Johnson & Johnson, United Nations Foundation Launch Fifth Annual Global Moms Relay

Global Moms Relay kicks off with one-of-a-kind summit to share ideas, inspire action and tackle challenges facing moms around the world.

May 4 marked the start of the fifth-annual Global Moms Relay, an annual campaign co-created by Johnson & Johnson (No. 5 on the DiversityInc Top 50 Companies list) and the United Nations Foundation to improve the health and wellbeing of families worldwide. The campaign is designed to raise awareness of critical issues facing families, children and infants, while providing an opportunity to make a difference just by sharing content.


Global Moms Relay asks 25 community leaders, experts and everyday parents to answer one question: "What do you wish were true for every family, everywhere?" The responses will be featured on GlobalMomsRelay.org through June 16. Each time the response is shared on social media, Johnson & Johnson will donate $1, up to $500,000, to its philanthropic partners dedicated to solving challenges facing moms worldwide, including Girl Up, the U.S. Fund for UNICEF, the United Nations Population Fund, Shot@Life and Nothing But Nets.

The Global Moms Relay kicks off today with a one-day summit called Moms + SocialGood at the AXA Event and Production Center in New York City. This yearly event unites advocates and everyday moms and dads to discuss the challenges facing families, ways to create change and the role social media plays in improving the quality of life for children across the globe. Moms + SocialGood can be viewed via livestream athttps://livestream.com/plussocialgood/moms2017.

Conversations featuring experts and influential speakers such as Zoe Saldana, Rachel Zoe, Laura Dern, Juju Chang, Elizabeth Cousens, Anthony Lake, Carolyn Miles, Kimberly Chandler, Dr. Alaa Murabit and many more, will provide insight and guidance on how everyone can turn small actions into successful solutions for creating a better world and a brighter future.

Over the last five years, the Global Moms Relay has raised funds for hundreds of thousands of vaccines; ensured access to education for thousands of girls around the world; provided thousands of mothers and families with pre-pregnancy and early childhood health information directly through mobile phones; reduced household air pollution in hundreds of homes by supplying access to clean cookstoves; provided thousands of bed nets to protect families against malaria; and helped save thousands of premature babies. In this fifth year, the Relay will also provide training to health workers, along with supplies and support to reach thousands of the world's most vulnerable women during pregnancy and early motherhood.

This builds on the longstanding relationship between Johnson & Johnson and the United Nations Foundation who have worked together to create change across the globe since 2004. Global Moms Relay and Moms + SocialGood are among the most powerful initiatives developed through the partnership, and are being supported this year by BabyCenter, Global Citizen, Fatherly and Charity Miles.

Everyone is encouraged to participate through social media sharing and buzz generation using the hashtag #GlobalMomsRelay and #JNJ. Sharing and engagements directly result in charitable donations, giving everyone the opportunity to change lives and support families lives one social media post at a time.

Johnson & Johnson Announces Acceptance of Binding Offer From Platinum Equity To Acquire LifeScan, Inc.

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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Johnson & Johnson Announces Progress Toward Health for Humanity Goals

Annual Health for Humanity Report Discloses Progress on Global Commitments and Highlights Key Achievements Toward Eradicating and Preventing Disease, Reimagining Care Delivery and Promoting Lifelong Health

REUTERS

Originally Published by Johnson & Johnson.

Johnson & Johnson today released its 2017 Health for Humanity Report, demonstrating its approach and the considerable progress it has made toward an ambitious social, environmental and governance commitment to advance the Company's mission to drive better health for all.

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Johnson & Johnson: New Study Is First to Find Short, Intensive Workplace Wellness Intervention Provided Improvements in Employee Vitality and Purpose in Life

2.5-day behavioral intervention was associated with statistically significant sustained improvements in quality of life and wellbeing

REUTERS

Originally Published by Johnson & Johnson.

A new study published in the American Journal of Health Promotion is the first to demonstrate that a short, intensive workplace wellness intervention can produce sustained improvements in wellbeing. Specifically, the study found that a 2.5-day intervention led to sustained improvements in employee vitality (energy levels) and purpose in life, two important components of wellbeing, over a period of six months. There have been studies on the value and importance of these components, but this is the first study to demonstrate they can be improved through a workplace wellness intervention. The study was led by nutrition scientists at Tufts University, with contributions from two additional authors from Johnson & Johnson Health and Wellness Solutions.

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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.

Starbucks’ Optional Diversity Training Empowers People like Roseanne

Clearly communicated policies and values build corporate diversity success — treating people right is not an option for a well-run company.

Luke Visconti is the founder and CEO of DiversityInc. Although the title of his column is meant to be humorous, the issues he addresses and the answers he gives to questions are serious — and based on his 18 years of experience publishing DiversityInc.

By making yesterday's diversity training optional, Starbucks revealed top management indecision about its own principles and how to treat customers.

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