At Johnson & Johnson, we understand the workforce of the future will need an innovative mindset, exposure to multiple cultures, and a diverse set of experiences and skill sets.
We believe in inspiring our employees to aim high and dream big. We encourage and support our people to help us solve some of the world’s most pressing health issues by empowering them to bring forward game-changing, integrated solutions required to break through walls. As an innovative start-up since 1886, our Company has in its DNA a desire to incorporate the spirit of ingenuity in all that we do, which also extends to how we engage with our employees. Some traditional ways we communicate with employees include global, as well as local operating company and functional town hall meetings, shift-change meetings at our manufacturing sites, news-sharing through a variety of channels including our global digital syndicated news hub, “One J&J” digital daily digests, and electronic communications from senior leaders. Since 2016, our Chairman & CEO has been interacting with employees directly through his blog posts on major topics of interest. In 2017, this practice was extended to the office of the Chief Financial Officer (CFO), with our CFO using this channel to communicate and engage on financial matters and results.
We also want to hear our employees’ feedback on how they think we are addressing their needs and expectations, and what we can do better to further improve our organizational practices. Global all-employee surveys on Our Credo and Our Voice are the main channels we use to solicit enterprise feedback and to refine our employee engagement and talent strategies. In addition, our employees worldwide have an opportunity to anonymously raise concerns or ask questions through Our Credo Hotline. Please visit this page for more information.
Empowering Our Employees
We believe that the skill set, expertise and ingenuity of our employees are the key to our effectiveness in advancing the trajectory of health. To unleash the potential and impact of our talent, we have created programs and experiences that empower our employees to develop and share their unique contributions throughout our Company and within the communities we serve.
In 2011, a handful of innovative thinkers from Johnson & Johnson gathered to share their ideas and formalize what is now known as the Office of Creative Engagement (OCE). This group encourages our employees to think outside their regular realm of day-to-day operations. Examples of how this team collaborates include ways to support and build culture, connect department and business unit ideas, and circulate innovative concepts to their respective teams. The OCE is key to empowering our employees to develop themselves and their ideas. At the end of 2017, the OCE counted 26,174 changemakers31 across 72 countries. By amplifying creativity, our Company is expanding its inventive capacity, confidence and untapped potential through:
- Interactions that challenge people and encourage them to see the unique value of their experiences and points of view.
- Moments and experiences that expose people to new ideas and encourage broad-based curiosity beyond their roles, organizations, and the boundaries of Johnson & Johnson.
- Enterprise-wide tools, resources and techniques that allow individuals to mobilize the people and resources across our Company.
Among our tools is the Idea Responsibility Framework that helps people take responsibility for ideas and create clear action and accountability plans. Another is the THINK digital platform to post ideas, get feedback, build a movement and share results. Engagements also happen through in-person events where ideas are shared and amplified in interactive sessions and workshops. To facilitate the engagement across our global enterprise, the OCE also empowers active change agents who dedicate their time to transforming local culture. Among the developmental experiences that OCE offers is the Ambassador Leadership Program, whose members participate in mentorships and learning exchanges that enrich functions and groups within the enterprise.
We also want to provide opportunities for our employees to live and experience Our Credo values. In 2017, the Johnson & Johnson Corporate Citizenship Trust (JJCCT) celebrated 10 years of driving change on the front lines of health. The JJCCT manages partnerships and programs in Europe, the Middle East and Africa (EMEA). Through its Secondment Program (Trust Secondments), the JJCCT engages our employees to help fuel that positive and meaningful change. Through long-term Trust Secondments (up to six months) our employees share their skills and knowledge with NGO partners to improve, strengthen and transform health systems in 23 countries across EMEA. As of the end of 2017, 36 Johnson & Johnson employees have participated in Trust Secondments. Also in 2017, we piloted Reverse Secondments, which provide the staff of our NGO partners a chance to work within one of our businesses, helping them strengthen management skills and business acumen.
Building on the success of Trust Secondments, in 2017 we launched a Global Pro Bono program as another way in which our employees can use their “Talent for Good.” Like Trust Secondments, the program pairs Johnson & Johnson employees with our NGO partners to help them build management capacity. The new program offers employees shorter timeframes for secondments, accommodating professional and personal needs that may have posed a barrier to a multi-month assignment. In the program’s inaugural year, 11 employees from our North America and Latin America operations were selected to participate.
Engaging in Environmental Sustainability
At Johnson & Johnson, we believe that when we take steps to make our environment healthier, we help improve the health of humanity. Our environmental sustainability engagement program, We Sustain, mobilizes our employees to share, participate and collaborate on ideas to improve the environmental health of the places we live, work and sell our products. Through We Sustain, we now have many teams and ambassadors across the globe who are working to lead sustainability initiatives that are good for the environment and, ultimately, human health.
Across the Company, we celebrated Environmental Sustainability Month in October 2017. We Sustain and OCE partnered to design digital and on-site activities, including educational content, facilitated group discussions, and collaborative challenges to drive sustainability engagement at work and in our communities.
In addition, we ran the annual Johnson & Johnson Sustainability Accelerator Grants challenge to empower employees from across our businesses to fund sustainability ideas that can be scaled throughout the Company. The 2017 grant winners represented the Americas, Europe and New Zealand. Highlights include:
- Customer Logistics Services, São José dos Campos, Brazil: Replace wooden pallets used at Janssen distribution centers with reusable plastic pallets made from the São José dos Campos sanitary protection waste streams.
- DePuy Synthes, Raynham, MA: Design a solution to collect, move, and transport a manufacturing waste stream that accounted for almost 75% of the site’s total non-hazardous waste to an off-site reuse facility.
- Medical Devices, Auckland, New Zealand: Promote and facilitate recycling of single-use Johnson & Johnson surgical products to reduce the amount of waste landfilled by hospitals.
- Vision Care, Limerick, Ireland: Develop an energy behavior change training for employees to help them reduce impact across four key utilities – compressed air, nitrogen, electricity, and deionized water.
Giving back is woven into the fabric of Johnson & Johnson. Our Credo outlines our collective responsibility to the communities in which we live and work, and to the world community as well. As good citizens supporting good works and charities, our employees are committed to fulfilling this responsibility. We continuously work to develop and offer volunteer opportunities that help our employees make a meaningful impact on our shared goal of better health for all.
Johnson & Johnson seeks to cultivate females’ STEM2D (Science, Technology, Math, Manufacturing and Design) interests at an early age and help them continue to grow and develop in these areas, preparing and positioning them to pursue higher education and careers in STEM2D. With this foundation, they are primed to make valuable contributions to their communities, companies, and the world in the decades ahead. In 2017, we announced the addition of the Scholars Award to the program, which will support the development of female leaders in STEM2D and ignite the innovation they can bring to each discipline. A total of 259 Johnson & Johnson employees spent 755 hours volunteering through our WiSTEM2D (Women in STEM2D) program in 2017. To find out more, please visit the WiSTEM2D page on our site.
Bridge to Employment
For 25 years, Johnson & Johnson employees have been working to prepare and inspire high school students from disadvantaged communities to stay in school, enroll in higher education and pursue a career in the health sector. Launched in 1992, the Bridge to Employment initiative has helped young people enhance the academic and social skills necessary to excel in education and career. In 2017, 327 employees from our operating companies across the globe spent 8,867 volunteer hours working with our partner, FHI360, to help students develop the foundational skills needed for a successful career in healthcare. To date, the program has demonstrated an increase in the number of youth completing higher education and an increase in the number of youth pursuing careers in the health or sciences.
Employee Resource Groups
In addition to dedicating themselves to community service, our employees are actively engaged in various Employee Resource Groups (ERGs). Our ERGs serve as key sources of insights to the diverse communities we serve, and also help us to enhance our inclusive environment. For more information, visit the Diversity & Inclusion section.
31 The Office of Creative Engagement (OCE) defines changemakers as active employees who have participated in an OCE event, created a profile on the OCE site, or are on the OCE newsletter distribution list.