Inclusivity at Lam Research’s operations forefront

KUALA LUMPUR – As companies globally move towards adopting technologies and processes related to the fourth industrial revolution (IR4.0), one firm is doing so while also placing greater emphasis on inclusion and diversity (I&D) in its workforce.

Leading wafer fabrication equipment company Lam Research Corporation, which opened its new 800,000sqft manufacturing plant in Penang in August last year, has made it its goal to build an inclusive, diverse and engaging working space for its employees.

The company has embarked on a global effort to achieve 25% female participation in its workforce by the end of the year, pushing way beyond the average industry norms of only 10%.

It currently has presence in 18 regions across North America, Europe, Middle East and Asia, with six manufacturing sites, including the one in Penang.

The firm’s Malaysian subsidiary, Lam Research International Sdn Bhd (LRI) which set up its office here in 2020, has similarly stepped up its I&D initiatives to focus on soliciting greater female participation in technical and engineering fields.

Presently, LRI’s locally-hired leadership team already comprises approximately 50% women, while female employees make up 27% of the total workers’ population.

The company aspires to achieve a 30% women representation of its total workforce in the coming months.

In a recent interview with the media, LRI managing director Soon K. Kuek said there is recognition in her company of the untapped talent among the female population.

“Some would think that because of the nature of our company, our work in the factory would be more suitable for males. That’s not true. That is biased and a misconception that we have to correct.

“We constantly make sure our workplace is gender-friendly and ergonomically friendly for all sizes,” she said.

“We pay attention to this and there are still a bunch of initiatives we still do to ensure gender inclusivity.”

Soon noted that while there is a high enrolment rate among females in education institutions to be in the science, technology, engineering and mathematics disciplines, the trend doesn’t match when it comes to the workforce.

“What that is telling us is that even after getting training in the discipline, they choose not to participate in the technology field when it’s time to work.

“What Lam is trying to do is provide an environment that is supportive for all groups.”

Multi-pronged initiatives to promote I&D policies

To encourage more women to apply and join the company, LRI has introduced an internship programme where it collaborates with higher education institutions to recruit female candidates and hone their skills.

The company has also rolled out the “Train and Place” and “Pelatih” programmes to provide the opportunity to school leavers and polytechnic graduates respectively to work at LRI, with the aim of bolstering female employees' participation in the technician and assembler population.

“Those who are curious about technology will be given training sponsored by us. Once they complete it, they can choose to work for us. And even if they don’t, at least they have gotten the training and can pursue their careers in technology elsewhere,” Soon said.

“The same applies to our internship programme – they can choose to stay or go upon completion of their time here. Many choose to stay. The numbers I shared (on women representation) prove we are doing good in terms of our initiatives.” 

Soon said LRI’s attention to detail on matters concerning its diverse set of employees, including customising heavy equipment and working spaces to accommodate people of different genders and sizes, is further testament to the company’s emphasis on I&D. 

Separately, she noted that LRI also promotes a work-life balance culture and a positive working environment among its staff.

Among other initiatives, expectant mothers are able to apply for paid maternity leave of up to 26 weeks, while working fathers can apply for up to 16 weeks of paternity leave. Employees also have the flexibility of choice to either work fully on-site, fully virtual, or in a hybrid manner.

Meanwhile, Lam Research corporate vice-president of manufacturing Mike Snell said I&D remains one of the firm's six areas of strategic focus. It continues to be a crucial consideration when it comes to the comprehensive review of the company’s policies, employee benefits, and programmes.

“We believe in a workplace where every employee feels valued, included, and empowered. When we bring together a group of unique individuals and viewpoints together, this will create a wholesome working environment which allows all individuals to achieve their full potential.

“This drives our continuous initiative to build an inclusive, diverse, and engaging workplace.”

According to Snell, Lam Research currently also has a dedicated department to oversee its I&D initiatives, with its policies serving as a point of reference across its multiple offices and factories.

“However, we do maintain some flexibility and accommodation in respect of local policies and culture.”

He added that the company is also constantly looking to improve on its I&D initiatives by conducting annual surveys on employees on their happiness index, and to garner feedback and proposals from the thousands of staff globally to be followed up by affirmative actions. – The Vibes, November 30, 2022