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Walking the Walk: Increasing Diversity in Leadership at Johnson & Johnson Walking the Walk: Increasing Diversity in Leadership at Johnson & Johnson

We've committed to increase the number of Black vice presidents and managers at our company by 50% by 2025. Here's how we're doing it.

A lot of companies are talking about diversity, equity and inclusion right now, and that's a good thing. It's a conversation we've long been part of, as well.

But it isn't idle chatter. At Johnson & Johnson, we're taking bold, decisive actions. We have to—after all, only 8% of the employees at Fortune 500 companies are Black. Taking action is the only way we're going to bring our vision of a more diverse, equitable and inclusive workforce to life.

Our latest hiring announcement is a case in point. The goal?

Increase the number of Black vice presidents and managers at Johnson & Johnson. By 50%. By 2025.

That's an ambitious goal certainly, but we're confident we can hit it, mainly because of the great work that's being done—by recruiters, senior leaders, partners and many, many others—on the ground right now. Here's a quick look at what's going on behind the scenes.

A Basis for Action: Our Pledge to Increase Diversity

Making good on our pledge to significantly increase Black representation in senior leadership is going to take a concerted effort. We'll need to continue to hire the best and the brightest from around the world, of course. And we'll need to do an even better job of powering their success once they're here.

How are we going to bring all of this to life? We're taking a number of steps, starting with these:

  • Hiring!
  • Making key enhancements and changes to our recruiting practices to build better relationships with and engage more diverse candidates
  • Incorporating diversity into the annual performance plans by which all people managers are evaluated
  • Training managers on how to role-model inclusive behaviors
  • Creating college scholarships at historically Black colleges to promote interest in science, technology, engineering, math, manufacturing and design career paths (and increase the number of women in those fields, too)

At the same time, we’re examining all of the areas where we operate—and all of the ways that we touch people’s lives—with the goal of increasing diversity, equity and inclusion.

For example, if you look at the historical data from clinical trials for potential oncology treatments, less than five percent of study participants have been Black Americans, despite the fact that Blacks represent 13% of the U.S. population as a whole. Correcting these kinds of gaps and imbalances, which sit at the intersection of race and representation, and have implications extending to health and power, is exactly what we're trying to accomplish over the long haul.

Increasing diversity, equity and inclusion. Continuing to grow a workplace where everyone belongs. These are foundational commitments at Johnson & Johnson. They're at the core of Our Credo, but we have to take action to ensure that they continue to come to life every day. And so we are, whether that means developing more women in data science career paths, supporting the growth of diverse managers through our Enterprise Sponsorship Program or working to bring to life these latest hiring goals.

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Come join us. Be yourself. Change the world. Check out all of the opportunities we're hiring for today.

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