DEI Milestones

2019 to 2022

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  In 2022, the Office of DEI refreshes their global strategy.

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  In 2022, as part of the evolution of our global strategy, the Office of DEI establishes a Center of Excellence (COE). The COE acts as an internal consultant to drive the global DEI strategy and local initiatives, galvanizing enterprise DEI strategy through data analytics, accountability, compliance, communications, employer of choice surveys, ERG engagement and strategic partnerships.

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  Continuing the journey of learning and growth, in 2021 we evolve our evidence-based DEI strategy globally to continue to drive change in J&J and around the world.

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  In 2020, we expand our efforts to increase diversity in clinical trials to help combat health inequities in BIPOC communities.

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  In 2020, we announce $100 million in commitments and collaborations over the next five years to invest in and promote health equity solutions for Black people and other communities of color in the U.S..

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  We are the only company to endorse the Black Maternal Health Momnibus Act and in 2020 we become a co-founder of the Equitable Maternal Health Coalition.

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  In 2019, we launch the Experienced Military Veteran Leadership Development Program and the Center for Health Worker Innovation with a U.S. $250 million commitment from the Johnson & Johnson Family of Companies and Johnson & Johnson Foundation.

2011 to 2018

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  In 2018, we update Our Credo to reinforce our commitment to DEI with the words: “We must provide an inclusive work environment where each person must be considered as an individual. We must respect their diversity and dignity and recognize their merit.”

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  In 2017, we launch our first global DEI strategy that has enabled us to align our focus on DEI and embed a vision, mission and definition that resonated globally.

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  First Inclusion Index becomes part of annual Our Voice Employee Survey in 2017.

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  We launch WiSTEM²D initiative (Women in Science, Technology, Math, Manufacturing and Design) in 2015.

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  We join the Billion Dollar Roundtable in 2011, spending at least US $1 billion annually with certified minority- and women-owned businesses.

1970 to 2010

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  “Gender Identity and Expression” is added in 2005 to our non-discrimination policy. Benefit Plans expand in 2009 to include transgender employees.

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  Employee benefit plans in 2003 include same sex partners.

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  Our Global Supplier Diversity and Inclusion Program is established in 1998.

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  Global Bridge to Employment program geared towards high school students in underserved communities launches in 1992.

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  Nancy Lane, in 1976, becomes the first female and first Black/African American Vice President.

1945 to 1969

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  In 1969, among other recruitment activities, we recruit at 21 HBCUs (Historically Black Colleges and Universities) and establish co-op programs with three HBCUs. With the company’s support, five of our employees in Chicago run an in-house volunteer employment bank that matched African American college graduates with jobs throughout American business.

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  We become a partner in U.S. president Johnson’s 1964 Plans for Progress dedicated to elimination of employment discrimination.

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  In 1963, our leaders meet with Dr. Martin Luther King, Jr. at the Company’s headquarters in New Brunswick, NJ. One of the topics they discuss is increasing the hiring of Black/African American employees.

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  In 1945, we prioritize the hiring of wounded WWII veterans with service disabilities, a group finding it difficult to find employment after their military service. The Company’s policy is said in 1945 to be the most generous policy of its kind in the industry.

1886 to 1944

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  Our Credo is drafted in 1943, outlining our commitments, values and how we must operate responsibly.

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  Amidst the Great Depression, General Robert Wood Johnson advocates for 30- to 40-hour work week; offers a 5% wage increase in 1933.

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  In 1930, we open operating companies in Mexico and South Africa, followed by Brazil and Argentina several years later.

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  First female scientist is hired in 1908. Eight out of 36 department supervisors are women.

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  In 1898, we begin the Company’s policy of holding a position and paying the salary for employees on active-duty service in the military.

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  In the 1890s, we create our own in-house Spanish language advertising department, which produces ads and physician education materials in Spanish for Latin America and the United States.

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  The Company is founded in 1886; eight of the first 14 employees are women.