Johnson & Johnson sought recommendations to promote diversity and inclusion. Stonehill Consulting recommended seating arrangements that rotate every 6 months to connect employees, weekly meeting rotations led by different employees, an annual guest speaker on diversity and inclusion, unconscious bias training, and obtaining global equal salary certification. The recommendations aim to improve inclusion, collaboration, and decision-making. Implementing recommendations like unconscious bias training and certification will require costs that depend on the organization's size.

1. Diversity and Inclusion
At Johnson & Johnson
Stonehill Consulting

2. Stonehill Consulting Team
Mike Everett
Accounting Major,
Communication Minor
Molly Fitzgerald
Marketing Major
Kristen DeLuca
Marketing Major
Chris Hurley
Management
Major
Doug Ferreira
Accounting
Major

3. Objectives and the Issue
● Task
○ J & J is seeking recommendations in order to promote diversity and
inclusion throughout the company
● Objectives
○ Provide new ideas to incorporate diversity & Inclusion on a day to day basis
○ Provide in depth information about the best HR and Management practices and
techniques
○ Demonstrate how to implement our recommendations and how to improve them
moving forward

4. Unparalleled D+I Tactics
● Prepare women and other underrepresented groups for sought-after STEM careers
● Paid time off after military leave
● Same-sex partner benefits
● Transgender-inclusion health insurance coverage
● Anonymous hotline for employees
● Chief of Diversity and Inclusion Officer- Wanda Bryant Hope

5. Recommendations
1. Seating Arrangements/ Office setup
2. Weekly meeting rotation
3. Annual Guest Speaker
4. Unconscious Bias Training
5. Global Equal Salary Certification

6. Seating Assignment
● We suggest that J&J create a seating assignment that will allow Coworkers to connect with those
they are unfamiliar with.
● Recommend a 6 month seating arrangement
● We also recommend that J&J allocates funds for the team to connect over coffee or lunch at the time
of the switch.

8. IT Management

9. How Seating Arrangements Impact the Workplace
“It influences personal friendships, which lead to business relationships; builds
stronger team behavior through collaboration; improves employee retention; and
ultimately results in smarter decision-making.” - David Siegel CEO of Investopedia

10. ● Management will focus on the performance and communication, while also making
the seating arrangement
● HR will focus on the employees opinions of D&I before and after seating
arrangement. (Cost effective metric will be mandatory survey)
HR / Management Roles

11. HR Mock-Survey Prior to Seating Arrangement
How do you currently feel about diversity at J&J ?
1 2 3 4 5 6 7 8
9 10
Poor Excellent
How do you currently feel about Inclusion at J&J ?
1 2 3 4 5 6 7 8
9 10
Poor Excellent
What can Johnson and Johnson do to improve diversity and inclusion?

12. HR Mock-Survey Post to Seating Arrangement
How do you currently feel about diversity at J&J ?
1 2 3 4 5 6 7 8
9 10
Poor Excellent
How do you currently feel about Inclusion at J&J ?
1 2 3 4 5 6 7 8
9 10
Poor Excellent
Do you believe the seating arrangement improved D&I? If yes how? Of not how can it be improve?

13. Creating an Inclusive Workplace
“Inclusive workplace is one that values individual differences in the workforce, and makes them feel welcome and
accepted.”
Some important design aspects that their IT department can include in their office:
- Stairs/ramps
- Ergonomic keyboards
- thorough assessment of workstations and seating
- Different height surfaces
- Having workspace options for introverts

14. Weekly Meeting Rotation
● Allowing someone new to lead team meetings each week
● This simple change up can greatly promote a more inclusive environment
● Gives that individual a chance to showcase creativity and innovation
● Promotes new discussion amongst team members

15. Annual Guest Speaker
● Expert on D+I would attend the office once a year
● Would facilitate a discussion on D+I
● Provide a workshop for employees
● Talk about modern D+I tactics

17. Unconscious Bias Training
● Learned stereotypes that are automatic and unintentional
● Would be required by all new hires
● Many different types of software that they could choose to implement into their company such
as PRISM
● “PRISM's Unconscious Bias Training is a targeted, interactive, high energy, facilitator-led, 4
hour training program designed for care-givers, customer service providers, sales reps,
managers, executives and individual contributors that provide tactical, practical, job-relevant
tools and techniques to override our biases and rewire our brains to become more inclusive
and effective.”

18. Global Equal-Salary Certification
● What is it?
○ Non-Profit organization
○ allows companies to verify and communicate that they pay their female and male employees equally for
the same job or for job of the same value.
○ Equal pay for equal work
● How to become certified?
○ Salary Analysis
○ On site Review
○ Certification
○ Monitoring review

19. Global Equal-Salary Certification
● Why become Certified?
○ Put your values in action
○ Attraction and retention of talent
○ Motivate Employees
● Other companies that are certified
○ Pwc Switzerland
○ Philip Morris International
○ GAVI, The Vaccine Alliance
● Cost to Implement
○ The Costs of the certification depend on the size of the organization (Number of
employees and number of sites). They include the Certification fees, the salary analysis
and the on site audits.

20. Competitor Comparison
Pfizer: Has 95 Colleague Resource Groups, diversity councils (Europe), offer support, developmental opportunities,
mentoring, networking opportunities, personal stories/viewpoints valued in the business, volunteering
http://www.pfizer.com/careers/en/diversity-inclusion
Abbott: Diversity fosters innovation, mentoring, partner with academic orgs, choose employees solely on job-qualified
candidates, not anything else https://www.abbott.com/careers/diversity-and-inclusion.html
P&G: Recognize Black History Month, Hispanic Heritage Month, Pride Week, and Diversity & Inclusion Week, put social issues
on products (celebrate strong African American (AA) women in hair products), D&I awards, supplier diversity, police and
African American meetings to bridge understanding https://us.pg.com/diversity-and-inclusion/

21. Survey Analysis
- Showed that diversity and inclusion is important in the workplace
- Total of 56 responses from Stonehill College Seniors
- Average on whether diversity and inclusion is important (1-10): 7.8
- 72% said there was an emphasis on D&I in their job or internship
- 74% said they are more likely to look for a job with an emphasis on D&I
- 85% said they feel more at ease at work if environment is supportive/inclusive
“To me, diversity is ensuring that everyone has a seat at the table, and inclusion is that everyone’s voices are
heard. It’s important in schools and the workplace because both concepts recognize that different backgrounds
spur different perspectives. Different perspectives push innovation, new ideas, creativity, and justice which
makes us all better students and workers.”

22. Implementation Timeline

23. Cost of Implementation
● Seating arrangement:
○ Cost will be minimal
● Global Equal Salary Certification:
○ The cost depends on the size of the organization. It also includes certification fees,
analysis, and on-site audit
○ Contact: Questions@equalsalary.org
● Unconscious Bias Training
● Annual Guest Speaker
○ Steve Pemberton, Author & Chief HR Officer at WorkHuman
○ Maria Hinojosa, Emmy-Winning Journalist, Anchor & Producer of Latino USA
○ Kim Crenshaw, Civil & Women’s Rights Activist
○ John Quinones, ABC News Veteran, Creator & Host of “What Would You Do?
○ Range $7,500-$75,000

24. Discussion