Johnson & Johnson Partners with Global Citizen to Improve the Trajectory of Human Health Around the World

At this year's Global Citizen Festival, Johnson & Johnson will share the story of Nyumbani, the first sustainable HIV/AIDS community in Kenya.

PRESS RELEASE


Johnson & Johnson (No. 8 on the DiversityInc Top 50 Companies for Diversity list) is partnering with social action platform Global Citizen to help give every man, woman and child around the globe the opportunity for a healthier future. The partnership aims to create large-scale change for health systems through integrated solutions to help solve the world's most pressing public health challenges.

"Good health is the cornerstone for a happy, fulfilling life," said Lauren Moore, Johnson & Johnson Vice President of Corporate Citizenship. "Johnson & Johnson believes it is essential that we take a leading role in helping to build a future in which people everywhere have an equal opportunity to access quality healthcare, right from the very start. Through this partnership with Global Citizen, we hope to elevate awareness of the importance of strong public health programs and to also inspire others to join this global effort."

The Johnson & Johnson-Global Citizen health campaign will focus on maternal and child health, particularly prenatal health care, child immunization targets and HIV and polio eradication. Through a combination of on-the-ground efforts, multimedia content and consumer activations, the campaign focuses on engaging people to take simple actions to support these causes. Starting today and lasting for two weeks, citizens who want to create change can download the free Global Citizen app and participate in a range of actions for the opportunity to receive tickets to the Global Citizen Festival on September 24.

At this year's Global Citizen Festival, Johnson & Johnson will share the story of Nyumbani, the first sustainable HIV/AIDS community in Kenya, through videos and onsite experiences. Nyumbani was founded to support some of the poorest populations in sub-Saharan Africa affected by the HIV/AIDS pandemic. Two generations left behind by AIDS, children and grandparents, live together in Nyumbani village and take care of one another. Nyumbani also operates a home for HIV-positive children along with eight outreach centers in Nairobi.

The Nyumbani model focuses on caring for the child as a whole, engaging the full community to support one another, while delivering comprehensive medical and home-based HIV/AIDS services in crucial areas of need: diagnostic services and critical medical care, holistic family and community building, education and preventive care, environmental sustainability and self-reliance. Johnson & Johnson supports Nyumbani through programs that bring clean water, education and greater access to anti-viral medicines, and is sharing the videos to demonstrate the impact that can happen when people come together, and inspire more people to take action.

"Eliminating horrific diseases like polio requires everyone, including the private sector, to play their part. Global Citizen is delighted to be partnering with Johnson & Johnson to build a social movement around addressing the critical global health challenges of our time. We hope other businesses and governments step up and follow their example," said Michael Sheldrick, Global Director for Policy and Advocacy at Global Citizen.

This effort builds on the partnership Johnson & Johnson and Global Citizen launched this past May, through a campaign to support the Global Moms Relay, in partnership with the United Nations Foundation, a worldwide initiative to raise their voices on important issues. Together with Global Citizen, Johnson & Johnson will continue to build and implement programming to help prevent disease, and save and improve lives around the world.

ABOUT GLOBAL CITIZEN

Global Citizen is a social action platform for a global generation that wants to solve the world's biggest challenges. On the platform Global Citizens can learn about issues, take action on what matters most and join a community committed to social change. We believe we can end extreme poverty by 2030, because of the collective actions of global citizens across the world. Over the last five years, Global Citizens around the world have taken over six million actions to solve the world's biggest challenges. To date, the actions by our global community have resulted in 120 commitments and policy announcements from leaders, including financial aid valued at over $25 billion that will directly impact the lives of 656 million people.

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LifeScan, Inc. is a world leader in blood glucose monitoring and maker of the OneTouch® brand of products.

REUTERS

Originally Published by Johnson & Johnson.

Johnson & Johnson announced that it has accepted the binding offer from Platinum Equity, previously announced on March 16, 2018, to acquire its LifeScan business for approximately $2.1 billion. LifeScan, Inc. is a world leader in blood glucose monitoring and maker of the OneTouch® brand of products.

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Originally Published by Johnson & Johnson.

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Originally Published by National Organization on Disability.

On November 1st, the National Organization on Disability held our Corporate Leadership Council Fall Luncheon and Roundtable. Hosted at Sony's New York offices, the event centered on the topic of mental health in the workplace.

Members of our Board of Directors and executives from nearly 40 companies held a candid conversation, heard from business leaders, and participated in an insightful Q&A where successful strategies were discussed to accommodate and support employees with mental illness in the workplace.

"Mental illness is the single biggest cause of disability worldwide," said Craig Kramer, a panelist at the event and Chair of Johnson & Johnson's Global Campaign on Mental Health. "One out of four people will have a clinically diagnosable mental illness at some point in their lives," he continued. Another 20 to 25% of the population will be caregivers to loved ones with a mental illness.

The costs are staggering. "In the coming decades, mental illness will account for more than half of the economic burden of all chronic diseases, more than cancer, diabetes, and chronic respiratory diseases combined…. It's trillions of dollars," said Kramer.

From an employer's perspective, the need for a successful strategy to deal with mental illness in the workplace is clear. But what are the most effective ways to confront this challenge? Roundtable participants discussed a wide range of ideas and success stories aimed at de-stigmatizing mental health and incorporating the issue into wider conversations around talent, productivity, and inclusion.

6 KEY TAKEAWAYS ON MENTAL HEALTH IN THE WORKPLACE:

  1. Be empathetic. "The most important workplace practice [with respect to mental health] is empathy," said NOD President Carol Glazer. Empathy is critical for normalizing conversations about mental health, but also for maximizing productivity. "A feeling of psychological safety is important," said Lori Golden, a panelist and Abilities Strategy Leader for Ernst & Young; and this sense of safety requires the empathy of colleagues to flourish.
  2. Tell stories. "Nothing is more activating of empathy than for people to share their powerful stories," said Dr. Ronald Copeland, NOD Board member and Senior Vice President of National Diversity and Inclusion Strategy and Policy and Chief Diversity and Inclusion Officer for Kaiser Permanente. Copeland's organization partners with the renowned nonprofit, Story Corps, to capture the stories of Kaiser Permanente employees, and also provides a platform on the company intranet for employees to communicate in a safe space. Both Craig Kramer and Lori Golden also shared examples of how their companies provide opportunities to share their stories and "start the conversation, break the silence," as Kramer put it.
  3. Model from the top. Carol Glazer received a standing ovation at the luncheon for her account of her own experiences with Post-Traumatic Stress Disorder (PTSD). This type of executive-level modeling sends a powerful message that a company is committed to improving mental health for all employees. Lori Golden shared how EY had experienced great success with a program where top-level managers host office-specific events and share stories of mental illness or addiction that they are personally connected to – either about their colleagues or loved ones or, in a surprisingly high number of instances, about themselves. Senior leadership setting the example conveys that this is a forum in which employees can feel comfortable sharing.
  4. Communicate peer-to-peer. "We all know that there's greater trust of our own peers than there is of the organization," said Lori Golden. So to build trust, EY "took it to the grass roots," creating formal opportunities for employees to have conversations about mental health and asking other ERGs to co-sponsor these events. Craig Kramer also noted that Johnson & Johnson had simply folded mental health issues into their global disability ERGs, eventually building the world's second-largest mental health ERG by piggy-backing on existing infrastructure and leveraging existing connections.
  5. Be flexible. Accommodating [the fact that people live busy, complex lives] gets you better buy-in…and keeps production pretty high," suggested Dr. Copeland. A representative from one Council company concurred, explaining how their company has recently instituted a new policy of paid time off for caregivers on top of federally-funded leave. "Being in a culture in which we measure what you produce and not whether you show up in person all day, every day, and where if you can't be there, you negotiate how the deliverables will get done and in what time frame…is immensely helpful to people who themselves have mental illness issues or addiction or are caring for those who do and may need some flexibility," summarized Lori Golden.
  6. Build a trustworthy Employee Action Plan. Many employees do not access or even trust their organization's internal resources. According to Craig Kramer, the percentage of calls placed to most company Employee Action Plans (EAPs) regarding mental health is "in the low single digits," while "if you look at your drug spend, you'll find that around 50% is [related to] mental health." The people answering those calls must be trained in mental health issues, and employees also need to be assured that EAPs are truly confidential.

While revealing and accommodating mental illness remains a massive challenge in the workplace and beyond, a number of successful strategies are emerging for tackling this challenge – many of them pioneered by companies in NOD's Corporate Leadership Council.

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