Company Background

“Caring for the world, one person at a time” has inspired Johnson & Johnson for over 125 years. With 128,000 employees in 60+ countries, Johnson & Johnson is the world’s largest, most diverse healthcare company, touching the lives of more than a billion people every day.

Caring for employee health and well-being is central to Johnson & Johnson’s company culture, demonstrated through its commitment to employee wellness for over 100 years. Johnson & Johnson is a forerunner in creating a Culture of Health, which is cultivated by a global environment that supports healthy choices, provides innovative programs and initiatives and takes a holistic approach that includes mental, emotional and physical well-being to drive and sustain better health and wellness. At Johnson & Johnson, it starts with active leadership support and participation beginning with the CEO, and is carried throughout the organization with the support of Health Champions who lead by example and ensure that employee health is part of the business agenda. Health Champions are part of a network of positive influencers who can provide leadership as well as strategic and practical support. With the help of these champions, Johnson & Johnson is able to foster an environment where wellness isn’t a program or offering, but a core value.

Leadership Commitment

Johnson & Johnson continually applies new and innovative approaches to help achieve the company’s vision of having the healthiest employees in the healthiest company for years to come. In 2010, the Johnson & Johnson Executive Committee launched Healthy Future 2015, outlining enterprise-wide goals. These goals drive program development and participation at all levels within the organization, and progress against each of the goals is reported externally on an annual basis. Leadership commitment includes publically setting and communicating health goals that are part of the Healthy Future 2015 sustainability goals.

Johnson & Johnson’s Vision for a Healthy Employee
Individuals who actively invest in their health and well-being to achieve their own personal best; they achieve balance in body, mind and spirit, igniting full engagement and purpose at work, at home and in their communities. Additionally, they work in an environment that fosters and supports healthy choices.

These health goals are focused on three interrelated areas: access to Culture of Health programs; employee participation in Health Assessments; and driving a low health risk culture. Progress toward these goals is reported annually in the Johnson & Johnson Citizenship and Sustainability Report.1

Goal 1: Improve access to culture of health programs
To support a Culture of Health, Johnson & Johnson established a 12-program framework that provides core essential elements across all locations, while permitting customization according to location, culture and local health risks. Since lifestyle changes are deeply rooted in personal choice and behaviors, Johnson & Johnson is creating an environment that will further cultivate the right choices. This goal aims to provide employees across the globe access to a rich and fully implemented set of health programs and services that are centered on Prevention, Protection and Performance.

Prevention programs aim to keep employees healthy, via preventative services, innovation and education. Some examples include:

  • TOBACCO FREE worksite and support for those who want to quit the use of tobacco products2
  • HEALTH ASSESSMENT to help employees know their key health numbers and risks
  • EMPLOYEE ASSISTANCE PROGRAMS (EAP) access to confidential, professional counselors that support mental health and well-being
  • PHYSICAL ACTIVITY movement opportunities such as gyms, walking trails and exercise classes
  • HIV/AIDS POLICIES AND PROGRAMS providing a nondiscriminatory work environment in regards to HIV/AIDS status, with access to confidential testing and treatment
  • EDUCATION/AWARENESS of how to prevent chronic diseases, providing choices and education around healthy foods on site and for catered meetings and creating understanding of preventative causes of and appropriate screenings for cancer

 


Protection programs and services are those designed to keep employees safe through compliance with regional regulations and adherence to Johnson & Johnson’s standards and quality care. Some examples include:

  • ON-SITE SERVICES to provide general first aid and work-related injury/illness care and follow up
  • TRAVEL HEALTH for the business traveler, with health services and health care access
  • MODIFIED DUTY to assist employees to return to work and wellness after an illness or injury
  • MEDICAL SURVEILLANCE exams and check-ups to ensure you remain safe and healthy while on the job

 


Performance programs link good health and well-being to high performance.
Some examples include:

  • STRESS PREVENTION/RESILIENCY TRAINING training available upon request to help employees deal with stress in a positive way
  • WORK LIFE BALANCE programs that respect the need for flexibility in when, where and how employees work, providing resources to meet work, family and personal responsibilities
  • ENERGY FOR PERFORMANCE IN LIFE a program designed to help employees manage and maximize their energy to achieve balance in body, mind/emotion and spirit

 


Goal 2: Increase employee participation in Health Risk Assessments
Recent research conducted by AHA and Nielsen suggests that many employees across America do not know their numbers for key measures of health, like blood pressure or cholesterol. This may make it more difficult for these individuals to accurately assess their health, set health goals and make simple behavior changes – like being more active and monitoring blood pressure – to achieve them. Johnson & Johnson seeks to ensure that every employee has the ability to voluntarily participate in a personal health risk assessment. By “knowing their numbers” in context of their lifestyle habits and health risk scores, employees can face their personal truth and reflect on the changes that need to be made that are unique to their situation.

Goal 3: Increase the percentage of employees that are “low” health risk
As a result of activities supporting its first two goals, Johnson & Johnson has made great progress in improving employee health. Johnson & Johnson defines employees with “low” health risks as those who have 0-2 health risks as derived from the Health Assessment.

Results
Since 2010, Johnson & Johnson has made great progress toward meeting its Healthy Future 2015 goals.

Healthy Future
2015 Goals
Results as of September 2015
Goal 1
90 percent of employees have access to Culture of Health (COH) programs
90 percent of all employees have access to all 12 fully implemented COH programs

  • Overall increase of 56 percent since 2010
  • Outside the U.S.: 85 percent access in 2014 (an increase of 78 percent since 2010)
Goal 2
80 percent of employees have completed a health risk assessment and “know their numbers”
87 percent of all employees (unique participants) have completed a health assessment

  • 57 percent increase since 2010
  • For the U.S.: 95 percent
  • Outside the U.S.: 80 percent, with a 66 percent increase since 2010
Goal 3
80 percent of assessed population is considered “low” health risk
Data not available until early 2016

The future focus for Johnson & Johnson is to continue to foster a workplace with an environment that encourages healthy choices and enables employees to achieve their personal best at work, home and in the community.

References

  1. Johnson & Johnson. 2014 Citizenship & Sustainability Report. (2014). at
    http://www.jnj.com/sites/default/files/pdf/cs/2014-JNJ-Citizenship-Sustainability-Report.pdf
  2. American Heart Association. Tobacco Control in the Workplace. (2015). at www.heart.org/playbook