Regina is the Senior Vice President, Chief Procurement Officer, Customer Service, Business Planning at UTAC with over 18 years of experience in the semiconductor industry. SSIA had an exclusive interview with her sharing diversity and inclusion in her company.

Regina Liew

Why do you think an inclusive and diverse company culture is important?
Many studies have suggested that there is a strong correlation between diversity and performance of an organization. By respecting the unique needs, perspectives, ideas and insights of all employees, an organization can differentiate itself from its competitors and earn deeper trust and commitment from its employees. Having its headquarters and 3 operating sites in Singapore, it is vital that UTAC leverages on this unique characteristic to expand our talent pool and potentially impact our ability to create and innovate.

Can you name one of the D&I initiatives in your company and how does it support the female talents?
UTAC takes a more holistic approach towards D&I, from the perspective of nationalities, race, gender and age as reflected in our demographics. We are one of the employers to sign the Employer’s Pledge of Fair Employment Practices initiated by TAFEP and have integrated our commitment with practices through policies such as Equal Employment Opportunities and Discrimination, Harassment and Retaliation Prevention Policy to ensure a safe and conducive environment for work. We have also designed a Diversity Workshop to help promote and educate our workforce towards a more inclusive work environment and helps to eliminate “unconscious bias” that may exist at workplace. To further support female talents, we have started tracking female representation at management, mid-managerial and professional levels, as well as high potentials. Given that we are in the semiconductor manufacturing industry, women’s representation is naturally lower compared to industries such as banking and finance. While a firm believer of meritocracy, these metrics are used as complementary benchmark/ baseline to guide us in our hiring, development and mobilizing female talents across the organization. Company policies, procedures and benefits such as flexi work hours, pregnant employees and new mothers policy are aligned to meet female workforce’s needs to balance work and home life. We are making progressive advancement to increase female representation in our organization and more needs to be done. All these would not have been successful without the strong buy-in from senior leadership team led by our CEO, Dr John Nelson who recently signed the Global Semiconductor Alliance (GSA) Women’s Leadership Initiative (WLI) CEO Pledge to demonstrate
our commitment to being a part of the solution to increase female representation and inclusion in the semiconductor industry.

As a sponsor of the SSIA Semiconductor Women’s Forum event, how did you find the event and its significance in promoting an inclusive culture in your company?
Bringing about cultural change is, and will always be, a continuous process only to be achieved over time. The SSIA Semiconductor Women’s Forum was paramount to this process by raising greater awareness of all aspect where change will need to happen, to tackle change, inclusiveness and trust. We are proud to have been a sponsor of the event.