2016 Health for Humanity Report
2016 Health for Humanity Report
2016 Health for Humanity Report
Diverse & Inclusive Workforce

Respecting the dignity of our employees and providing equal opportunity for everyone are key tenets of Our Credo. A focus on diversity and inclusion makes us a more dynamic company, where diversity and inclusion shape our way of doing business. We are advancing a culture of belonging where open hearts and minds combine to unleash the potential of the brilliant mix of people at Johnson & Johnson. We are unified by a single purpose: to change the trajectory of health for humanity.

Diversity and inclusion are integral to the way we work at Johnson & Johnson. We embed them in our businesses, promote equal access to opportunity for all our employees, and have leaders who hold themselves responsible for the growth and success of every team member. Our culture allows our employees to change the world without changing themselves.


Our overall approach to labor practices is reflected in numerous documents, including Our Credo, our Global Labor and Employment Guidelines, Code of Business Conduct, Global Diversity & Inclusion Vision Statement, and our Diversity & Inclusion Policy. We also provide a variety of equal employment opportunity, diversity and inclusion, and non-discrimination trainings. For more information on Company policies and practices related to employees and inclusion, see the Policies and Statements section of our website.

Accountability for labor practices is held by our Human Resources function, and responsibility for implementation and compliance is shared across the enterprise. Our Office of Global Diversity & Inclusion reports to the Executive Vice President, Chief Human Resources Officer, who is a Corporate Officer and a member of the Johnson & Johnson Executive Committee.

Diverse and Inclusive Workforce

Our Global Diversity & Inclusion Vision Statement challenges us to maximize the power of diversity and inclusion to drive innovation, superior business results and sustainable competitive advantage. By making diversity and inclusion an everyday behavior, at Johnson & Johnson we open our hearts, minds and arms to the broadest and brightest set of people and partners. Our global Diversity & Inclusion strategy sets out the strategic priorities we have made to enable the Company to address the challenges and opportunities presented by this new diverse world. It is based on three pillars: advancing a culture of inclusion and innovation, building a diverse workforce for the future, and enhancing business performance and reputation.

One key initiative that spans all three strategic pillars is our Employee Resource Groups (ERGs). The 13 ERGs are voluntary, employee-led groups organized around shared identities/affinities and experiences, who look to apply those perspectives to initiatives that create value for all of Johnson & Johnson. These enterprise-wide ERGs are uniquely positioned to provide key insights—ultimately driving better outcomes on behalf of our people, our marketplace and our communities. They enable us to attract diverse talent at national recruiting events, help provide employee leadership development opportunities, and support several community patient initiatives to drive greater health and wellness education for underserved markets. ERGs also contribute to employee satisfaction, which leads to a more productive organization.

And to further cultivate strength in diversity and inclusion, we have many dedicated leadership skills and capabilities programs focused on women and diverse talent delivered through our Johnson & Johnson Center for Leadership & Learning.



Johnson & Johnson offers a comprehensive and competitive benefits program to attract and retain talented employees. In providing employee benefits around the world, Johnson & Johnson regularly compares the value delivered to that of our competitors and seeks to rank in the upper half among these world-class companies. We assess this competitive view on a country-specific basis. In the United States, Choices Benefits are provided annually to active salaried and non-union hourly employees, as well as to regular and casual part-time employees who are scheduled to work 19 or more hours per week. Employees can create a personalized benefit package for themselves and their eligible dependents.

Benefits include but are not limited to medical, dental, vision, tobacco cessation, flexible spending accounts, life, accident, long-term care, auto and home insurance, disability coverage and a commuter benefits program. The Company also provides a noncontributory pension plan and offers employees the opportunity to participate in a savings plan with a company match. Employees may also be eligible for retiree medical coverage and company-provided retiree term life insurance. Plan provisions may differ for certain part-time employees and by country. Benefits are provided to union employees through collective bargaining agreements. Additional information is available in Notes 9, 10 and 11 of our 2016 Annual Report and in the Economic Performance section of this report. GRI 401-2

Johnson & Johnson provides a range of benefits to employees impacted by reorganizations. The benefits can include severance payments and access to outplacement support, as well as Employee Assistance Programs. The benefits employees receive will depend on several factors, including local practices, size and scale of the restructuring, etc., and whether the employees are represented by a third party with whom we would negotiate such benefits.


We reviewed and revised our Diversity & Inclusion strategy, including both an assessment of our current efforts and the development of a new integrated strategic plan, which began rolling out in 2016 and will continue into 2017.

Based on a belief that family comes first, we offer family benefits that show our strong support for the modern-day family, no matter what shape that family takes. In 2016, we enhanced the following family benefits:

  • Parental leave (United States and global): offered to employees in most countries in which we operate in accordance with statutory requirements and/or based on local competitive practices. In the United States, this policy was expanded in 2016 to offer all new parents—maternal, paternal and adoptive—the opportunity to take up to eight1 additional weeks of paid leave during the first year of the family’s birth or adoption, allowing moms who give birth to take up to 17 paid weeks off; and dads and adoptive parents can take up to nine paid weeks. This expanded policy is being extended globally. GRI 401-3
  • Children with special needs (United States): speech, occupational, and physical therapies as well as applied behavior analysis benefits for children with pervasive developmental disorders and developmental delays.
  • Breast milk shipping (global): Temperature-controlled delivery service for moms traveling for business.
  • Surrogacy assistance benefits (United States): reimbursements for fertility services (per couple), and for services related to adoption and surrogacy process (per child).

We estimate that in 2016, our Employee Resource Groups engaged almost 17,400 employees across 251 U.S. chapters and 111 non-U.S. chapters.

As of the end of 2016, we had ten Board members, nine of whom are “independent” under the rules of the New York Stock Exchange; two (20 percent) women, eight men; and three racial minority (30 percent).

In 2016, we played a leading role in two key women’s leadership events—the Vital Voices VV100 and the Fortune Most Powerful Women Summit.

Workforce diversity data and employee demographics are shown below.2 GRI 102-8; 401-1; 405-1


Recognition and Awards:

  • Named in 2016 America's Top Corporations for Women's Business Enterprises by the Women's Business Enterprise National Council (WBENC).
  • For the 31st year, Johnson & Johnson earned a place on Working Mother's 100 Best Companies for Working Mothers list.
  • Named in Working Mother's National Association for Female Executives (NAFE) 2016 Top Companies for Executive Women.
  • Joining Sandi Peterson, Jennifer Taubert, Johnson & Johnson Company Group Chairman, Pharmaceuticals, The Americas, was named on Fortune’s 2016 Most Powerful Women list.
  • Earned one of the highest ratings (95 percent) in the annual Corporate Hispanic Inclusion Index administered by the Hispanic Association on Corporate Responsibility (HACR).
  • Named #8 in DiversityInc 2016 Top 50 Companies for Diversity & Inclusion.

1 This benefit is in addition to the six-week short-term disability benefit for new mothers and the one-week work, personal and family paid leave for mothers and fathers, increasing the leave time to 17 weeks for C-section mothers, 15 weeks for non-C-section mothers, and the minimum to nine weeks for fathers, adoptive parents and same-sex parents.

2 Data from recent acquisitions included. The # and % of employees by job category and diversity (white, minority), worldwide are based on United States only. For this report, the analyses are based on data from the current Human Resources Information Systems (HRIS). Demographic data provided in this report include active Johnson & Johnson employees, including recent acquisitions, students, fixed-term, and undeclared.

2016 Health for Humanity Report

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