HIV PREVENTION/CARE AND SUPPORT AT THE WORKPLACE: SUCCESS, CHALLENGES AND WAY FORWARD.
Human Immuno-deficiency Virus (HIV) and the Acquired Immuno Deficiency Syndrome (AIDS) affect every segment of the society and in recognition of this; the world commemorates World AIDS Day every 1st December. The day is dedicated to raising awareness of the AIDS pandemic caused by the spread of HIV infection.
Like other challenges in the modern business world, the rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of many companies and employee households. This has resulted in increase production cost, reduced profit and greater difficulty delivering products and services.
This is due to the fact that for very workplace, the most priced resource id its human resource, thus when employees get infected with HIV in the organization, a lot of productive man hours is lost as a result of employees getting sick leave.
Additionally HIV and AIDS can also have negative psychosocial efforts on employees who are infected or affected by HIV through stigmatization at the workplace. Thus, companies not only have a responsibility to act, but an opportunity to play a crucial role in the fight against the pandemic within the workplace.
Experience from ILO’s global workplace offers a unique entry point for providing access to HIV/STI education and service since workers can be reached on a regular basis with tailored HIV/STI messages and behaviour change communication(BCC) programmes to address discrimination and support behaviour change. Implementing workplace HIV programmes is also a reliable source of accurate information for employees.
In Ghana, institutions such as the ministries of education, finance and economic planning, CFAO Ghana LTTD, Shell Ghana, Cadbury Ghana among others have HIV/AIDS workplace policies and provide evidence –based data about what works and what does not work in responding to the pandemic at the workplace . Key elements of workplace HIV/AIDS programmes that has helped control the spread of the disease has been conspicuous leadership which entails willingness by senior managers and board of directors to speak out on HIV/AIDS prevention and care regularly and frankly at the workplace. Support for responsible sexual behaviour among employees. Support for appropriate policies to address HIV/AIDS related situations that may arise at the workplace. Moral financial and resource support by the company for prevention and care programmes both within the workplace and surrounding communities and finally a commitment to sustain programmes overtime.
However there has been a general low uptake of workplace HIV/AIDS programmes among companies and institutions in the country. The low uptake is attributed to challenges in availability of funds in the era of global recession. Others also play the ostrich and ignore the disease with the hope that it will not affect their company, that HIV/AIDS affects only certain class or group of people, that infection is due to sinful or immoral behaviour and believe that because sexual relations do not occur in the workplace and the company is “protected” and that a vaccine will soon be found are clearly, options that do not work and may end up costing the company even more.
The way forward is to have a detailed workplace policy that entails
- Clear , non-technical information about HIV/AIDS for all employees, provided regularly and in a variety of formats
- Peer education and peer support ; using trained workers to inform one another about all aspects of HIV/AIDS
- Making condoms available in the workplace and encouraging availability in shops outside the workplace
- Diagnosing and treating STIs at workplace clinics, or encouraging workers to use effective services in the community
- Creating and sustaining an environment for changes in sexual behaviour-especially focused on youth and men with regular incomes, discouraging them from coercing women or exploiting their poverty
- Voluntary and confidential HIV testing and pre and post –test counseling
Many companies hesitate to undertake an HIV/AIDS program because they believe they do not have the needed funds and expertise. Fortunately, numerous organizations now have the skills and experience in one or more components of workplace programs. Many of these organizations are willing to partner with companies to design a workplace program, train and support staff, provide medical commodities and access program effectiveness. Company managers can contact such groups and negotiate an acceptable agreement for delivery services. Examples of groups that can assist companies are NGOs: These groups often have the most cost effective strategies and direct experience in designing and implementing HIV/AIDS prevention and care programs. Thus we, have a solid basis on which to build new workplace HIV/AIDS programs or to expand existing ones.
The script was written by: Alfred Tsiboe-Darko of KEBA Africa
