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About Our Workplace Practices
The success of Johnson & Johnson is intertwined with employee satisfaction and
well-being. Employees are more determined, innovative and passionate when they
feel valued. We have a responsibility to respect employees, recognize merit, compensate
fairly, assure equal opportunity and provide safe and healthy workplaces. We have a
number of policies supporting these obligations; they can be found on our website.
Here we discuss a number of our workplace practices, presented in alphabetical order.
ADVANCEMENT OF WOMEN
The mission of the Women’s Leadership
Initiative (WLI) at the Johnson & Johnson
Family of Companies is to support the
leadership development initiatives of
Johnson & Johnson with strategies and
actions focused on increasing the number
of women in leadership positions
and developing women’s leadership
competencies. WLI also works to foster
inclusive organizational environments
and increase recognition that diverse
leadership will enhance the effectiveness
and business success of our companies.
Launched in 1995, WLI now has 47 chapters
worldwide and has helped make
us the employer of choice for talented
women in the health care industry.
AFFINITY GROUPS
Affinity groups are voluntary, employeedriven
associations organized around
shared interests or characteristics.
These groups allow individuals to share
experiences, provide advice and address
unique member concerns. As they have
grown, affinity groups have become
more prominent and involved in initiatives
that go beyond simply serving their
membership. They now play an integral
role in advancing diversity and inclusion
throughout our Family of Companies.
Affinity groups also provide valuable
insight into market opportunities within
the groups they represent.
COLLECTIVE BARGAINING/
FREEDOM OF ASSOCIATION
To ensure that each of our operating
companies follows consistent principles
relative to labor and employment practices,
a set of global guidelines detail
our positions relative to associations and
labor unions. We respect each employee’s
right to decide if they want to join
associations and/or labor unions, and
to make an informed decision, free of
coercion. An individual’s support of, or
opposition to, these associations does
not impact their employment or application
for employment. Employees have
the right to organize, join associations
and bargain collectively, if they so
choose. Our companies will bargain in
good faith with these associations.
DIVERSITY
Johnson & Johnson’s Global Office of
Diversity and Inclusion advocates and
fosters diverse and inclusive work
environments throughout the Family
of Companies. In 2007, a new Global
Diversity and Inclusion Vision that reinforced
our culture of collaboration was
released (see our website). Diversity and
inclusion are ingrained in our approach
to our workforces, marketplaces and
external stakeholders. Rather than seeing
diversity as a response to demographic
changes, we see it as a tremendous
opportunity that we must continually
and proactively pursue. We do this by
promoting an environment where
employees can freely learn about
diversity; offering compelling evidence to
show that leveraging diversity provides
tangible benefits for our companies; and
fostering a workplace where individuals
with diverse perspectives and skills can
collaborate and thereby maximize both
their individual and collective potential.
EMPLOYEE ASSISTANCE
Since 1978, when Johnson & Johnson
launched its first Employee Assistance
program (EAP), we have understood
that employees’ personal challenges
are inextricably linked to their work
lives. Issues related to relationships,
child rearing, substance abuse, or other
sources of stress can have an impact on
the health, happiness, and quality of life
of our employees and their families. Our
EAPs are designed to give our employees
access to counseling, assessment,
intervention, and training. To ensure that
all employees interested in reaching out
to our EAPs feel comfortable doing so,
services can be accessed electronically,
by phone, by visiting an onsite EAP
counselor or representative, or by
contacting an offsite service. Currently,
these services are provided to 88 percent
of our work force, up from 75 percent in
2006, and 30 percent in 2005.
24 JOHNSON & JOHNSON 2007 SUSTAINABILITY REPORT