Diversity, inclusion & equity
Values that unite and inspire us
Ready to join us and build your future?
At Soitec, our employees are at the heart of our vision and ambitions.
By building an inclusive and fulfilling environment, we foster the development of the talent we need to meet the challenges of a rapidly changing industry.
Through concrete initiatives, strategic partnerships and personalized support, we are building a committed team, the driving force behind our success and tomorrow's innovation.
Attracting and developing talent to support our growth
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In a world where technological innovation is redefining the boundaries of our industry, Soitec relies on the wealth, talent and diversity of its teams to meet the challenges of tomorrow. Aware of the specific challenges faced by women in our industry, we are committed to promoting equity and opening up new opportunities at every stage of their career paths.
In a competitive job market, particularly in the Grenoble region, we have deployed an ambitious and differentiating policy to attract, integrate and retain the talent essential to our future.
Our actions include diverse and engaging formats, such as job datings, events dedicated to discovering our businesses, as well as strategic academic collaborations with universities and grandes écoles in France and abroad. These initiatives, reinforced since 2023 by the digitization of our processes, make recruitment more fluid and efficient. What's more, a structured induction program guarantees each new arrival a consistent and enriching experience from day one.
The co-optation program, launched in 2022, mobilizes our teams by promoting internal recommendations, thereby strengthening our workforce and internal cohesion.
Between 2022 and 2023, the number of work-study students doubled in France, with a special effort to encourage young women to choose careers in industry. With an open-ended recruitment rate of 42%, work-study programs are a springboard for career opportunities within Soitec.
Last but not least, the company offers internally-funded and internally-supported retraining programs that enable our employees to progress towards positions of responsibility, while reinforcing the expertise and flexibility of our teams.
With these innovative actions and this long-term vision, Soitec confirms its determination to build a committed, high-performance team, ready to meet the challenges of an industry in constant transformation.
Empowering people, shaping the future.
In a historically male-dominated sector, Soitec is actively committed to attracting and promoting female talent. As of March 31, 2024, women represented 34.6% of the workforce, and the company aims to increase this proportion at all levels. The targets for female representation on the Executive Committee and in senior management, set for the 2024-2025 financial year, were achieved in the 2022-2023 financial year.
At Soitec, the well-being of our teams is at the heart of our priorities. An agreement on Quality of Life and Working Conditions (QLWC) was signed in 2024, including concrete measures such as the donation of days off, support for family carers and the prevention of psychosocial risks.
In addition, measures such as telecommuting, the time savings account and regular discussion groups enable us to better meet employees' expectations.
With this ongoing commitment to well-being and inclusion, Soitec creates a respectful, motivating working environment that is conducive to personal fulfillment.
In addition, measures such as telecommuting, the time savings account and regular discussion groups enable us to better meet employees' expectations.
With this ongoing commitment to well-being and inclusion, Soitec creates a respectful, motivating working environment that is conducive to personal fulfillment.
We are committed to ensuring a working environment where everyone feels respected, supported and valued. We condemn all forms of discrimination, whether harassment, gender stereotyping or the stigmatization of LGBTQIA+ people. We promote equitable opportunities between women and men, actively supporting the development of women's careers at all levels.
To give concrete expression to this commitment, we have put in place resources accessible to all, such as specially trained referents to support employees in the event of harassment or sexist abuse, as well as strengthened reporting channels, including an anonymous ethical alert platform, launched in 2023. Each report triggers a rigorous investigation, followed by corrective action where necessary.
As a signatory to the United Nations “Free & Equal” Code, we apply these inclusive principles in all our entities worldwide. Moreover, the inclusion of people with disabilities remains a priority, with the employment rate set to reach 5.6% by 2023-2024. A disability referent and initiatives such as the Linkday forum and the Talent H+ network support their integration and job retention.
With these concrete actions, Soitec is reaffirming its commitment to an inclusive and respectful company, where each and every one can achieve their full potential.
To give concrete expression to this commitment, we have put in place resources accessible to all, such as specially trained referents to support employees in the event of harassment or sexist abuse, as well as strengthened reporting channels, including an anonymous ethical alert platform, launched in 2023. Each report triggers a rigorous investigation, followed by corrective action where necessary.
As a signatory to the United Nations “Free & Equal” Code, we apply these inclusive principles in all our entities worldwide. Moreover, the inclusion of people with disabilities remains a priority, with the employment rate set to reach 5.6% by 2023-2024. A disability referent and initiatives such as the Linkday forum and the Talent H+ network support their integration and job retention.
With these concrete actions, Soitec is reaffirming its commitment to an inclusive and respectful company, where each and every one can achieve their full potential.
Soitec relies on partnerships with universities and business schools to enhance its skills. In 2023, these collaborations were strengthened by new agreements with INP Bordeaux, IUT Saint-Étienne and ESSEC, in addition to the partnerships already established with IUT1 of Grenoble-Alpes University and INP Grenoble. In Singapore, the partnership with ESSEC has enabled job datings to be organized at the Pasir Ris site, facilitating the recruitment of talent.
These partnerships not only enable Soitec to train its employees through continuing education programs, fully funded by Soitec, but also to attract new talent, notably through work-study programs. In France, the number of work-study students has doubled between 2022 and 2023, reaching an open-ended recruitment rate of 42%. Soitec intends to pursue this dynamic by making work-study programs a genuine springboard to permanent positions, offering young talents concrete opportunities for long-term integration within the company.
These partnerships not only enable Soitec to train its employees through continuing education programs, fully funded by Soitec, but also to attract new talent, notably through work-study programs. In France, the number of work-study students has doubled between 2022 and 2023, reaching an open-ended recruitment rate of 42%. Soitec intends to pursue this dynamic by making work-study programs a genuine springboard to permanent positions, offering young talents concrete opportunities for long-term integration within the company.
Developing skills is essential to meet our needs for growth and innovation. In 2024, Soitec introduced a policy of matching the Personal Training Account (CPF), enabling our teams to acquire new skills and improve their employability. An ambitious training program, the First Time Manager Program, helps our junior managers to strengthen their skills, covering a variety of themes such as diversity, well-being and recognition.
At the same time, our internal mobility policy has enabled us to fill 41% of vacancies by 2023, through internal promotions. This strategy is backed up by annual skills monitoring via “people reviews”, discussed at Executive Committee level.
At the same time, our internal mobility policy has enabled us to fill 41% of vacancies by 2023, through internal promotions. This strategy is backed up by annual skills monitoring via “people reviews”, discussed at Executive Committee level.
The Culture Safe program places safety at the heart of our activities. Every employee is responsible for their own safety and that of their colleagues. Initiatives such as Safety Walks and the integration of innovative technologies, such as cobots to reduce ergonomic constraints, reinforce this culture of prevention.
With these concrete actions, Soitec affirms its commitment to its teams, their well-being and their development, by building an inclusive, human and forward-looking company.
With these concrete actions, Soitec affirms its commitment to its teams, their well-being and their development, by building an inclusive, human and forward-looking company.
Key Figures
+2,100
Employees
~600 million
Turnover
6
production lines around the world
19.3%
of turnover dedicated to R&D
+ 4,800
active patents
3
main markets: Mobile Communications, Automotive & Industrial, Edge & Cloud AI
Your growth, our commitment
In a constantly evolving technological sector, we have chosen to place our employees at the heart of our strategy. To attract and retain talent, we offer a stimulating environment where excellence and innovation combine daily with skill development and professional growth.
Together, let's make a difference
At Soitec, we view our employees as true entrepreneurs and key contributors to our success. To fully associate them with our achievements, we have chosen to share the benefits of our growth. In 2022, we implemented a free performance share allocation plan for all employees worldwide.
The final acquisition of these shares is linked, among other factors, to achieving our ESG objectives, thereby reinforcing everyone's commitment to responsible and sustainable growth.
The final acquisition of these shares is linked, among other factors, to achieving our ESG objectives, thereby reinforcing everyone's commitment to responsible and sustainable growth.
Nurturing talent is a major focus of our HR strategy. The dynamic nature of our internal mobility policy ensures we can fill open positions in France and internationally more effectively. In the 2024–2025 fiscal year, 39% of global job openings were filled through internal mobility.
To support this goal, Soitec annually assists a group of employees in resuming their studies for career advancement, offering operators opportunities to transition into technician roles and technicians to become engineers.
To support this goal, Soitec annually assists a group of employees in resuming their studies for career advancement, offering operators opportunities to transition into technician roles and technicians to become engineers.
Operating in a rapidly evolving technological environment, staying at the forefront of innovation requires ongoing learning. We consider employee training a cornerstone of excellence. Through partnerships with universities and top schools, short courses, and skill development plans, we empower our teams to adopt best practices and anticipate technological advances to tackle tomorrow’s challenges.
To strengthen managerial skills and culture within the company, Soitec launched the ambitious First Time Manager Program in 2024.
Built around ten modules, this program equips first-time managers with skills on diverse topics such as diversity and inclusion, workplace well-being, motivation and recognition, as well as HR tools and processes.
Built around ten modules, this program equips first-time managers with skills on diverse topics such as diversity and inclusion, workplace well-being, motivation and recognition, as well as HR tools and processes.
Empowering women in tech: Women@Soitec
The tech industry is transforming, and women are essential to shaping its future. The WomEn@Soitec network embodies our commitment to promoting gender diversity and empowering women throughout their careers.
At Soitec, we actively create opportunities through inclusive recruitment, tailored coaching and pay equity building an environment where all talent can excel and grow.
At Soitec, we actively create opportunities through inclusive recruitment, tailored coaching and pay equity building an environment where all talent can excel and grow.
#NextGeneration : shaping the future of microelectronics
At Soitec, we inspire young talent to explore exciting, meaningful careers in microelectronics. Through global partnerships with universities and schools, we welcome interns and work-study students each year, with many transitioning to permanent roles. With unique international career opportunities, particularly in Asia and Singapore, we provide a launchpad for impactful global experiences.
Fostering shared growth with all employees
Our remuneration system is designed to be both motivating and responsible, reflecting our commitment to 'We are responsible entrepreneurs'.
We offer a free share plan for all employees and a profit-sharing scheme, partially linked to the achievement of our ESG objectives.
We offer a free share plan for all employees and a profit-sharing scheme, partially linked to the achievement of our ESG objectives.
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Soitec designs and manufactures highly advanced semiconductor materials and plays a key role in the microelectronics industry.
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