Recognizing Our Champions of DEI

Accelerate our global culture of inclusion where every individual belongs

Addressing Bias in Healthcare for People of Color in the U.S.

To address the issue that people of color may experience poor health outcomes due to unconscious biases held by healthcare professionals (HCPs), our team in North America set out to make a difference.

The aim was to help bridge the gap between HCPs and people of color who are dealing with, for example, chronic pain, oral health, skin cancer and maternal health challenges.

The multi-disciplined team created and delivered a new program: Continuing Education: Unconscious Bias & Healthcare Disparities for HCPs in the U.S.

This educational program reached 8,000 HCPs and more than 47,000 patients. The team also secured strategic partnerships to support funding to provide HCPs with continuing medical education credit.

Accelerate our global culture of inclusion where every individual belongs

I AM ABLE: Diverse Abilities Campaign in South Africa

Recognizing the low- rate of employment of people living with disabilities in South Africa, our South African MedTech and cross-sector country team sought to break the barriers surrounding disabilities in the workplace.

The team created a 23-week virtual campaign: I AM ABLE, to raise awareness of what it means to live and work with a disability to help colleagues better understand others living with disabilities and how they can best work together.

Employees participating in the program received interactive educational videos, tools to navigate conversations and resources for specific support as they expanded their knowledge of diverse abilities.

The success of the I AM ABLE campaign further inspired a social media campaign in the region with the potential for global application in the future.

Accelerate our global culture of inclusion where every individual belongs

Johnson & Johnson Technology Advancing DEI in LATAM

Interactive sessions with Johnson & Johnson Executive Committee Members, in which employees in LATAM were able to voice feedback and suggestions, identified a need for more opportunities for employees to have authentic conversations surrounding racism and social injustice. It was also noted that many employees were not aware of the Employee Resource Groups (ERGs) available to them.

The Johnson & Johnson Technology Team took on the challenge to evolve the DEI culture in the region and created the J&J Tech LATAM DEI Week, providing educational and informational resources to make the meaning of day-to-day DEI culture real for all colleagues.

Designed to be inclusive, 80% of the content delivered during this week was accessible on-demand while 20% of the events were held live online in Spanish, English and Portuguese languages.

J&J Tech LATAM DEI Week increased ERG awareness significantly and more than 25% of employees identified as actively participating in one or more ERGs. The program was also adopted by other Johnson & Johnson regions

Accelerate our global culture of inclusion where every individual belongs

Building a Proud, Safe and Inclusive Workplace in China

Team members in China sought to enhance LGBTQIA+ inclusion in the workplace.

Their objective was to help employees feel safe and supported without fear of discrimination if they publicly disclosed their LGBTQIA+ orientation.

To do this, our China team launched an Open&Out initiative during China DEI Week.

The program included representatives of two NGOs dedicated to enhancing equity and inclusion for the LGBTQIA+ community, who shared stories and experiences with Johnson & Johnson employees in China, reaching more than 700 employees, including 100 from our Shanghai and Beijing offices and more than 600 via livestream.

Build a workforce that reflects the diversity of our communities

Pulmonary Hypertension Sales Diversity in Japan

An opportunity was identified to enhance the representation of women at management levels in our Pulmonary Hypertension sales team in Japan.

In response, the sales group there created the Pulmonary Hypertension DEI Council to increase awareness, understanding and improve recruitment of women to the team.

First line managers participated in interview training to enable them to address and encourage diversity and DEI culture in the recruitment process.

As a result, the rate of new women hires increased and the potential for more women at management levels was significantly enhanced while contributing to positive sales results.

Build a workforce that reflects the diversity of our communities

REVEAL: A Leadership Journey for Women Managers in EMEA

Our Finance Team in Europe, Middle East and Africa (EMEA) sought to improve gender balance across all levels by creating REVEAL, a development program to help accelerate women’s development in the Company.

The REVEAL program, which included women from Johnson & Johnson finance departments in 10 countries, enabled personal and professional growth for all participants, encouraging women leaders to discover their purpose and be their most empowered selves at work and in daily life.

More than 30% of women were promoted within 12 months of completing the REVEAL program.

Build a workforce that reflects the diversity of our communities

Advancing LGBTQIA+ Communities with Diverse Abilities in LATAM

Global survey results from the National Autistic Society in the UK reveal that 86% of autistic adults are unemployed.*

This fact motivated the LATAM team in Brazil to seek a holistic solution for the inclusion, education and training of adults with autism in the workplace. To do this, they created The Spectrum Program to enhance the hiring and development of people with autistic talents.

The program contributed to the hiring of nine neurodiverse individuals and provided more than 2,000 colleagues with comprehensive tools to deconstruct their own bias around working with neurodiverse people.

“To be chosen, to belong to a team, to be part of the Johnson nation is to know that I can achieve autonomy and independence, which is the dream of every autistic person.” - A participant in The Spectrum Program.

* Based on global survey results from the National Autistic Society in the U.K

Build a workforce that reflects the diversity of our communities

Veteran Sales Associate Pathway in the U.S.

Team members in the U.S. sought to break down systemic barriers to enable top veteran candidates to pursue careers at Janssen Pharmaceuticals by creating a new career development program.

Many entry level roles in the Company require industry experience, which veterans in many cases cannot demonstrate. The team addressed this longstanding pain-point by creating the Veteran Sales Associate Pathway in the U.S., which recruited and supported transitioned and transitioning military leaders interested in a pharmaceutical sales career.

Once hired, veterans received hands-on coaching and mentorship, a career development plan and access to the Johnson & Johnson Veterans Leadership Council, which is an award-winning Employee Resource Group for the miliary-connected community.

Additionally, the program became an inclusive community for those who have served in the U.S. Armed Forces.

As of November 2021, 16 hires from the program were made across the Company’s different therapeutic areas.

Drive innovation and growth with our business to serve diverse markets around the world

Diverse Representation in Our COVID-19 Clinical Trial in the U.S.

The Janssen Data Science and Epidemiology Team promoted diversity in a Phase 3 clinical trial to reflect people of all communities, especially those hardest hit by the COVID-19 pandemic.

Research showed that COVID-19 deaths per 100,000 people in Hispanic and African ancestry communities were more than double those in white and Asian communities.

Influenced by these findings, the Janssen Epidemiology Team took steps to enroll a diverse population in the Ensemble Phase 3 clinical trial that would specifically target impacted communities while thoughtfully addressing disparities.

The result was diverse patient enrollment, with 15% of trial participants representing Hispanic and Latin American communities, 13% of trial participants representing African ancestry communities and 8.5% of trial participants identifying as transgender.

Drive innovation and growth with our business to serve diverse markets around the world

Advancing DEI as an Employer of Choice in India

Team members in India sought to enhance gender equality in the workplace by boosting Johnson & Johnson India’s corporate reputation as a DEI champion and employer of choice.

Johnson & Johnson Communications & Public Affairs team in India developed compelling messaging relating to women in the workplace, demonstrating the business and cultural value of DEI and Johnson & Johnson India’s specific DEI journey.

Through their efforts, social media engagement with Johnson & Johnson India expanded significantly and Johnson & Johnson India was named an Exemplar of Inclusion in the Working Mother & Avtar Most Inclusive Companies in India.

In addition, more than 100 employees signed up to become DEI Employee Advocates.

Drive innovation and growth with our business to serve diverse markets around the world

Inclusive Data Science Leadership

Team members from our global team worked towards creating a more inclusive workforce for Johnson & Johnson data scientists by successfully kickstarting a Data Science Leadership Program from the ground-up.

While data science capabilities continue to be an area of growth within Johnson & Johnson, candidates for data scientist roles tend to be predominantly male and of similar ethnicities.

Our data science team partnered with Correlation One to expand our internal data science talent pool through the Data Science Leadership Program.

This new program aligned recruitment to our DEI principles and provided a chance for Johnson & Johnson employees to build data science experience by participating as trainees.

Successful applicants entered a two-year program as a fixed-term employees.

Drive innovation and growth with our business to serve diverse markets around the world

Engaging LGBTQIA+ and Minority Communities in HIV Clinical Trials

Our team members sought to achieve greater inclusion of LGBTQIA+ and minority communities in HIV vaccine clinical trials, and as a result created the MOSAICO study with an emphasis on broader participation.

HIV disproportionately affects specific minority populations due to lack of access to preventive and therapeutic options.

Our team at Janssen worked with community representatives to approach the LGBTQIA+ and minority populations and to encourage participation.

During the study, targeted media campaigns were launched to keep these communities informed and engaged.

As a result, the MOSAICO study enrolled a diverse population of more than 3,900 participants, demonstrating leadership in best practice for diversity and inclusion in vaccine trials.