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After two previous Working Group meetings since December, this one continued to position the Working Group as a collaborative forum for sharing insights, aligning initiatives, and embedding DEI into Europe’s long-term semiconductor strategy.

Celebrating leaders driving change: Spark Excellence Award 2026

ECDA opens 2026 Spark Excellence Award nominations spotlighting and recognising individuals in Europe’s semiconductor industry who are driving meaningful diversity, equity and inclusion change. Participants were encouraged to nominate individuals from their organisations and networks who have demonstrated leadership in creating more inclusive workplace environments, as it is important to recognise positive role models and amplifying successful DEI practices across the industry.

Nominations are open until 30 September. If you have someone in mind you would like to nominate, get all the information about the award and the nomination form here.

ECDA DEI Report: Preliminary findings from the second edition

The meeting featured a preview of the second ECDA DEI Report, which examines employee retention within the European semiconductor industry. The report builds upon findings from the first ECDA report by focusing on practical retention challenges and identifying factors that influence employees’ decisions to remain within organisations and the sector more broadly.

The research included:

• More than 250 survey responses.
• Analysis of 220 technical workers currently employed in semiconductor-related roles.
• Respondents from 15 European countries.
• Four interviews with HR leaders and industry representatives.
• Use of established organisational psychology frameworks to assess retention and
  engagement factors.

One of the preliminary findings was that there’s a strong commitment to the sector, with 81% of participants who would recommend the semiconductor sector as a career and 91% feeling positive about their future. The strongest predictor of whether employees intended to leave an organisation was their perception of fairness in career progression processes and the ones who felt a strong sense of belonging within their organisation were significantly more likely to remain.

One notable finding challenged assumptions about workload and pressure within the semiconductor sector, finding that workplace pressure itself was not a significant predictor of employee departure and supportive working environments were significantly more important for retention.

Age was the only demographic factor found to have a significant relationship with retention intentions, with Gen Z and Millennial respondents considering leaving their organisation within three years and not seeking rapid promotion but rather greater technical development and learning opportunities. Participants noted that this finding challenges common stereotypes regarding younger generations and highlights the importance of continuous skills development.

The discussion explored generational differences, work-life balance expectations, and challenges associated with retaining employees during key life and career stages. Participants broadly agreed that opportunities for technical growth are increasingly important for younger professionals entering the sector.

The final report is expected to be published in September 2026 and its findings will inform future ECDA recommendations and workforce development activities.

imec Diversity Fresk Initiative

A highlight of the session was the presentation of an initiative conducted by imec, Diversity Fresk. It is an innovative and interactive workshop designed to increase awareness and understanding of diversity, equity and inclusion through collaborative learning and facilitated discussion. The initiative adapts the successful “Fresk” methodology, previously used in sustainability and climate education, to DEI topics within workplace environments.

The Diversity Fresk aims to develop a shared understanding of diversity and inclusion concepts, encourage meaningful conversations around inclusion and workplace culture, explore the systemic factors that influence employee experiences, promote reflection and behavioural change, and foster engagement across employees with different backgrounds and levels of DEI knowledge. It does so by using a highly interactive format that moves beyond traditional awareness training and focuses on participation, dialogue, and collective learning rather than one-way knowledge transfer.

Participants discussed the value of interactive approaches to DEI learning and considered how similar methodologies could be implemented within their own organisations, expressing interest in practical and scalable approaches that encourage active participation rather than passive learning.

DEI Training Suite Summer Webinar Series

As part of ECDA’s communication and engagement initiatives designed to strengthen stakeholder participation, increase visibility of project activities, and support the long-term sustainability of the ECDA community, a webinar series showcasing part of the DEI Training Suite will take place from 22 July until 19 August. This webinar series will explore how educators, industry representatives, and workforce development professionals can work together to strengthen the semiconductor talent pipeline and attract more diverse talent into microelectronics career.

Find all the information and register here.

ECDA Ambassadorship Programme

Plans to strengthen engagement and visibility of ECDA’s Ambassadorship Programme during the final phase of the project were also presented, with additional recruitment activities in the pipeline to increase awareness of diversity and inclusion within the semiconductor ecosystem. The goal is to increase the number of ambassadors and have a strong and active community contributing to engagement activities.

You will find this content in ECDA’s LinkedIn. Read all the information about the Ambassadorship Programme and share with anyone who could benefit from becoming an ambassador.

Looking ahead

With a combination of research, training, and collaborative exchange, the DEI Working Group continues to play a key role in shaping a more inclusive and future-ready semiconductor workforce in Europe.

The next ECDA DEI Working Group meeting is planned for September 2026. See the latest updates and join here. We look forward to continuing these discussions and working together to build a more diverse and inclusive semiconductor industry.

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Hosted by IAL-FVG and Addeco, the Inclusive Chips Forum – Diverse Talent Driving Business Value brought together stakeholders from industry, education, healthcare, and policy to explore how inclusive workplaces and diverse talent can strengthen innovation, workforce development, and long-term resilience within the European chip sector.

Held on May 7, the forum featured a wide range of perspectives on inclusion challenges and opportunities within the semiconductor industry. Sessions explored topics including neurodiversity in the workplace, LGBTQIA+ inclusion, women in the workplace, and practical approaches to creating inclusive organisational cultures. The event also provided space for industry representatives to share best practices and real-world experiences from across the semiconductor ecosystem.

The discussions throughout the day highlighted the importance of collaboration between industry, education, and policy actors in ensuring Europe’s semiconductor workforce is equipped to thrive in an increasingly diverse and evolving sector.

Following the forum, the ECDA consortium continued its tradition of gathering for a shared dinner after project events, offering an opportunity to reflect on the day’s conversations in a more informal setting. Over traditional Italian pizza and local desserts, partners strengthened connections across the consortium and exchanged ideas for the next phases of the project.

On Friday, ECDA partners reconvened for a full consortium meeting dedicated to reviewing project progress and discussing upcoming activities. Conversations focused on the rollout of the ECDA training suite, updates on engagement programmes, developments surrounding the project’s second DEI report, and reflections on consortium collaboration and working practices.

The meeting featured insightful and productive discussions throughout, with partners actively contributing ideas, experiences, and feedback. It was also valuable to hear directly from consortium members about the diversity and inclusion initiatives already being implemented within their own organisations and institutions, reinforcing the shared commitment across the partnership to creating a more inclusive semiconductor industry in Europe.

ECDA would like to thank IAL-FVG and Adecco for hosting the events and all partners and speakers who contributed to two engaging and impactful days in Trieste.

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The European Chips Diversity Alliance  convened the second meeting of its Diversity, Equity & Inclusion (DEI) Working Group on 26 March 2026, bringing together stakeholders from across industry, academia, and training organisations to strengthen inclusive workforce development across Europe’s semiconductor ecosystem.

Building on the inaugural session held in December, the meeting continued to position the Working Group as a collaborative forum for sharing insights, aligning initiatives, and embedding DEI into Europe’s long-term semiconductor strategy.

From strategy to practice

A key theme of the discussion was the gap between DEI strategies and everyday workplace realities. Insights from ECDA’s first DEI report highlighted persistent challenges, including weak talent pipelines and limited visibility of semiconductor careers among diverse talent groups.

Participants also explored priorities for the upcoming second DEI report, which will focus on identifying what works in practice to attract and retain diverse talent, as well as addressing bias across hiring and career progression processes.

Introducing the ECDA DEI Talent Suite

The meeting featured a preview of the ECDA DEI Talent Suite from ESCP Europe‘s Stephan Schmuck – a practical toolbox designed to support organisations in translating DEI ambition into action.

The suite includes flexible training modules, operational tools, and engagement programmes aimed at addressing real-world challenges such as talent attraction, retention, and inclusive leadership.

Designed to be accessible and adaptable, the training focuses on everyday actions, leadership behaviour, and collaboration between industry and education – helping organisations embed DEI into their daily operations.

Case study: driving change through partnership

A highlight of the session was a case study presented by ManpowerGroup, showcasing a five-year partnership with a global renewable energy client.

The initiative demonstrated how sustained, data-driven action can deliver measurable impact — increasing female leadership representation from 8% to 37% through targeted sourcing, inclusive hiring practices, and structural changes.

The case study reinforced that meaningful DEI progress requires long-term commitment, leadership engagement, and strong collaboration between stakeholders.

Looking ahead

The Working Group also reviewed progress on the upcoming ECDA DEI Report 2, which will focus on retaining technical talent – a critical challenge for the semiconductor sector.

With a combination of research, training, and collaborative exchange, the DEI Working Group continues to play a key role in shaping a more inclusive and future-ready semiconductor workforce in Europe.

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