Skip to content
Home
Responsible Business Practices
Our People
Diversity, Equity & Inclusion

Diversity, Equity & Inclusion

African American Father Hugging Daughter

Our mission is to make diversity, equity and inclusion (DEI) how we work every day. We know that bringing together our diverse backgrounds, cultures, and perspectives drives innovation to solve today’s complex health problems. We continue to challenge ourselves on what it means to prioritize DEI in every business decision we make, and we leverage our DEI strategy, policies and programs to provide our workforce the support and opportunities they need to help create a healthier, more equitable world. For more information, see our Diversity, Equity & Inclusion Policy.

In 2020, we published our second You Belong: Diversity, Equity & Inclusion Impact Review, which shares stories of how we have advanced DEI across all the different dimensions of our business and in line with our strategic goals. As part of our Health for Humanity 2025 Goals, we have committed to a new set of ambitious targets to further improve our internal resilience and to contribute to greater social equity.

Complementing and reinforcing our DEI strategy and initiatives that we have been pursuing for years, Our Race to Health Equity initiative, launched in 2020, is a bold aspiration to help eradicate racial and social injustice as a public health threat by eliminating health inequities. Internally, we are prioritizing areas that will enable us to take meaningful, deliberate and thoughtful actions, including: accelerating inclusive leadership behaviors and cultural competencies; transforming human resources processes to optimally access, hire, develop and deploy diverse individuals; and strengthening our pipeline of diverse talent by partnering with Historically Black Colleges and Universities (HBCUs) and other diverse associations. Our Race to Health Equity platform will help us evolve our capabilities, sharpen our strategic focus and amplify our contribution to a more just society.

2025 Goals

For full details of these Goals and KPIs, see our Health for Humanity 2025 Goals.
Women in Management
By 2025, achieve 50% of women in management positions globally.
Ethnic/Racial Diversity in Management
By 2025, achieve 35% ethnic/racial diversity in management positions within the U.S.

Black/African Americans in Management
By 2025, achieve 50% growth of our Black and African American employees in management positions in the U.S.
For full details of these Goals and KPIs, see our Health for Humanity 2025 Goals.
goal5,10.svg
For full details of these Goals and KPIs, see our Health for Humanity 2025 Goals.
No one company can build a more equitable and just society alone. We need to engage even more deeply in our communities and partner with representative groups at national, regional and local levels so that we can leverage our size and scale to drive systemic change. Together, we can advance diversity, equity and inclusion to change the trajectory of health for all.
Wanda Bryant Hope
Chief Diversity, Equity & Inclusion Officer, Johnson & Johnson
24,300
engaged in Employee Resource Groups (ERGs)
260
U.S. ERG Chapters
183
non-U.S. ERG Chapters

Gender Diversity of Global Employees1,2

Gender Diversity of Global Employees1,2

2020 2019 2018
Women 48.1%
47.8%+ 47.1%
Men 51.9% 52.2% 53.0%

Gender Diversity by Job Category* 

Gender Diversity by Job Category1 

2020 2019 2018
Vice Presidents
Women 35.3% 34.2%+ 35.0%
Men 64.7% 65.8% 65.0%
Managers and Directors
Women 46.8% 46.2%+ 45.6%
Men 53.2% 53.8% 54.4%
Professionals
Women 49.8% 49.5%+ 48.5%
Men 50.2% 50.5% 51.5%

Gender Diversity in Management and Executive Positions3 

Gender Diversity in Management and Executive Positions3 

2020 2019 2018
Women in management positions 46.4% 45.8%+ 45.3%
Women in executive positions 14.3% 14.3%+ 14.3%

Gender Diversity by Region1  

Gender Diversity by Region1  

2020 2019 2018
Asia Pacific
Women 46.2% 46.0%+ 45.6%
Men 53.8% 54.0% 54.4%
Europe, Middle East & Africa
Women 49.8% 49.7%+ 48.5%
Men 50.2% 50.3%
51.5%
Latin America
Women 51.1% 50.2%+ 49.4%
Men 48.9% 49.8% 50.7%
North America4
Women 46.3% 46.1%+ 45.6%
Men 53.6% 53.9% 54.4%

Gender Diversity by Employment Type1

Gender Diversity by Employment Type1

  2020 2019 2018
Full-time employees
Women 47.1% 46.7%+ 46.0%
Men 52.9% 53.3% 54.0%
Part-time employees
Women 82.9% 82.6%+ 83.6%
Men 17.1% 17.4% 16.4%

Age Diversity by Job Category1

Age Diversity by Job Category1

2020 2019 2018
Vice Presidents
Under 30 0% 0%+ 0%
30 - 50 44.2% 46.3%+ 46.6%
50+ 55.8%‡ 53.7%+ 53.4%
Managers and Directors4
Under 30 1.3% 1.3%+ 1.4%
30 - 50 72.4% 73.2%+ 73.9%
50+ 26.4% 25.6%+ 24.7%
Professionals4
Under 30 20.7% 21.4%+ 21.4%
30 - 50 61.7% 61.7%+ 61.7%
50+ 17.5% 16.9%+ 17.0%

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

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

2020 2019 2018
Vice Presidents4
White 72.7% 75.4% 74.9%
Asian 11.2% 10.4% 10.4%
Black/African American 6.6% 6.7% 6.6%
Hispanic/Latino 8.4% 6.9% 7.7%
Other 0.9% 0.6% 0.4%
Declined to answer1 0.1%
Managers and Directors
White 67.7% 70.2% 70.7%
Asian 17.2% 16.6%+ 16.5%
Black/African American 5.4% 5.0%+ 4.9%
Hispanic/Latino 7.3% 7.0%+ 6.9%
Other 1.3% 1.2%+ 1.1%
Declined to answer1 1.1%
Professionals4
White 66.4% 68.0% 68.4%
Asian 12.9% 12.0%+ 12.0%
Black/African American 7.5% 7.6%+ 7.3%
Hispanic/Latino 10.2% 10.4%+ 10.7%
Other 2.2% 2.0%+ 1.7%
Declined to answer1 0.9%

Diversity in Board Composition 

Diversity in Board Composition 

2020 2019 2018
Women 35.7%
28.6%+ 27.0%
Ethnic/racial diversity 21.4% 21.4%+ 27.0%

New Employee Hires 

New Employee Hires 

2020 2019 2018
Total number of new hires 13,594 21,948+
Not reported
By Region
Asia Pacific 28.4% 28.9%+ 30.1%
Europe, Middle East & Africa 22.7% 27.0%+ 27.4%
Latin America 22.4% 16.5%+ 16.9%
North America 26.4% 27.6%+ 25.7%
By Gender
Women 52.5% 51.4%+ 51.6%
Men 47.5% 48.6 % 48.4%
Declined to answer 0%
By Age4
Under 30 46.5% 52.7%+ 47.1%
30 - 50 48.5% 42.8%+ 48.0%
50+ 4.9% 4.5%+ 4.9%
‡ See PwC's Report of Independent Accountants.
+ See PwC's Report of Independent Accountants in 2019 Health for Humanity Report.
1 As of October 2020, new categories were added to allow employees to actively decline self-identification or remain unidentified. Where the value for 'Declined to answer' rounded to zero, we excluded from the reported table.
2 “Employee” is defined as an individual working full-time or part-time, excluding fixed term employees, interns and co-op employees. Employee data may not include full population from more recently acquired companies and individuals on long-term disability are excluded. Contingent workers, contractors and subcontractors are also excluded.
3 Management positions are defined as paygrade 30 and above; executives are defined as employees reporting directly to the Chairman and CEO.
4 Values have been rounded to the nearest tenth. Due to rounding, the numbers presented do not add up precisely to the totals provided and percentages may not precisely reflect the absolute figures.

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.

Back to Employee Engagement Up next Employee Health, Safety & Wellness
Back to Top
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.
Yes, let's go