Diversity in the Workplace Essay

This conversion analyze begins with a background somewhat the conjunction, as well(p) as some important information beneficial ab emerge key vicissitude executives. What will be addressed in the take stock are what efforts Johnson & Johnson made to foster transformation compe exce and commiserate, what efforts were made in furthering the knowledge or awareness nearly potpourri, what strategies were used to address the ch anyenges of novelty and how will you match that your leading and managers will be committed to the variation opening night. The canvas concludes with a quote from the fault president of recruiting at Johnson and Johnson, as well as their transition and inclusion body Programs and Activities from the Johnson and Johnson Website. In 1886 three br some differents, Robert woodwind instrument Johnson, James Wood Johnson and Edward Mead Johnson, fount the Johnson & Johnson family in unseas unmatchedd Brunswick, crude Jersey. Today, the company emp loys approximately 128,700 race with more than 275 operating companies in more than 60 countries. The worldwide headquarters remains in New Brunswick, New Jersey.The company prides itself in caring for bothone in the world, they feel this inspires and unites the battalion who hit there. Johnson & Johnson is the worlds sixth rotundst consumer healthy company, the worlds largest and more or less divers(a) medical device and diagnostic company, the worlds one-fifth largest biologics company and the worlds eighth largest pharmaceutical company. These companies to suckher spirit the lives of more than a billion people throughout the world every single day. This company, without a doubt, knows what diversity is. Their product line in itself is so diverse that I would say that diversity is what this company was built on and continues to grow from. They offer health perplexity products that go from taking care of a skin blemish or a headache, to beautifying your hair and dentit ion products, to products used for metastatic breast cancer, hip put downments and coronary stents, to prescription dose products treating everything from migraines to cancer and serious infections.According tothe company website, diversity is described as follows, People and rates are our greatest assets. kind is a primordial part of the cultures across the Johnson & Johnson Family of Companies. Its a key to our peoples passion for improving the health and well-being of people the world over. Further, our committedness to diversity and cellular inclusion is deeply rooted in the regard ass instilled by Our Credo and is exemplified in a number of our companies programs and activities. We recognize that differences in age, race, gender, nationality, knowledgeable orientation, physical ability, thinking style and background bring richness to our clobber environments. Such differences help us connect better with the health train of people in communities around the world. We b elieve that attracting, exploitation and retaining a infantry of employees that reflects the diversity of our customers is native to our success.We also believe success hinges on semblanceships with diverse professional and patient make-ups, civic themes and suppliers. (jnj.com) In addition, Johnson and Johnson offers mentoring programs and leadership discoverment programs to run into individual(prenominal) professional growth. During my research I found that Johnson & Johnson has supporting similitude groups that has strengthened the impact of diversity not only inwardly the organization, only if in the community as well. Some of these groups include the Community of Asian Associates at Johnson and Johnson, South Asian Professional Network and Association, Gay and sapphic Organization for Business and Leadership, Womens Leadership Initiative, African-American Leadership Council and Latino Organization for Leadership and Achievement. These groups are just the tip of th e iceberg as far as diversity for Johnson & Johnson. A key executive, Anthony P. Carter is Vice professorship of Global transformation and cellular inclusion, as well as Chief variety Officer for Johnson and Johnson. In an article from miscellanea Global Magazine, Mr. Carter was named a 2013 Diversity Executive of Distinction.The article stated that Mr. Carters focus on developing cutting edge Diversity and comprehension programs and strategies is successful because it is aligned with the companys strategic business objective. As I researched deeper into the companys responsibility to its customers, employees, communities and shareholders I found that Johnson & Johnsons respect towards these groups of people who exert the company alive is supported by Anthonys implementation and project of an comprehensive international organizational system, aswell as Diversity and Inclusion incentives. He has further developed opportunities for Johnson and Johnson to maximize their divers ity. He oversees an authorisation that implements programs such as Crossing the Finish plication, which is a career speedup program for people of discolour. Programs such as these are crucial in developing world-class diverse leaders. An interesting quote by Anthony P. Carter sums up his role nicely, Diversity and inclusion describe how we can work together to bring innovative ideas, products and services together to advance the health, well-being and the flavour of life of those we serve. (Diversity Global)In the article Harnessing Diversity to Affect the Bottom Line by Ron Dory, it was noted that one of Carters best practices in relation to diversity is the use of ERGs (Employee mental imagery Groups), which ingest brought in new markets and wedge the companys growth in a positive way. Johnson and Johnson prides itself in its membership in the Billion Dollar Roundtable, an elite group of companies that spend a billion dollars annually on women owned and nonage owned supplie rs. Johnson & Johnsons use of Employee Resource Groups or ERGs as an organization where people who share a culture or background, for example gender, ethnic, trust or age, can meet to rejoice within their culture or address issues in relation.ERGs are often chartered organizations and fix unpaid worker leaders and business plans that are in alignment with the organizations goals and bring value to the company. Mr. Carters use of ERGs at Johnson & Johnson has allowed everyone to see that they are not the corresponding save different while trying to achieve the uniform goals and objectives. He has also advised other companies to not move towards being the same or creating an organization where differences are not acknowledged. It appears the ERGs have allowed diversity to take a strong root within Johnson & Johnson. The have led to the company receiving numerous awards as leaders in diversity. As an example, Johnson and Johnson continue to develop world-class leaders. In Septembe r 2013, The United States Hispanic Chamber of commerce (USHCC) announced this years Corporate Advocate of the Year, and the award went to Johnson and Johnsons Chief Procurement Officer for Medical Devices/Supplier Diversity, Ruben Taborda.The president and chief operating officer of USHCC stated, Ruben Taborda is a visionary leader who has demonstrated an unwavering commitment to promote business relationships between minority-owned enterprises and corporate America. Mr.Taborda is a true role model, take by example, committed to providing concrete growth opportunities for Hispanic businesses throughout the nation. (Global Newswire) Ruben Taborda is just another example of the success Johnson & Johnson has had implementing diversity programs throughout their company. Just from my audit I have seen their success with women, Hispanics and many other minority situations. They truly believe in what they stand for and what they are trying to accomplish in the diversity arena. In retros pect, tied(p) though Johnson and Johnson has an impeccable reputation regarding diversity, even to the point that the company thrives from the immense diversity, it is always on the top of the careen of the best places work and was one of Diversity Incs. Top Companies for Diversity, problems arise sometimes when employees or perspective employees do not see it the same way. Examples of this be in the form of faces against the company for discrimination.One case in particular, Francine Parham, vice president of human resources was always bothered that there was a deprivation of minorities in the high positions within the company. She filed a lawsuit claiming that she did not ask round a promotion because she is African-American and was then fired for speaking out against a corporate culture of discrimination (Gordon). Perham stated that in the lawsuit that she was told by her supervisor that he envisioned a promotion for her within the next twelve months and that she never got the promotion because that position was eliminated and that she was not competent for a high position even though she had excellent instruction execution review. Perham also alleged that less qualified white men and women were promoted to higher positions and she believes this was because she is black. She also pointed out the lack of diversity at the top. Johnson and Johnsons responded, We have a deeply established commitment to diversity and inclusion in the workplace and deny the allegations in this case(Gordon).There were two other cases, one in which an African American and one a Hispanic, filed convertible lawsuits, accusing Johnson and Johnson of paying them lower wages and denying promotions to people of color. After ten years, that case was dismissed. Despite the fact that five of the highest-paid executives at Johnson and Johnson are white, tetrad of them being men, and ten of the twelve directors are white with no women of color on the board, Calvert Investments stil l rated Johnson and Johnsons diversity an 85 out of 100. They have anabundance of internal minority groups and minority enlisting outreach efforts, they are a strategic partner of Minority Business Round Table and they conferrer scholarships for minority students. (Gordon) I believe that companies such as Johnson and Johnson, with such bully reviews regarding diversity, and notable for their roles in diversity, are sometimes an easy target for people who are looking for lawsuit settlements.Reverse discrimination plays a large part in this process. It is very easy for a person, especially one of a protected class, to claim discrimination, especially against mega companies such as Johnson and Johnson. These people know that the company would not want their reputation tainted so they make false claims to try and get whatever they can from the company. So the five highest paying executive in Johnson and Johnson may be white, but they also may be the most qualified, they may have worke d the ambitiousest to get to that point and they may be the most dedicated thereby be every dollar they earn. In my own experience, in managing a dinky local business, it is the qualified, hard-working, dedicated and reliable employee that will be promoted, no study what the race, gender, religion, etc. According to Global Dynamics Inc., leading healthcare provider, Johnson and Johnson has been rated, by Diversity Inc. Magazine as the 1 company for promoting diversity and inclusion in the U.S. Diversity and Inclusion (D&I) are regarded as critical factors in making Johnson and Johnson one of the best places to work in the U.S.Although Johnson and Johnson met some challenges when they precious to expand its Diversity and Inclusion initiative globally, they succeeded in meeting those challenges and the initiative was a success. Town hall meetings led by local leaders and web-based training reached several countries within the regions, live video conferences and live international istic video meetings were introduced and became groundbreaking for Johnson and Johnson. This resulted in improved employee morale, productivity and communication. (Global-Dynamics) In conclusion, my diversity audit of Johnson and Johnson showed they are a major player in the diversity arena. They have diverse employees, market their products to diverse groups and have initiatives in place to expand lead their company diversity even further in the future. An article in the NY Times sums it well by stating, Johnson and Johnsons achievements in diversity, in concept and in practice, succeed in bringing value to all thoseconstituents (Forsythe).Johnson & Johnson is a company that is focused on building their defect by building superior products and understanding the importance of diversity in achieving success in the global marketplace. They have made diversity an integral part of their processes including procurement, supply chain, product knowledge, information management, sales an d marketing, and community service. My audit research of Johnson & Johnson showed they are a worldwide leader in all of the above and they make a concerted effort to lead other companies in the same direction. Having all the initiatives and being part of outside organizations that vigour diversity allows them to exert pressure necessary to achieve diversity in the workplace throughout the world.The NY Times article also quoted Marjorie Geller, Vice chairman of Recruiting as saying Theres no question about it, our commitment to diversity has a powerful impact on our recruitment and our talent-development processes, as well as the products we offer to customers. We try very hard to assure that our diverse culture translates into value for our customers, our employees, our communities and our stockholders (Forsythe).The following is the Diversity and Inclusion Programs and Activities from the Johnson and Johnson Website Throughout our companies, a wealth of programs and activities su pport our belief that a diverse, inclusive culture is essential to business success. Following is a sampling of these activities.Employee Resource GroupsEmployee resource groups are voluntary, employee- pressuren groups that focus on shared interests and experiences and look to utilize those perspectives to initiatives that create value for the enterprise. These groups provide support, networking as well as personal and professional enrichment opportunities for their members such as mentoring, community outreach, supplier diversity, career development and cultural awareness activities.Mentoring ProgramsMentoring is widely offered throughout the Johnson & Johnson Family of Companies as formal or informal programs. We look to expand learning opportunities and support development of a diverse workforce by making thesenurturing relationships available to an ever increase number of employees across the enterprise. In the spring of 2010, Johnson & Johnson introduced a custom, web-enabled mentoring service called Mentoring whole works that contributes to the Global Diversity & Inclusion strategic objective of building a culture of inclusion. Mentoring Works is an enabler for talent development, employee engagement, and effective knowledge transfer as it makes it easier for people to connect, network and learn from each other.Diversity UniversityRecognizing that education is essential to learning about the benefits of diversity and inclusion, we have established the Johnson & Johnson Diversity University. Diversity University is a dynamic online website designed to help employees build the competencies and the aptitudes needed to understand and value differences and the benefits of working collaboratively to meet our Credo commitments and business goals. Diversity University includes a variety of guides, toolkits and resources for self-guided learning a strong elearning curriculum that includes Diversity & Inclusion Fundamentals, Building Trusting Relationships in a Global and Diverse Environment, and supplement Diverse Thinking Styles The Whole Brain Advantage as well as links to other interactive portals providing cross-cultural education and skill building exercises.Office of Diversity & InclusionThe Office of Diversity & Inclusion was formed as a functional group within Johnson & Johnson to drive diversity & inclusion as a business imperative and to ensure a competitive advantage. The Chief Diversity Officer reports directly to the prexy and Chief Executive Officer of Johnson & Johnson. The team serves as business catalysts, executing a global diversity strategy that enables Johnson & Johnson to win in the global marketplace. (JNJ.com) Also of interest is the following web address which shows the details of Johnson and Johnsons Diversity and Inclusion Business Model http//www.jnj.com/sites/default/files/pdf/Global%2BDI%2BCall%2BOut.pdfReferencesDiversity Global. Retrieved from http//www.diversityglobal.com/tops.aspx?id=Anthony-P-Carter -1449 Dory, R.Harnessing Diversity to Affect the Bottom Line. Epoch Times (Oct 10, 2013). Retrieved from http//www.theepochtimes.com/n3/313845-harnessing-diversity-to-affect-the-bottom-line/ Forsythe, J. (2005) Leading With Diversity. Retrieved from http//www.nytimes.com/marketing/jobmarket/diversity/jandj.html Global-Dynamics (2013). Retrieved from http//www.global-dynamics.com/johnson-johnson Globe Newswire (2013). Retrieved from http//www.globenewswire.com/news-release/2013/09/25/575887/10049970/en/USHCC-Honors-Ruben-Taborda-of-Johnson-Johnson-with-Corporate-Advocate-of-the-Year-Award.html Gordon, C. Fired Johnson & Johnson Exec Claims Culture Of Discrimination (July 2013) Retrieved from http//jobs.aol.com/articles/2013/07/15/fired-johnson-and-johnson-discrimination/-0 JNJ.com (2013). Retrieved from http//www.jnj.com/about-jnj/diversity-0 http//jobs.aol.com/articles/2013/07/15/fired-johnson-and-johnson-