Symone Blake, Toral Patel, Amirah Shaikh, Victoria Skarbinski

1. Symone Blake, Toral Patel, Amirah Shaikh, Victoria Skarbinski

2. Agenda • Introduction to J&J • Industry Overview • Competitors • Diversity and Inclusion • Financial Review • Principled Leadership • SWOT • Recommendations • Conclusion

3. Introduction • Founded in 1886 • New Brunswick, New Jersey • Operates in over 60 countries • Product sold in over 275 countries

4. Overview of J&J • The world’s 6th largest consumer health company • 3Business Segments: • Consumer • Pharmaceutical • Medical Devices and Diagnostics

6. U.S and International Overview • United States • Acquired the McNeil Plant in Fort Washington, PA in order to enter Pharmaceutical Industry. • 94 subsidiaries in the United States • International • Acquired Jansen Pharmaceutica in China to build international presence. • 130 subsidiaries in 60 countries • Employees work in the country of their origin.

7. Industry Background • Pharmaceutical • Food and Drug Administration • Patents • Allows creator to be the only seller until the patent expires. • Industry Composition

8. Competitors Diversity and Inclusion Analysis • Novartis • Switzerland Based • Entrepreneurial Leadership Program • Pfizer • US Based • Colleague Council • Covidien • Ireland Based • Networking Events

9. Competitor BoD Breakdowns

10. Industry Diversity & Inclusion • Dominated by Men • Push to hiring a more diverse employee base. • Open door policies • Speak comfortably with managers before seeking HR • Employee Engagement Surveys • Be a voice without a face

11. Board of Directors

12. Strategic Positioning

13. Financial Graph (millions)

14. “Our Credo” • If a problem occurs within the company they utilize the credo to fix it. • Tylenol Poisonings of 1982 • Motrin/Tylenol Recalls of 2008-2011 • Artificial Hip Recalls Philosophy

15. “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 make a tremendous effort to recruit a diverse work force, both in the United States and around the world” Diversity and J&J Diversity & Inclusion (Late) Marjorie Geller Vice President Recruiting

17. Wide definition of diversity • Office of Diversity and Inclusion • Mentoring Programs • Diversity University • Employee Resource Groups J &J Management of Diversity and Inclusion

18. Affinity Groups • Affinity groups are created by employees to provide mentoring, community outreach, cultural awareness and career development. • African American Leadership Council • Community of Asian Associates at Johnson & Johnson • Gay and Lesbian Organization for Business and Leadership • Hispanic Organization for Leadership and Achievement • South- Asia Professional Network • Association and the Women’s Leadership Initiative

19. Global Talent Management • J&J has a decentralized management system  obtains the most talented and diverse people. • Various ways of enticing top talent • On-the-job training plus extensive • Compensation, benefits, and employee programs • Broad range of career options • The opportunity to work flexible hours, acquire education, adoption, child care, and elder care.

20. -Identifies qualified Master’s and MBA graduates for developmental roles with Health Economics and Market Access for all Johnson & Johnson companies -Prepares participants for leadership roles in the Asia-Pacific, Europe/Middle East/Africa, or Latin America businesses. International Recruitment& Development Program (IRDP)

21. There are many development programs for domestic employees but are not limited to domestic employees: Enterprise Leadership Programs Company- specific Leadership Programs Domestic Programs

22. Principled Leadership

23. ColaLifeThe objective is to make ‘social products’ available in remote rural areas:

24. Corporate Citizenship Trust • Tackling violence against women in Spain • Volunteering with special Olympics in Ireland • Empowering rural communities in Afghanistan • Home away from Home Kids with Cancer in Italy • Learning and Earning East Africa • Helping children with difficulties in Greece • Living with AIDS/HIV in Russia • Ocean Exploration • Health info to chronically sick people in Germany • Moving forward in the UK- poverty, obesity, inspiration for healthcare

25. Awards and Recognitions • LATINA Style Magazine – top 50 Company for Latinas to work for in the United States. • No. 2 by Interbrand’s 2012 Best Global Green Brands report. • Fortune magazine’s list of the World’s Most Admired Companies • 10 Best U.S. Corporations for Veteran-Owned Businesses for 2012 by the National Veteran-Owned Business Association (NaVOBA). • 100% for the seventh consecutive year on the annual Corporate Equality Index (CEI) by the Human Rights Campaign Foundation (HRC) • Humanitarian of the Year Award for our leading role in its Healthy Mother, Healthy Child initiative (UN). • Working Mother -one of the “Top 100 Companies for Working Mothers” • Diversity Inc No. 11 J&J, No. 8 Diversity Inc for Women

27. Recommendations & Plans • Be more transparent with measures of diversity • Take more measures before releasing a product to avoid recall • Having high quality products will keep and attract a diverse employee base. • Return focus on the values outlined in the Credo • Create a system giving employees the opportunity to work in different markets around the world- talent mobility

28. Conclusion • Pharmaceutical is the largest business segment • JnJ are considered leaders in Pharmaceutical industry & diversity • Overall very diverse and inclusive • A global brand presence