Diversity and Inclusion at Johnson & Johnson
Diversity and Inclusion at Johnson & Johnson
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Diversity and Inclusion – Johnson & Johnson 2
Introduction
Workplace diversity refers to the variety of differences among people working for an
personality, cognition, age, role in the organization, and educational background among other. In
this document, Johnson & Johnson’s workplace diversity policy is evaluated. According to
Johnson & Johnson (JNJ) global office of diversity & inclusion, the vision of the company is to
maximize the power of Diversity and Inclusion that would lead to innovative business results and
2015). The three strategic imperatives as outlined by the company’s diversity and inclusion
report include talent acquisition, creating business impact and leadership accountability. Overall,
Johnson & Johnson has maintained a strong and continuing commitment to promote
programs of diversity and inclusion from all groups. The equal employment opportunity program
in combination with the affirmative action program and its set of policies contain the philosophy
managers or any other senior management are strictly prohibited. Creating a favorable
environment for all groups of people to succeed equally and contribute in the achievement of
business goals is a challenging objective but it seems that Johnson & Johnson are poised to
achieve this critical balance year after year (Johnson&Johnson, Strategic Framework, 2016).
disabilities and meeting the religious needs of employees according to the legal regulations
defined by the government. Organizations with a clear view of their vision and goals are able to
Diversity and Inclusion – Johnson & Johnson 3
make reasonable arrangements for employee needs that are recognized and accepted throughout
discrimination. Many policies developed by JNJ in areas of business conduct, equal employment,
common ground policy, credo policy, diversity and inclusion, human rights, global employment
and employment grievance and resolution are functioning to uphold the organizations promise of
employee satisfaction and wellbeing. Chairman and CEO Alex Gorsky has been a strong
proponent of veterans and women issues (Diversity, 2015). The value driven credo is the prime
attraction for employees around the globe. Johnson & Johnson maintains a strong cross cultural
mentoring initiative through custom and web-enabled “Mentoring Works” program allowing
people to connect with each other. The Johnson & Johnson diversity university is a great
kickstarter program. Working through collaboration had brought good results and success to the
company. According to a news report by CNBC, inclusion in the corporate world is becoming an
increasingly important priority today (Rosenbaum, 2015). Inclusion is a big priority in corporate
industry and organizations that try to avoid the challenges emerging from diversified employee
Conclusion
The best possible method to judge diversity and inclusion practices of an organization is
through external measures. Diversity has been a leading indicator on stock performance for many
times in the past. Companies that choose to diversify attract a significant risk during the change
process but the rewards outnumber the challenges faced during the change process. Some of the
critical aspects that make companies diverse are visible through supplier diversity, direct
Diversity and Inclusion – Johnson & Johnson 4
involvement of the chairman and executive leadership, enabling technology as a diversity tool,
creating business resource groups that help workers fit into different categories. An organizations
success and competitiveness is dependent on its ability to embrace diversity and reap its benefits.
Employees working in a diverse workplace are able to provide a wider range of solutions to
problems. A wide range of viewpoints and better execution capabilities helps an organization
grow. It is crucial that organizations such as Johnson & Johnson manage strong communication
practices, remain adaptive and embrace change, implement and refine policies in diversity and
Bibliography
Diversity. (2015, n.d. n.d.). No. 9 | Johnson & Johnson | DiversityInc Top 50. Retrieved
Johnson & Johnson. (2015, n.d. n.d.). Global Office of Diversity & Inclusion - Enterprise
Strategic Framework Shaping D&I Strategy. Retrieved February 20, 2016, from Johnson
Inclusion.pdf
Johnson & Johnson. (2016, February 19). Strategic Framework. Retrieved February 20, 2016,
framework/Employee-Diversity
Diversity and Inclusion – Johnson & Johnson 5
Rosenbaum, E. (2015, April 24). The 10 global companies trying to lead on diversity: Study.
Retrieved February 19, 2016, from CNBC: The 10 global companies trying to lead on
diversity: Study