Social: Prioritizing Our People and Communities

Working hard for something we don’t care about is called stress. Working hard for something we love is called passion.

Simon Sinek

We invest in our employees’ long-term success and encourage work-life balance. We have a comprehensive benefits package, designed to support the well-being of our qualified full and part-time employees and their families, including:
  • Paid time off for holidays and vacations
  • Health, vision, and dental insurance
  • Disability benefit programs & life insurance
  • 401(k) programs in the United States, statutory pension programs outside of the United States
  • Parental leave
In addition to our benefits package, we are able to offer employees in some regions the benefits of flexible spending accounts, an employee stock purchase plan, and subsidized transit passes, to round out their benefits package. To support the well-being of our employees, we also work to cultivate resources and referrals for childcare and elder care, and we have some employee assistance programs in place to address mental health, stress, and time-management challenges. Where feasible, we offer flexible work schedules and the ability to work remotely. Additionally, several of our facilities have an array of convenient onsite services such as fitness centers and sports courts. Private “new mother” rooms are also available in some locations.
We also continue to look for ways to support our employees, that may not fall under traditional benefits packages. For example, during the COVID 19 crises, we offered free vaccination clinics to all employees at our San Jose facility.
Employee Engagement
Our employees’ daily work experience matters to us. We strive to create an environment where all of our employees feel valued, respected, and part of a great team. To measure our success in that endeavor and understand our employees’ engagement and culture as our company grows and evolves, we conduct annual employee “Pulse” surveys. Our survey asks for feedback across five dimensions, including strength of culture, engagement, vision and direction, connection, and meaningful work. Our most recent survey had a participation rate of 91% and yielded the following results:
  • 92% of respondents say they are valued and treated with respect.
  • 91% of respondents agree that MPS believes in putting the customer first.
Diversity and Inclusion
We recognize that diverse voices and ideas make our company and our products stronger, and we believe that our employees are at their best when they can be themselves and are simultaneously surrounded by an inclusive culture of teamwork and tolerance. We are committed to creating an inclusive workplace that supports all employees. At MPS, we do not tolerate discrimination of any kind, and have adopted policies, procedures, and accountability measures for reporting concerns or violations.
Our goal is to attract, retain, and develop a diverse pool of top talent. We have recruiting efforts in place focused on providing hiring managers a diverse set of candidates from historically underrepresented groups in technological fields.
In addition, we provide outside unconscious bias training for company leaders and other decision-makers to ensure we solidify an environment of inclusivity.
Through the MPS Charitable Foundation, we are committed to investing in our future by providing financial and technical support to science, technology, engineering, and math (STEM) initiatives. Our investments will focus on building the next generation of engineers through community involvement and giving. The Foundation will specifically aim to support organizations striving to increase representation of underrepresented communities in science, technology, engineering, and math (STEM) careers, in addition to promoting the environmental and social well-being of the communities in which the Foundation operates.
Workforce Disclosures
New Hires by Age

New Hires by Gender

Worldwide Turnover, Total Company, by Gender, by Age
Worldwide Headcount by Age, by Gender
U.S. Employee Population Racial/Ethnic Diversity
*As reported within MPS EEO-1 Report

Position on Non-Regular Employment
As a standard, MPS prefers the use of regular employment and works to hire all employees as Exempt or Non-Exempt employees. MPS is also aware that highly specialized projects may require outside help. In these rare instances, MPS will seek out contract help (Non-regular employment) from specialized talent to complete individualized projects. World Wide Contractors (Non-regular employment) account for approximately 1.2% of MPS’ workforce worldwide.
Worker Health and Safety
We are committed to providing a healthy and safe environment for all our workers. Within our company, among other efforts, we conduct annual internal audits to ensure that our business operations comply with our health and safety standards, and we identify and correct the root cause of any nonconformance. Through our Vendor Code of Conduct, we demand that our key manufacturing suppliers adopt similar standards for their employees’ health and safety.
Our Worker Health and Safety Plan is certified to ISO45001 standards, the world’s voluntary, international standard for occupational health and safety. We believe that certifying to these standards enables our company to provide safe and healthy workplaces by preventing work-related injuries and health issues.

Human Rights
For more than 70 years, the Universal Declaration of Human Rights has served as a common standard for all peoples and nations working to protect fundamental human rights. MPS adheres to the standards established in the Universal Declaration, and condemns the use of forced, slave, or child labor in any form. We will not conduct business with any organizations found to have violated these human rights. We are committed to preserving and promoting the fundamental rights of others and we respect all internationally recognized human rights, in particular, those set forth by the United Nations in the Universal Declaration of Human Rights.
Our Supply Chain
We expect our suppliers to act with integrity and treat the people who work for them fairly and with dignity. This is why our key manufacturing suppliers are required to sign our Vendor Code of Conduct. Furthermore, our Quality Assurance Group audits our key manufacturing suppliers’ wafer fabrication and assembly facilities to ensure that their social responsibility practices and environmental systems comply with important industry certifications, such as ISO9001, IATF16949, ISO14001, ISO45001, and the Responsible Business Alliance standards. These audits, supplemented by written certifications, provide a system of compliance to ensure ESG conformance within our supply chain.
Responsible Materials Sourcing
In accordance with our Conflict Minerals Policy, we engage in the following multi-stakeholder activities to examine our supply chain and validate the source of minerals used in our products, ensuring that they come from socially responsible sources and do not knowingly contribute to human conflict:
  • Establishment of supply chain management systems
  • Conduct and verify due diligence that aligns with the Organization for Economic Cooperation and Development (OECD) guidelines, use of only Responsible Minerals Initiative (RMI) conformant smelters, trace minerals to smelter source
  • Monitor additional legal requirements, including EU Conflict Minerals Regulations
  • Publish due diligence and CMRT/CRT reports on our website
  • Successfully pass onsite Responsible Business Alliance (RBA) Validated Assessment Program (VAP) audits, compliance with the RBA Code of Conduct
  • Manage risks and supply chain flow

Our due diligence programs regarding conflict minerals, inclusive of 3TG (tungsten, tantalum, tin, and gold) plus cobalt, conform to the OECD Due Diligence Guidance for Responsible Supply Chain from Conflict-Affected and High-Risk Areas, and we expect our suppliers to adhere to these same requirements. This guidance provides detailed recommendations to help companies respect human rights and avoid contributing to conflict through their mineral purchasing decisions and practices. All conflict minerals can be traced to the smelter source. We expect all key manufacturing suppliers to perform due diligence and to provide Conflict Minerals Reporting Template (CMRT) and Cobalt Reporting Template (CRT) reports. We audit the chain of custody down to the smelter to verify what is reported to us. If a smelter is identified as nonconformant, we take actions to identify and eliminate noncompliant sources of material.
We regularly monitor and adapt to changes in our industry. We support, contribute to, and rely on industry-wide efforts to validate that the 3TG minerals and cobalt used in our products come from socially responsible sources and do not contribute to conflict. As a member of the RBA and RMI, the information we provide can help improve due diligence data collection and smelter engagement. We have aligned our program with RBA and RMI standards for conformant sourcing within geographic areas of high concern. We monitor additional legal requirements and guidance, including Chinese Due Diligence Guidelines for Responsible Mineral Supply Chains and the EU Conflict Minerals Regulations, to determine any future requirements for conflict materials and high-risk regions of the world.
We publish conflict mineral due diligence analysis and our SEC Conflict Mineral Reports on our website. In addition to our annual Conflict Minerals Report, submitted to the SEC pursuant to the Dodd-Frank Act, we disclose the results of our conflict minerals due diligence analysis. The Conflict Minerals Reporting Template (CMRT) and Cobalt Reporting Template (CRT) are available here. We inform our customers if any of our suppliers are out of compliance and our due diligence measures are made available to our customers upon request.
We successfully passed onsite RBA Validated Assessment Program (VAP) audits by the RBA. MPS is committed to ensuring that our products incorporate minerals sourced from conflict-free, conformant smelters as determined by the internationally recognized industry standard adopted by the RMI.
We are a member of the RBA, the world’s largest industry coalition dedicated to corporate social responsibility in global supply chains. The RBA’s VAP is part of an overall supplier engagement model: the process of assessing and improving labor, health and safety, environmental, and ethical practices in the supply chain. It is an audit utilizing RBA Approved Auditors, RBA developed audit processes and protocols.
We verify our supply chain sources their materials responsibly. As a fabless company that outsources our material sourcing and manufacturing to foundry, bumping, and assembly subcontractors, we do not directly purchase materials for manufacturing. It is therefore our goal to only use smelters with a conflict-free, conformant designation from the Responsible Minerals Assurance Process (RMAP), an independent third-party assessment process developed by the RMI and other industry experts. We expect our suppliers to source materials from smelters that participate in RMAP. If a smelter changes its operations or refuses to participate in an audit, we take immediate corrective and appropriate action to ensure that 100% of all minerals used in our products come from RMI conformant smelters.
At present, we have 71 smelters in our supply chain, of which 100% are RMI conformant. RMI defines conformant smelters using multiple factors, including whether or not a smelter is located in an area defined as being in a “Conflict-Affected” or “High-Risk” area. Though we source material from four smelters that are located in such areas, all are conformant according to RMI’s definition.
Giving Back
Through the MPS Charitable Foundation, we leverage our resources and expertise in technology to support advancements in education, health, medical, art, social welfare, and life-improving research and development. In 2021, MPS established the MPS Charitable Foundation and donated $1.1M to the Foundation, which sponsored over $80,000 to charitable organizations through monetary and in-kind donations. In addition, the Foundation has pledged to donate over $600,000 within the next three years to the development of medical technology aimed at detecting and treating heart conditions earlier and more accurately. We work closely with our community partners to monitor supported projects and establish consistent follow up conversations with our community partners to maintain sustainable relationships.
  • The Healthier Kids Foundation
  • The Hsing Family Foundation
  • The Silicon Valley Leadership Group
  • Second Harvest of Silicon Valley
  • Bellevue Boys & Girls Club
  • The Seattle Symphony
  • The Palo Alto Medical Foundation
  • The Virginia Mason Foundation
  • Medical Teams International
  • The Overlake School
Donation History

As we continue to build our charitable contribution program, we are committed to forming additional relationships with organizations supporting the education and empowerment of underrepresented groups within STEM fields.
We want to pay our success forward and use our expertise and resources to give back, and have found opportunities for us to so. For example, during the global COVID-19 pandemic, our company volunteered our engineering expertise to assist with the need for lifesaving ventilators. Utilizing our broad range of technologies, we constructed a straightforward prototype leveraging MIT-designed open-source ventilator schematics. This device can be immediately deployed for emergency use if needed by medical suppliers. The video highlights this ventilator: