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.
Interested in joining the DEI Working Group?
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