Digital Transformation Consulting

The case study highlights a semiconductor company facing a significant challenge with gender diversity, particularly the underrepresentation of women in technical leadership roles and across technical functions. Specifically, the client struggled with less than 20% female representation in technical director positions and fewer than 10% in technical VP roles, despite a workforce where women comprise only 20-29% overall. The company recognized that building a diverse talent pipeline was crucial to meeting industry growth demands fueled by increased investment and a labor shortage, but it was limited by ineffective recruitment, retention, and career advancement practices for women.

To address these issues, the firm implemented tailored strategies focused on expanding its recruitment pipeline by leveraging networking and recruiting events aimed specifically at attracting women candidates. They also enhanced retention efforts by recognizing that women often spent five or more years without promotion, and they sought to reduce attrition through targeted support initiatives. Moreover, the company prioritized creating a more inclusive culture by developing mentorship and sponsorship programs to support women’s career advancement, addressing the lag in allyship initiatives. These efforts were designed to not only increase immediate female representation but also to foster long-term career growth and leadership development for women in the organization.

As a result of these targeted interventions, the company saw meaningful improvements: women’s representation in leadership roles increased, attrition rates among women decreased, and the overall talent pipeline became more diverse and inclusive. These advancements enabled the company to better harness the innovative potential of women, aligning with the broader industry shift towards a more equitable workforce that can meet the rising demand for semiconductor innovation and growth.