2019 Health for Humanity Report
Two women and a man talking at a table in front o a laptop
Two women and a man talking at a table in front o a laptop

Employees from Janssen Pharmaceutical Companies of Johnson & Johnson working together toward shared goals, because collaboration is in our DNA and that is how our top breakthroughs happen.

Responsible Business Practices
Responsible Business Practices Empowering People

Engaging & Inspiring

We engage and empower our employees by fostering a work culture where everyone can make their voice heard, and provide platforms for employees to express their creativity and make a meaningful contribution to address social or environmental challenges.

Our 2019 activities in engaging and inspiring employees include:

Our global employee Our Voice Survey: Johnson & Johnson's biennial Our Voice Survey is a significant indicator of employee satisfaction, and measures important aspects of our culture such as employee engagement, inclusion, development, health and wellness, collaboration, execution, innovation, and compliance and risk.

Key results from our 2019 Our Voice Survey:

  • 90% response rate (among all active employees).
  • 95% agreed with the statement: I am willing to give extra effort to help Johnson & Johnson meet its goals.
  • 87% agreed with the statement: I feel a strong sense of purpose and meaning in my work.
  • 87% agreed with the statement: I would recommend Johnson & Johnson as a great place to work.
  • 69% agreed with the statement: In my workgroup, we eliminate practices that stand in the way of achieving results.

We benchmark our performance on the Our Voice Survey with the Mayflower Group, which is a consortium of top-tier, global companies dedicated to employee surveys. We are in the top quartile of Mayflower Group companies with regard to employees recommending the Company as a great place to work and wanting to stay with the Company—both critical components of employee engagement.

Following analysis of the detailed results, which were communicated to all employees, we developed plans to address the main areas of opportunity identified by our employees’ voice, both at corporate level and within individual teams.

In alternate years we issue a global Our Credo Survey, which tracks how we are living into Our Credo values and responsibility to stakeholders, including employees.

A new program for employee recognition: At Johnson & Johnson, we are committed to building a culture where great work and purpose-led behaviors are routinely celebrated by others in a meaningful and memorable way. In 2019, we launched Inspire, a new employee recognition program to encourage colleagues across our regions, functions and sectors to celebrate their coworkers and the great work they are doing every day. Inspire provides a digital platform to deliver personal, sincere, and meaningful recognition, shared through a real-time, Company awards messaging feed.

A new channel for communication: In 2019 we introduced J&J Responds, an internal website that provides employees with our statements on the latest news and high-profile topics. J&J Responds explains our position and provides other contextual information to keep employees informed in a centralized and streamlined way. This new channel flexes to meet the needs of our Company and, in early 2020, we launched a J&J Responds microsite dedicated to COVID-19 to share the latest guidance, resources and policies in support of the wellness of our employees, our communities and those we serve worldwide.

Providing employees with opportunities to use their Talent for Good: Our Talent for Good Strategy is creating a movement of change-makers across Johnson & Johnson by empowering more employees to use their talent for good and pave the way to a healthier future for everyone, everywhere. Across the globe, our employees are applying their time and resources to build healthier communities and be a catalyst of positive change. Our global community of change-makers sees giving back as not only vital for our communities and for living Our Credo, but key in advancing our social impact to profoundly change the trajectory of health for humanity. We provide a range of opportunities for employees to help our community-based partners address critical capacity-building needs. These include programs for employees to take paid time as secondees in non-governmental partner organizations, as volunteers in community causes through our Volunteer Leave Policy, or as first responders through our First Responder Time-Off Policy. See our Position on Community Impact.

A man standing in front of a rail smiling

Jose Gonzalez-Roman, Human Resources Leader at Janssen in Gurabo, Puerto Rico.

Our activities in 2019 for engaging Talent for Good include:

  • Secondment Program: The Johnson & Johnson Secondment Program, now in its seventh year, offers employees the opportunity to engage with several NGO partner organizations across 25 countries in the Europe, Middle East and Africa (EMEA) region, serving in assignments lasting up to six months. In 2019, the secondment program expanded to include participants from outside the EMEA region.
  • Lion Secondments: A new program, Lion Secondments, launched in 2019 to allow senior leaders to take on part-time (four to six months) strategic and advisory assignments with NGO partner organizations, enabling them to participate in a meaningful way that can be accommodated within their schedule. We piloted two Lion Secondments in 2019 and plan to maintain this as an option in 2020.
  • Global Pro Bono continues to expand every year as our participants become ambassadors in spreading the word about the program and their experiences. We started our pilot program in 2017 and have now grown to a cumulative total of 68 participants. In 2019, the program expanded to Argentina, Guatemala and New Orleans, with 17 participants from seven countries who used their skills to support six local NGOs for a period of four weeks.
  • Talent for Healthy Communities, our remote pro bono program, connects the unique talents and expertise of our employees with local community partners to address their critical capacity-building needs. In 2019, this program expanded its reach to new locations and grew its participation by our employees.
  • Bridge to Employment: Launched in 1992, this initiative partners with nonprofit FHI360 to help young people improve school attendance, enhance academic achievements, and gain awareness of career possibilities in healthcare. The Bridge to Employment program recently launched a pilot extension program called Pathways to Success, providing immersive experiences through internships at Johnson & Johnson. A first cohort of 17 students participated as interns in our operating companies in 2019.
  • WiSTEM2D: This program engages Johnson & Johnson employees globally to inspire young girls and women to enter STEM2D fields. In 2019, the program reached girls through our volunteers and partners, far exceeding its “a million girls by 2020” target. In 2019, Johnson & Johnson volunteers directly supported programs reaching 577,000 girls.

Engaging employees for the environment: Our environmental sustainability employee engagement program, We Sustain, mobilizes passionate employees to improve the environmental health of the places where we live, work and sell our products. In 2019, a total of 41 We Sustain teams across the globe engaged their colleagues to protect the environment and human health through education, idea sharing and community volunteerism.

In 2019, we again held the We Sustain Ideas Challenge where Johnson & Johnson employees submitted, voted and ranked ideas—moving 19 ideas from a pool of more than 500 submissions forward to the final prioritization phase. Johnson & Johnson experts then chose the five finalists of our Pause on Plastic challenge. Winning ideas are each awarded $10,000 to use for feasibility testing within the appropriate business segment(s) or product line.

  • 68
    across the globe spent 17,018 volunteer hours participating in Pro Bono, Secondment, and Talent for Healthy Communities programs to support 22 NGOs.
  • 323
    employees across the globe spent 7,154 volunteer hours to support Bridge to Employment, reaching 887 students.
  • 1,947
    employees across the globe spent 6,961 volunteer hours to support WiSTEM2D.

Back To Attracting & Developing Our People Up Next Advancing Diversity & Inclusion
You are leaving jnj.com and entering a third-party site. This link is provided for your convenience, and Johnson & Johnson disclaims liability for content created or maintained by third parties.