Johnson & Johnson's commitment to innovative health care products has resulted in consistent financial performance. The Company has 75 consecutive years of sales increases and 45 consecutive years of dividend increases.
Johnson & Johnson, employing approximately 119,000 people worldwide, is engaged in the manufacture and sale of a broad range of products in the health care field in many countries of the world. Johnson & Johnson's primary interest, both historically and currently, has been in products related to health and well-being. Johnson & Johnson was organized in the State of New Jersey in 1886.
Johnson & Johnson is organized on the principles of decentralized management. The Executive Committee of Johnson & Johnson is the principal management group responsible for the operations of Johnson & Johnson. In addition, certain Executive Committee members serve as Worldwide Chairmen of Group Operating Committees, which are comprised of managers who represent key operations within the group, as well as management expertise in other specialized functions. These Committees oversee and coordinate the activities of domestic and international companies related to each of the Consumer, Pharmaceutical and Professional segments of business. Operating management of each company is headed by a Chairman, President, General Manager or Managing Director who reports directly to, or through a line executive to, a Group Operating Committee. In line with this policy of decentralization, each international subsidiary is, with some exceptions, managed by citizens of the country where it is located.
Diversity is part of the culture of Johnson & Johnson, where we recognize the value that differences in age, race, gender, nationality, sexual orientation, physical ability, thinking style and background bring a richness to the working environment. Our vision is to be the Employer of Choice in a Dynamic Global Environment.
Our unique beliefs, backgrounds and experiences shape the way we view the world, the way we view one another and the way we approach a situation. The impact of these differences on how we interact is universal.
Across the Johnson & Johnson Family of Companies, we embrace these differences and realize the value they bring to our organization. Cultivating workforces that support and draw upon a diverse pool of perspectives and skills helps us to better address the growing needs of our patients, customers and communities around the world. Just as our customers and communities represent different social and cultural identities, so too do our employees.
When we bring our diverse perspectives to work everyday, we set the stage for an open and productive exchange of ideas that ultimately improve our ability to deliver better health care solutions.
Johnson & Johnson companies welcome diverse perspectives and support environments where they can thrive. We believe that fostering a diverse and inclusive workplace that reflects our ever-evolving global landscape not only gives us a competitive business advantage, but also perpetuates our culture of collaboration, innovation and leadership.
Our commitment to diversity and inclusion is deeply rooted in Our Credo and is exemplified by our Global Diversity and Inclusion Vision, Supplier Diversity and Community Outreach programs, as well as our Affinity Groups and educational resources, such as Diversity University.
At Johnson & Johnson, our companies are a reflection of the global community of people we serve, and we are committed to attracting, developing and retaining a skilled workforce that resembles our diverse marketplace.
Diversity Vision Statement
The Johnson & Johnson vision is to maximize the global power of diversity and inclusion to drive superior business results and a sustainable competitive advantage.
Our Global Diversity and Inclusion Vision Statement, which can be read in its entirety below, identifies our commitment to cultivate a diverse and inclusive culture reflective of our dynamic global marketplace.
The Johnson & Johnson Family of Companies will realize this vision by:
- Fostering inclusive cultures that embrace our differences and drive innovation to accelerate growth;
- Achieving skilled, high performance workforces that are reflective of the diverse global marketplace;
- Working with business leaders to identify and establish targeted market opportunities for consumers across diverse demographic segments; and
- Cultivating external relationships with professional, patient and civic groups to support business priorities.
Affinity Groups are voluntary, employee-driven associations within the Johnson & Johnson Family of Companies organized around shared interests or characteristics. These grass-roots groups emerge for individuals to share experiences, provide advice and address unique member concerns. As they have grown, Affinity Groups have become more prominent and involved in initiatives that go beyond simply serving their membership.
Today, Affinity Groups play an integral role in advancing diversity and inclusion throughout the Johnson & Johnson companies. They not only provide valuable insight into market opportunities within the groups they represent, they also serve as a resource for orienting new employees, offering employees a forum for the exchange of ideas and providing personal and professional leadership development opportunities.
To be officially recognized as an Affinity Group, each proposed organization must meet a series of criteria. Such requirements include developing a formal group structure by appointing an executive committee and defining the group’s purpose and intended activities. Some of these activities include professional development, workplace enhancement, diverse talent recruitment, and community initiatives.
Every affinity group must be open to any and all employees of the Johnson & Johnson Family of Companies, regardless of age, gender, race, religion, national origin, physical ability, sexual orientation, thinking style, background and all other attributes that make each person unique.
Association of Middle Eastern North African Heritage (AMENAH)
The goal of the Association of Middle Eastern North African Heritage is to unite those who share a common interest in the cultures and history of the Middle East and North Africa. The association’s mission is to increase awareness and promote appreciation of the unique cultures within this geographic region while contributing to the success of Johnson & Johnson by enhancing professional development, recruitment and retention initiatives and heightening awareness and sensitivity to customer segments both domestically and internationally.
African American Leadership Council (AALC)
The mission of the African American Leadership Council is to take a leadership role in making our companies the employers of choice for African American talent at every level. The organization works to support an environment where African Americans are included, challenged and supported while maximizing their personal potential and value to the Johnson & Johnson Family of Companies.
Community of Asian Associates (CAAJJ)
The Community of Asian Associates at Johnson & Johnson is designed to help advance the career opportunities and leadership abilities of its members. It is intended to act as a forum for mentoring, networking and learning, which contributes to the business success of the Johnson & Johnson affiliate companies.
Gay & Lesbian Organization for Business And Leadership (GLOBAL)
The strategy of the Gay & Lesbian Organization for Business and Leadership is to help create a respectful environment that supports GLBT (Gay, Lesbian, Bi-sexual, Transgender) employees and ensures they feel confident, integrated and secure. Some primary objectives include increasing awareness of GLBT issues within our companies, ensuring the inclusion of sexual orientation language in all materials citing anti-discrimination policies, and creating a networking/support forum for GLBT employees.
Helping Our Neighbors with Our Resources (HONOR)
The purpose of the Helping Our Neighbors with Our Resources organization is to assist Johnson & Johnson companies in developing and executing programs designed to increase the quality of life within the Johnson & Johnson Family and minority communities. This organization also provides a vehicle for communication to and from these communities, to further improve opportunities for the under-represented and disadvantaged.
Hispanic Organization For Leadership and Achievement (HOLA)
The Hispanic Organization For Leadership and Achievement is intended to act as a catalyst for ideas to develop the leadership of Hispanics at Johnson & Johnson companies and to contribute to the growth of their businesses. Its vision is to be recognized as an organization that values, optimizes and leverages the internal and external resources of its Hispanic community for the global benefit of the Johnson & Johnson Family of Companies. Consistent with HOLA’s goals, Johnson and Johnson is a member of the Hispanic Association on Corporate Responsibility (HACR.)
South Asian Professional Network & Association (SAPNA)
SAPNA, literally translated to mean "a dream," evolved from a vision of developing a forum for South Asian professionals to celebrate and promote diversity within the Johnson & Johnson Family of Companies. Its primary objectives are to celebrate diversity, support recruitment as well as retention, enhance membership life skills, encourage community involvement and contribute to the growth and expansion of Johnson & Johnson companies. SAPNA's members span the geographic region of South Asia, comprising countries such as Bhutan, Bangladesh, India, Nepal, Pakistan, Sri Lanka, Malaysia and Fiji.
Women's Leadership Initiative (WLI)
The Women's Leadership Initiative is designed to support leadership development initiatives with strategies and actions focused not only on increasing the number of women within the organization, but also on developing leadership competencies so that women leaders will be represented at all levels within the Johnson & Johnson Family of Companies. The initiative was launched in 1995.
Our vision to foster a diverse and inclusive global community is reflected in the Company’s signature contributions programs. Since the San Francisco earthquake relief efforts 100 years ago, Johnson & Johnson continues to provide ongoing global support including monetary and product donations as well as the volunteer efforts of the Company’s more than 122,000 employees and thousands of retirees.
The Company’s commitment to corporate social responsibility is an integral part of its business. Consistent with our diverse and inclusive Credo culture, Johnson & Johnson strives to improve the communities in which we live and work. Efforts to achieve this goal include a variety of programs to improve human health care, education and cultural awareness.
Johnson & Johnson focuses its philanthropy in three areas:
- Building the skills of people who serve community health needs, primarily through education;
- Saving and improving the lives of women and children; and
- Preventing diseases and reducing stigma and disability in underserved communities where the Company has a high potential for impact.
To learn more about our initiatives, visit our Social Responsibility section.
Volunteer Support Programs
Over the years, our employees and retirees have made a difference by playing active roles in educational, civic, cultural and medical organizations. As a result of their commitment and compassion, they are greatly improving the quality of life for people across the country and around the world.
Cultural Heritage Organizations
Throughout the Johnson & Johnson companies, there are a number of cultural heritage organizations that strive to develop and promote a workplace culture that reflects awareness and appreciation of cultural differences and individual abilities. To achieve this objective, these organizations utilize internal talent and external resources to produce events that explore the richness of the cultural diversity found throughout the Johnson & Johnson Family of Companies.
Johnson & Johnson companies support and sponsor various mentoring programs internally as well as in the diverse local communities that we service. Mentoring is the deliberate matching of one or more individuals having greater skill, experience, organizational and industry knowledge (mentor), with an individual or group of individuals having less skill, experience, organizational and industry knowledge (mentee or protégé) with the goal of providing the mentee or protégé with additional skills and knowledge. Mentoring bridges age, cultural, gender and racial differences.
INROADS is a program designed to develop and place talented minority youth in business and industry and prepare them for corporate and community leadership. Interns participate in unique leadership development processes based on feedback from corporate clients. Upon college graduation and the successful completion of the internship program in INROADS, the intent is to hire the intern and have him/her begin their working career with the sponsoring company.
The Johnson & Johnson Family of Companies has partnered with INROADS for more than a decade. Currently there are 12 operating companies participating with six INROADS affiliates nationwide -- our largest affiliate partners being located in South Florida, Central New Jersey and Philadelphia. Since 1999, our operating companies have experienced a 100 percent offer acceptance rate from their INROADS interns.
The Johnson & Johnson Credo is more than a mission statement.
For over 60 years, our Credo has inspired every aspect of our business; guiding our actions, influencing our decisions and reminding us of our responsibilities to our customers, our employees, our communities and our shareholders. Latin for “I believe,” Our Credo serves as a compass as we navigate the rapid change of today's environment.
As a global leader in health care, Johnson & Johnson realizes the impact of our business practices, and recognizes the importance of understanding and respecting the needs of the diverse population of people who produce and consume our products and services.
At Johnson & Johnson, our Credo guides our responsibilities as they relate to our customers, our employees, the community and our shareholders.
Diversity is an essential element of each of these responsibilities:
To our customers: we will embrace diversity in order to respect, understand and meet their varying health care needs.
To our employees: we will ensure a diverse and inclusive workplace, offer merit-based opportunities for employment and advancement and provide the necessary resources to develop our next generation of leaders.
To our communities: we will recognize opportunities to improve economic and human health care in the areas in which we live and work.
To our shareholders: we will oppose acts of intolerance and be mindful of the positive impact that diversity and inclusion have on our businesses.
Education is essential for promoting the benefits of a diverse and inclusive work environment. To ensure that we maximize the global power of diversity and inclusion, we believe it is imperative that all employees are provided with best-in-class diversity training and developmental tools and resources.
Johnson & Johnson Diversity University is a dynamic, internal resource designed to help employees understand and value differences and the benefits of working collaboratively to meet our Credo commitments and business goals. The University offers employees e-learning courses and information on topics such as mentoring, international assignments, and leadership and rotational development programs.
The coursework includes classes such as Diversity Fundamentals, Valuing Individual Differences and Diversity and Inclusion, which are designed to serve as an orientation into the concepts, personal benefits and business advantages of fostering a diverse and inclusive community throughout the Johnson & Johnson Family of Companies.
Global Office of Diversity and Inclusion
The Global Office of Diversity and Inclusion was established to advocate and foster diverse and inclusive work environments throughout the Johnson & Johnson Family of Companies.
The office works closely with our executives, employees and global business units to achieve our Global Diversity and Inclusion Vision and enhance our ability to meet the needs of patients, customers and communities worldwide.
Our policy for diversity and inclusion is ingrained in our approach to our workforce, workplace, marketplace and external stakeholders. Rather than seeing diversity as a response to demographic changes, the Global Office of Diversity and Inclusion understands that the diversity of our society represents a tremendous opportunity that we must continually and proactively pursue.
The Office pursues this by:
- Promoting an enabling environment where our stakeholders can freely learn about diversity;
- Offering compelling evidence to show that effectively leveraging diversity offers tangible benefits for our organization; and
- Fostering enabling and inclusive environments where individuals with diverse perspectives and skills are empowered to collaborate and maximize both their individual and their collective potential.
Fostering enabling and inclusive environments where individuals with diverse perspectives and skills are empowered to collaborate and maximize both their individual and their collective potential.