Around Johnson & Johnson, our teams across the globe are passionate about advancing DEI as part of Our Credo and our culture. There are many examples shared in the pages of this review. In this section, we share some additional stories from our regions and countries of operation.
World Mental Health Day: October 10th is globally recognized as World Mental Health Day, A day dedicated to raising awareness and mobilizing efforts in support of mental health. As the world’s largest healthcare company, we are committed to ensuring that our ambition to keep people well at every age and every stage of life extends equally to their physical and mental health. That’s why this October 12-14 our ADA ERG in partnership with Global Health Services hosted a World Mental Health Day Celebration with activities across the organization such as town halls, meditation sessions, educational resources and a special pilot training on mental wellbeing to shine a light on this important topic.
Restrooms for All initiative: Advancing equitable access and outcomes also includes access to the physical facilities at our offices and sites. In 2021, our Engineering & Property Services teams, supported by our Open & Out ERG, drove an initiative to make access to restrooms across our facilities more equitable for all Johnson & Johnson employees and visitors—redesigning them to accommodate people of all abilities and identities, including those who are trans, gender-nonconforming or nonbinary; nursing mothers; those with disabilities; and those who may need additional privacy or have health needs. The rollout of the Restrooms for All initiative commenced in 2021 and will continue through 2022, and this new approach will be incorporated into future facility designs around the world.
Open discussion on women’s health: Our Women’s Leadership & Inclusion (WLI) ERG hosted a discussion on a topic that is important to women’s health: managing menopausal symptoms. More than 230 colleagues attended a powerful session, with insights from medical experts and personal testimonies from attendees covering symptoms, cognitive changes and coping mechanisms. Recognizing our different challenges and needs and providing a platform for the safe sharing of experiences are core parts of our approach to DEI.
While our strategy is global at Johnson & Johnson, we know it must be locally relevant and executed. We work hard to ensure our initiatives meet the needs of the local markets around the world. The result is that DEI isn’t just owned by the Office of Diversity, Equity and Inclusion or Human Resources—it belongs to everyone at Johnson & Johnson.
DEI around North America
Combating racism in Canada: Johnson & Johnson in Canada sponsored the first-ever Summit on Racism held by the Canadian Nurses Association (CNA). CNA declared racism to be a public health emergency in June 2020, and since then, it has developed declarations of intent to tackle anti-Black and anti-Indigenous racism in the healthcare industry. More than 1,000 participants attended the CNA Summit on Racism in 2021 to hear inspiring speakers and panels exploring lived experiences with racism and ideas to improve inequities in the healthcare industry in Canada.
Celebrating Indigenous culture: The Committee for the Celebration of Indigenous Cultures (CCIC) hosted its inaugural event with a webinar on Canada's National Day for Truth and Reconciliation. The webinar featured live stories from guest speaker Dr. Jaris Swidrovich, who shared his knowledge on indigenous history in Canada, intergenerational impact and the residential school experience for indigenous peoples.
DEI around EMEA
Welcome in Belgium: All Johnson & Johnson teams in Belgium and the Netherlands took the initiative to lead a campaign to welcome—literally—all our 7,000-plus employees across our 15 sites. The teams created big welcome signs in rainbow colors in more than 20 languages using different formats: signs, posters, computer screens, lanyards and stickers on staircases. All of the pedestrian crossings at the different sites were painted with colorful welcome messaging. The campaign was also showcased on social media with the hashtag #StayInclusive. This simple but very effective visual campaign got the message across that everyone is welcome at Johnson & Johnson.
Promoting allyship in France: Teams at Johnson & Johnson in France, with support from our WLI ERG, created an innovative campaign to promote male allyship in support of women. A digital campaign was launched with guidance and advice from 19 male colleagues from Johnson & Johnson France. The campaign helped demonstrate that men at Johnson & Johnson are committed to being women allies and aimed to inspire other men in the organization to evolve their behaviors in support of a gender-inclusive organization. Appropriately, the campaign ran over International Men’s Day, indicating that support for women also benefits men.
Working with disabled persons in France: At Johnson & Johnson France, we participated in DUODAY, an event sponsored by the Ministry of State in Charge of Disabled Persons during European Employment of Disabled People Week. On DUODAY, an employee and a disabled person formed DUOs, enabling individuals with disabilities to have an active opportunity to participate in the usual tasks of employees at our Company and experience a real workplace environment.
Building disability awareness: In South Africa, our teams, supported by our ADA ERG, executed a six-month virtual campaign called I AM ABLE, based on the belief that talented people of all abilities do their best when they’re comfortable enough to be themselves at work every day. The campaign created awareness of and helped colleagues manage disabilities in the workplace. It included educational videos, a series of posters in which employees shared their stories of living with disabilities or caring for family members with disabilities and webinars provided by external partners. Following the campaign’s success internally, an external campaign was launched on social media to coincide with the International Day of Persons with Disabilities. In 2022, I AM ABLE is planned to expand globally across Johnson & Johnson.
Advancing mental health awareness in the UK
Addressing mental health challenges starts close to home at Johnson & Johnson
Advancing mental health awareness in the UK: Johnson & Johnson UK partnered with Independent Television News (ITN) and Mental Health UK to produce a series of informative broadcasts with the theme: “Addressing mental health challenges starts close to home at Johnson & Johnson,“ to help raise awareness and provide support for our colleagues around the Company and make mental health an accepted and relevant topic of conversation in the workplace.
Also, Johnson & Johnson UK works to support mental health services in the community through providing funding for the Community Mental Health Navigators program that helps people who need it most by connecting them to non-clinical services within their community, such as housing and financial advice. It’s an innovative program that has the potential to transform the way that care is delivered to those living with severe mental illness.
DEI around Latin America
Pride in LATAM: Johnson & Johnson Consumer Health in Latin America demonstrated DEI values with several actions supporting the LGBTQIA+ community during PRIDE events. These included:
- In Mexico, our Open & Out ERG collaborated with the LISTERINE team to launch the first PRIDE-branded consumer product for Johnson & Johnson in the Mexican market, inviting consumers to donate to It Gets Better, an organization that supports LGBTQIA+ youth and promoting LISTERINE with the hashtag #BocasLlenasDeOrgullo
- Launching a Celebrate Love Without Labels campaign in Argentina and Chile with LGBTQIA+ influencers, each of whom received a LISTERINE bottle with no label and an invitation to “brand” it with their perspective about love without labels
- Engaging Consumer Health Brands to support PRIDE events by launching limited editions with rainbow colors, with a portion of sales proceeds donated to nonprofits supporting the LGBTQIA+ community
- Executing an internal engagement campaign focusing on the importance of living and leading with PRIDE with sidewalks painted in rainbow colors at our sites
- Joining more than 30 companies in Chile to support same-sex marriage regulation in that country
- Creating testimonials from employees, their families and key clients focusing on topics of interest for our LGBTQIA+ community, including inclusive language, gender transition and diverse families
Creating equitable opportunities for Black employees in Brazil: A team that included employees in Latin America, volunteer leaders from the local SoulAfro network and our Brazil DEI Council came together to drive education and improve access for Black employees in Brazil. The main elements of the program were:
- “Afrobetização” (Afro literacy), a series of nine 90-minute webinars on Black history in Brazil
- A partnership with The Identities Institute of Brazil, a nonprofit organization committed to accelerating the promotion of racial equality
- A mentoring initiative for Black professionals in partnership with our MedTech team
- A full week of events and activities for Black Awareness Week
These activities reached thousands of employees in Brazil and drove motivation to develop further programming to reach schools and colleges in Brazil for even greater impact and an inclusive agenda for the Black community in 2022.
DEI around Asia Pacific
Reconciliation Action in Australia: On the heels of National Reconciliation Week, Johnson & Johnson Australia announced an innovative Reconciliation Action Plan (RAP) to increase cultural awareness and practical support for local communities through:
- $1.75 million in health equity program funding in Aboriginal maternal and infant health, mental health, eye health and community development programs
- Consumer Health product donations to support community partners working with Aboriginal communities
- 10 scholarships for Aboriginal and Torres Strait Islander surgical trainees
Talking inclusion in India: Topics related to DEI, such as gender balance in the workplace and coping with mental health problems, have not traditionally been openly addressed in India due to cultural norms. Our teams in India set a goal of driving societal change by helping to shape a new narrative and encourage greater awareness and open dialogue on these important matters. To achieve this, our teams published more than 230 media articles on topics such as PRIDE month, STEM for women, gender equity in the workplace and mental health. The teams also hosted live online panel discussions about mental health stigmas in partnership with the New Economic Times. Many Johnson & Johnson employees in India engaged by posting content on different social media platforms. Reaching audiences of millions, sparking new awareness and open conversations, our Johnson & Johnson India colleagues have contributed to encouraging a healthy dialogue about DEI in our communities in India.
Preparing for the “silver economy” in Singapore: Recognizing a growing need to raise awareness of aging as a topic of increasing importance in Asia, the Johnson & Johnson Office of DEI partnered with Associate Professor Carol Ma, Singapore University of Social Sciences, to host an Aging Business Roundtable. Our objective was to bring together representatives from business, universities and civil society to advocate on the issue of aging as an important component of a sustainable, healthy future for the communities in which we live and work.
Participation in the Business Roundtable featured a broad spectrum of senior-level thought leaders with expertise in DEI. The discussions explored both the challenges and the opportunities of an aging population, including business opportunities in aging (often called the “silver economy”), work and employment, caregiving, and the social responsibility of corporations. While the focus was on the Asia-Pacific region, the relevance is global.
Our inaugural Roundtable generated a wealth of insights and practical opportunities to explore, as we prepare ourselves for social changes needed to include a growing aging population in our business and social approaches. We look forward to continuing this Roundtable in 2022