GlobalFoundries

​HO Chui Ling, director and site lead for GlobalFoundries’ (GF) Asia Customer Engineer (CE) team in Singapore, has served in her current role for about a year and a half — but she’s worked in this space for nearly two decades. “I started my career here as an individual contributor and was given the opportunity to move into a first-level manager role 16 years ago,” she explains to Fairygodboss. “Since then, I have had the opportunity to learn and work alongside different team members who have, in one way or another, shaped me into the manager I am today.” Ling says that she feels grateful for the valuable lessons she has learned throughout her career, as well as for the experiences she’s had at GF that have helped her progress through the different levels of managerial roles. Here, she tells us more about what that journey has looked like for her.​What’s one strategy you’ve used when managing an individual or team that you think has been particularly effective?I always remind myself to be a good listener. My approach to conversations with my team is always to listen patiently and wait until the end to share my thoughts or feedback. While at GF, you’ve built a team that you’re now leading. How did you approach this? And what surprised you about this process?It’s a journey; we must be willing to invest time with our people. My #1 principle — to empower people — keeps me going. And, when I see my team reaching milestones or attaining certain achievements that they never thought they would be able to achieve, that’s the biggest reward I have. What surprised me was that you will get to understand the real person best under informal circumstances, which you can then refer to when you interact with them at work.  Speaking of empowering and supporting your team, how do you ensure that they feel well-supported, both in and out of the office?I’ve always believed that employees can only give their best at work when their personal and family needs are well taken care of first. As managers, we need to provide well-rounded support. I know that not all employees are comfortable in involving their managers in their personal lives but, if they allow us, we should work within allowable boundaries to support them. What do you hope that your direct reports are getting out of working with you?I hope that my direct reports find at least one positive trait of mine where I can be their role model. If they can take away one thing they have learned from me that makes a difference to them — either professionally or personally — it would mean a small success to me as a manager.  What is your No. 1 piece of advice for other women who are moving into or want to move into leadership?Be prepared to juggle your leadership role together with the many other roles you have (women, by nature, wear many hats! ). As long as you have a willing heart and are certain that you will be comfortable in this role, go for it. You will, and you can! What do you believe is the most important thing managers must do when onboarding new employees? Needless to say, enabling them with the skills to do the job is required. But, instilling the mindset that they are part of the department family is equally important. Ensure that they feel supported in all ways. Throughout these two years of the pandemic, while we have been working from home most of the time, I have learned new ways to help my team feel connected and together, especially for new members who we have onboarded during this time. Regular check-ins are super valuable so that new members do not feel that they are alone, but, of course, this requires a lot of commitment and time from managers to put it into practice. My own manager has been supportive and allows me to do what I need to do to achieve this.  How do you prioritize and deal with your to-do list each day?I must admit that I am still learning how to prioritize my to-do list better! But I make it a point to carve out pockets of time with my family, whether it’s giving my mum her bedtime medicine or a hug for my kids before they leave for school. (We have found creative ways to communicate on devices whilst I’m on my work calls — even when they are like less than one mile away from me! It’s hard to keep a straight face at times in front of a video call when a funny sticker comes in.) To all the superwomen out there, don’t ever feel like you are sacrificing one thing for another. It should be more like a balancing act that we do — sometimes more of this, sometimes less of that. But everything will end up in equilibrium so, once you reconcile this, you will find a great sense of fulfillment doing what you do every day! What’s your go-to stress-relief activity or routine?I love my beauty treats — be it a facial, manicure or massage. I get my “me-time” from these activities. I am a big foodie, too. Food makes me happy; I live to eat! Ultimately, what has led you to stay at GF?The people whom I work with, especially my colleagues in my department.We are so closely knitted.

​For most of us, GlobalFoundries is not a job, but a calling. Few people in the world do what the GF team does: make feature-rich semiconductor chips for the betterment of humankind.   Our company’s success depends on the unique talents, qualities, and skills of our 15,000 employees around the world. GF recruits with purpose, bringing on colleagues who have the right skillsets and the right mindsets. GF has one of the most diverse workforces of any semiconductor manufacturer, representing more than 90 nationalities in 13 countries, and we know this is a competitive advantage for our company. GF fosters diversity and inclusion by creating an environment of trust and providing a structure that honors what makes us different so we can most effectively collaborate on our shared goals. This trust is imperative for empowering our employees to reach their potential, creating a culture of inclusion, and advancing our company.  Employee Resource Groups, or ERGs, are a critical part of the structure GF has in place to empower our team and celebrate the diversity of our workforce.  What are ERGs? ERGs are voluntary employee-led groups that create a space for individuals of a similar interest, culture, or experience to support and connect professionally and personally. In addition to providing resources and creating networking and mentoring opportunities for members, ERGs host events and activities throughout the year that are open to all GF employees. These incredible groups connect the GF community, strengthen our team, and position our company for continued success. Why are ERGs important? At GF, one of our core values is “Embrace” — a reminder of the strength that comes from a culture of inclusivity, empathy, and respect. Our company and its culture are the sum of each and every employee. ERGs are a platform to help ensure employees feel empowered to be their authentic selves, as well as to work together as ONEGF to deliver vital semiconductor chips and innovate for the betterment of humankind. Asian Society for Inclusion and Awareness (ASIA) One of GF’s newest ERGs, Asian Society for Inclusion and Awareness, or ASIA, aims to construct a socially aware and just environment for Asian Americans and Pacific Islanders, as well as allies. ASIA promotes and supports the interests of the Asian American and Pacific Islander community through mentoring, networking, and increasing understanding and knowledge of Asian culture and values.  “I love bringing people together, I still remember my first week at GF – I didn’t know anyone and I was so lost but along the way I have met a lot of good people. If I can help any new person to make their life easier, I will do it – I want everyone’s first introduction to GF to be a good one.”– Jenn Cha Black Resource Affinity Group (BRAG) By embracing the diverse experiences of Black employees, Black Resource Affinity Group, or BRAG, is dedicated to promoting the recruitment, retention and advancement of Black employees. BRAG provides a safe place for individualism, and encourages continued efforts to build an inclusive culture for Black employees that promotes recruitment and professional development.  “Imagine having a place where you can be open and honest about what you’re feeling and are given access to tools and resources to help. The people are good, honest, intelligent, hardworking, just really GOOD. BRAG members and allies provide a kind of community that I would encourage everyone to have.”– Marvin Montaque Read more about BRAG in our blog post from earlier this year, Black History Month a Time of Celebration, Learning at GlobalFoundries. Early Careers Networks The Early Career and Tenure Resource Group welcomes those who are starting out in their career or starting a new career path. Through philanthropic, academic, and social programs, the group focuses on empowering career development and community.  “The ERGs provide a valuable resource to us as employees in that it allows the congregation of individuals with a shared goal, which enables a support network for these individuals as well as a medium to contribute to and grow the robustness of GF as a world-class company.”– Spencer Porter GlobalFamilies Promoting work-life balance, GlobalFamilies is a worldwide GF community for employees and their families to connect and share resources on achieving a healthy work-home balance. The group hosts special events as well as offers resources for expecting parents. ​​“I became a GlobalFamilies member back in 2019. I was a new expecting mom, and I was looking for some insight on our parental leave site policies, procedures, and all new parenting advice in general. I found GlobalFamilies through their annual Spring event and I was able to network with some new and veteran parents. I enjoyed the comradery, advice, and events so much I joined the GlobalFamilies Steering Committee after my maternity leave was up. GlobalFamilies hosts great panels, lunch & learns, in-person events and out of work gatherings that make you feel part of an internal family as well as supported in your real-life family. I’m so thankful to have this community of peers as friends and colleagues.”– Alyssa Calabrese GlobalWomen  GlobalWomen’s mission is to create a sustainable framework for the professional growth and development of women. Made up of both men and women, GlobalWomen is GF’s largest ERG with chapters at all of GF’s fabs and major sites around the world. In additional to global programs for all GF employees, GlobalWomen chapters hold regional networking events and activities. “GlobalWomen has provided me with the opportunity to network both inside and outside my organization with a group of amazingly talented women. It is so inspiring to be a part of this community and it is such a strong support system. During the pandemic, participating in events sponsored by GlobalWomen and other ERGs helped me feel less isolated and stay better connected to the business while working remotely.”– Candice Callahan Pride@GF Launched this year, Pride@GF aims to create a supportive environment and ensure an inclusive culture for the LQBTQ+ community. By spreading information and bringing awareness to issues that affect LGBTQ+ individuals, the group works to strengthen allyship in the GF community.  ​​“Inclusivity is the goal at GlobalFoundries and ensuring that LGBTQ+ employees feel supported in being open about themselves at work is an essential part of that. As part of the leadership for Pride@GF, I look forward to helping raise queer issues with the company itself, and helping allies make their allyship visible, so that everyone feels safe. GF’s Leadership has noted that diversity is a competitive advantage, andPride@GFwill also stand in solidarity with other ERGs to ensure that we as a company truly embody that value.”– Ashleigh Bunkofske Unidos (Hispanic/Latinx Resource Group) Unidos supports the career advancement of Hispanic/Latinx employees while promoting and educating GF about the rich and unique Hispanic/Latinx culture and heritage.   ​​“Diversity makes us stronger! GF is committed to embracing different ideas and perspectives to foster a sense of belonging and strengthen our culture. Unidos (united) strives to celebrate the Hispanic heritage and bring us together, leveraging our unique backgrounds and stories. This ERG provides a platform for our employees to feel included, promoting respect and understanding. As is the case in many cultures, Hispanics have a strong sense of family and coming together is vital to feeling connected and united. I want to personally invite you to join us as a friend or member to this ERG, you are most welcome to join on the fun!”– Juan Cordovez, GF SVP of Sales & Client Solutions Veteran’s Resource Group (VRG) Veteran’s Resource Group, or VRG, is a professional network that helps increase GF’s veteran talent pool and support veterans in the community. Through peer mentorship, VRG assists those as they transition to the business environment.  “Mentoring is an important support to a career. There is mentoring inside the military. There is mentoring inside business. What the VRG does is to provide mentoring between the military and business environments. The transition from one environment to the other is not automatic, there is a clear need to mentor folks through the transition; to help the person in transition to interpret the business environment while retaining and applying skills gained in the military environment. VRG supports that activity and supports the person.”– Kim Tomlinson At GF, our success depends on empowering employees to bring their whole person — with all their unique talents and distinctive qualities — to our company. ERGs play an important role by aligning our company culture with GF’s organizational mission, values, goals, business practices, and objectives. We welcome and encourage all employees to join existing ERGs, or form new groups, to further add to the diversity of GF and strengthen our company as it makes feature-rich semiconductor chips and innovates for the betterment of humankind.​This article was originally published here.

​On her first day with GlobalFoundries (GF), Sylvia Chan was a team of one, faced with the challenge of leading over 5,000 employees in Lean Six Sigma (LSS). Not only did she meet the challenge, but she has also redefined training and development in GF Singapore. Today, she is an LSS Master Black Belt with 25 years of experience in various manufacturing industries. She has built LSS teams and cultures, personally trained and coached thousands in LSS, and empowered individuals and teams across enterprises.As the head of Operations Training and Development at GF Singapore, her passion for people development has greatly strengthened the company’s talent pool. Chan is also the lead of the Singapore chapter of GF’s GlobalWomen employee resource group, as well as mentorship and development programs. She holds a master’s degree in statistics from the National University of Singapore and a bachelor’s degree in mechanical engineering from Newcastle University in the UK. Chan’s inspirational leadership was integral to her being selected to receive a 2022 STEP Ahead Award from The Manufacturing Institute.The STEP Ahead Awards honor women who have demonstrated excellence and leadership in their careers and represent all levels of the manufacturing industry, from the factory floor to the C-suite. STEP Ahead aims to foster a 21st-century manufacturing workforce by empowering and inspiring women in the manufacturing industry through recognition, research and leadership, as well as by motivating alumnae to pay it forward by mentoring the next generation. The goal of the program is to build networks for women to have support in their industry and to elevate the role models who can inspire the next generation.“The 2022 STEP Ahead Honorees and Emerging Leader awardees are excellent representatives of the exciting opportunities available in manufacturing,” said Denise Rutherford, 2022 STEP Ahead chair. “These remarkable women and the leadership they show help inspire the next generation of female leaders to consider careers in manufacturing.”Chan’s achievement was applauded by GF leadership.“Congratulations to Sylvia on winning the STEP Ahead Award! I thank her tremendously for her hard work training and mentoring others within GF,” said KC Ang, GF SVP and GM Fab Management.Joseph Chia, GF VP and GM Fab Management, said “this is a clear recognition of Sylvia’s enormous contribution to GF, and we rejoice with her immensely in receiving this prestigious award.”We sat down with Chan to discuss her career, her love of engineering, the STEP Ahead Award, and more:Can you tell me about your path to GF?I chanced upon this amazing opportunity to join GF Singapore in 2015. Single-handedly, I led, successfully deployed, and implemented Lean Six Sigma. Today, we have built a culture of continuous improvement, with a capable team of over 100 LSS practitioners who are actively involved in driving continuous business improvements that bring value to GF’s customers.My journey at GF is full of excitement and every day is a new adventure!You’ve had a very successful career at GF. Can you tell me about your current role and responsibilities?I am currently leading the Singapore Operations Training and Development. I am very excited to be given this opportunity to strengthen the building of the company’s talent pipeline, focusing on attracting, developing, and retaining our talent pool.We have transformed our Technical Induction Program – from revamping content and mode of delivery, including virtual and online learning options, to upskilling our trainers. This makes the training more interactive, engaging, and effective.Another major role I have is working on improving our employee skills framework. We firmly believe strong foundational training coupled with a clear, defined skills map is the basis to facilitate seamless integration of every employee. In turn, this enables individuals to understand the job roles, core skills, competencies, and career pathways, as well as how to contribute to the organization more effectively, which directly impacts employee retention.We recently embarked on the enhancement of internship programs that aim to help develop students’ professional aptitude, strengthen their personal character, and provide a greater door to opportunity. We have followed the three Es to strengthen the program: hands-on Experience, Educational opportunities and Engagement with management and senior leadership on a regular basis. We are still working on employee skills framework, with an emphasis on helping employees map their career progression.What attracted you to semiconductor manufacturing?What is rewarding and satisfying to me is knowing that what we produce enables and enhances the lives of many. It is exciting that manufacturing continues to evolve, adapt, and drive innovation. This is made possible with STEM, and I am proud to be a part of it.Tell me about winning the STEP Ahead Award. Why do you think it’s important for women to be recognized in this field?I am humbled and honored to be recognized especially since my entire career has been in manufacturing. I am grateful for my mentors and the incredible team around me who forms my support system.It is important for women to be recognized in this field as it acknowledges the skills we have developed, that we are equally capable and competent in an industry that is largely male dominant. It affirms the positive impact we create in our company, industry, and community. In addition, it helps elevates role models that can inspire future generations to join them.I think it’s also a privilege to be able to receive the award in person.Are there any misconceptions or biases you’ve encountered as a woman in our industry?I have heard this many times: “Oh, it is very rare to have a woman Master Black Belt as the role is very demanding and requires high interaction and engagement with the senior leaders.”I would just smile politely and say, “Today is your lucky day, as you are looking at one!”I am glad the situation today has improved significantly. At GF, we have a very strong diversity and inclusion culture that promotes and works to build equality across the workplace. I have been blessed to have an equal seat and voice at the table. Fifteen to twenty years ago, women had to work much harder to have success like that of their male counterparts.How has mentorship impacted your career (having a mentor, being a mentor)?I am fortunate to have had great mentors throughout my career. They have guided, inspired, and shaped me into who I am today. I am thankful they are always there, willing to help me navigate through the “maze” by imparting invaluable wisdom and advice. They give me confidence by telling me “I can do it.” They have cheered me for the whole time and watched me grow.Now I am a mentor to a couple of people, and that is also valuable for me because I get to hear other perspectives.How has your involvement with GlobalWomen impacted your career, and how has it been tied to mentorship?First, I try to understand what women at GF want. Most of the time, the answer is to learn and grow. I also try to inspire confidence in other women. Just having the courage to raise your hand to ask a question or make a comment is very important.And for our mentorship program, we try to make it easier by having group mentoring. That way, those who are quieter can take time to build their confidence slowly to ask a question. It’s all about helping other women grow, and not leaving anyone behind.According to the Manufacturing Institute, women make up nearly half of the labor force, yet they represent less than 30% of the manufacturing workforce. In your opinion, what steps does the industry need to take to attract and retain more women?Personally, I feel it is the exposure and it needs to start with education and the mass media. I think there is a strong stigma against women working in manufacturing, even among parents and educators, that this work is laborious, unattractive, working mostly with men in dirty and in an uncomfortable environment. We need to address this perception bias as this is not the case, especially at GF.There are many opportunities and varieties within manufacturing, and many women have made successful careers in manufacturing. By promoting opportunities and inspiring girls from an early age, we will significantly increase the talent pool in long term.Another important step is to ensure there are seats for women at every level, including the management and executive table. This makes it clear that there are opportunities for everyone to progress and grow with the organization.​This article was originally published here.