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For Johnson & Johnson, Mental Health is the Next Imperative for Women and Economic Equality

Mental illness is not just a health crisis for women; it is a fundamental barrier to economic equality. Women are twice as likely to develop major depression, post-traumatic stress disorder, and anxiety disorders, yet they are three times more likely to encounter barriers to accessing mental health services. As a result, affected women often struggle to be fully productive at work, pursue new skills and opportunities, and simply remain in the workforce.

Johnson & Johnson is committed to bridging these gaps and working with women to build resilience, well-being, and professional goals. To do this, they’ve implemented leading-edge mental health programs that create a culture of inclusion, provide access to diverse resources, and give women tools for well-being and performance.  This is exemplified through their global Healthy Mind policy that includes an enterprise-wide approach, local resources, and programs and services designed to understand and support the mental well-being of all J&J employees. The goal is for full implementation of this policy at all global locations by 2020.

Here is what Johnson & Johnson is doing:

  • Establishing mental health champions. Hundreds of J&J employees participate in their Mental Health Diplomats program, serving as a resource for information and support. The Diplomats are trained to recognize the signs of mental health conditions and help other employees find useful benefits and programs.
  • Fostering inclusion and fighting stigma. J&J strives to create a culture that enables employees to share their mental health stories, support each other, and find appropriate help. J&J employees organize peer resource groups focused on specific mental health needs, and the company runs monthly awareness efforts through social media and communications channels. This is critically important to reduce stigma, driving earlier intervention and treatment.
  • Providing access to mental health clinicians. J&J provides employees with access to on-site and community-based mental health clinicians through their Employee Assistance Program (EAP). For example, all of J&J’s Canadian employees have access to either on-site or telephonic mental health professionals.
  • Improving well-being and performance. J&J trains employees on the principles of energy management through the Energy for Performance® program. Combining the sciences of performance psychology, nutrition, and exercise physiology, this course works with participants to drive higher productivity and stronger leadership, while also improving personal health, happiness, and fulfilment through lasting, positive behaviour changes. Their goal is to have at least 100,000 employees will have participated in the training by 2020.
  • Leveraging technology. J&J uses technology to expand the reach of mental health programs. Employees can access computer-based mental health training, and resiliency and self-stress management techniques available via a mobile app platform.

 Johnson & Johnson is also focused on sparking change outside of our company.

Over the last several years, Johnson & Johnson has been collaborating with international organizations, national governments, health systems, and mental health experts, advocates, and groups to build bridges and start a new conversation. Johnson & Johnson wants to focus more attention on this overlooked topic, develop solutions that help women, and open a new era of mental health and inclusive progress.

An estimated 1 in 2 people in the Greater Toronto and Hamilton Area’s labour force have experienced a mental health issue. Ignite mental health support in your workplace by taking the MindsMatter Assessment today.