, often at all hours due to time zone differences, can cause significant stress and fatigue. Consider allowing employees more flexibility to manage their calendars, and allow extra time in meetings to socialize.Networking/Team Building: It can be difficult for people new to a company or a team to truly connect with new co-workers. Leaders can schedule meetings with new hires and seasoned employees, using a “speed-dating” format, trivia, or other ice-breaker activities. Encourage new team members to communicate with coworkers and managers and invite people who are struggling to reach out. If you are a new employee, have the courage to ask for what you need, be it a mentor, a check-in, or an afternoon off. If you are looking for individuals in other companies to connect with, find affinity groups and directly email people doing similar work with a request to connect.The most important takeaway from the whole event was: Trust your employees. Give them the flexibility in their schedules and communication styles to do their best work. If the pandemic has shown one thing, it’s that employees can be trusted to work remotely and get the job done. The challenge of juggling work, home and everything in between is unique to everyone. Careers and lives have different phases, and everyone needs to find the balance that works for them within current circumstances. Women especially need to be able to ask for support and flexibility or we risk losing even more of them from our companies.Women in Semiconductors is an important event for professionals across our industry. It was wonderful to share the space with brilliant thinkers and creators and to have such a rich discussion around the issues women face. We are grateful for WiS committee members, sponsors and everyone who participated for contributing to an excellent discussion. Mark your calendars for May 2, 2022, when the event returns to Saratoga Springs, New York.Margaret Kindling is senior program manager, Diversity, Equity and Inclusion, at SEMI; Priya Mukundhan, Ph.D. is metrology product manager at Onto Innovation; and Hannah Rosen is EHS equipment integration engineer at TEL.

As we move through Q2 of 2021, it seems that the world is finally approaching normalcy. But I don’t believe our lives and businesses will ever be the same. Travel is unlikely to return to the same level as pre-COVID-19 for many years. I’m sure many companies will establish tighter travel policies and budgets as virtual conferencing has proven to be beneficial and cost-effective. Patients and doctors who were skeptical of telemedicine are embracing it, and although it’s not perfect, it has filled a needed gap. Online learning essentially happened over a weekend and will now be part of many curriculums and programs. All of these elements have spurred our semiconductor industry into a super cycle. Demand for chips is leading to an increased demand for semiconductor equipment. Semiconductor capital equipment expenditures in 2020 surpassed $63 billion and are forecast to top $70 billion in 2021. The secondary equipment market typically makes up about 5% to 10% of that. Our inquiries have definitely increased this year. With this in mind, I’d like to share some thoughts for the remainder of the year. Storage of Chipmaking Equipment Not New The semiconductor industry has been experiencing an equipment shortage for some time. It is difficult for original equipment manufacturers (OEMs) to support such a large variety of products and technologies. Some companies use equipment for manufacturing 150mm, 200mm and 300mm wafers. Fabs still run 30-year-old technology on 150mm wafers while the latest technology is manufactured on 300mm wafers. We’ve also seen new technologies like silicon carbide (SiC) being developed on these smaller wafer sizes. Unfortunately, some OEMs stopped making 150mm and 200mm some time ago and have only recently jumped back into the market. These OEMs have had to balance technological advances, pricing, and manufacturing capacity to meet this demand since their primary focus is on 300mm equipment. Third-party refurbished equipment suppliers have also experienced an increase in demand over the last several years. We see it increasing at all technology levels over the next three to five years. This translates to increased equipment pricing for both new and used equipment, as well as increased lead times. Growing Demand for Legacy Tools Many electronic products we use and are familiar with don't require state-of-the-art technology. For instance, cellphones, electric vehicles, wearables, monitors and industrial products still contain many chips manufactured on 200mm wafers using 200mm equipment. There are still approximately 200 200mm fabs worldwide and this makes up about 25% of all wafer capacity regardless of wafer size. These fabs manufacture analog devices, MEMS products, power management ICs, RF devices, discrete devices and sensors. We have also seen an increase in lead times for 200mm equipment. Typical lead times of three to six months have increased in some cases to one year or more. This situation has created a dramatic increase in chip making equipment prices and we do not expect much relief there. Many OEMs transitioned to 300mm equipment prior to 2010. Revenue and profit margins are much higher for them on 300mm equipment. 200mm manufacturing was supported by many third parties for a while. However, in 2016 we saw a resurgence in 200mm equipment, and at that time many OEMs began jump-starting their supply chains. It took some time for them to develop new supply chains, upgrade technology and in some cases hire newly trained engineers to support these new tool sets. All this costs money, which is why we will continue to see an increase in new legacy equipment pricing. Because manufacturers and products may not be able to support these prices, we expect the robust third-party ecosystem to continue. SurplusGLOBAL's Response to this Demand One of the advantages we bring to the secondary equipment market is our ability to recycle technology. We continuously search for opportunities to purchase large packages of tools from companies that are transitioning technology nodes, moving from 200mm to 300mm wafer size or changing product lines. We spend approximately $65 million to $100 million each year on purchasing equipment and in some cases storing it for the right customer. For instance, a memory company may be changing technology nodes and no longer needs its equipment. This use to happen on a predictable schedule. Instead of scrapping that equipment, SurplusGLOBAL purchases and stores it. Sometimes we only need to store it for one month before relocating it. However, in many cases, we store it for one year or more. We may power it on at a later date if it is in good condition. In some cases, we work with an OEM or third party to have it refurbished and ready for a new customer. In response to the need for more secondary market equipment, we have opened up additional offices in Japan and Singapore to stay close to and better support our customers in those regions. Finally, our biggest and most recent endeavor is building our Semiconductor Equipment Cluster, which opens in July 2021. Learn more about the SurplusGLOBAL Semiconductor Equipment Cluster. Emerald Greig is executive vice president Americas at SurplusGLOBAL.

In 2020, the global semiconductor materials market expanded 5% to reach $55.3 billion in revenue to set a new industry record. The momentum in growth is expected to continue throughout 2021 despite the lingering pandemic.

Now, more than ever, semiconductor companies are relying on their human resources departments to ensure employee safety, support facility access and hygiene measures, cope with staffing demands and incorporate the rapidly evolving guidelines from Centers for Disease Control and Prevention (CDC) and the local state and city mandates. SEMI spoke with Crystal Reich, HR manager at X-FAB Texas, about her participation in the Fab Owners Alliance (FOA) human resources group and the value of collaborating with industry peers on a broad spectrum of topics: from focusing on specific areas such as ensuring employee safety and managing the workforce during a pandemic, to addressing broader organizational challenges such as benchmarking activities and identifying compensation and staffing best practices. SEMI: How did you learn about the FOA human resources group? Reich: I have been part of the FOA HR group since its inception in 2012. Lloyd Whetzel, the CEO at X-FAB Texas, has been very involved with the FOA for several years. When this group was being formed, he let me know about it. I came to the first meeting and have been a part of it ever since. SEMI: What does your participation in the FOA human resources group allow you and your company to do differently? Reich: I am also involved with the Society for Human Resource Management (SHRM), but the FOA HR group provides an excellent opportunity for semiconductor industry HR professionals to collaborate. The group not only covers topics that are specific to the semiconductor industry but also discusses broader topics related to preserving employee well-being during unprecedented challenging times, managing negative emotions, establishing appropriate political expression policies, and creating safe spaces for dialogue. Also, the benchmarking has been fantastic, especially from a compensation and staffing standpoint. It allows us to identify best-in-class recruitment strategies, determine any shortfalls and use this information to improve employee onboarding and development. In addition to discussing these types of issues and trends, we compare and benchmark other HR issues such as policy deployment and legislative trends with colleagues in the industry. SEMI: What are some of the key topics and activities that the FOA HR group has helped you focus on? Reich: X-FAB has been involved in a variety of activities at SEMI. Through the SEMI High Tech U program, we have been able to help college-bound high school students in our community access STEM curriculum and explore careers in technology. We have devised more robust military outreach strategies with the help of the Veterans Program at SEMI, allowing us to recruit and retain excellent technicians from the military. Additionally, benchmarking activities within the FOA HR group have helped us improve our talent acquisition process - especially for positions which are challenging to fill. SEMI: The pandemic brought many significant and unprecedented challenges that affected business continuity. How did your company's participation in the FOA help you navigate these changes? Reich: The FOA has been a great help in addressing the challenges of the global pandemic across several operational collaborative teams. In the early days of the pandemic, as employees moved to remote work, FOA organized a forum that allowed members to share how they dealt with this transition. Constantly changing guidelines and protocols meant that FOA members leaned on each other more than ever to share best practices and lessons from new safety process implementations. FOA offered survey and area-specific team activities, cross-functional operational sessions, and round table discussions at its 2020 Q4 meeting, where members exchanged ideas on how business processes changed during this period and shared what they were doing to ensure business continuity. This provided another excellent opportunity for FOA members to benchmark best practices within the semiconductor industry. SEMI: Would you recommend your peers to join the FOA HR group? Reich: I would highly recommend HR colleagues in the semiconductor industry join this collaborative group. It is a great platform to share ideas, learn from each other, and benchmark with other colleagues in the same industry. The FOA HR Metrics survey is a comprehensive survey covering several different areas within the HR discipline such as compensation, learning and development, tool training, corporate social responsibility, and many others. True to the nature of the FOA, the survey is a result of the collaboration between several HR professionals from Device Maker member companies. Please contact Shilpa Talwalkar at [email protected] if you would like to participate. X-FAB is a member of the SEMI Fab Owners Alliance, an international group of semiconductor and MEMS fab managers and industry suppliers that meet regularly to solve common non-competitive manufacturing issues and improve their business results. Nishita Rao is senior product marketing manager at SEMI.

The pandemic unleashed by the coronavirus SARS-CoV-2 (which causes the disease COVID-19) has infected over 100 million and resulted in over 2.6 million deaths worldwide as of March 2021. It is well-established that this virus primarily spreads from person-to-person via respiratory droplets produced when an infected person coughs, sneezes or even breathes (see Ref. 1-3). Subsequently, the droplets meet the eyes, or enter nose or mouth of a nearby person, or transmit when a person touches an infected surface, then contacts their eyes, nose, or mouth. Since the virus is small, 0.06–0.14 microns in diameter, many copies can be contained in or attached to emitted respiratory droplets. Droplets as small as one micron can carry enough viral load to cause an infection. A particular concern is the interaction of droplets with ventilation systems, which potentially could enhance the propagation of pathogens. This has implications on situation-specific safe distancing and the design of building filtration systems, air distribution, heating, air-conditioning and decontamination systems. A particular instance of this is the semiconductor manufacturing cleanroom, where systems and protocols are specifically designed to minimize contamination. The $440 billion global semiconductor industry depends on these cleanrooms for integrated circuits (chips), and in turn, these chips form the lifeblood of the multi-trillion-dollar global electronic systems industry. Electronic systems are now critical for just about every aspect of human life, including health, work, finances, entertainment, transportation, power grids and many others. Thus, it is critical to understand how cleanrooms can operate more safely to ensure the health of workers while maintaining productivity levels to meet increasing global demand for semiconductors. In the work described here, we analyzed particle and droplet transport via modeling, simulation [Refs 1-3], and experimentation [Ref. 4] to help guide the industry. Modeling and Simulation In this part of the work, mathematical models were developed to simulate the progressive time-evolution of the distribution of locations of particles produced by a cough. Analytical and numerical studies were undertaken. The models ascertain the range, distribution and settling time of the particles under the influence of gravity and drag from the surrounding air. Beyond qualitative trends that illustrate that large particles travel far and settle quickly – versus small particles that do not travel far and settle slowly (yet can be carried far by ambient flow) – the models provide quantitative results for distances travelled and settling times, which are needed for constructing social distancing policies and workplace protocols. Figure 1 shows examples of the results of the modeling and simulation work. Figure 1: Model of particle spreading from a person coughing, with and without a mask. (Ref. 1) Following are key insights from the modeling and simulation work (Ref. 1): Large particles travel far (launched “ballistically”) and settle quickly, while small particles do not travel far and settle slowly (when there are no ambient externally-driven flow fields). Small particles do not settle even by the end of the simulation time (4 seconds in Ref. 1). Accordingly, the simulations were also run for extremely long periods to ascertain that the “mist” of small particles remained airborne for several minutes (as predicted by the theory). For strong opposing headwind, small particles move backwards, yet still remain airborne for extended periods of time. This is by far the most dangerous case since this will encounter other persons at the torso level. Ratio of the general drag to gravity indicates that at high velocities, the dynamics are dominated by drag. For general cough conditions, there can be cases where the change in the surrounding fluid’s behavior, due to the motion of the particles and cough, may be important. One major implication of this work is that the challenge of infection must be addressed both spatially and temporally. In other words, it is necessary to maintain social distancing based on how far the virus travels, but it is also important to account for how long the virus stays at the location because of specific air patterns. On the positive side, understanding these spatio-temporal patterns accurately will enable companies to design (or re-design) ventilation and decontamination systems precisely to improve worker safety. Other aspects of this analysis entail contact tracing (Ref. 2) and decontamination (Ref. 3). Further details, including simulations, are available at https://msol.berkeley.edu/publications/. Experimentation The major vector of coronavirus spread is through respiratory droplets expelled when coughing, speaking, and breathing; and the efficacy of any safety measures depends on accurate characterization of the dispersal of these droplets. The term particle describes objects that begin their journey as a solid. The term droplet is reserved specifically for objects that are initially liquid, albeit it is important to note that droplets can evaporate and effectively transform into solid particles composed of non-evaporative material. A purpose-built room, the Cal Covid Cube, C3, was set up and utilized for this research [Thatcher et al. 4]. The C3 is a parallelepiped room that is 232 centimeters tall, 376 centimeters long and 284 centimeters wide on the inside. For experimental results to be meaningful and repeatable for scientific and practical purposes, it is essential that the experimental setup be carefully controlled and calibrated. The following precautions were taken to ensure this: Charge-free: When solid particles are released, it is critical to eliminate (or thoroughly know) static charge effects for obtaining accurate deposition patterns. Static charge effects can manifest through particle-particle interactions (affecting particle motion in flight) or particle-surface interaction (affecting deposition pattern). Two methods for the elimination of charge effects on the deposition surface were found to be effective: (1) ionized non-conductive adhesive sampling strips, and (2) grounded aluminum backed carbon sampling strips. Isothermal: The room is a converted walk-in freezer with 10.5-13 centimeter thermal insulation and located in the middle of a building, at least 5 meters away from all building walls. Temperature uniformity was checked and the C3 room temperatures were found to be isothermal within uncertainty of measurements. Quiescent: It was ensured that the room did not create uncontrolled thermal convection due to isothermal nature. Quiescence was verified with both hot-wire measurements and with free-falling particle drift observations. Isopotential: The outer and inner surfaces, including the door of the C3 were conductive aluminum and stainless steel, and copper tape were used to ensure reliable electrical connection of door, interior and exterior panels. Electric fields were surveyed and found to be negligible within precision of instruments. Other design elements: All interior surfaces were coated with black matte paint to reduce scattered light and provide uniform background for imaging measurements. The facility was located on ground floor to limit vibrations. Repeatable Launch: To emulate the release from a true cough or sneeze, and to better understand droplet motion in a canonical turbulent jet versus a cough type release, we studied different layers of complexity for the release geometry: (i) Straight round pipe (ii) Smooth 90-degree curved pipe, with a changing radius along the length of the pipe (iii) Intubation trainer doll, with realistic airways and mouth/tongue structure Figure 2 shows the experimental setup with the intubation doll in C3, with the particle/droplet release being measured after deposition on the sampling strips that appear green. Figure 2: Experimental Setup in C3 with both charge neutralized (white appearing green) and conductive (black) sampling strips placed on a conductive and grounded alignment grid [Ref. 4] We utilized both liquid droplets and solid particles. For droplets, we explored and found promise in a method of deposition analysis based on fluorescence. For particles, we explored many ways in which the smallest of thermal gradients or electrostatic charge issues can affect the data and developed practical methods to address these issues. For accurate measurement free of static charge effects even in environments where high ambient flow velocities may cause a nonconductive surface to rapidly acquire charge (e.g., clean room environment), we developed carbon-tape-based sampling strips that are cleanroom-compatible, conductive, and grounded. For analysis, we developed a cost-effective method utilizing a commercial photo negative scanner followed by image enhancement by blind deconvolution. Figure 3 shows sample results for particle deposition location along our centerline for particles in the ballistic, intermediate and aerosol regime. Figure 3: Experimental Results [Thatcher et al. 4] Following are key insights from experimental work: Significance of both static charge effects and thermal gradients in rooms for validation tests are more than usually appreciated. For modelling, accounting for the non-uniform initial particle velocity matters for the ballistic particles. For all sizes of particles, simulating the transient versus steady state significantly impacts predicted particle spread. Thermal plumes alone from humans along particle flight path can transport 50 micron particles across the room. In some situations, this was observed up to ~6 meters. There is a significant effect of Relative Humidity (RH) and temperature on droplet evaporation. The practical consequence is that, in low RH, particles spread further, with all other things being equal. (The reason is that particles shrunk more and entered the aerosol regime.) In summary, a systematic analysis of particle and droplet transport was conducted by simulation, modeling, and experimentation. We were able to develop robust, rigorous, and repeatable methodologies and draw meaningful insights that will support safer operation and productivity of semiconductor cleanrooms globally. Further, these studies will help with the design (or re-design) of ventilation and de-contamination systems that help protect both the health of humans and the economy from current and future pandemics. This article provides a high-level overview of the work, and further details will be available through a series of scientific papers that are in various phases of publication. We gratefully acknowledge the following support: Gift of the Lam Research Corporation Gifts coordinated through SEMI and provided by Advanced Energy Industries, Applied Materials, ASM, Entegris, JSR, KLA, TEL, and Wonik The 2020 Seed Fund Award from the Center for Information Technology Research in the Interest of Society (CITRIS) and the Banatao Institute at the University of California Vision Research for providing a v2640 camera to help quantify the particle velocities Graduate students Eric Thacher and Tvetene Carlson who conducted the experiments in C3 Valuable discussions with Brett Singer, Thomas Kirchstetter, Michael Sohn, Chelsea Preble of Lawrence Berkeley National Laboratory regarding droplet transport and COVID, and Keith Hansen on particle sampling and charge neutralization DOE Office of Science through the National Virtual Biotechnology Laboratory, a consortium of DOE national laboratories focused on response to COVID-19, with funding provided by the Coronavirus CARES Act Steven Ruzin and the Biological Imaging Facility for their assistance in obtaining the high-quality fluorescence microscopy scans to validate the particle counting methodology. References Zohdi, T.I. (2020) Modeling and simulation of the infection zone from a cough, Computational Mechanics. https://doi.org/10.1007/s00466-020-01875-5 Zohdi, T.I. (2020). An agent-based computational framework for simulation of global pandemic and social response on planet X, Computational Mechanics. https://doi.org/10.1007/s00466-020-01886-2 Zohdi, T.I. (2020) Rapid simulation of viral decontamination efficacy with UV irradiation. Computer Methods Appl. Mech. Eng. https://doi.org/10.1016/j.cma.2020.113216 Thatcher, E., Carlson, J., Castellini, J., Sohn, M.D., Variano, E. and Makiharju S.A. (2021) Droplet and Particle Methods to Investigate Turbulent Particle Laden Jets (in preparation) Authors Evan A. Variano, Professor, Environmental Engineering, UC Berkeley Simo Mäkiharju, Assistant Professor of Mechanical Engineering, UC Berkeley Tarek I. Zohdi, Will C. Hall Endowed Chair of the UCB Computational Data Science Engineering Program, Professor of Mechanical Engineering, UC Berkeley Pushkar P. Apte, Director of Strategic Initiatives, Center for Information Technology Research in the Interest of Society (CITRIS) and the Banatao Institute, UC Berkeley; and Strategic Technology Advisor, SEMI

The global semiconductor industry is on track to register a rare three consecutive years of record highs in fab equipment spending with a 16% increase in 2020 followed by forecast gains of 15.5% this year and 12% in 2022, SEMI highlighted in its quarterly World Fab Forecast report.

The work of the SEMI Environment, Health and Safety (EHS) COVID-19 working group to address industry EHS issues and share best practices has morphed as rapidly as COVID-19 itself as the vaccine rollout continues, inspiring new hope for a return to normal. The group has evolved from mounting crisis responses to urgent issues such as the shortage of masks and sanitization wipes and sprays to helping companies prepare for their employees’ return to the workplace and developing on-site health-screening procedures for employees and visitors to help ensure their safety. Hot SEMI EHS COVID-19 working group topics have included the following as the team continues to meet every other week to stay abreast of COVID-19 developments and their industry impacts. Vaccinations SEMI members have been monitoring the progress of U.S. states and counties in delivering vaccines. So far, no essential workers in the electronics industry have been eligible to be vaccinated. To help gauge the availability of vaccines to essential industry workers, some companies have hired external consultants to monitor the phase-in. The SEMI EHS COVID-19 working group will collect and centralize the information to help members plan for their employees’ return to the workplace. Policy Enforcement At manufacturing sites, some employees reportedly are becoming complacent in following masking and distancing policies, prompting reminder communications from top management for workers to comply until the pandemic is brought to heel. The higher-ups are also encouraging staff to get vaccinated once they are eligible, with some member companies offering workers time off or other incentives for their employees and families to get vaccinated. Contact Tracing Despite the intense focus on contact tracing since the initial COVID-19 outbreak last year and early efforts to track people movement using smartphone applications or wearables, no tracking technology has emerged as the standard for helping to curb the virus’s spread. SEMI members have been testing various technologies ranging from Bluetooth to wearables with wide-band radio waves to track employees while on site. Tracing by wearables has proven inaccurate. Left with no better alternative, the vast majority of SEMI members are performing time-consuming manual contact tracing. OSHA Compliance While OSHA has picked up the pace in issuing new regulations related COVID-19, pandemic-related site inspections have lagged, some SEMI working group members report. In California, CAL/OSHA recently passed a COVID-19 Preparedness Plan that defines the responsibility of employers in preventing workplace outbreaks, offering PPE to workers and conducting frequent testing. The California plan mirrors the CDC recommendations implemented at the onset of the pandemic. To join the SEMI EHS COVID-19 working group, contact our EHS team at [email protected]. Olivier Corvez is senior manager of Environment, Health, Safety and Sustainability at SEMI.

In my role as lead for the Smart Mobility initiative at SEMI, I recently spoke with Automotive Logistics Magazine about the growing importance of the semiconductor supply chain’s connection with the automotive industry and the semiconductor shortage hampering global automotive production. Following are excerpts from the interview. Automotive Logistics: Why is there a bottleneck in the global supply of semiconductors at the moment and how long is it likely to last? Weiss: The current automotive chip shortage resulted from the sharp, Covid-19-induced decrease in demand for automotive semiconductors in the second quarter of last year when vehicle production came to a near standstill. The automotive market picked up significantly in the fourth quarter and this caused the supply chain constraints we are seeing today. At the same time as the automotive standstill, the pandemic spurred an increase in demand for home computing and networking equipment, and semiconductor manufacturing plants (fabs) had to pivot to these other markets in order to maximize fab utilization and successfully navigate economic headwinds. Every minute a semiconductor fab is idle or has lines down adds up quickly to missed revenue, so their capacity is booked weeks and even months in advance. With this background, I don’t believe this is a structural shortage and expect a gradual recovery over the next two quarters, barring any major shifts in geopolitics or macroeconomics. Automotive Logistics: What needs to be done to remedy the current shortfall for the automotive industry? Weiss: The automotive industry needs to continue to strengthen its connections to the semiconductor manufacturing supply chain. In past years, auto manufacturers used to rely mainly on their tier one suppliers to interface with the semiconductor supply chain. This has changed significantly. Not only are more chips being used in vehicles (roughly 10% of all devices produced globally end up in cars), but the strategic importance of the chips as enablers for ADAS [advanced driver-assistance systems], electrification, safety, connectivity and other consumer-driven features has increased considerably. With this dynamic in play, carmakers have recognized the value of interacting and collaborating more closely with the semiconductor supply chain. This provides vehicle OEMs with access to innovation, the ability to influence technology direction and pace, along with greater visibility into global supply chain developments. The SEMI Smart Mobility initiative is evidence of this transition, with the likes of Audi, BMW, Ford, Uber, Volkswagen and other vehicle OEMs, along with tier one suppliers such as Continental and Bosch, now actively involved in our automotive electronics and mobility activities to do exactly that – influence, partner, accelerate and guide the global electronics design and manufacturing supply chain that SEMI represents. Automotive Logistics: What percentage of semiconductors manufactured for use by US-based companies are for automotive applications and how has this grown in recent years? Weiss: A little over 10% of semiconductors produced worldwide are sold into the automotive segment, but this number is expected to grow at an accelerated pace in the next few years as electrification, connectivity and autonomous driving become more prevalent. Automotive Logistics: How is SEMI working to help the automotive industry get a clearer view of sub-component supply and better manage supply chain risk? Weiss: The SEMI Smart Mobility initiative is designed to engage automotive OEMs, tier ones, semiconductor device makers, design houses, and equipment and materials companies to drive alignment across the supply chain and address shared challenges collectively. To facilitate this engagement, we created the Global Automotive Advisory Council (GAAC), which has active chapters in Europe, US, China, Japan and Taiwan. The GAAC provides an open platform for creating solutions, fostering collaboration and partnering with other industry bodies to accelerate and harmonize industry efforts that benefit the entire ecosystem. Volkswagen and Audi are already SEMI members – both are founding members of the GAAC Europe chapter – and have become vocal champions and critical contributors to our efforts. When all stakeholders work together, I have no doubt that the future of automotive and mobility will continue to be bright. Interested in learning more about this topic? Read the full interview in Automotive Logistics Magazine, A Fab Future for the Automotive Sector. Please contact me at [email protected] for more information about SEMI’s Smart Mobility Initiative, the Global Automotive Advisory Council, and how SEMI can help your organization navigate electronics in the automotive industry to drive innovation in the mobility space. Bettina Weiss is Chief of Staff and Global Smart Mobility Lead at SEMI.

The next time you are on a Microsoft Teams call or write a group email that includes a female colleague, consider this: The next time you pick up the phone to contact her, she might be gone. According to the Women in the Workplace 2020 study by McKinsey Company and LeanIn.org, one in four women are considering leaving their workplaces or downshifting their careers due to work-life challenges stemming from COVID-19, leading to the potential loss of two million women from the American workforce. What is making work so untenable for many women?First, consider the overall U.S. workforce, across all sectors: The industries hardest hit by the pandemic are those dominated by women and people of color: healthcare, retail and hospitality, notably restaurants. These two demographics have been losing their jobs in staggering numbers. In December 2020 alone, according to the National Women’s Law Center, women accounted for 100% of the 156,000 jobs lost that month in the U.S. Second, the double whammy of the closure of daycares and the shift to remote schooling saddled mothers with overwhelming responsibilities. In the tech industry, women faced significant challenges before COVID-19 hit. Although women represent about 47% of entry-level workers in tech, that number dwindles to 20% in C-Suite jobs, with women of color accounting for just 2% of these executive roles. This leads to the challenges of being an “Only” – the only woman or person of color in a team, department or meeting. “Onlys” experience isolation, disengagement and pressure to out-perform male, white colleagues simply to be seen as equals. Women report feeling more exhausted, burned out and excluded than their male colleagues.Layer on the pressures of a pandemic and you’ve got a seriously overstressed female workforce at the breaking point. Fathers and partners are not taking on a fair share of the burden. Fully 40% of working mothers are spending 15+ more hours weekly on household duties than they did prior to the COVID-19 crisis and are more than twice as likely as fathers to worry that their performance at work is being negatively judged because of their caregiving responsibilities. And a survey by Chief, a private club for women executives, reports that, irrespective of added responsibilities at home, 70% of women report that they have taken on more duties at work since the COVID-19 crisis began. So, on top of the anxieties around keeping themselves and their families healthy during a worldwide pandemic, women are simultaneously working more, and doing more at home.Women are critically important in workplaces for a host of reasons. Women in senior-level roles have a profound effect on workplace culture. According to the McKinsey study, women are more likely to embrace and champion employee-friendly policies and programs and to take a stand for gender and racial equity at work. Women also mentor and sponsor other women more than men. If senior-level women leave the workforce, women at all levels will lose their strongest allies. Research also shows that gender-diverse teams – and companies – are more innovative, creative and productive. Inclusive workplaces tend to have higher retention rates and better recruitment rates. To sum up, companies where women are well-represented in leadership are 50% more likely to outperform their peers.As indicated by McKinsey, companies are at a critical crossroads. The choices managers, teams and companies make now will influence the workplace for decades to come. The authors of the study say it best: “If companies recognize the scale of these problems and do all they can to address them, they can help their employees get through this difficult time and even reinvent the way they work so it’s more flexible and sustainable for everyone. If not, the consequences could badly hurt women, business and the economy as a whole. This moment requires long-term thinking, creativity, strong leadership and a laser focus on the value of women to their organizations.”What can managers, teams and companies do? Women in the Workplace 2020 features an excellent Framework for Action, which includes everything from making work more sustainable, to minimizing gender biases, to strengthening employee communications. It is an important resource for any individual, team or company that wants to strengthen their support and retention of women. And – small steps can make a big difference. McKinsey encourages companies to ask a few important questions:Consider the workflow of your team: Is it flexible in a way that supports working parents and care-givers?Are performance expectations equitable across genders?Do the women on your team feel as though they can express difficulties or take PTO if they need to in order to take care of family obligations?Finally, simply acknowledging the realities women are facing is a great first step. For instance, if there are women on your team, you could forward them this article and say, “I didn’t realize how significant this issue was. If there are ways I can further help you navigate this time, please feel free to talk with me about it.” None of us want to find out what happens to our companies if we lose 25% of our female colleagues. We have the opportunity and obligation to reverse this troubling trend, if we act deliberately and intentionally to support the women around us. I invite you to dig into the Women in the Workplace 2020 study, to discuss it with your colleagues, and to determine how all of us can make our workplaces more supportive and inclusive for everyone, for the benefit of female workers and their employers everywhere.We encourage your company to participate in McKinsey’s 2021 Women in the Workplace study and make your voice heard. To enroll, visit Women in the Workplace.For information about the SEMI Foundation’s work in Diversity, Equity, and Inclusion, or if your team would like to support the industry in creating a more equitable workplace, please visit us at www.semifoundation.org, or contact Michelle at [email protected] Williams is deputy director of the SEMI Foundation.

The recent global pandemic redefined well-established paradigms in healthcare. The classic model involving frequent hospital visits is no longer viable due to the risk of contagion. The focus is now on remote and pervasive vital sign monitoring solutions and automated data processing for health assessment. Social-distancing-friendly technologies, such as wearables, implantables, insertables and ingestables that enable long-term monitoring, can help detect medical abnormalities both in individuals and large populations. SEMI spoke with Carlos Agell, program manager and principal member of Technical Staff at imec, about remote vital sign monitoring using innovative form factors and methodologies. imec’s healthcare technology vison for remote care systems will be the focus of Agell’s presentation at the SEMI MedTech Forum, 19 February, as part of the SEMI Technology Unites Global Summit, 15-19 February 2021, online event. Join us to meet experts from imec and other key industry influencers. Registration is open. SEMI: What is driving innovation in diagnostics and what is the role played by the semiconductor industry? Agell: There is a clear need for remote diagnostics triggered by the COVID-19 pandemic. Two examples are respiration monitoring and SARS-CoV2 testing technologies. The fact that some of the more obvious symptoms of COVID-19 are respiratory has revealed a big gap in medtech: the need for low-friction, ambulatory, continuous and pervasive respiratory monitoring solutions. At imec we have been working on bioimpedance-based technologies (from chipsets to smartphone-enabled sensing devices) that can provide feasible solutions in that space. Hence, novel sensing modalities from the semiconductor industry can make a difference when it comes to remote ambulatory respiratory monitoring. On the other hand, SARS-CoV2 diagnostic technologies have become paramount during the health crisis. In this space there is a clear need to simplify, speed up and lower the cost of testing. Additionally, from a practical perspective society needs to prevent virus spreading. imec is spearheading an innovative semiconductor-based solution aimed at simplifying SARS-CoV2 testing by collecting aerosols from subjects’ breath using a silicon-based solution for analysis using the polymerase chain reaction (PCR) method, the gold standard in COVID-19 testing. Determining viral load in exhaled breath is a clear indicator of infectiousness, and detecting subjects with a high viral load is key when developing these rapid tests to facilitate economic recovery. A cost-effective and speedy though reliable SARS-CoV2 testing solution opens up possibilities for its use as gating mechanism (such as testing to allow access to facilities and prior to boarding a plane) to help jump-start some of the hardest-hit sectors in the economy, such as travel and hospitality (hotels and restaurants) by enabling more in-person interactions. SEMI: Please share more about imec’s commitment to improving the healthcare sector. Agell: imec R D is active in the field of remote unobtrusive respiration solutions, which are vital in treating respiratory system conditions such as asthma, chronic obstructive pulmonary disease (COPD) and COVID-19. These solutions rely on a combination of silicon chipsets, sensor integration and algorithms to interpret sensor data. As part of our effort to understand biological fundamentals, imec’s multi-electrode array (MEA) platform for heart-on-chip applications offers unparalleled capabilities to acquire high-density information (4444 electrodes/mm2) to enable extra- and intracellular recordings, electrical stimulation and impedance gauging to study patient-derived cardiomyocytes, cells that make up the heart muscle. imec is developing a rapid, low-cost SARS-COV2 test based on breath analysis (aerosol capture) aimed at a 5-minute analysis. Such tool is a key to economic recovery, and imec is planning large-scale testing of the prototype device at Brussels Airport later in 2021. imec has recently supported spinoffs and external companies that develop social distancing tools for usage during the pandemic. Healthcare is a key strategic area at imec, with multiple departments working on complementary topics, ranging from cell-sorting technologies and multi-electrode arrays, through sensors and systems for non-invasive cardiorespiratory and neurological monitoring, all the way to advanced processing of medical data and tooling for trials. SEMI: How is the pandemic impacting remote diagnostics? What’s new in that field? Agell: The pandemic has accelerated advances in remote diagnostics for healthcare – for example making remote doctor visits possible and launching telehealth into a successful sector. But in my opinion, this is just the starting point. Telehealth doctors will soon need to collect health data points such as body temperature, weight, or blood pressure remotely, the same information they collect during an office visit. Soon thereafter though, doctor’s will need more and more data, sparking the next stage of advances in remote diagnostics as algorithms are developed to analyze sizeable amounts of data. All in all, it will result in a big move from doctor-centric paradigms to more patient-centric solutions. Hopefully that jump will also drive a more proactive approach to health, enabling prevention and keeping people healthy, and leaving behind the era of curing the sick. imec research tools for respiratory monitoring will come in the form of a health patch. SEMI: Besides infectious disease diagnostics, what solutions will enable a paradigm shift? Can you name two global market trends related to the rising need for remote diagnostics? Agell: The paradigm shift in healthcare will be largely fueled by the hyperconnectivity trend. Communications are fast and far-reaching. The pandemic has proven that healthcare, similar to retail, banking, trading and business in general, can also be done partly remotely through a communications line. The need for proof of performance in the case of diagnostics has been proven challenging, due to the highly regulated medical field and the general conservativeness of this market. There is a clear trend underway in which algorithms and automated diagnostics are slowly gaining the trust of the medical community. Trials and regulatory submissions will help here, but the clear proof will be the general trust of the medical community (and general population) in solutions that have been on the market for a while. Similar to what happened with GPS navigation technologies back in the day, it would require a critical mass to reach general acceptance. As far as the healthcare market is concerned, there is a forecast bounce back from telehealth into hybrid models (a mix between in-office visits and telehealth) as a first post-pandemic scenario. Although this is perceived as the best of both worlds, its effectiveness and survival within the market is still to be proven. A clear market trend accelerated by the pandemic is the commoditization of health and wellness features in consumer electronics. A glimpse into consumer electronics venues reveals that watches, smartphones, weight scales and even your office chair or mattress will soon be collecting healthcare information. imec MultiElectrode Array (MEA) chipset SEMI: What is imec’s role in addressing the challenges and trends in healthcare? Agell: As an R D organization, imec offers expertise in the semiconductor, integration, data interpretation, data management and health-specific application domains. Thanks to our experience in horizontal technology and multiple application domain verticals (including healthcare), imec provides solutions to partners that push the boundaries of performance in health-tangential fields such as communications, consumer electronics, automotive and energy. imec is part of big European initiatives aiming to tackle the challenges of the pandemic. For example, we recently started working on the Digipredict project, which aims at early intervention in infectious diseases. We’re working with key players in the research domain within the EU such as École Polytechnique Fédérale de Lausanne, University of Twente and Eidgenössische Technische Hochschule Zürich. Additionally, imec has worked for market leaders in the healthcare sector such as Philips and Biotelemetry (recently integrated in Philips) and can help partners make the next health solution a reality. SEMI: How can technology unite us? What do you expect from your participation at SEMI Technology Unites Global Summit? Agell: I am a big optimistic on this pandemic. I believe technology has played a key role in putting boundaries around damage caused by the global health crisis. Technology does not only unite us, but it arguably saves lives! My personal expectation for the SEMI Technology Unites Global Summit is for us to get a better understanding about how the semiconductor industry reacts to a pandemic and upcoming post-pandemic scenario. I am curious to see if health-related trends emerge, and whether this is a transitory effect. During the last global pandemic, the semiconductor industry was not even existing, so there is no clear precedent for the current situation. Carlos Agell, program manager and principal member of Technical Staff at imec, where he oversees the development of projects and sets strategy directions for research topics. He has a background in wearable device development, having taken leadership roles in development of two FDA-approved medical devices in the field of wearable cardiology. He is member of the Dutch chapter of the standardization committee, which develops next-generation international standards for active medical devices. Carlos Agell holds two MSc degrees in Electronics Engineering and EECS from the Polytechnical University of Catalonia (Spain) and the University of California in Irvine (Irvine, CA, USA). Serena Brischetto is senior manager of Marketing and Communications at SEMI Europe.