Diversity, inclusion & equity

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.

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.

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.

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.

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.