RESEARCH PAPER: JOHNSON & JOHNSON 1

Research Paper: Johnson & Johnson A Diversified Organization

Shannon M. Scarpello
Edison State College

MAN 4113
Professor Beane
Due: 02/02/2014
Submitted: 02/01/2014

RESEARCH PAPER: JOHNSON & JOHNSON

Company Background
Founded in 1886, Johnson & Johnson has remained a household name by continuing to
meet the needs of both consumers and employees. A multi-national company committed to
creating and supplying pharmaceutical and packaged goods, as well as, innovative products such
as medical devices and diagnostics, all designed for a variety of professions and with the highest
of standards. Johnson & Johnson continues to raise the standards on diversity, ethics, corporate
culture, and leadership. Its vision statement To maximize the global power of diversity and
inclusion to drive superior business results and sustainable competitive advantage and their
mission statement To embed diversity and inclusion into our business to drive innovation and
growth ensuring we better serve patients, customers, employees, and our communities is
incorporated throughout the organization (Johnson & Johnson, Global Diversity & Inclusion,
N.D.). Employees at Johnson & Johnson live, breathe, and eat the company Credo making a
daily effort to uphold those standards and values every step of the way.
Leadership
Johnson & Johnsons Chief Executive Officer Alex Gorsky embodies the value and
importance of diversity and his commitment to ensuring that the organization remains focused on
its diversity goals. As the Chair of the Executive Diversity Council, Gorsky personally signs
off on compensation linked to diversity goals, has a personal quote about diversity on the
corporate website, personally reviews diversity metrics and progress, signs off on supplierdiversity goals, and regularly uses the corporate intranet to communicate his commitment to an
inclusive workplace (DiversityInc., N.D., para 1). In other words, at Johnson & Johnson they
make it their business to touch the lives of each individual person one person at a time. Another
key component of J&Js success was its commitment to a decentralized management between

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its various companies thus ensuring continued innovation and progress spurred by an internal
competitive environment, however, ten years ago it was determined that in order to achieve
global success a centralized executive development function was necessary to maintain
commitment to its vision (Fulmer, 2001). These very decisions are what separate J&J from the
rest of the pack and ensure continued growth and success. By acknowledging their strengths and
weaknesses internally, J&J has continued to be a leader in a very competitive global business
economy. Furthermore, the diverse backgrounds of its board of directors is proof of J&Js
commitment to diversity and the impact it has in recruiting a diverse work force with its thirteen
members being comprised of three women, three Black members and one Latino
(DiversityInc., N.D., para. 2). According to the NY Times article in which Marjorie Geller vice
president of recruiting at J&J states Every key process in our company, including procurement,
supply chain, product development, information management, sales and marketing, and
community service, places a strong emphasis on diversity values (NYTimes, N.D.). Keeping
with the organizations Credo and organizational standards, J&J developed the Standards of
Leadership in an effort to unify core objectives and encourage multicultural experiences and
again spurring positive change and results throughout the organization.
Culture and Ethics
Johnson & Johnson is a leader in ethical behavior and corporate social responsibility. J&J
is concerned with human rights violations, such as forced labor, sexual violence, human
trafficking and child labor, as well as any potential conflicts with suppliers and their supply
chains (Johnson & Johnson, Conflict Minerals, N.D.). Throughout the organization numerous
programs have been created in an effort to recognize the importance of diversity and educate not
only its employees but consumers as well. One such program is the employee resource group

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which focuses on shared interests and experiences and provides support such as mentoring,
community outreach, supplier diversity, career development and cultural awareness activities
(Johnson & Johnson, Diversity & Inclusion, N.D.).
At J&J, ethical behavior and corporate social responsibility is extremely important and it
clearly outlined in the company Credo written by founder Robert Wood Johnson during the mid1940s and can be found on the company website www.j&j.com. This Credo was ultimately
tested in 1982 during a product tampering issue surrounding Tylenol in which seven people lost
their lives after using the cyanide-laced product. Johnson & Johnson took immediate action
notifying the nation through various media channels and recalling and destroying 31 million
bottles resulting in a $100 loss in retail value; and went even further by informing consumers
not to resume using its products until the extent of the tampering could be determined
(Sheffert, 2001, pg. 57). This is an example of what separates J&J from its various competitors
and solidifies its position as a global leader, not only in ethics but by its unwavering commitment
to corporate culture and values which have been molded since its creation over 100 years ago.
Diversity Stance
In an effort to ensure continued diversity and a strong commitment to not only its Credo
but its current and future business goals, Johnson & Johnson continues to recognize the
importance of education and the need for up-to-date knowledge and skills. An example of this
commitment can be located on an online website called Johnson & Johnson Diversity University.
Diversity University was established to educate current employees in an effort to build the
competencies necessary to meet and conform to the standards, policies, and procedures that set
J&J apart from its competitors. The website provides a compilation of guides, toolkits and
resources for self-guided learning; a strong elearning curriculum that includes Diversity &

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Inclusion Fundamentals, Building Trusting Relationships in a Global and Diverse Environment,

and Leveraging Diverse Thinking Styles: The Whole Brain Advantage; as well as links to other
interactive portals providing cross-cultural education and skill building exercises all for no cost
(Johnson & Johnson, Diversity & Inclusion, N.D.). Johnson & Johnson continues to recognize
the importance of maintaining a diverse staff comprised of differences in gender, age, race,
ethnic background, and much more. In the article, Ranking the Top 100 Firms According to
Gender Diversity, by Dr. Rajneesh Sharma and Dr. Susan Givens-Skeaton, Johnson & Johnson
was ranked as having the highest gender diversity out of 100 US firms (Sharma & GivensSeaton, 2010). It is these types of results which suggest that J&J is on the right track in
maintaining a positive stance on importance of diversity. By advocating a strong commitment to
diversity and the importance of social responsibility J&J continues to recruit talented individuals
dedicated to maintaining the integrity of the organization and ensuring that its Credo will be
inherent in the years to come.

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References
Cameron, C. (2007). Johnson & Johnson Canada's Design, Development and Business Impact of
a Local Leadership Development Program. Organization Development Journal, 25(2),
P65-P70.
DiversityInc. (N.D.). Johnson & Johnson: No. 10 in DiversityInc top 50. Referenced from
http://www.diversityinc.com/johnson-johnson/
Fulmer, R. M. (2001). Johnson & Johnson: Frameworks for Leadership. Organizational
Dynamics, 29(3), 211-220.
Iannuzzi, A., & Haviland, R. T. (2006). Design for the environment at Johnson & Johnson: A
product design process. Environmental Quality Management, 15(3), 43-50.
doi:10.1002/tqem.20091
Johnson & Johnson. N.D. Conflict Minerals. Referenced from
http://www.jnj.com/caring/citizenship-sustainability/strategicframework/conflict-minerals

Johnson & Johnson. (N.D.). Diversity and inclusion programs & activities. Referenced
from http://www.jnj.com/about-jnj/diversity/programs

Johnson & Johnson. N.D. Global diversity & inclusion: Differencesdeliver results. Referenced
from http://www.jnj.com/sites/default/files/pdf/Global%2BDI%2BCall%2BOut.pdf
NY Times. (N.D.) Leading with diversity. NY Times. Referenced from
http://www.nytimes.com/marketing/jobmarket/diversity/jandj.html
Scheiwiller, T., & Symons, S. (2009). Corporate responsibility and paying tax. OECD Observer,
(276/277), 27-28.
Sheffert, M. W. (2001). The High Cost of Low Ethics. Financial Executive, 17(6), 56-58.

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Willems, H., & Smet, M. (2007). Mentoring Driving Diversity. Organization Development
Journal, 25(2), P107-P111.