So, hello, my pleasure to be here with you at the Woman Tech um uh seminar. Uh And um I would like to talk with you today about uh my experience in building diversity and parity team.Uh I work in the high tech industry and I will share with you today uh a little bit on Synopsis, which is a company for whom I work and then uh why it matters to build a diverse uh diversity and parity teams and, and then my experience and the success I I'd like to share with you.

OK. So uh synopsis today uh So Synopsis is a company that provides solutions uh software solution for the semiconductor uh market. So we develop uh tools that we call design automation tools. Uh We also provide services, we provide IP S interface IP S also for the semiconductor industry.

And we have uh added uh over the last few years, a new solution for software for quality and security testing of software. Uh We, we are, we have about 15,000 employees. Uh We have uh a representation in over 30 countries uh with 100 and 30 offices. Um We massively invest into R and D because uh 31% of our uh revenue is invested into R and D. We have about 3400 patterns. And uh last year, our revenue was uh about $3.7 billion in terms of positioning. We are the number one uh I uh vendors in led a in electronic design automation tools. And we have number one, we are number one in interface IP for analog and the memories and physical IP S and we are uh an emerging leader in uh the, the software for from governor Magic chatrooms uh for the security and quality testing software. So in terms of solution at in a nutshell, uh we provide solution to develop chips. Uh So we, we provide solution to design uh these chips to integrate IP S to verify these chips. We provide solutions, software solutions to very manufacturing. And on top of that, we provide a software solution. So it's a complete set of uh products to serve the semiconductor market, but also all kinds of markets when it comes to the software quality uh and security. OK.

So synopsis is being such of uh a company being uh represented all over the world with uh more than 30 countries. Uh diversity and inclusion is so important to the company because we, we see that this is absolutely feeding the company and providing with a great I DS and with a great innovation that the company needs in order to continue being the number one in this industry uh at a pace that goes so fast.

So for synopsis inclusion and diversity is the key success factor for where we are and what we are and for continuing growing. So not only do we do uh diversity uh And uh and we empower uh the, the, the, the, the diversity of uh different cultures and people and uh ideas and innovation. But we also have a very strong uh focus on empowering women because uh it is important to build diverse teams and to have um more representation, presentation of women. So we hire, we retain and we promote women uh as part of the program for uh bigger diversity and gender parity. At synopsis, we also invest uh early at university with students. So we have uh programs uh to um to on boarding programs to have students joining us early uh in the in, in our teams. And uh at synopsis, we also pay the attention to equity in salaries. Uh And back in 2016, we have uh put in place a program to make sure that at the same job and same performance salaries are the same. So in terms of uh global head count, so we, we grow our head count uh at a very fast pace.

And in terms of uh woman representation overall at synopsis, women represent 23% of uh the employees uh with uh 20% in engineering and uh and a little bit less in the management uh team and, and we'll come back on this one. So the idea, the objective of the management team is to grow the representation of women and to continue to grow faster in hiring women uh in and, and in order to reach a level where we have a, we are hiring at least 30% of our employees will be women. So we have uh recruited, we are today recruiting at about 27% rate for of women uh among all employees. And we keep growing at uh at least 5% per year. So having said that uh I'll share rapidly my background. Uh So, uh so my name is Martin Antonio. Uh I have uh a master of science in physics. Uh I have also two Children. Uh And I had my first one while I was still at university. Uh So I've spent 15 years, the 1st 15 years of my career in various technical roles, uh included mostly in free cells, uh technical management, up to program management. Uh So always in the international positions, I've been covering uh customers and projects in Europe and in Israel.

Uh I live in France. Uh I've lived in the US for two years, which has brought a lot to the variety of cultures and understanding others. Uh And 15 years ago, I've moved, um I've moved into sales business. Uh I wanted to, to, to change my career. And I've met with the wonderful people who have influenced me uh to change and become, become sales. Uh And so it's uh it's been, it's been a great move for me and I'm very happy that I decided to, to, to make that change. Um So over a year and a half ago, I've been offered to manage a team, uh the team I, I used to belong to and so I have now six people in the, in my organization. And over this uh 1.5 year, I've been lucky enough that I was able to hire, uh and I've been able to hire one male and one female and, and that lady that I've hired, uh she's a junior in the role and uh she will be the foreigner to the country she will work into, she lives right now in Spain and she would move to, to Munich, which is also again a big cultural uh variety.

Um So I've been talking about why, um So what we do with synopsis in terms of uh gender diversity, empowering women, uh the challenge and I'd like to share with you the challenges of this industry and why it is so important to build uh diversity and inclusion in this uh environment.

Uh Because we have a few uh challenges that we need to address on a, on a daily basis. So let me share with you what are these challenges. So the semiconductor industry, for those who don't know, started in the mid eighties and this industry provides chips uh for various markets that you may be familiar with, like computing, automotive communication, industrial and space. So everything that requires data, uh management of data uh includes chips and and this is what we do. We provide solutions to manufacture chips and the the the rate at which we are going is about 18 months. So we have AAA pressure to, to, to deliver products to the industry. And our customers have the pressure to provide new products to the industry every 18 months with increased performance. So the pressure is always there because of the competition, because of the customer demand, because of the the need for data and the COVID situation being one. And we, we all are so uh dependent on data. Uh which means that the pressure that was already high became even even higher first. And uh what is very special to this industry and makes it different is that every product that is developed is unique. Uh but it's also very expensive.

So the cost to develop one product can be up to $500 million. And the complexity of these products, they can reach up to trillions of transistors in the single chip. So the the the massive quantities of information that you need to manage in the single chip is becoming enormous and, and, and the size of the team and the distribution of the team. So all factors are becoming uh uh increasing increasingly complex. Uh It's also a high risk industry because the cost of bugs uh varies, but it can be from 100 case of dollars up to people's debts. And, and why do I say that? Because for example, if you take people that are in the car, autonomous cars, if there is a bug in the car, in the software, in the hardware and then you can, it can go up to people dying. So, so this is why it's a high risk industry because basically we shouldn't have bugs and, and we invest this industry, invest a massive amount of energy time people uh in order to limit the, the, the cost of bucks as much as possible. And it's an industry due to the trend is 18 months pressure, the the the the cost of integration, the complexity, this industry requires to constantly change uh adapt and to have a positive mindset to have that, to adopt new ideas, to change, to look at a variety of uh point of view.

Because if you don't change, then you have no chance that you can reach all these um challenges and, and meet your goals. I'm sorry. OK. Yes. And so now um looking into the people. So what are we looking at uh when we consider so many challenges in this industry? So what are, what are the type of people who are looking into. So we are looking into people who are able to work in international environment, but also in cross functional teams because everything is linked today. And, and so people need to work at all levels with their peers, with engineering, with child, with management, with customers at every level.

And, and that requires to have a very strong and open communication capabilities, uh a capability to work and to learn from each other. Uh But that comes together with the empathy to understand other ideas. Uh Even when they are disturbing and they have to be disturbing. Otherwise, there is no progress, there is no, no advance and, and people needs to be open to find solutions together. So it's only if you work together that you can manage such complexity and such a challenge and, and this comes back naturally that how do we get there, we get there if we build inclusive, inclusive and, and diverse teams, because it's only with a variety of point of view, with open discussion with the people that comes with their positive mindset that we can get to the creativity and innovation and find solutions to problems.

And, and for us building in including and diverse teams is a competitive advantage. Uh And that ensures the team performance. So it is key for us to, to, to, to adopt and to push for inclusion and diversity. If we look today where we are in the semiconductor industry, uh women are represented at about 20% unfortunately less at exact level. And this is why we need to continue hiring and growing the amount of women so that we have more women at exec level uh engineering studies as a deficit of women. And it's, it's hard to find new talents. And that means that hiring uh developing and keeping women is, is a crucial activity for companies because unless we develop people, we will not find, we will not find these women talents. And uh and that takes energy and courage and action. And uh that comes at the management level to prepare for di gender diversity. It's, it's uh it's first um uh a decision but then it has to come into actions and tomorrow uh the idea is to have a management level that has more of the gender diversity. During this preparation, I wanted to feed you with a little bit more data and to look into what the industry has produced in terms of documentation about diversity inclusion. And I found this very interesting report from Deloitte uh that has made a study.

So Deloitte has conducted the study over 10,000 leaders around 50 organizations. And uh in order to understand the, the idea was to understand the gap between aspiration and reality in gender inclusion and diversity. And so all together, that was presented a footprint of about a million employees.

And that study was on diversity of thinking, including leadership and customer diversity. And they started by uh the, the, the starting point of this study was to say that in order to address complex problems and, and this industry and this word is about complex problem solving.

It requires about six different mental framework to be considered at the same time in order to solve complex problems. And these six mental frameworks are evidence, options, outcome, people process and risk. And the reality is that not a single person is good at all six. And it is this is why it is so important to have complementary teams that are able to address all of these points in order to find a common uh solutions to complex problems. And and, and this is why diversity of thinking is becoming so powerful. Uh If that is well in place and if people really think valued and empowered and listen to, then people feel very relevant and part of a shared goal that is to achieve to solve solutions and to find solutions to a human problem. And when meeting people together, you get into the inter sectional complexity of the solution and you find solutions that are these are the reflection of this complexity and not just a specific, driven by specific aspect of the social or the demographic identity. So complexity in the representation of the people who are addressing the problem will bring uh the the most variety of solutions to address the problem. And one thing that has been extremely interesting in in driving this report is that by measuring, it has become obvious that the diversity of thinking is enhancing both innovation but also reducing risk.

So by inclusive, by diversity of thinking, uh it has been measured that innovation can be announced by 20%. Risk can be reduced by 30%. And uh and and has another effect, uh the implementation of decisions and the buying and on in these solutions becomes natural because people feel they have been involved, they, they feel they've been listened to and the solution comes as a, as a global decision. But also uh with uh I looked into different point of views. Uh but this is not all, so diversity is important, but the inclusion is also very important. And I will detail in the next slide, why, what, what inclusion is and what is it is so important. So inclusion is important because if you, if you meet together diversity and inclusion, you can get, you can meet by, you have two times uh likely uh you're two times likely to meet or exceed your financial targets. You are three times likely to be high performing. You are six times more likely to be innovative and agile and you are eight times more likely to achieve better business outcomes.

I totally agree with this. Thank you very much. Thank you so much Martin. That was a fantastic presentation. And I think the people who have questions reach out to you in the chat or maybe follow up on social media. Thank you so much. I totally agree that diversity is not possible without inclusion. I took some notes. This is important, have the complementarity of skills in order for the team to work successfully. Thank you so much for taking your time, preparing this presentation and for sharing your experience with our audience.

So super useful. Thank you so much, Martin and enjoy the rest

of the conference. Thank you very much.