SWOT Analysis Of Johnson & Johnson

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

Allround has many advantages over its competition in the industry, including higher brand awareness, highest market share, lower fixed costs, and a relatively high conversion ratio. A market survey detailed in Exhibit 1.5 of the case shows that the Allround Brand has brand

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

Equality and Discrimination: understand the basics – This identifies with and outlines the essentials of what employers, and employees and their representatives need to know, and must and should do to make their workplaces a fair environment and act in accordance with equality law.

Johnson & Johnson, a 130 years old famous multinational healthcare company through its family of companies is involved in the research and development, manufacture and sale of a wide range of products in the healthcare. Product that related to human health and well-being has always been their main interest over the years and also presently. Johnson & Johnson was incorporated in the State of New Jersey in 1887 by three brothers; Robert Wood Johnson, James Wood Johnson and Edward Mead Johnson.

The company was also embraces diversity, and they show this by hiring corporate officers that represent various

Equal opportunities - These policies are set out to say how employees should be treated in

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

Companies that discriminate on basis of a host of job-irrelevant issues, comprising race, sexual orientation, gender, disability, age and ethnicity put themselves at a competitive disadvantage as opposed to companies that appraise employees solely on their credentials and qualifications to work well. Given the high rates of discrimination encountering the workforce today, discrimination based on racial discrimination and sexual orientation represents an actual hazard to the profitability of companies (Oeo.tufts.edu, 2015). This essay discusses the non-discrimination policy of the Home depot company.

The policies that incorporate and promote diversity within the DOC and FBP are listed within the Personnel and Staff Management Policies. These are incorporated in individual policies that include and are not limited to: (1) Affirmative Action; (2) Anti-Discrimination; (3) Discrimination and Retaliation Complaints; (4) Employee Development; (5) Human Resources Management; (6) Employee Conduct; (7) Physical and Medical Standards; (8) Upward Mobility; and (9) Workplace Violence Prevention. Each of these standards ensures diversity is promoted throughout the organization. Also, specific requirement dictated by each document ensure inclusive equal opportunity and treatment for all and by all employed (Affirmative Action and Diversity Management

Discrimination in the workplace is typified by failure to treat individuals equally due to biases against various group membership (Triana, Jayasinghe, & Pieper, 2015). The United States enacted the Civil Rights Act of 1964, known as Title VII, to outlaw workplace discrimination of individuals with respect to compensation, terms, conditions of employment, or privileges of employment because of race, color, sex, religion, or national origin. Following Title VII, the Equal Employment Opportunity Commission (EEOC) was established to enforce Title VII protocols in the public and private sector (Crumpacker & Crumpacker, 2007). Proceeding 1964, several addendums were legislated to include protection against discrimination for individuals with respect to: sexual orientation, age, disability, pregnancy, and genetic information (Brooks, Doughtery, & Price, 2015). The engagement of any employer in discrimination against members of any previously listed affiliations is not only deemed unethical, but is also considered unlawful in the United States.

The company must clearly envision diversity as essential to business strategy because of the competitive advantages that follow.

1) This company will not discriminate in hiring practices or procedures based on race, religion, marital status, sexual orientation, age, gender, political affiliation, or country of origin.

Johnson & Johnson is a global American company that operates as a pharmaceutical, medical devices and consumer packaged goods manufacturer that serves with its products to over 175 countries worldwide.

Thomas & Stephanie J. Creary it is clear that PepsiCo initially followed the discrimination-and-fairness paradigm. On the case PepsiCo realizes from a very early stage the important of hiring diverse employees and in 1940 implements an equal opportunity initiative to increase the number of minorities in the workforce. As PepsiCo does this, it is attempting to provide all individuals with the same opportunities of working with the company and therefore meet the goals set for increasing diversity in the