How We Define DEI
Health for Humanity 2025 Goals | Our Employees
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.
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.
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:
employees engaged in Employee Resource Groups (ERGs)
U.S. ERG Chapters
non-U.S. ERG Chapters
Y. Carter engages with an ERG and reflects on how she has grown her career, network and health journey.
Ethnic/Racial Diversity in the U.S. by Job Category*
* 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
- 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
- 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
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