Johnson & Johnson India enhances policies to up diversity and inclusion

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The policy changes reinstate the importance of employees being able to champion work–life integration and achieve their maximum potential — at work and at home.

Continuously building on its 125-year legacy of care, and to ensure employees forge a positive path and better serve the healthcare needs of its key stakeholders, Johnson & Johnson India has revamped some of its HR policies. The policy changes reinstate the importance of employees being able to champion work–life integration and achieve their maximum potential — at work and at home.

In line with the thought, it will now provide its employees flexi-working provisions and sabbatical support. It has also launched a special programme – Nurturing Family Bonds – to up its gender diversity.

Flexible working provisions: Focussing on employees’ interests , Johnson & Johnson is now encouraging its employees to take up the option to work remotely once a week and/or choose flexible hours to meet their daily work and personal responsibilities.

Nurturing Family Bonds programme: This integrated end-to-end employee programme is designed to support expectant mothers— from their early pregnancy stages until way after the baby is born. The programme also addresses anxious fathers, as they step up to play an active role in nurturing the baby.

Sabbatical arrangements: The Company support employees in taking time off from work for personal reasons, such as pursuing higher studies related to current/potential future roles, community service or health and wellness challenges.

Johnson & Johnson India is committed to supporting its employees and their families. These changes have long-term value and provide empathy, compassion, understanding and flexibility to the employees.

The Company had announced an enhanced eight-week paternity leave policy for new and adoptive fathers in August 2017. This is in addition to the Company’s existing 26-week maternity leave policy for new mothers, which was launched way back in 2011.

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