Blogs by tag - Johnson & Johnson

Find Your Next Career Breakthrough at Johnson & Johnson

Can a woman have both a career and a family? How does she seek a balance between the two? These are situations and dilemmas many women face at some point in their lives, especially after becoming a mother. At Johnson & Johnson, we understand these challenges our woman employees face and are committed and guided by our Credo values to champion women and give them the tools, resources, and opportunities to succeed at work and home as they work to transform healthcare today and the future of healthcare tomorrow. Join us to hear from three J&J working mothers on navigating their career journeys and their roles as a wife and a mother. Speaker's information Sharon Tantrawan - Senior Manager, Strategic Partnerships and Customer Experience for DePuy Synthes Asia Pacific Deepika Midathala - Business Technology Director, APAC Supply Chain Med Tech Lim Kah Yen - IT Manager, Solution Architect, APAC Janssen Technology What to expect Learn about J&J ‘s commitment to building a diverse STEM2D community and to embracing Diversity, Equity, and Inclusion in our organization Hear from working mothers sharing their experiences on how they find the balance between work and family commitments Career opportunities at J&J Employee programs and benefits scheme available for working mothers at J&JHalf the Sky's mission is to supply the tools that can give every woman the ability to build a successful career and be fully prepared for the future of work. So, that they can lead a healthy, prosperous and more balanced/blended lifestyle of their choosing. By building your confidence, you’re setting foundations to empower yourself and your career. The world is your oyster, and it starts with you. Enjoyed this article? Let us know your thoughts in the comments below:

7 Ways Johnson & Johnson Supports Working Mothers

Johnson & Johnson is proud to have made the 2016 Working Mother 100 Best Companies list. From generous parental leave policies to coverage for special needs, here’s how we stand out from the corporate crowd.For the 31st year in a row, Working Mother magazine has named Johnson & Johnson to its list of 100 Best Companies—organizations that, as they put it, “[go] the extra mile to support working-mom employees and nurture their careers.”10 Women Share What It Means to Be a Working Mom at Johnson & JohnsonTruth is, Johnson & Johnson has been a (more than) equal employer of women since its founding in 1886, when eight of its 14 original staffers were women!Today, the company is proud to offer working moms such family-friendly benefits as 17 weeks of paid leave after giving birth, eight weeks of paid leave following the adoption of a new child, and insurance coverage for children with special needs.Check out this infographic to learn more about the many ways Johnson & Johnson supports working mothers—and even hear from the very moms who’ve benefitted from these company perks.The original article was published here.

11 Ways Johnson & Johnson Has Empowered Women Worldwide for Over 130 Years

As International Women’s Day encourages us to #PressforProgress, we take a look at how the company's innovations and initiatives have helped press for women's progress since its founding.Since 1911, International Women's Day has been a moment to celebrate how far we've come in advancing women's rights—and a reminder of what we have yet to accomplish.At Johnson & Johnson, supporting and igniting the power of women has been a top priority since its founding in 1886. When the company opened its doors, eight out of the first 14 employees were women, and by 1908, the company had eight female department supervisors—a rarity for that time, says Margaret Gurowitz, Chief Historian, Johnson & Johnson.Today, the company continues to innovate with diversity and inclusion programs—helping it garner the #2 spot on the latest Thomson Reuters Diversity & Inclusion Index.And this progressive approach doesn't just stay within company walls.We take a look at the many ways Johnson & Johnson has empowered women all over the world with its pioneering innovations over the past 130 years.1890sEmpowering Women ... During ChildbirthIn the late 19th and early 20th centuries, expectant moms were responsible for gathering the clinical supplies needed for delivering at home, where most births took place.To help reduce high rates of maternal and infant mortality during delivery, Johnson & Johnson teamed up with notable obstetricians to create Dr. Simpson’s Maternity Packet, a first-of-its-kind, mass-produced maternity kit designed to help prevent infections and ensure safe deliveries.The kit—which was likely named after Dr. James Young Simpson, a pioneering Scottish obstetrician—contained such items as sterile sutures, an obstetric sheet and ligatures, antiseptic soap and flannel for wrapping the baby.1897Empowering Women ... By Selling the First Mass-Produced Sanitary NapkinsBefore Johnson & Johnson began manufacturing Lister's Towels—the world’s first mass-produced, disposable, gauze-covered cotton pad—common forms of menstrual protection ranged from rags to rabbit skins—all of which provided poor protection and were dangerously unsanitary.The idea was actually born from Johnson & Johnson's maternity kits. Dr. Joseph Brown Cooke, a surgeon at the New York Maternity Hospital in the late 1800s, worked with Johnson & Johnson to launch a comprehensive maternity kit packed with sanitary napkins—and women then encouraged the company to sell the pads separately.1902Empowering Women ... By Arming Them with Maternal Health InformationNo doula coaches, no What to Expect When You're Expecting, no pregnancy apps. At the turn of the 20th century, expectant moms didn't have a way to get trustworthy guidance on pregnancy and childbirth—until Johnson & Johnson debuted the Hygiene in Maternity manual.The 4-by-6-inch manual, which was available at local drugstores, was designed to fit into a woman's pocket or purse. Its pages featured advice on everything from how to calculate a delivery date to how to prepare for labor, says Gurowitz. The book was also surprisingly modern for its time: It offered advice on keeping Mom healthy during pregnancy, including encouraging moderate exercise.1904Empowering Women ... By Inventing Disposable DiapersBy 1900, women were beginning to enter the workforce in greater numbers—a trend that would continue throughout the 20th century due to shifting gender roles and the need for a larger labor force during World Wars I and II.To help the growing number of hardworking mothers who didn’t have time to scrub tough-to-clean cloth diapers, Johnson & Johnson invented the world’s first disposable variety, Lister’s Sanitary Diapers, which were made from several layers of absorbent cotton, cellulose sheets and gauze.Named after Sir Joseph Lister, who pioneered sterile surgery, the diapers were sterilized to help ward off disease at a time when 100 out of every 1,000 infants didn't make it to their first birthday.1931Empowering Women ... By Pioneering Family PlanningJust two years after the legendary stock market crash of 1929 and while a devastating drought was sweeping through the Great Plains, Johnson & Johnson introduced Ortho-Gynol®, the first prescription contraceptive gel in the world designed to help women take charge of family planning."Before the advent of hormonal birth control, women seeking contraception had to rely on cervical caps and condoms," explains Gurowitz. "So the introduction of Ortho-Gynol was a huge leap forward."1971Empowering Women ... By Inventing (Finally!) Comfortable Period ProtectionBy 1971, thanks to a wave of feminism that was pushing for equal treatment in athletics (Title IX would pass in 1972), more women were turning to exercise—but traditional sanitary protection couldn’t keep up.Always one step ahead of the times, Johnson & Johnson introduced yet another cutting-edge feminine hygiene product in Stayfree® Mini and Maxi Pads, which were some of the first sanitary products that didn’t require belts, hooks or special garments. The pads featured an adhesive strip that kept them in place in standard underwear and offered less-bulky protection that could stand up to a lot more movement.1984Empowering Women ... By Creating a Faster, More Accurate Pregnancy TestWhen at-home pregnancy tests first arrived on the market in the 1970s, women had to wait up to two stressful hours for the results. That is, until 1984, when Johnson & Johnson debuted the Advance Home Pregnancy Test, which was 99% accurate—and cut the wait time to just 30 minutes.Best of all, women knew, without question, if they were pregnant because the test's first-of-its-kind Colorstick technology turned unmistakably blue for positive results.1985Empowering Women ... By Inventing an At-Home Ovulation TestWhile birth control had become legally available to all U.S. women following the 1972 Eisenstadt v. Baird Supreme Court case ruling, the science behind ovulation and conception lagged behind and women had to rely on monitoring their physical signs and symptoms.In 1985, women finally had a more scientific option when Johnson & Johnson's Ortho Pharmaceutical Corporation released the Ovutime Ovulation Test, which included six days of tests that could predict ovulation up to 36 hours in advance.The kit was available over the counter, allowing women to test for ovulation in the privacy of their own homes rather than having to visit their doctor.It helped with family planning and was a vital tool at a time when educational campaigns were stressing the importance of getting enough folic acid in early pregnancy and warning of the risks of alcohol consumption.2010Empowering Women ... Through the Power of Digital TechnologySince 2010, Johnson & Johnson has helped give expectant women living in underserved communities access to vital health information about pregnancy, labor and infant care through such mobile messaging programs as mMitra in India and MomConnect in South Africa.mMitra targets low-income women in urban Indian communities, where rates of death from pregnancy complications and early childhood disease are high. Through mMitra, women receive voice calls twice a week, in their chosen language, that provide preventative care information tailored to their stage of pregnancy or the developmental stage of their child. To date, the program has reached more than 1 million mothers in India.MomConnect, which is available via SMS or WhatsApp, is a stage-based, twice-weekly text-messaging service for new and expectant moms that also enables them to text back with questions or feedback on the quality of care they've received. More than 1.8 million women have received MomConnect messages, and the program has expanded to nurses and midwives, too.2016Empowering Women ... To Take Care of Themselves, TooWhether you're pregnant or up in the wee hours of the morning tackling newborn feeding, it goes without saying that motherhood can be both a joyous and stressful time in life. To help women with these challenging moments, Johnson & Johnson unveiled the 7 Minute Wellness for Expecting and New Moms™ App, a science-based wellness resource created by the company's behavioral, exercise and medical experts.The app helps moms manage and expand their energy levels through guided meditation sessions and quick, easy exercises—empowering them to be their best selves both mentally and physically.2016-2017Empowering Women ... To Succeed in STEMIn 2016, Johnson & Johnson launched 10 worldwide partnerships to help drive the number of undergraduate women enrolling in and declaring majors in the fields of science, technology, engineering, math, manufacturing and design, which it dubbed WiSTEM2D."When women and girls fall off these career tracks, we are all robbed of potential innovators and leaders," says Meri Stevens, Vice President, Strategy & Deployment, Johnson & Johnson Supply Chain. "At Johnson & Johnson, we are taking concrete steps to help girls of all ages stay on the STEM track."These partnerships are part of a companywide commitment to harnessing the power of diversity to improve health for humanity. Partnerships like one with FHI 360 and Junior Achievement, which provides out-of-school STEM programs for girls between the ages of 5 and 18.On the heels of WiSTEM2D, Johnson & Johnson also introduced the Women in STEM2D Scholars Program in 2017, which helps support up-and-coming women working in these fields by providing monetary awards and mentorship at that critical time in their research careers between completing an advanced degree and becoming tenured at a university or institution.The original article was published here.

Meet 5 Change Agents Who Are Helping Advance Gender Balance

One way we can all help improve the trajectory of health for humanity? Bridge the gender gap so more women can shine, innovate and put their mark on the world. Women like these Johnson & Johnson movers and shakers.The phrases “work/life balance” and “gender equality” tend to get tossed around a lot these days—and for many women, they can often feel like insurmountable goals.Which is where these admirable women come in.From launching an online support forum for new parents to spearheading a national symposium aimed at advancing female surgeons in the U.S., these Johnson & Johnson women are at the helm of building a more inclusive and work/life-balanced world through visionary programs they've helped bring to life.In homage to this year's International Women's Day theme, #BalanceforBetter, we share their inspiring stories.“I created a J&J Families forum to support parents and parents-to-be” - Alison Whitmore, Associate Customer Development Manager, Johnson & Johnson Consumer ProductsWhen Alison Whitmore found out she was pregnant with her first child in 2011, she had a ton of questions—including how to tell her boss she’d be going on maternity leave—but she didn’t feel comfortable having such personal conversations with her co-workers.“I was feeling a little alone and thought: Wouldn’t it be great if there was some kind of forum—a private place where I could get my questions answered by other Johnson & Johnson employees navigating this same work culture and who have access to the same benefits? ” she recalls.Whitmore with Alex and AnnabelThree years after her daughter, Annabel, was born, Whitmore gave birth to her son, Alex, and around this time the company implemented an extended maternity and paternity leave. “It’s an amazing benefit, but I had a lot of questions about how people were using it,” she says. Once again, she found herself wishing there was a resource in place.So she decided to create it herself.Whitmore began networking within the company and through the Johnson & Johnson Women’s Leadership & Inclusion (WLI) Employee Resource Group, she was eventually put in touch with colleagues at BabyCenter®, a Johnson & Johnson company. "It is the forum for parents, so it made a lot of sense to us to create a private company group within BabyCenter,” she says.Several BabyCenter employees and WLI members—all moms who loved Whitmore’s idea—volunteered their time to help her create the J&J Families group, a private, anonymous forum for company employees who are trying to conceive or adopt, expecting, new to parenting or just interested in sharing or requesting tips from colleagues in the same life stage.Since launching in September 2018, it has become what Whitmore once dreamed of: a one-stop destination for everything from links to benefits information to an online community where you can get answers to all kinds of pregnancy and parenting questions.“We were very specific about calling it J&J Families, not J&J Moms, so we can also help dads managing paternity leave benefits and adjusting to life as working fathers,” Whitmore adds. “Johnson & Johnson is all about balance—not only work/life balance, but also treating male and female employees equally—so we really wanted to make sure everyone felt like this was a space that could support them through this big life transition.”“I launched 'Through ♥ (Love), We Act' to help attract diverse talent looking to return to the workforce in Japan” -Eunice Masako Quinn, Head of HR, Supply ChainIn her role, Eunice Masako Quinn faced a two-part challenge: improving employee engagement, while also innovating the way her divison retained and attracted talent—especially female talent.So Quinn launched an internal project called #Bringherback, which focused on offering flexible work arrangements to women who'd left the workforce and wanted to return.But she quickly realized that keeping the focus strictly on women was limiting—and not very inclusive. “Japan is an aging society, and more and more women and men are experiencing the pressure of balancing careers with taking care of elderly parents,” she says. “It’s something that’s traditionally expected of children.”To help create an inclusive workplace where everyone feels like they belong, Quinn decided to expand #Bringherback to include men, too, and renamed the initiative “Through ♥ (Love), We Act.”Through this program, the team tapped business sector representatives, employee resource groups, role models who were already leveraging the flexible work arrangements and the HR department to reach out to candidates who have been on leave or out of work for a while and are now wishing to return.“Some left their jobs to be mothers. Others left to try to build their own company," Quinn says. "At Johnson & Johnson, we see these candidates as untapped resources, and we are committed to taking a proactive approach to bring their talent back to us, helping us further develop our culture of inclusion.”“I co-created the Women in Surgery Symposium to help advance women in academic surgery” -Kate Masschelein, Worldwide President for Energy, Medical DevicesA few years ago, at the Association of Women Surgeons, Kate Masschelein met Anne C. Mosenthal, M.D., chair of the Department of Surgery at Rutgers New Jersey Medical School, and an idea was born.Dr. Mosenthal is one of just a handful of women who are female chairs of departments of surgery in the United States and Canada—and out of the approximately 160,000 surgeons in the U.S., a mere 19% are female."At Johnson & Johnson, we are fortunate to have many employee resource groups, like the WLI, to help employees advance in their careers," Masschelein says. “I shared with Dr. Mosenthal that through my work with WLI, it seemed that women in business and female surgeons had similar challenges in the workplace, and perhaps by partnering with WLI, there was an opportunity to help support young female surgeons, too. So we put our heads together and created the Women in Surgery Symposium."The first symposium in 2017 was dedicated to supporting female surgeons by providing a forum to discuss the challenges they face, as well as providing opportunities for mentorship."Leading through change" was the theme. “It was inspiring to see women from across the country and across different surgical specialties listening to each other talk about working their way up through the ranks, and how to set yourself up for promotion,” Masschelein says. Johnson & Johnson speakers joined the event, and WLI sponsor Sandra Humbles, VP for Global Education Solutions in Medical Devices, moderated one of the sessions.Masschelein with Dr. MosenthalIn fact, the symposium was so inspiring to all of the participants that Masschelein and Dr. Mosenthal decided to open it up to more participants in 2018—and nearly doubled the number of attendees.“One of the mentees stood up and shared how appreciative she was for the opportunity to see that she’s not alone—that her challenges are everyone’s challenges,” Masschelein says. “I still think of that moment and it inspires me because it speaks to the fact that, as women—no matter what field we’re in—we’re often faced with the same challenges. The more we see this as an opportunity to help each other, the better.”“I’m helping women in STEM return to the workforce through our Re-Ignite program” -Liz Markus, Director of the Re-Ignite Program, Johnson & JohnsonFor Liz Markus, directing Johnson & Johnson's Re-Ignite program—a cross-company effort to bring individuals back into careers in science, technology, engineering, math, manufacturing and design (STEM2D) after exiting the workforce—feels deeply personal."My husband is a stay-at-home dad, which means I haven’t had to take an extended break from my career,” she says. “But my sister is a stay-at-home mom who will want to go back to work. And after my mother got divorced, she had to go back to work after years of staying home. It’s a bold move to step out of the workforce, and we need to acknowledge that for those who do, it may have been a way to find more balance in their lives."Think of the program as a four-month "returnship" at Johnson & Johnson for experienced STEM2D female and male professionals, Markus explains, including mentoring from company leaders. Once those four months are up, participants have the opportunity to be offered full-time employment. “The Re-Ignite program is a way for Johnson & Johnson to act on—not just talk about—our goal of balance in the workplace.”Since the program's pilot in 2017, Re-Ignite has had five female returnees—all engineers who took career breaks varying in length from two to 14 years. “What I love about this program is that it allows people to make choices,” Markus says. “After all, life isn’t linear. Your career shouldn’t have to be, either.”“I helped launch a mentoring program in Singapore, so employees can pay it forward” -Seina Lee, PharmD, M.S., IBD DAS Commercial Strategy Lead, Immunology, Janssen Asia PacificTo celebrate International Women’s Day in 2018, Seina Lee led the charge on creating a cross-sector, cross-function mentoring program for Singapore-based employees."The objective of the six-month program is to foster professional growth of company talent through leadership, education and networking,” Lee says. “To be inclusive, our program caters to all employees—irrespective of gender—because empowerment requires a significant contribution not just from women, but also from male allies.”[Luly de Samper, head of Johnson & Johnson's Women’s Leadership & Inclusion initiative in Latin America] Meet a Woman Who’s on a Mission to Break Down Gender Barriers in Latin AmericaThis year, the program has enrolled more than 40 mentors and 50 mentees from diverse backgrounds and with different levels of experience. Each of the four committee members personally looks after eight to 10 mentor/mentee pairs to provide tips and advice.The hope: cultivate an environment of continuous learning and development for everyone in the program.Lee speaking at The United State of Women Summit in Washington, D.C., in 2016One mentor recently emailed Lee to share how fulfilling her role has been, and how much she has seen her mentee's confidence grow. "She told her mentee not to underestimate the impact her newfound leadership skills will have on others," Lee says.For Lee, it’s the epitome of a quote she loves: “Empowered women empower women.”“To me, strong women like my mom and fearless girls like my daughter inspire me to be awesome, do good and empower other women," she says. "I believe that when I enable others around me, they can make a positive influence beyond what I can do alone."The original article was published here.

S’poreans overcome challenges at MNC, grow into global leaders

MNC invests in developing skills of locals. The result: Turning S’poreans into global leadersMs Diyana, who created anti-ageing skincare products for J&J, is now working in the regulatory affairs division as an associate manager.They yearned for the opportunity to learn, to be challenged and to lead — on a global level.And realised their goals when they joined pharmaceutical and healthcare giant Johnson & Johnson (J&J).Ms Diyana Sudarsono wanted to learn and broaden her scope. “I knew that J&J could help me to become an expert because of its large portfolio of brands,” says the 35-year-old.Before joining J&J in 2008, she was the sole researcher in a small firm that specialised in wet wipes. “I was creating formulations for the wipes’ liquid and wanted to expand my skills.”At J&J, she was given the opportunity to learn from, and work with, global teams to develop products for J&J’s skincare brands, including Clean & Clear and Neutrogena.Soon, she was leading a team to produce formulas for a new anti-ageing skincare line for J&J’s Asia Pacific (Apac) market.Along with exposure, there was ample training, including a part-time six-month stint in 2018 at its Apac oral care franchise research and development team, from whom she learnt how to develop formulas for other products, including mouthwashes, expanding her portfolio of skills.Last year, she took a leap of faith and transferred to its regulatory affairs division as an associate manager.“I wanted to challenge myself (again) and work in a completely different space. I was afraid to make the move, but my bosses and mentors were very supportive of my decision,” she says.I wanted to challenge myself (again) and work in a completely different space. I was afraid to make the move, but my bosses and mentors were very supportive of my decision.MS DIYANA SUDARSONOShe is among Singaporeans at J&J who have been groomed for leadership positions.Another J&J mover and shaker is Ms Rowena Yeo, 53.The mother of three thrives on challenges. And at J&J, she says, there is seldom a dull moment.After the Covid-19 pandemic struck, Ms Yeo had to lead J&J’s transition to remote working for over 135,000 staff worldwide.“As J&J is a large global company, I’ve had the privilege to lead many teams to solve complex and diverse problems, enabling me to learn and grow as a leader.”This includes building its cloud capabilities and developing tools to speed up its data scientists’ medical and healthcare research.Since being appointed J&J’s first non-American chief technology officer, and its global vice-president for technology services in 2019, she has frequently been tested with never-before challenges.When the Covid-19 crisis hit early last year, she was confronted with her latest test. She had to lead J&J’s transition to remote working for over 135,000 staff worldwide.This included ramping up J&J’s global infrastructure and its teleconferencing capabilities, and supporting employees and facilities around the world.She then oversaw the development of J&J’s global cloud strategy to enable and accelerate data scientists’ ability to uncover insights and accelerate clinical trials and drug discovery. Besides, she scaled up digital engagements such as the use of video-enabled robots for employees and patients in Japan. Additionally, she rolled out intelligent chatbots in 17 languages to enhance user experience around the world.In Singapore, her team — two software engineers working with a visually impaired intern — added voice-activated functions to the chatbot. Her team also supported the initiative with the Singapore Optometry Association and Optometrists and Opticians Board to launch a contact lens home delivery service for people with prescriptions.One company, many opportunitiesAmong the other Singaporeans at J&J who have risen to a leadership role is Ms Ong Ai Hua, 54. In her 31 years with J&J, Ms Ong, who graduated from the National University of Singapore, has risen from a sales product specialist to become the first Singaporean to be appointed as the company group chair for J&J’s pharmaceuticals business for Apac in 2017, and now the Apac head of government affairs and policy. At J&J, Ms Ong has risen from a sales product specialist to being Apac head of government affairs and policy.Over the years, J&J has entrusted her with many responsibilities. These include developing a “one-company” model to combine its pharmaceuticals, consumer health and medical devices verticals under one management to increase efficiency, and create more attractive jobs with cross-functional and leadership roles. This model was implemented for its South-east Asia business in 2014.“With this model, we introduced new positions that cover two or more of the verticals, and more exciting regional and global positions based out of Singapore, improving our talent recruitment, retention and development,” she says.“I’ve been very blessed to have work that challenges and stimulates me, and pushes me to learn new things.”She adds that J&J wants employees to have long, successful careers. “Quite early on, the company asked me to move to China to lead the medical devices business, but I couldn’t go because of family reasons. J&J offered me the opportunity two more times, and I was finally able to go in 2006,” she says.“J&J understands that there are different seasons in life, and it believes that talent development is a journey.”MS ONG AI HUAWelcoming women to StemA major J&J initiative is to encourage more Singapore women to join or return to science, technology, engineering and mathematics (Stem) fields.Today, 58 per cent of Singaporean women who graduate with Stem diplomas and degrees go on to have related careers, according to a recent study by Nanyang Technological University. And more can be done. At the biennial Women in Engineering, Science & Technology symposium in Singapore in March, President Halimah Yacob said: “To move forward as a nation, particularly in the recovery following the Covid-19 pandemic, it is more important than ever for women to also be at the frontiers of knowledge, defining the future direction of engineering, science and technology.”Speaking about the company’s efforts, Ms Yeo, who serves as Apac sponsor on its Women in Science, Technology, Engineering, Mathematics, Manufacturing and Design programme’s global steering committee, says: “We have different programmes to support girls and women at different stages of life.”To help them progress in such careers, J&J has rolled out an array of programmes over the years.Before the Covid-19 crisis, the company welcomed students to laboratories and designed hands-on activities for them, such as introducing them to product ingredients and letting them use the ingredients to create their own cleansers.Since the pandemic started, J&J has organised nearly 200 online and hybrid events for almost 2,000 women and girls in Singapore, including talks for tertiary students.Offering more details on how the company supports women employees, Ms Yeo says: “At J&J, we have a programme to recruit and assist women who have taken a career break and want to return to the workplace.”Internally, J&J has a Women’s Leadership and Inclusion (WLI) employee resource group for their employees.The group recently introduced a new Parents’ Tool kit that outlines the firm’s benefits and policies for them, and guides them on a range of topics, including having enabling conversations with their supervisors and how best to plan their parental leave around work.“The tool kit also highlights the importance of fathers in their role to support working mothers to be at their best. In fact, we launched it on Father’s Day to underscore this point,” says Ms Diyana, who is a co-lead in the WLI group’s community pillar. She notes that J&J has many accomplished women leaders, some of whom have given her invaluable advice, including when she was contemplating her move to the regulatory affairs division.“They’ve inspired me to grow professionally, and I hope to pass on what I’ve learned and motivate future generations of women too.”About Johnson & Johnson135 years oldFounded in 1886, J&J was the first company to mass-produce antiseptic surgical supplies, including sutures, gauze, and bandages. It now employs over 135,000 people in 60 countries, including over 1,500 in Singapore.Regional headquartersIt set up its regional headquarters in Singapore in 1974. Its current premises at Science Park in Queenstown houses its Asia Pacific Design Lab, which focuses on innovations to solve healthcare challenges, and its Asia Pacific Leadership Lab, which serves as a think-tank and connects universities, government agencies and other partners.Giving back to societyThe company supports many causes in Singapore, including working with others to raise awareness of mental health and tackle the growing incidence of myopia. This includes collaborations with the non-profit Caregivers Alliance on mental health awareness programmes, and an ongoing partnership with the Singapore National Eye Centre and Singapore Eye Research Institute on myopia.The original article was published here.

How Johnson & Johnson Created a Culture that Holistically Supports Working Parents

Kristen Mulholland, Head of Global Total Rewards, shares the culture is one of the many reasons the company has been named one of the Seramount 100 Best Companies and Best Companies for Dads.From remote working to approaching office return dates, balancing caregiving responsibilities, and young children returning to classrooms, working parents have shown great resilience adapting to the changes throughout the COVID-19 pandemic. At Johnson & Johnson, we strive to support our employees and their families—physically, mentally, emotionally and financially—so that they can bring their best self to work and at home. Because we know that when our employees thrive, they can then bring their best selves to work and our organization to continue our commitment for better health for all.At the beginning of this year, I never imagined we would still be living through the impacts of the pandemic as we approach 2022. I am proud of how our team continuously rallied together to adapt to a shifting external environment and to address the needs of our workforce. From evolving our flexible work environment to enhancing our digital mental health tools, this past year Johnson & Johnson has focused on the details that would address immediate needs and in doing so enable long-term success and support for its employees, including working parents.Strengthening a Sustainable Flexible Work EnvironmentAt Johnson & Johnson, we have long championed policies that provide flexibility for our employees to balance personal and professional responsibilities. Faced with a global pandemic, we lived up to our commitment and incorporated more opportunities for flexibility in when, where and how we work, allowing for open dialogue about the changing schedule needs of employees, especially working parents.The need to offer flexibility to support the health of our employees and their families has never been more important. To meet these needs, we have continued to evolve our hybrid model to offer a framework for flexibility to help all of our employees balance their personal and professional responsibilities. For working parents specifically, our progressive benefits, including ample parental leave time globally, back-up dependent care and on-site child care centers, enable parents to embrace a flexible work schedule.Mental Well-Being That Goes Beyond a Global PandemicSupporting employees’ total health has always been one of our top priorities. We continue to create an environment where our employees and their families have access to an ecosystem of resources to help them proactively build resilience, manage stress and anxiety, and develop skills to adapt and thrive in the midst of change, which was especially important during the pandemic.Through updates to our digital health platform and access to our Employee Assistance Program (EAP) and WorkLife Services and new mental well-being trainings, we educate and empower employees and their families to prioritize their mental well-being and support their colleagues to do the same.Beyond tools and resources, our culture is important to supporting mental well-being. Johnson & Johnson’s Mental Health Diplomats, a part of our Alliance for Diverse Abilities Employee Resource Group (ERG), work to ensure each and every employee across our organization feels accepted for who they are and where they’re at, offering mental illness support in the workplace and promoting our mental well-being resources available.We know that mental well-being unlocks heahier lives, stronger communities and a stronger Johnson & Johnson. We continue to cultivate an environment where our mental well-being is prioritized at the same level as physical well-being, and encourage employees to support one another across their lives.Our efforts have impacted thousands of employees and their families at Johnson & Johnson. By continuing to provide total well-being support, we can ensure employees can be at their best for their colleagues, families and communities, and enable us to continue our mission to change the trajectory of human health.The original article was published here.

6 Trailblazing Johnson & Johnson Scientists Past and Present

We're spotlighting three of the company's pioneering early female scientists—and their modern-day counterparts, who are not only innovating in the lab, but also paving the way for the next generation of powerhouse women.At the turn of the 20th century, most women didn't work outside of the home. So it was a bold move when Johnson & Johnson’s Chief Scientific Officer at the time, Fred Kilmer, hired the company's first female scientist, Edith von Kuster, in 1908.“Back then, there wasn't an awareness of the importance of diversity and inclusivity as we understand it today," says the company's Chief Historian, Margaret Gurowitz. “But Johnson & Johnson was different. The company had a strong commitment to hiring women from the beginning. If you could do a job at Johnson & Johnson, it was yours. If you were female and could do that job, great.”In fact, eight of the company’s first 14 employees were women. And by 1908, women led a quarter of Johnson & Johnson’s departments.We asked Gurowitz to tell us more about von Kuster and two other trailblazing female scientists at Johnson & Johnson—and also asked their modern-day equivalents what it’s like to be a scientist at the company today.1. The ChemistsHistoric Trailblazer: Edith von Kuster, the company's first female scientistWhen Edith von Kuster began her freshman year at the University of Minnesota in 1902, less than 3% of women attended college—and even fewer pursued a career in science. Von Kuster was drawn to chemistry, and ultimately became an instructor in general chemistry at the university in 1907.[Edith Von Kuster (image courtesy of her family); Johnson & Johnson lab (image courtesy of Johnson & Johnson Archives)] Meet the First Female Scientist Johnson & Johnson Ever HiredIn 1908, Johnson & Johnson hired her as a staff scientist, requiring von Kuster to travel by railroad halfway across the country from Minnesota to company headquarters in New Brunswick, New Jersey—quite an adventurous move for that era.“Fred Kilmer reached out to her and recruited her to Johnson & Johnson,” Gurowitz says. “We also know Mr. Kilmer was an early advocate for women pursuing the profession of pharmacy science.”Von Kuster worked in a small department of scientists who conducted research, published a journal called Red Cross Notes, and oversaw the testing of raw materials and finished products. She also joined the Laurel Club, an organization founded in 1907 by female employees to foster professional development and community service.“Edith was truly a pioneer at a time when there were very few opportunities for women in science,” Gurowitz adds.Being able to handle a lot of things at the same time is something I learned while juggling my work and personal life, including raising two kids, over the course of the last 15 years. It makes me proud to say that being a female scientist is less and less an exception.Trailblazer of Today: Ingrid Vereyken, Chemistry Manufacturing and Controls Lead, Compound Development TeamThere are a multitude of puzzle pieces—product development, production and manufacturing, preparing documents to submit to regulatory bodies for review—that have to come together to create new vaccines. Ingrid Vereyken is the lead who oversees multiple teams handling many of those moving parts.“My team at the Janssen Pharmaceutical Companies of Johnson & Johnson is responsible for developing and manufacturing the vaccines that go into vials, first for clinical trials, and later for commercial use," she says. "We've worked on everything from a potential Zika vaccine to a potential universal flu vaccine."She chalks up her ability to wear so many hats to being a working mom—in addition to her naturally results-oriented personality.11 Ways Johnson & Johnson Has Empowered Women Worldwide for Over 130 Years“Being able to handle a lot of things at the same time is something I learned while juggling my work and personal life, including raising two kids, over the course of the last 15 years,” she explains. "It makes me proud to say that being a female scientist is less and less an exception."And just as a good work-life balance has helped Vereyken thrive in her job, she advises other young women pursuing a career in science to shoot for the same.“I always tell other women to feel good about the decisions they make when it comes to their work and private lives,” she says. “If you feel you are making the right decisions, you’ll be better able to withstand the pressure both at work and at home. If you start doubting yourself too much, it will make things harder.”2. The Product ResearchersHistoric Trailblazer: Mary McGuire, the first woman to earn the Johnson Medal for consumer products research and developmentIn the early 1950s, Mary McGuire was in college studying to become a doctor, when family needs prompted her to leave school and start working as a research technician in the Personal Products division of Johnson & Johnson, which was focused on women's health.Within her first few years on the job, McGuire created patents and had a team of lab technicians reporting to her. In 1973, she became the first woman in company history to earn the prestigious internal award, the Johnson Medal, for the commercial success of her contributions to the creation of Stayfree®, the first belt-less sanitary pad that revolutionized female personal hygiene around the world.10 Ways Johnson & Johnson Has Helped Support Healthy Births and Moms Around the WorldMcGuire transferred from R&D to marketing in the early 1970s, then moved on to work on even more game-changing innovations in the company’s baby products business in the 1980s, including evaluating whether Johnson & Johnson should re-enter the disposable diaper business, which it had pioneered in 1904. After 37 years at Johnson & Johnson, she retired as Vice President of Marketing.Throughout her career, McGuire remained committed to helping other women at the company succeed, serving as a mentor and as a key member of then CEO General Robert Wood Johnson’s Women’s Committee, a group dedicated to integrating women more fully into the workplace and incorporating their point of view in business growth and development.“McGuire was a trailblazer in so many ways," Gurowitz says. "Her career path from scientist to VP helped pave the way for other promising female employees, as did her role in overseeing the development of those who reported to her, several of whom became leaders at Johnson & Johnson.”Never stop believing that you can achieve anything you set your mind to. Science is not easy, and there will be failures along the way—but don’t forget to learn from them.Trailblazer of Today: Simarna Kaur, Ph.D., Research Manager, Fellow, and Platform Leader, Translational Science, Johnson & Johnson Consumer HealthIn her role at Johnson & Johnson Consumer Health, Simarna Kaur, Ph.D., leads the team that works on the Ageless Platform, which involves research into the way that skin ages; Biodelivery, which focuses on delivering active ingredients effectively; and Skin-Tech, which encompasses the company's digital tools for skin health. In a nutshell, Kaur is tasked with bringing “new science, technologies and innovation to the company's consumer skin health product pipeline,” she says.For example, she has worked on multiple technologies featured in company products, including the signature soothing CottonTouch™ ingredient used in the Johnson's® CottonTouch™ baby bath line, as well as the Blackberry Complex—which nourishes skin and helps reduce visible signs of aging—found in Aveeno's Absolutely Ageless line.More Than Skin Deep: Meet a Johnson & Johnson Employee Who's Committed to Creating More Inclusive Skincare Products for Women of ColorFocusing her research on the body’s largest organ wasn’t always part of her career plan. In high school and college, Kaur wanted to pursue medicine and become a physician. But after doing an undergraduate research project on cell biology, she realized that she had a passion for science—and decided to pursue a Ph.D., instead.The fact that she never thought of a Ph.D. as off limits reflects her belief that, as she explains, “every scientist, regardless of their gender, brings unique strengths, insights, vision and problem-solving capabilities, based on their experiences.”According to a report from the McKinsey Global Institute, careers in science, technology, engineering and mathematics (STEM) are expected to see a spike in the next decade. But a gender gap—fueled by implicit stereotypes—persist. Kaur, however, is undaunted.“Motivated scientists should be recognized and celebrated,” she says. “Following in the footsteps of women in STEM who paved the way for me to become a female scientist, I hope to lead by example, showing that dedication, hard work and passion do get recognized.”Her advice to young women interested in becoming a research scientist? “Never stop believing that you can achieve anything you set your mind to,” she says. “Science is not easy, and there will be failures along the way—but don’t forget to learn from them.”3. The Lab SupervisorsHistoric Trailblazer: Jeanne Cholet Sauer, a bacteriologist who supervised a product testing labWhen Jeanne Cholet Sauer became the supervisor of the Technical Services Laboratory at Johnson & Johnson in 1944, World War II was still raging, and women were stepping in to help fill a lot of jobs that had previously been performed by men across many industries.But at Johnson & Johnson, female employees weren't just fill-ins for men on the front lines—many were full-time scientists like Cholet Sauer, who was responsible for research, distillation experiments and other duties in the areas of ingredient and raw materials testing, and quality and safety evaluations, says Gurowitz.“Cholet Sauer was in charge of an incredibly important lab. She was a bacteriologist, so it’s likely her lab engaged in the bacteriological evaluation of products and formulations," Gurowitz adds. "The fact that she wasn’t the only woman in the department at that time—and that she was a supervisor—shows Johnson & Johnson’s long-term commitment to women in sciences,” says Gurowitz.There are so many great female leaders at this company who inspire me. As a project lead, I hope to inspire others as well. I love being the glue that holds my team together, to help us work efficiently and effectively as we push to create something remarkable.Trailblazer of Today: Marit de Groot, Ph.D., Project Lead, Clinical Immunology, JanssenIn order to understand a vaccine candidate's efficacy, a team of scientists is charged with looking at the immune response that an investigational vaccine provokes by testing for antibodies and other immune markers in blood samples taken from all of the participants in clinical trials.As the Project Lead in the Department of Clinical Immunology, Marit de Groot is in charge of the team of scientists doing that type of immune response assessment for potential Janssen vaccines.De Groot oversees all activities in the lab, and has worked on multiple Janssen vaccines, including the one for Ebola.“My job involves aligning teams and providing clear communication on planning, proposals and decisions,” de Groot says. “For example, I often ask things like, ‘Do my colleagues in the labs have everything they need? What documentation is required to ship samples from a specific country to a specific lab? And most importantly, does everyone know what is expected and feel included and appreciated?' "6 Latest Facts About Johnson & Johnson's Ebola VaccineIt’s a role de Groot finds thrilling, and one her prior work as project lead on the company's Ebola vaccine program prepared her for in many respects. “Working on emergency healthcare programs—where the eyes of the world are on us—really motivates me,” she says.So does the fact that she is surrounded by impressive women scientists.“There are so many great female leaders at this company who inspire me,” de Groot says. “As a project lead, I hope to inspire others as well. I love being the glue that holds my team together, to help us work efficiently and effectively as we push to create something remarkable.”As for finding one's passion, de Groot emphasizes the importance of looking at one's personal life for clues. "Look at your hobbies and notice who you are in a setting outside of work. Ask yourself what your strengths are, and see how they could apply at work. How do you harmonize with people? Bring this all to the table."The original article was published here.

120+ Year History of Women in Science and Technology at Johnson & Johnson

In 2015 Johnson & Johnson launched its WiSTEM2D initiative, designed to encourage girls and women to pursue science and technical careers. (WiSTEM2D stands for Women in Science, Technology, Engineering, Math, Manufacturing and Design.) But the history of women in technological and scientific roles at Johnson & Johnson dates back more than a century before that.Founded in 1886 to make the first mass produced sterile surgical dressings and sterile sutures, Johnson & Johnson opened its doors with just 14 employees – eight of whom were women. Since then, the company has had a high percentage of women employees, and today women make up 45% of the company’s more than 130,000 global associates.In the late 19th and early 20th centuries, very few women worked in science and technical fields. Women who worked outside of the home were largely confined to domestic and factory work, teaching and nursing. But in that era, one of the company’s original 14 employees, Mathilda D---, was the first female employee at Johnson & Johnson in a STEM2D field. As the tiny startup founded by the Johnson brothers grew, Mathilda earned increasingly greater responsibilities, supervising a manufacturing department by 1908.An old Aseptic Dressings Seal signed by Elizabeth W---. Image courtesy: Johnson & Johnson ArchivesFor Johnson & Johnson to accomplish the manufacture of its sterile surgical products, the company had to pioneer sterile industrial manufacturing. In 1897, graduate nurse Elizabeth W--- was the head nurse in the company’s Aseptic Department. She supervised quality and ensured that employees followed the department’s strict rules for asepsis, which included scrubbing in like a modern surgeon, the wearing of sterile uniforms and keeping everything surgically clean in an era when many doctors still operated in grimy germ-filled frock coats without washing their hands. The rules and procedures in the Aseptic Department were demanding and highly technical, created by Johnson & Johnson Scientific Director Fred Kilmer and based on the emerging scientific disciplines of asepsis and bacteriology. Elizabeth, along with Kilmer, also had the responsibility of signing the sterility seals that were placed across the tops of the company’s sterile surgical dressings.A photo of the desk of Cotton Finishing Department supervisor, Miss Reed, 1910.In 1908, more than a decade before women earned the right to vote in the United States, eight out of 36 department supervisors at Johnson & Johnson were women. Those eight women were in charge of manufacturing departments that included the company’s pioneering Aseptic Department -- supervised by Nora H--- -- where the company’s sterile surgical products were made. The Aseptic Department was the jewel in the company’s manufacturing crown: as the first sterile industrial manufacturing department, it was frequently visited by medical professionals, and was run and largely staffed by highly skilled and trained women employees.Edith von Kuster, and a corner of the Johnson & Johnson Scientific Department Lab.That same year, 1908, Johnson & Johnson took a step even further: the company hired its first female scientist, chemist Edith von Kuster, recruiting her from the University of Minnesota. Predominant occupations for women in the workforce in 1908 were still the same: teaching, nursing, and domestic and factory work. At that time, few American women attended a four-year college, with even fewer majoring in science, and career opportunities for women scientists were confined to teaching and research; in industry, they were virtually nonexistent at the time.Women continued to lead the company’s sterile surgical products manufacturing – a non-traditional role for women and a highly technical responsibility in an era when those types of opportunities for women were extremely unusual. In 1927, Edith H---, head of the Ligature Department at Johnson & Johnson (our sterile suture manufacturing department), was sent by the company to Slough, England to train employees at the company’s new U.K. operating unit in the manufacture of sterile sutures. In the era before commercial air travel, Edith traveled to the U.K. by steamship to do the training.In 1930, Katherine H--- was promoted to Director of the Medicated Dressing Department (the new name for the Aseptic Department) at Johnson & Johnson, a position she held until the mid-1940s. Katherine was a graduate of the management and supervisory training program put into place by company co-founder Robert Wood Johnson, and she is credited with being the first person at Johnson & Johnson to implement a manufacturing production schedule, dramatically increasing productivity and raising wages for the women in her department.Bacteriology Lab supervisor Jeanne C--- in the lab, 1947.Millions of women stepped up to fill the ranks of technical and manufacturing fields in the U.S. during World War II, constructing ships and building and repairing airplanes, among other work. But in the postwar era, women were again pushed back into more traditional roles in society. Despite this trend, women continued to work as scientists at Johnson & Johnson, not only as chemists and bacteriologists, but as lab supervisors like scientist Jeanne C---, who supervised the company’s bacteriology lab from 1944 to 1949. In 1961, when the percentage of working women in science was still small, scientist Edythe L--- supervised the Johnson & Johnson Research Center Bacteriology Lab.Women in STEM fields at Johnson & Johnson, from left to right: Edythe L-- in the lab, 1961; bacteriologist Phyllis L--- in the lab, 1969; and Dr. Alice R---, 1972.One of the company’s pioneering women research scientists to achieve a senior management position was Dr. Alice R---, who became the first female operating company board member at Johnson & Johnson in 1972. In 1966 Dr. R--- was the first woman to receive the Ortho Research Fellow Award and in 1970 she earned the Ortho Distinguished Contribution Award for her role in developing a revolutionary slide test for pregnancy.Scientist at JLABS in San Francisco, one of Johnson & Johnson’s life science incubators around the world that provide lab space and resources for early stage innovation.Today, Johnson & Johnson has many women in senior leadership and STEM2D positions. With women still making up less than 30% of those engaged in science research and development, and only 12% of U.S. employees in engineering careers, Johnson & Johnson has more than 11 partnerships worldwide to increase the number of undergraduate women majoring in STEM fields to help address the need for women in technical and scientific careers. In 2017, Johnson & Johnson launched Re-Ignite, a paid career reentry program for professionals in STEM2D careers who want to return to the workforce after having been out for at least two years. The program provides skills training and support from mentors at Johnson & Johnson, and participants can be considered for a full-time role in the company. From 2017 to 2019, five women completed returnships and were hired across the company in STEM fields. Johnson & Johnson is also partnering with Girl Scouts of the USA in support of the Think Like a Citizen Scientist Journey, which prepares girls to experiment, explore their environment, and learn how they can improve the world through STEM. The program also funds training materials to help troop leaders increase girls’ interest in science, technology, engineering and math and increase their confidence and abilities in those areas. Johnson & Johnson’s focus on empowering women to purse and excel in STEM2D careers continues a heritage that goes back to one of the company’s founding employees.The original article was published here.

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