1995_2_developing hiv/aids and std workplace policies

Developing HIV/AIDS and STD workplace policies

The sustained success of workplace-based HIV/AIDS and STD programmes is partly determined by appropriate workplace policies. Although workplaces around the world have information campaigns or occasional educational activities for their workers, the large majority have not yet incorporated HIV/AIDS and STDs into their general policies. Consequently, health promotion efforts are sporadic, while management and employees must improvise each time problems related to HIV/AIDS arise. Policy development to provide a framework for education and support is therefore needed.

Responsibility

Primary responsibility for establishing workplace HIV/AIDS and STD policies lies with employers and/or community leaders (e.g., in the case of agricultural programmes). However, representatives of the labour force should be involved from the start, helping identify policy objectives and content.

Objectives

Important objectives of a workplace policy are to:

fulfill employer obligations to staff by helping ensure their health and rights

minimize the effects of ill health on workplace productivity

contribute to the overall community welfare by supporting concern for health problems.

Underlying principles

The underlying principles of every workplace policy must be stated clearly. They may include but are not restricted to:

freedom from compulsory HIV testing for job applicants and workers

ensuring a safe working environment which includes adequate provision of information concerning health risks (with more detailed prevention information for those working in areas with occupational risks such as health workers, police, fire-fighters, etc.)

support for treatment of HIV/STD-related complaints

confidentiality concerning HIV status

creating a climate in which HIV-positive employees feel comfortable about informing employers about their status so that management can take this into consideration (e.g., regarding work assignments, absences from work, etc.)

freedom from discrimination of those living with HIV/AIDS (including equal access to benefits and prevention of HIV/AIDS dismissal).

Policy content

Workplace policies can address at least three broad areas of concern.

Training: management and employee training and orientation should specifically address the HIV/AIDS and STD policy and include in-depth discussion of people's worries and attitudes towards those living with HIV/AIDS.

Education and support services: education on HIV/AIDS is a prerequisite for combating workplace discrimination and promoting healthy behaviour. Programmes need to be gender-sensitive: men and women share many concerns but also have specific needs in relation to HIV/AIDS and STD prevention and care.

Support services contributing to prevention and care include: provision of printed materials, condom distribution, counselling and access to health services such as STD treatment. Not every workplace can provide all these services but referral systems can be implemented if employers establish links with public health services and NGOs.

Observance of employee rights: measures need to be established to guarantee observance of the policy principles. Examples include:

establishing application and promotion procedures that do not require HIV testing; if insurance companies demand testing for certain kinds of policies (e.g., for pensions), employees need to be adequately informed about this
providing insofar as possible opportunities for HIV-positive employees to undertake other work if their physical condition makes their current assignment difficult or dangerous
stipulating disciplinary and grievance (complaint) procedures in case confidentiality of HIV status is breached
facilitating treatment for STDs and other illnesses.

Monitoring

To ensure continuous policy implementation, it is wise to entrust one person - or more ideally a small group of people - with responsibility for monitoring. The components of the monitoring system may include: periodic meetings to re-assess and, if necessary, adapt the workplace policy; collecting feedback from employees on how well educational interventions are meeting their needs; assessing use of support services; and meeting with self-identified HIV-positive workers to discuss the success of the workplace programme in meeting their concerns and needs.