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Diversity and Inclusion at Johnson & Johnson

This document evaluates Johnson & Johnson's workplace diversity policy. JNJ's vision is to maximize diversity and inclusion to drive innovation, competitive advantage, and business results. Their strategic imperatives include talent acquisition, creating business impact, and leadership accountability. JNJ maintains strong commitments to promote diversity and inclusion through equal opportunity programs and policies prohibiting discrimination. Chairman Alex Gorsky strongly supports veterans and women. Diversity has led to increased stock performance and wider solutions to problems for companies like JNJ that embrace different perspectives.
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0% found this document useful (1 vote)
325 views5 pages

Diversity and Inclusion at Johnson & Johnson

This document evaluates Johnson & Johnson's workplace diversity policy. JNJ's vision is to maximize diversity and inclusion to drive innovation, competitive advantage, and business results. Their strategic imperatives include talent acquisition, creating business impact, and leadership accountability. JNJ maintains strong commitments to promote diversity and inclusion through equal opportunity programs and policies prohibiting discrimination. Chairman Alex Gorsky strongly supports veterans and women. Diversity has led to increased stock performance and wider solutions to problems for companies like JNJ that embrace different perspectives.
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Running Head: Diversity and Inclusion – Johnson & Johnson 1

Diversity and Inclusion – Johnson & Johnson

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Introduction

Workplace diversity refers to the variety of differences among people working for an

organization. Diversity encompasses people through differences in race, ethnicity, gender,

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

a sustainable competitive advantage in an emerging global marketplace (Johnson & Johnson,

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,

the strategic guidelines are well-balanced to take JNJ further.

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

of JNJ law. Employee diversity management extends to strict prohibition of unlawful

discrimination based on diversity traits. Issues pertaining to harassment of employees by

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).

Johnson & Johnson is prepared to provide reasonable accommodation to individuals with

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

the organization, without the feeling of bias or prejudice.

A confidential reporting system is utilized by employees at JNJ to highlight issues against

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

base tend to attract further problems and lawsuits.

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

successfully manage its strategic vision for diversity and inclusion.

Bibliography

Diversity. (2015, n.d. n.d.). No. 9 | Johnson & Johnson | DiversityInc Top 50. Retrieved

February 20, 2016, from Diversity Inc.: http://www.diversityinc.com/johnson-johnson/

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

& Johnson: http://www.jnj.com/sites/default/files/pdf/Global-Office-Diversity-and-

Inclusion.pdf

Johnson & Johnson. (2016, February 19). Strategic Framework. Retrieved February 20, 2016,

from Johnson & Johnson: https://www.jnj.com/caring/citizenship-sustainability/strategic-

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

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