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Diversity, Equity & Inclusion

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Diversity, Equity & Inclusion
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Our Credo inspires us with the words:
We must provide an inclusive work environment where each person must be considered as an individual. We must respect their diversity and dignity and recognize their merit.
With this in mind, our mission is to make DEI DEI Diversity, equity and inclusion how we work every day. We advance our culture of belonging where open hearts and minds combine to unleash the potential of the brilliant mix of people, in every corner of Johnson & Johnson.

How We Define DEI

Diversity
Diversity is about each individual's unique perspective. It's about each of us, our colleagues and the world we care for—all backgrounds, beliefs and the entire range of human experience.
Equity
Equity is tailoring tools and resources to meet the unique needs of each individual and continuously improving our systems and processes, so everyone has the opportunity to reach their full potential.
Inclusion
Inclusion is creating a deep sense of belonging, where each individual is valued, each one's ideas are heard and everyone advances this culture for everyone.

How We Define DEI

Health for Humanity 2025 Goals | Our Employees

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Women in Management
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Progress: 48% of management positions globally are held by women.
Ethnic/Racial Diversity in Management
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Progress: 34% of management positions in the U.S. are held by ethnic/racially diverse employees.
Black/African Americans in Management
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Progress: 6% of management positions in the U.S. are held by Black and African American employees, representing growth of 25% from 2020.

Our strategic approach to advancing diversity, equity and inclusion is a moral and business imperative and an essential part of our success. We strive to seamlessly infuse DEI into all business areas and across every region to drive impact through inclusive research, development, partnerships, charitable giving and suppliers. At the heart of this are our employees, because we know that bringing our diverse backgrounds, cultures, experiences and perspectives together is the best way to solve today’s complex health problems and to create a healthier, more equitable world.
Wanda Hope
Chief Diversity, Equity & Inclusion Officer, Johnson & Johnson

Our DEI Strategy

In 2021, we refreshed our DEI DEI Diversity, equity and inclusion strategy to reflect our experiences, our learning, and the future state of the world in which we live and work. Specifically, we added a fourth strategic pillar with a focus on equity, making a commitment to transform our talent and business processes to achieve equitable outcomes for all.

Johnson & Johnson DEI strategy graphic

Our third annual DEI Impact Review shares insights about the evolution of our DEI strategy and a wide range of stories of our progress throughout 2021 to advance DEI across the four pillars of our new strategy within our three business segments. See also our section on Our Race to Health Equity for ways in which we are helping eradicate racial and social injustice as a public health threat by eliminating health inequities for people of color in the U.S.

Leveraging the passion and commitment of our employees to advance DEI:

28,100

employees engaged in Employee Resource Groups (ERGs)

270

U.S. ERG Chapters

208

non-U.S. ERG Chapters

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Y. Carter engages with an ERG and reflects on how she has grown her career, network and health journey.

Gender Representation

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Ethnic/Racial Diversity in the U.S. by Job Category*

Vice Presidents
Managers and Directors
Professionals
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* Declined to answer figures and additional footnote considerations can be found in the Ethnic/Racial Diversity in the U.S. by Job Category table in the ESG Performance Data section of this Report.

Among Our Areas of Progress in 2021

Leadership accountability
  • Provided resources and insights to hold leaders accountable, which led to improved diversity representation across several dimensions
  • Expanded formal DEI accountability to all people leaders, including specific Vice President roles, which was supported by DEI goal-setting training conducted across the Enterprise
Programs, training & brand initiatives
  • Piloted new conscious inclusion training in preparation for wide-scale delivery in 2022
  • Introduced “Exploring Our Diversity,” a global and immersive educational series to build greater cultural knowledge and understanding among our employees
  • Drove several brand initiatives and innovation efforts to support inclusion of diverse populations
  • Launched the Johnson & Johnson SkillBridge Program, a new talent pathway designed to support the career transitions of separating military service members
Partnerships
  • JLABS JLABS Johnson & Johnson Innovation—JLABS drove innovation with diverse communities through multiple QuickFire Challenges
  • Enhanced focus on attracting diverse talent with new tools and collaborations, including a partnership with HBCU Connect to improve recruitment from Historically Black Colleges and Universities (HBCUs) students and alumni
As additional information, we have included our most recently filed U.S. Federal Employer Information Report EEO-1. Because federal reporting requirements group employees in the EEO-1 differently than the Company does in its Health for Humanity Report (which aligns with the Company’s organizational structure and employee level or pay grade), the numbers are not directly comparable. While we are making the EEO-1 Report available, we believe the data as presented in our Health for Humanity Report is the most meaningful measure of our diversity progress.
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