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Our Responsibility to Employees

Our responsibility to employees

Our responsibility to employees

Our Responsibility to Employees

As a Janssen employee, your rights as an individual are paramount. Whatever your gender, ethnic background, sexual orientation or health or situational needs, we do our upmost to ensure that you feel an included, respected and fulfilled member of the Janssen family.

Our Credo guides how we look after our employees

The values that guide our decision-making at Janssen are spelled out in Our Credo. It’s a document that is key to understanding how we run our business and also how we treat our staff. When it comes to working with Janssen, we believe in the following:

We are responsible to our employees who work with us throughout the world. We must provide an inclusive work environment where each person must be considered as an individual. We must respect their diversity and dignity and recognise their merit. They must have a sense of security, fulfilment and purpose in their jobs. Compensation must be fair and adequate and working conditions clean, orderly and safe. 

We must support the health and wellbeing of our employees and help them fulfil their family and other personal responsibilities. Employees must feel free to make suggestions and complaints. There must be equal opportunity for employment, development and advancement for those qualified. We must provide highly capable leaders and their actions must be just and ethical.

Read Our Credo in full

Diversity and inclusion


At Johnson & Johnson, we strongly believe that diversity is a fact – while inclusion is a choice.

Johnson & Johnson has always recognised and embraced the importance of diverse perspectives. We believe that one of the best ways to understand and meet the needs of our patients and customers is to have a workforce that reflects their diversity. 

Janssen is a welcoming place where diverse ideas can flourish, and where we actively encourage employees to be their true, authentic selves. 

With our Global Diversity & Inclusion Strategy, we’re taking steps to build the most inclusive environments possible, and thereby maximise the different talents in our company.

Employee Resource Groups


Within Johnson & Johnson, we have several Employee Resource Groups (ERGs) in countries across the EMEA region. The idea is to create a company culture of belonging, where open hearts and minds are combined to unleash the potential of the brilliant mix of people we have working with us.

ERGs are voluntary, employee-led groups that focus on shared identities, affinities and experiences, and that look to apply those perspectives to initiatives that create value for all of Johnson & Johnson. 

Different countries have different ERGs. Below you'll find details of some of them, along with examples of how Janssen in Germany is supporting working parents, and Janssen in Switzerland is tackling unconscious biases.

“The BAME ERG is committed to achieving ethnic diversity across our business that is reflective of the population we live and work in. This will enhance our competitive advantage and fuel the future of human health. We strive to create a fully inclusive organisational environment which champions the advancement of all ethnic minorities and creates a safe working place for all.”

Shabiha Azam

Lead, BAME, Employee Resource Group



African Ancestry Leadership Council (AALC) aims to establish company-wide goals to make Johnson & Johnson the #1 company of choice for talent and consumers with African heritage.

Learn more

Alliance for Diverse Abilities

Alliance for Diverse Abilities actively creates an enabling culture for people with diverse abilities, their caregivers and advocates, to enable employees of all abilities to be and do their best every day.

Learn more


Association of Middle East & North Africa (AMENA) works to increase awareness and promote appreciation of the unique cultures within the geographic region of the Middle East and North Africa.

Learn more

Generation NOW

Generation Now exists to provide members with the inspiration and skills to build their future at Johnson & Johnson. This dynamic community aims to not only bring Our Credo to life, but also to grow the next generation of Johnson & Johnson leaders.

Learn more


Open&Out represents a global network of LGBTQ+ people and allies who are out to make a difference by creating safe and inclusive workspaces, fostering healthier communities and empowering our employees.

Learn more


Women’s Leadership & Inclusion (WLI)’s vision is to achieve gender equality across our business globally to enhance our competitive advantage and fuel the future of human health.

Learn more


The Black Asian Minority Ethnic ERG seeks to achieve ethnic diversity across our business, reflecting the multi-ethnic world in which we live and work. We also want to foster an inclusive organisational environment that champions the advancement of all ethnic minorities.

Supplier diversity


Janssen’s commitment to diversity and inclusion stretches beyond employees. The Johnson & Johnson Global Supplier Diversity & Inclusion Programme supports economic inclusion and job creation for underserved populations, by partnering with an inclusive and diverse supplier base.

Learn more

Addressing unconscious bias


Janssen EMEA colleagues are among the 105,000 Johnson & Johnson employees across the globe who have completed unconscious bias training.

For example, at the Unconscious Bias Awareness Campaign in Switzerland, employees set a goal to make unconscious bias conscious, with a campaign to make employees aware of the biases they have, their consequences and how to overcome them.

The activations included: an event with nearly 1,000 participants; and an employee-led video showing real examples of unconscious bias.

Family @ heart

In discussions and workshops with working parents across the company, Janssen identified critical pain points relating to being a working parent, with the objective of introducing helpful changes. The goal was to shift peoples’ mindsets, make childcare one less problem to worry about, and establish new flexible working models.

To achieve this, the Family @ Heart platform was founded to drive awareness around parenting issues. The platform has now received over 150 employee sign-ups. There has also been an increase in the number of job postings with part-time options, creating a more flexible working model. We've also seen the first management board position with a part-time option listed, while some sectors are proposing that all new positions will have part-time options.

Talent for good: Engaging Employees With Company Purpose

We believe that the skill set, expertise and ingenuity of our employees are the key to our effectiveness in advancing the trajectory of health. To unleash the potential and impact of our talent, we have created (in-field and virtual) programmes and experiences that encourage volunteerism and provide employees with a range of opportunities to help our community-based partners address their critical capacity-building needs.

These programs provide a triple win: NGOs gain extra skills that allow them to make a difference in their communities, employees gain a life-changing experience, and Johnson & Johnson benefits from employees who return to their job rejuvenated and even more committed to a healthy and equitable world for all.

Find out more

“Our strategy empowers our nearly 140,000 employees to grow personally and professionally by giving back to vulnerable and underserved communities. We offer our workforce a breadth of opportunities, no matter what stage of their career, to enhance their skills, expertise and passion, while doing good. For this, we collaborate closely with partner organisations from across the globe, working on the frontlines of health, to work together to be a catalyst for positive change.”

Annet Eijkelkamp

Director Employee Engagement EMEA, J&J Global Community Impact


During the pandemic, our employees and partners have been supporting frontline health workers – with, for example, medically-trained staff returning to the frontlines through our employee medical leave policy, and with tireless efforts to provide and with produce PPE.

As part of the company’s COVID-19 Medical Personnel Leave Policy, any medically trained Janssen employee was able to take paid leave for up to 14 weeks until 31 March 2021, to provide medical services and help diagnose, treat and contribute to public health support for COVID-19. In addition to these efforts, many employees are leveraging the company’s existing policies and programmes to share their skills and expertise.

Learn more in our COVID-19 section, search #BacktheFrontLine on Twitter & Instagram, or visit @JNJGlobalHealth

Simran Gill, Senior Medical Information Officer