At Johnson & Johnson, our investment in employee health, well-being and safety is built on our conviction that advancing health for humanity starts with advancing the health of our employees. With the right awareness, focus, practices and tools, we aim to ensure that all our employees around the world, as well as temporary contractors and visitors to our sites, can work safely. Beyond occupational health and safety, we aspire to have the healthiest workforce and have continuously expanded health and well-being programs throughout Johnson & Johnson globally, incorporating new thinking and technologies to help employees achieve their personal mind and body health goals. See our Positions on Environmental Health and Safety Management and Employee Health and Well-Being.
Following the successful achievement of our health and well-being goals in 2020 (see Health for Humanity 2020 Goals ScorecardLink to External PDF), this year, as part of our Health for Humanity 2025 Goals, we have an innovative, first-of-its-kind commitment for Johnson & Johnson to ensure our managers across the organization realize the imperative of protecting, supporting and advancing health and well-being for all employees. Through this new goal, we will reinforce our commitment to protecting employee health, prioritizing employee mental health and sustaining our focus on energy management to help build employee resiliency.
2020 was atypical in terms of our operations and the addition of new safety protocols to protect our workforce from the risks of COVID-19 (see the section COVID-19: Protecting our Employees). However, as the pandemic persisted, we maintained our uncompromising focus on health and safety and ended the year with strong results across all our safety metrics.
We continued our safety programs and activities during 2020 even given the challenging circumstances throughout the year. Where relevant, we conducted training and team activities virtually. Examples of our activities during the year include:
Safety Month: We leveraged our annual Safety Month to introduce the Six Habits for Safety Success program. Safety teams at our global sites introduced the Habits with virtual engagement for all those working remotely and appropriate activities for employees onsite, in line with social distancing protocols. Tens of thousands of employees participated in safety month activations and made commitments to safety actions.
In 2020, we maintained core clinical services for our on-site employees and expanded to provide remote telehealth support as we managed the ongoing health risks to our workforce during the COVID-19 pandemic.
Health and wellness support online: We launched a new digital health and well-being tool to support employees to stay physically energized, emotionally connected and mentally focused, especially when facing heightened stress levels during this difficult year. The online program includes a confidential health risk assessment that helps employees understand how lifestyle choices, health status and behavior influence their current and future well-being and learn how to address modifiable health risks. In addition, we introduced a weekly health newsletter connecting employees to health and well-being resources available from Johnson & Johnson.
Global Activity Challenge: Our annual Global Activity Challenge engaged more than 28,000 employees from 70 countries for 21 days of movement, resulting in the largest increase in physical activity (63%) for any Johnson & Johnson activity challenge to date.
World Mental Health Day: In 2020, we placed emphasis on increasing our understanding of mental health conditions, breaking down stigma, and empowering us to care for our mental health and well-being and that of those around us. Through a series of online interactions across the globe in our 24-hour Global Virtual Mindfulness Relay, Johnson & Johnson set a Guinness World Record with nearly 13,000 employees from 79 countries taking a moment to unplug, increase self-awareness and learn new strategies to help manage stress.
Energy management: Our enterprise-wide ENERGY FOR PERFORMANCE program helps employees manage their energy capacity so that they can be their best at work and in life. We have consistently expanded the use of this program in line with our Health for Humanity 2020 Goals and introduced virtual courses to continue to deliver this important training during the pandemic.
129,000 and 126,000 employees were provided with access to and fully implemented healthy eating and healthy movement cultures, respectively.
Employee Safety,* Global
Employee Safety,* Global
|Lost Workday Case rate**||0.05‡||0.07+||0.08|
|Total Recordable Injury Rate||0.24‡||0.31+||0.41|
|Serious Injury and Illness Case rate||0.02‡||0.04+||0.05|
|Number of fatalities||0‡||0+||2|
|Crashes Per Million Miles (CPMM) rate***||4.86||5.54||5.81|
|Injuries Per Million Miles (IPMM) rate***||0.05||0.06||0.07|
Employee Safety* by Region
Employee Safety* by Region
|Lost Workday Case rate**|
|Europe, Middle East & Africa||0.04‡||0.05+||0.05|
|Total Recordable Injury Rate|
|Europe, Middle East & Africa||0.21‡||0.27+||0.29|
|Serious Injury and Illness Case rate|
|Europe, Middle East & Africa||0.01‡||0.03+||0.02|
+ See PwC's Report of Independent Accountants in 2019 Health for Humanity Report.
* LWDC rate, TRIR, SIIC rate, and fatalities are calculated for Johnson & Johnson employees and contingent workers. Contingent workers (i.e. workers supplied by third party agencies that are the worker’s employer of record) are intended to supplement or temporarily replace existing workforce and are directly supervised by a Johnson & Johnson employee.
** “Lost days” are calendar days counted beginning the day after an incident has taken place.
*** CPMM and IPMM rates are based on Safe Fleet data. Rate calculation methodology uses both actual and estimated data on miles driven. We collect Safe Fleet data on employees who drive Company-owned or -leased, and personally owned vehicles for Company business. Employees in the latter category are those who: 1) drive for Company business as a “regular part” of their job, and 2) receive a car allowance to purchase their own vehicle, and/or are reimbursed for vehicle expenses such as fuel, maintenance, insurance and other miscellaneous charges associated with vehicle upkeep.