Introduction
The spread of HIV/AIDS worldwide, and the growing number of people
affected, makes it very likely that few, if any, global companies
will escape its impact. As the pandemic progresses, an ever-wider
sphere of business operations is being touched by the disease.
Although Africa and Asia have been the hardest hit, every
continent has seen significant consequences due to HIV/AIDS.
Estimates by the World Bank suggest that the macroeconomic impact
of HIV/AIDS may reduce the growth of national income by up to a
third in countries where the prevalence among adults is 10
percent. Additionally, rates of HIV infection worldwide are
highest for the young and for women, who are major contributors to
the workforce. For all of these reasons, businesses with
operations or suppliers in countries hard hit by HIV/AIDS are
looking for more aggressive ways to address the disease’ impact on
their workforce and operations. Forward-thinking companies in
other countries are also taking proactive steps to address
HIV/AIDS issues before the impact to their workforce becomes
greater.
When HIV/AIDS emerged as a significant workplace issue in the
1980s, companies responded by developing policies and programs
designed to educate employees about HIV/AIDS, prevent
discriminatory behavior, support ill employees, and contribute to
the general fight against the disease. Social considerations were
originally the principal motivating force for business response to
HIV/AIDS, but economic factors are now driving efforts to address
the pandemic. Now, two decades later, as the pandemic progresses,
the issues for businesses impacted by HIV/AIDS are more global and
much more complex.
Companies are responding to the HIV/AIDS challenge in a variety of
ways. Some of the approaches companies are taking include: (1)
developing clear workplace policies and programs; (2) undertaking
extensive prevention and education efforts within their own
operations; (3) conducting prevalence studies and surveys to help
them understand the long-term benefits of investing in more
costly, comprehensive efforts; (4) providing treatment including
antiretroviral (ARV) therapy to employees; (5) developing
partnerships and collaborations with government, NGOs, academic
and medical institutions, multilateral organizations, business
associations, and other related resources that can complement
their programs and enhance their ability to fight HIV/AIDS in the
workforce and community; and (6) building strong business cases
for their efforts, focusing on quantitative costs (including
health costs, absenteeism, and recruitment), and qualitative costs
(such as employee morale, reputation damage and others).
Business
Importance
There is significant quantitative and qualitative data to suggest
that companies working to address HIV/AIDS in the workplace
experience a variety of direct and indirect bottom-line benefits.
Some of these include:
-
Unhampered
Growth in Markets:
Emerging signs of long-term, negative economic effects of
HIV/AIDS suggest that business opportunities for growth in many
areas of the world may be constrained if steps to harness the
pandemic are not taken. Company-sponsored HIV/AIDS prevention
programs in workplaces and local communities help reduce the
accumulated costs and extent of the pandemic In addition,
participation in coalitions or partnerships and other efforts
designed to reduce the impact of HIV/AIDS lends wealth, power,
and influence to efforts designed to achieve significant
advances in prevention and care at national levels.
-
Increased
Productivity:
There are varying estimates about the loss of productivity each
year in the global economy due to the absence of individuals
with HIV/AIDS from the workforce, but all of them estimate that
the economic costs are very significant. This can be mitigated
by company efforts to pursue policies and practices focused on
reducing the workplace incidence and impact of HIV/AIDS. The
International Labour Organisation (ILO) reports that some US
companies have estimated costs between $3500 and $6000 per year
for each worker with HIV/AIDS. The Corporate Council on Africa
estimates that in parts of Southern Africa, AIDS-related illness
and death has reduced the workforce by as much as 20%.
Productivity is also negatively affected by such things as
increased absenteeism, the loss of skilled employees, the need
to invest in training replacements, and declining morale.
-
Decreased
Costs of Health Care and Other Employee Benefits:
The health-care and related costs incurred by companies having
employees with HIV/AIDS can be a significant burden,
particularly in areas where incidence of the disease is high. A
Harvard University survey of companies in Durban, South Africa
concluded that companies may need to set aside as much as 7 5
percent of their annual payroll to fund losses incurred by the
disease. Company-generated HIV/AIDS training and education for
employees can contribute to the reduced prevalence of HIV and to
reducing long-term health costs. Studies of South African firms
indicate that cost savings due to investment in prevention and
education programs are as high as 3.5 to 7.5 times the cost of
intervention Insurance companies are starting to recognize this.
In Thailand, companies that promote HIV/AIDS awareness among
their employees will qualify for discounts of 5-10 percent on
group insurance policies provided by American International
Assurance. Companies that have the resources to supply
counseling and health care services to employees with HIV/AIDS
can also reduce the costs of the illness Volkswagen Brazil
provides access to antiretroviral drugs (ARVs), regular viral
load tests, and referral to specialist hospitals and home care
treatments As a result, rates of hospitalization dropped by 90
percent and HIV/AIDS-related costs were reduced 40 percent.
-
Reduced
Employer Liability:
Companies can reduce their risk of legal liability in many
countries by implementing a formal HIV/AIDS policy that
prohibits discriminatory behavior, providing training and
education to reinforce this policy, and taking steps to ensure
that accommodations for employees with HIV/AIDS Studies also
find that managers are more likely to support employees living
with HIV and to comply with workplace laws relating to employees
with HIV if there is an explicit policy against discrimination.
-
Continued
Workforce Diversity:
Rates of HIV infection worldwide are highest among the young and
women. Women now account for half of all AIDS cases, and in
Africa, it is estimated that 60% of all HIV infected persons are
women. In the United States, ethnic minorities are
disproportionately affected by the incidence of HIV/AIDS.
Companies that place special emphasis on HIV/AIDS education and
support for employees in these particularly at-risk populations
will benefit from being able to maintain a workforce that
represents multiple perspectives, talents, and skills, as well
as being more reflective of the general population.
-
Lower rates
of Employee Turnover:
Company efforts to prevent HIV infection and to support
employees with HIV/AIDS will reduce the rate of employee loss
due to this disease The costs of turnover, including lost
productivity, can be high, as much as one-half to one year's pay
for each person needing replacement in some countries. In
addition, there are the immeasurable costs resulting from loss
of tacit knowledge and reduced morale among coworkers.
-
Improved
Employee Morale:
The most immediate reported benefit of workplace HIV/AIDS
education is improved morale In addition to providing
information that allays fears and offers guidance on preventing
infection, such programs are a sign that employers are
knowledgeable about the issues and care about their employees
Formal policies on HIV/AIDS also increase morale by clarifying
responsibilities and expectations Companies that provide
opportunities for their employees to participate in fund raising
or other community-related efforts to support the fight against
HIV/AIDS also benefit from the rise in morale people experience
when able to make a positive contribution.
Key Developments
Millions of people are now living with HIV/AIDS worldwide. A
number of factors have changed the ways businesses are responding
to the HIV/AIDS pandemic. Here are some of the more prominent
ones:
-
Increasing
Global Prevalence of HIV/AIDS:
The numbers are staggering. In December 2002, the Joint United
Nations Programme on HIV/AIDS (UNAIDS) reported that 42 million
people are living with HIV, 5 million of whom became infected in
2002. Sub-Saharan Africa is the worst-affected region, with 29.4
million people infected, or 70 percent of the infected
population worldwide; South and Southeast Asia (6.0 million) and
Latin America and the Caribbean (1.94 million) follow. More than
20 million Africans have died from the disease, and 12 million
children have been orphaned by HIV/AIDS. Prevalence rates vary
from 0.1% in the least affected countries, to nearly 3% in the
hardest hit countries. In the United States, which currently has
an infected population of 900,000, more than 66 percent of large
companies and 10 percent of small companies employ at least one
infected person Approximately 12 of every 1000 adults in the
world between the ages of 15 and 49 are HIV-positive.
-
Emergence of
Serious Economic Consequences:
Because half of all people who become infected with HIV do so
before they reach age twenty-five, and most will die before they
are thirty-five, HIV/AIDS is affecting the core of the
workforce. The potential effects, especially in developing
countries, are devastating, both to the social fabric of
societies and to economic growth. Estimates by the World Bank
suggest that the macroeconomic impact of HIV/AIDS may reduce the
growth of national income by up to a third in countries where
prevalence among adults is 10 percent. Science magazine (July
2000) noted that the world has never experienced death rates
among young adults of both sexes and across all social strata of
the magnitude expected for countries, such as Botswana, where
infection rates exceed 20 percent of the population. A report by
the ILO issued in 2000 projects reductions of 17 to 21 percent
in the workforces of countries like Namibia, Botswana, and
Zimbabwe by 2020, and anticipates a resulting increase in child
laborers, moonlighting parents, job absenteeism, and retraining
costs These trends, if unstopped, will lead to significant
reductions in savings rates and disposable income, market size
for businesses, production and investment, and, ultimately,
declining economic growth.
-
HIV/AIDS as a
Chronic Illness:
Antiretroviral drug therapy generally leads to improvements in
the quality and length of life for persons living with HIV/AIDS.
What was once an acute, terminal illness can become a
manageable, chronic illness. High costs have generally limited
access to these drugs to persons living in developed countries,
and this has caused some developing countries to produce their
own generic brands of these drugs in order to keep the costs of
treatment low. India produces generic copies of antiretroviral
drugs, and has no patent law, so it has been able to do this
legally. Thailand, South Africa, and Brazil have all negotiated
sharp price cuts from drug makers by threatening to break patent
laws. As therapeutic measures have had positive effects,
individuals with HIV/AIDS with access to ARVs have been able to
return to work in increasing numbers. This has been most notable
in the developed world, where ARVs are more readily accessible.
-
Continuing
Need for HIV/AIDS Education and Training:
Several factors indicate the need to engage in ongoing workplace
programs devoted to educating and training employees about
HIV/AIDS. Social stigmas attached to the disease continue to
exist, inhibiting alteration of behaviors that contribute to the
spread of the disease. As well, studies show that risk behavior
is increasing again in some of the most affected communities in
industrialized countries.
-
Widespread
Workplace Responses:
Many companies currently have AIDS-related programs and
incorporate HIV/AIDS initiatives into employee assistance
programs and as part of medical leave benefits, reflecting a
move to include this illness with other serious illnesses. Other
business initiatives have HIV/AIDS-specific education and
training and formal HIV/AIDS policy statements. Such practices
continue on an ever-widening scale, as companies address AIDS in
their global operations. Chevron Nigeria has stated that its
program has been cost-effective by reducing health costs, and
lowering risk of infection, while decreasing the stigma of
having AIDS, and helping the company create a strong response to
the disease.
-
New
Coalitions and Partnerships Involving Businesses:
A widening array of business coalitions and partnerships
involving business are being formed to support the fight against
AIDS. Among the many alliances are:
-
The
International HIV Treatment Access Coalition,
which is comprised of the WHO, UNAIDS, the World Bank, the
Rockefeller Foundation, and advocacy groups such as the Global
Network of People Living with HIV/AIDS, and the Corporate Task
Force on AIDS in Africa, formed to examine what American
corporations operating in Africa can do to better combat the
disease there.
-
The
Declaration of Commitment on HIV/AIDS
which was passed in 2001 by 189 countries at a meeting of the
UN’s General Assembly articulated n targets and timelines for
action on the pandemic. The agreement provides a way to
measure progress towards these targets, and increases the
possibility for collaboration, which has manifested in the
form of regional collaborations. One example is the
Pan-Caribbean Partnership against HIV/AIDS, which recently
signed an agreement with six pharmaceutical companies to
provide access to antiretroviral drugs at the same discounted
price given to countries in sub-Saharan Africa.
-
The ILO’s
program on “HIV/AIDS and the World of Work”
has succeeded in developing important multi-sectoral
partnerships in Asia, including guidelines by the Vietnamese
Chamber of Commerce on HIV/AIDS prevention and care, and a
program by the Philippines Trade Union Congress to set up 14
health centers where members can receive diagnosis, counseling
and treatment for HIV/AIDS and other STDs.
-
Reporting/Transparency:
An emerging trend requires businesses to report on HIV/AIDS
programs in the workplace. The King Report on Corporate
Governance for South Africa recommends that every organization
report annually on its efforts to improve health and safety in
the workplace, including “the nature and extent of the strategy,
plan and policies adopted to address and manage the potential
impact of HIV/AIDS on the company’s activities” Similarly, the
protocol of the Global Reporting Initiative requires
organizations using the guidelines to provide a description of
their HIV policies and programs.
External Standards
The following are summaries of the more prominent international
voluntary policies and laws governing HIV/AIDS in the workplace.
Laws concerning employee disability, health, and safety generally
govern employer responses to HIV/AIDS. However, legal guidelines
about HIV/AIDS and the workplace have not been widespread A recent
search of the International Labor Organization’s database revealed
that only about 30 countries had passed legislation specifically
related to HIV/AIDS in the workplace.
MODEL POLICIES AND CODES:
Several organizations worldwide, including the ILO and the UN,
have created model codes of practice or policies that complement
legal standards of conduct, and, in the absence of clear legal
guidelines, these model codes have become the clearest external
standards. Additionally, these guidelines may usefully inform
corporate codes of conduct. Other groups that have developed
policies and training materials on a global level include the
International Organization of Employers (IOE) and the
International Confederation of Free Trade Unions (ICFTU). The
Vietnam Chamber of Commerce and Industry has also developed
guidelines for business.
-
The ILO’s
Code of Practice on HIV/AIDS and the World of Work
is intended to complement legal standards of conduct, and
details the essential components of HIV/AIDS policies. It lists
the following 10 points as most important for HIV/AIDS policies.
These points can be found as part of the code of practice, at
. http://wwwilo.org/public/english/protection/trav/aids/code/keyprinciples_page.htm.
1. Recognition of HIV/AIDS as a workplace issue - HIV/AIDS is a
workplace issue, not only because it affects the workforce, but
also because the workplace can play a vital role in limiting the
spread and effects of the epidemic.
2. Non-discrimination -There should be no discrimination or
stigmatization against workers on the basis of real or perceived
HIV status.
3. Gender equality - More equal gender relations and the
empowerment of women are vital to preventing the spread of HIV
infection and enabling women to cope with HIV/AIDS.
4. Healthy work environment - The work environment should be
healthy and safe, and adapted to the state of health and
capabilities of workers.
5. Social dialogue - A successful HIV/AIDS policy and programme
requires cooperation, trust and dialogue between employers,
workers, and governments.
6. Screening for purposes of employment - HIV/AIDS screening
should not be required of job applicants or persons in employment,
and testing for HIV should not be carried out at the workplace
except as specified in this code.
7. Confidentiality -Access to personal data relating to a worker's
HIV status should be bound by the rules of confidentiality
consistent with existing ILO codes of practice.
8. Continuing the employment relationship - HIV infection is not a
cause for termination of employment. Persons with HIV-related
illnesses should be able to work for as long as medically fit in
appropriate conditions.
9. Prevention - The social partners are in a unique position to
promote prevention efforts through information and education, and
support changes in attitudes and behaviour.
10. Care and support - Solidarity, care and support should guide
the response to AIDS at the workplace. All workers are entitled to
affordable health services and to benefits from statutory and
occupational schemes.
The ILO has noted that many states’ constitutions uphold the
individual’s rights to equality and privacy and health, and that
these provisos have been used to protect people living with
HIV/AIDS.
-
International
Guidelines on HIV/AIDS and Human Rights
have been issued jointly by the Office of the High Commissioner
for Human Rights (OHCHR) and the Joint United Nations Programme
on HIV/AIDS (UNAIDS). Guideline 6 on "Access to prevention,
treatment, care and support," has been updated to read as
follows:
-
Access to
HIV/AIDS-related treatment is fundamental to the realization
of the right to health;
-
Prevention,
treatment, care and support are a continuum;
-
Access to
medication is one element of comprehensive treatment, care and
support;
-
International cooperation is vital in realizing equitable
access to care, treatment and support to all in need.
LEGAL STANDARDS
As mentioned above, the absence of stronger national legal
standards regarding HIV/AIDS is striking. However, some national
laws have provided strong protections for persons living with
HIV/AIDS. An illustrative sample of some of the laws with the
strongest provisions is provided below.
-
United States
-- In the United States, several different laws provide
protection for workers with HIV/AIDS. The Americans with
Disabilities Act outlaws workplace discrimination, provides
privacy protections for information on an employee's health, and
allows pre-employment medical inquiries only under certain
circumstances. Under the Family Medical Leave Act, businesses
with 50 or more employees within 75 miles must grant up to 12
weeks of leave to employees who have a serious health condition,
such as HIV/AIDS, or who must attend to the serious illness of a
child, parent, or spouse. The OSHA Bloodborne Pathogen Standard
requires that employers of workers who experience occupational
exposure to bloodborne pathogens, including HIV, develop an
exposure control plan that is updated annually.
-
Zimbabwe
-- Zimbabwe's Labour Relations (HIV and AIDS) Regulations of
1998 ban non-consensual testing, outlaw workplace
discrimination, require wide dissemination of the Regulations
and dictate strong penalties, including up to six months'
imprisonment, for employers who violate the Regulations.
-
Namibia and
South Africa
have also banned mandatory testing, while South Africa has
explicitly prohibited discrimination based on HIV status, with
strong fines possible for employers who are found to violate
this regulation. The Johannesburg Stock Exchange announced in
2002 that it would require all companies listed on the exchange
to report on HIV/AIDS in the workplace.
-
Costa Rica
-- Costa Rica’s legislation bans discrimination, provides
protection to individuals, mandates education and counseling,
and is viewed as a model by many.
-
Philippines
-- In the Philippines, the AIDS Prevention and Control Act
states clearly that persons living with HIV/AIDS are entitled to
full protection of their human rights and civil liberties.
Implementation Steps
Companies
vary in their approaches to HIV/AIDS in the workplace. Practices
that contribute to a long-term, comprehensive approach to
mitigating the effects of the illness and preventing its spread
include the following:
-
Gather
Information from Partnerships and Collaborations:
Partnerships or collaborations with external experts, local and
international NGOs, academic institutions, government bodies,
multilateral institutions, company unions or employee
associations and other related groups are cited by businesses as
a critical component throughout every stage of developing and
implementing an HIV/AIDS program. Such collaboration can be
particular useful in developing an overall strategy, conducting
needs assessments, building the business case, providing
treatment, educating workers, protecting workers’ rights, and
evaluating the program.
-
Create an
HIV/AIDS Policy:
Prepare a written statement describing your company's policy on
HIV/AIDS, involving people living with HIV/AIDS in its creation
if possible. In addition to clarifying the responsibilities of
different staff for upholding the policy, describe company
policies concerning such issues as nondiscrimination and lack of
harassment, confidentiality of medical information, reasonable
workplace accommodations, and benefit plans. For businesses
where employees are at risk of workplace exposure to HIV, spell
out training requirements, safety procedures and equipment, and
a plan for responding to workplace exposure to the virus.
-
Involve
Multiple Stakeholders in Policy and Program Development:
Seek feedback from local and international NGOs, academics,
health experts, unions and employees to make sure that a policy
is thorough, fair and just, and answers concerns of workers.
During program development, Ford Motor Company of Southern
Africa held a series of roundtables with stakeholders to gain
the support of the community and feedback on its HIV/AIDS
policy.
-
Approach
HIV/AIDS as Any Other Debilitating Disease:
From a policy perspective, approaching HIV/AIDS as any other
progressive disease will help remove the stigma of HIV/AIDS and
make employees living with HIV/AIDS less likely to suffer
discrimination and, therefore, come forward for treatment.
-
Design
Workplace HIV/AIDS Programs to Fit Local Cultures:
Craft policies and programs to address the circumstances of
HIV/AIDS prevalence, primary mode of transmission, level of
workforce education, and cultural norms by taking into account
local cultures and conditions.
-
Ensure That
Policy Is a Living Document:
Make sure the policy is driven by all levels and units within
the company, so that it is not viewed as only a human resources
policy. Demonstrate that the policy is a commitment to
protecting workers by having the CEO and an independent,
credible third party, such as the union, sign the document. Post
the signed policy, translated into local languages, throughout
business operations and within easy view of all employees.
-
Take a
Comprehensive Approach:
Company representatives repeatedly emphasize the importance of
taking an approach that focuses on prevention, education and
treatment. A program that focuses only on providing access to
drugs while ignoring behavior will ultimately not have a
significant impact.
-
Intervene
Early:
Early intervention is one of the most important strategies of
any HIV/AIDS program. Companies such as Eskom, with education
programs dating back to the late 1980s, claim to have lower
prevalence rates in their workforce than other businesses in
their community because they made HIV/AIDS a business priority
early on.
-
Obtain
Support of Company Leadership:
Clear support from company leadership is critical, particularly
with respect to obtaining resources for comprehensive programs.
Developing a strong business case, which includes quantitative
data on projected AIDS-related costs, can help garner long-term
support of executive management.
-
Development
of Peer Educator System for Program Delivery:
Companies often cited the use of peer educators for program
delivery, education and communication as a critical factor in
program success.
-
Provide
Ongoing Education and Training:
Reinforce and expand the company’s HIV/AIDS policy by providing
education and training for all employees, starting with the
orientation of new employees. Include information on the
illness, how to prevent HIV infection, appropriate workplace
conduct, and legal issues that may arise; and provide guidance
for managers and supervisors in complying with laws and
regulations, managing benefits, accommodating employees with
HIV/AIDS, and helping employees who wish counsel. Supply
education and training at regular intervals to make certain that
information and guidelines remain current, that all employees
possess full awareness and that knowledge of desired practices,
and complacency is avoided.
-
Ensure Legal
Compliance:
Gain a full understanding of the laws and regulations governing
workplace practices with respect to HIV/AIDS and be certain to
learn about new legal developments as they occur. Because
current laws have areas of ambiguity, consult with informed
legal counsel when creating company policies and procedures.
-
Support
Employees with HIV/AIDS:
Help employees with HIV/AIDS balance their job demands and
stresses associated with illness-related issues by offering
support groups, flexible work scheduling, telecommuting and
extra time off. Nutrition and exercise programs have proven
particularly effective in improving lifestyle and maintaining
productivity.
-
Give
Employees Opportunities to Support the Fight Against HIV/AIDS:
Where culturally appropriate, provide employees with regular
opportunities to make a positive contribution by creating
fund-raising ventures and volunteer opportunities with local
HIV/AIDS-support groups--and give employees time off to
participate in these activities. Also involve employees in
decisions about philanthropic support for HIV/AIDS-related
endeavors. Cause-related marketing campaigns are another way to
engage employees in combating HIV/AIDS.
-
Collaborate
with Other Organizations:
Link up with other organizations to build leverage in the
campaign against HIV/AIDS. Share your policies, programs, and
expertise with other businesses; join with nonprofit
organizations to develop and implement education and care
programs in the workplace and community; and form multi-sector
coalitions to provide advocacy and leadership at local,
national, and international levels.
-
Engage in
Efforts to Build Local Capacity:
Work with local governments, NGOs and health care providers to
strengthen local infrastructure and capacity with a view to
creating sustainable health care access for employees and the
broader community.
Leadership Examples
These "leadership" practices have been chosen as illustrative
examples. They are intended to represent innovation, higher than
average commitment, unusual industry practice or a comprehensive
approach to this issue. Periodically, the examples listed may be
changed.
The Anglo American Association
is a global mining company that has been actively involved in
addressing issues related to HIV/AIDS for more than twelve years,
and has based its program on three fundamentals - education (using
a peer educator approach), condom distribution and effective
treatment of sexually transmitted diseases (STDs). In August 2002,
Anglo American announced that it would make anti-retroviral
therapy (ART) would available to employees with HIV/AIDS, who do
not have benefits that currently cover it. Anglo American is
working with trade unions and the government to implement the
program, which targets not just employees, their families and the
community at large. Anglo's program has been comprehensive and
proactive. They are taking steps to understand the prevalence of
HIV in the workforce through voluntary and anonymous surveys, and
encouraging voluntary counseling and testing, while promoting
education, and making treatment available. The company has a
full-time AIDS adviser, who helps promote the program, and works
with management to develop appropriate responses. All of the
company’s divisions are required to produce plans for managing
HIV/AIDS in the workplace. Anglo American has stated that it
benefits from the program by extending the lives of infected
employees and containing future AIDS related costs, including
absenteeism, medical expenses, pension benefits and the
recruitment and training costs required to replace employees who
become too ill to work.
Eskom
is a state-owned electricity utility company based in South
Africa. It commissioned a series of studies in 1995 and 1996 to
determine the business cost of HIV/AIDS. Some of the direct costs
that were considered in the cost benefit analysis included: 1)
cost of non-treatment, 2) cost of benefits 3) cost for training,
retraining, and recruitment, and 4) cost of an HIV/AIDS program.
Some of the indirect costs considered included: 1) absenteeism, 2)
loss of productivity, 3) management burden (training individuals
as lay counselors), 4) systemic costs such as loss of work/life
experience, 5) impact on labor market, and 6) impact on team
cohesion or morale (alluded to but not quantified). Eskom then
proceeded to enlist the services of an external consultant on
HIV/AIDS to determine where it should focus its efforts. To have a
greater impact on curbing the disease, the consultant advised
Eskom to extend its reach beyond the workforce and into the lives
of the sexual partners of employees who worked in isolated areas.
These factors led to the company’s dismantling of its policy on
pre-employment testing and its movement toward the development of
a more comprehensive and coordinated effort beyond condom
distribution, awareness and education. Eskom has seen prevalence
rates in its workforce drop, and its early and comprehensive
intervention is a useful model for workplace programs.
Get Paper Industry,
in Nepal, was established in 1985 and supplies handmade paper to
The Body Shop International and other businesses. The company
formed a health education organization to implement - with
assistance from NGOs and international aid agencies - a variety of
social responsibility programs in the areas of primary education,
the environment and the prevention of HIV/AIDS. The HIV/AIDS
program began in 1993 through a public education and awareness
program. Since then it has focused on developing outreach
mechanisms to the most high-risk groups in Nepal: truck drivers,
sex workers, and high school and college students to inform them
of the dangers of the disease and preventive measures.
Teradyne, Inc.
manufactures high speed test equipment for semiconductors in the
United States, Japan, and Europe. In response to early cases of
AIDS, Teradyne undertook a nationwide employee education campaign
that has reached more than 5,000 employees in Massachusetts,
Vermont, Texas, Illinois, and California. A company spokesperson
explains, "In putting the program together, we felt that it was
extremely important that managers and supervisors be made aware of
an infected person's legal rights under the Americans with
Disabilities Act of 1990. . . . [At Teradyne,] people with HIV and
AIDS are treated with the same respect and consideration as anyone
else with a disability." Teradyne now uses the seminar as an
orientation to the company's overall approach to illness,
disability, workplace injuries, and discrimination.
Levi Strauss & Co.
began formulating a comprehensive corporate response to HIV/AIDS
in 1982 and was one of the first companies to implement a
workplace policy on HIV/AIDS and an AIDS education program for all
employees. As the illness spread worldwide, this large apparel
manufacturer launched several new education initiatives: (1) Levi
Strauss & Co. currently supplies HIV/AIDS education to all of its
affiliates in more than sixty countries using such resources as
its 1998 video "The Changing Face of AIDS: The Global Epidemic,"
which has been now translated into fourteen languages and is
available for use by other businesses; (2) tailors its educational
program to employees' communities, using posters and theater
groups in areas of low literacy; and (3) has responded to some
employees' reluctance to talk about HIV/AIDS by creating an
employee assistance program (EAP) site on the company's intranet,
linked to its European affiliates and providing both U.S. and
European HIV resource information. Such activities supplement the
company's standard practice of providing an HIV/AIDS education
session during new employee orientation as well as further
education on company time. Managers from the company are involved
with nonprofit organizations, such as the National AIDS Fund, and
actively champion the importance of workplace HIV/AIDS education
programs. Since 1985 the company and the Levi Strauss Foundation
have contributed more than $25 million to support HIV/AIDS
programs around the world.
The Shell Company of Thailand,
a subsidiary of the Royal Dutch/Shell Group, runs approximately
800 retail service stations and convenience stores throughout the
country. Shell Thailand has established an HIV/AIDS policy which
protects employees from discrimination, and includes provisions
for counseling and medicine for employees, in addition to offering
HIV/AIDS education. Shell Thailand has made their policy publicly
available, by posting it on the website of the Asian Business
Coalition on HIV/AIDS. Additionally, the company has partnered
with the Thailand Business Coalition on HIV/AIDS and the United
Nations Children's Fund on HIV/AIDS education projects, to develop
programs for fuel attendants at stations in the cities of Bangkok
and Chiang Mai.
Sample Policies
Ford Motor Company of Southern Africa (FMCSA)
Ford developed its HIV/AIDS workplace policy in 1999. Part of the
policy development process included consultations with its union,
WITS AIDS law project at the WITS University in South Africa, the
Centers for Disease Control, and internal human resources staff.
The policy is unique in that it is signed by both the CEO of FMCSA
and by a representative of the trade union and is posted
throughout company premises in meeting rooms, work areas, and
break rooms. Ford feels that the signatures demonstrate to
employees that the policy is a living document that will protect
them. Ford also has a zero tolerance policy on harassment and
discriminatory practices, fostering an environment in which
employees will be more comfortable revealing their HIV status.
Policies are communicated through the peer education program,
employee handbook, and internal monthly company magazine.
MTV Networks
"MTV's involvement in HIV and AIDS revolves around three critical
issues:
1.
To educate our audience about how not to become HIV positive.
2.
To eradicate the stigma and discrimination that has become such a
part of the lives of those infected with HIV and AIDS.
3.
And to ensure that our audience understands the huge tragedy
facing certain parts of this world. . . . "So what does MTV do?
MTV produces programming that our viewers can relate to, including
the Emmy award winning documentary 'Staying Alive' (1998)... Since
1997, we have ensured that any AIDS programming (including
"Staying Alive") that MTV makes is made 'rights-free,' so that
UNAIDS, and other AIDS Agencies, and any broadcaster anywhere in
the world can air our programming ... for free, no strings
attached. On an ongoing basis, we produce public service
announcements, and we regularly ask artists appearing on our
channels to 'speak out' about AIDS: we want to make condoms cool,
and using them cooler, by using the most popular youth
icons/artists to help deliver the message."
South African Breweries (SAB)
SAB’s HIV/AIDS efforts are guided by its Life Threatening Disease
Policy, which provides clarity on the company’s “views and
commitments with regard to assisting employees” with diseases such
as cancer, heart disease, tuberculosis, Hepatitis B, Chronic
obstructive airways disease, and HIV/AIDS. Its nondiscrimination
policy states that “HIV/AIDS infected employees should be treated
on a similar basis to any other employee suffering from a life
threatening disease. As such, employees who are either HIV
positive or have AIDS should not be subject to any form of
victimization or discrimination.” SAB’s testing policy states that
“testing of an employee for the HIV virus will only be undertaken
at his/her explicit request.”
Standard Chartered Bank (SCB)
Standard Chartered Bank’s HIV/AIDS policies state that the company
seeks to: 1) disseminate information to employees on HIV/AIDS, its
magnitude, impact and preventive measures; 2) implement
non-discriminatory policies and practices in managing individuals
who have HIV/AIDS; 3) approach individuals with HIV/AIDS in the
same manner as those with any other debilitating or
life-threatening disease; 4) establish clearly defined policies
and procedures which reflect local practices, procedures, culture
and legislation; and 5) join forces with other organizations to
counter HIV/AIDS and alleviate its impact by sharing the results
of SCB’s internal research and supporting their efforts where
appropriate.
With respect to testing, SCB’s policy allows testing when
circumstances require it, such as to obtain a work permit or when
it is required for business travel. However, in general the bank
does not find mandatory testing to be “necessary or desirable.”
SCB strongly encourages voluntary testing among its employees.
SCB’s discrimination policy forbids HIV testing when recruiting
job candidates and ensures that “job candidates who are known to
have AIDS are treated no differently from those who have any other
life-threatening and non-contagious disease.”
Awards
-
Global
Business Council on HIV & AIDS Awards for Business Excellence:
These annual awards, created in 1998, are designed "to give
international recognition to the valuable contribution made by
business to the fight against HIV & AIDS" and "to identify and
promote the best of these as models of good practice."
Businesses in the private sector worldwide are invited to enter
the competition if they have responded to HIV/AIDS by developing
projects that achieve one or more of the following aims: create
awareness and education among the workforce, other stakeholders,
or the wider community; support people with HIV/AIDS at work and
prevent discrimination; participate in local, national, or
international efforts to prevent HIV/AIDS and alleviate the
impact of the pandemic; raise funds for HIV/AIDS work; and
involve children and young people in programs.
http://www.businessfightsaids.org
·
Commonwealth Awards for Action:
The Commonwealth Awards for Action on HIV/AIDS were awarded for
the first time in 2002, and recognized actors in the private
sector, as well as governments, media, and civil society. Awards
are made in three areas: prevention; comprehensive care; and
policy and advocacy. More information about the awards is
available at
http://www.para55.org/chogm/winners.asp.
Resources
-
The following
list is not comprehensive. It is an illustrative group of the
many nonprofit, public sector and/or academic resources around
the world who are potential resources for the business response
to HIV/AIDS. Periodically, the examples listed may be changed.
At this time, the list does not include for-profit resources.
·
INTERNATIONAL ORGANIZATIONS
·
The International Labour Organization (ILO), a United Nations
agency, seeks the promotion of social justice and internationally
recognized human and labor rights. Its website supplies extensive
information on the ILO and its work in the field of HIV/AIDS,
including the code of conduct, as well as conferences, programs
and services, speeches, reports and publications; and provides
links to databases and other web sites.
·
The Joint United Nations Programme on HIV/AIDS (UNAIDS),
established in 1996, brings together seven groups, including the
United Nations Development Programme, World Health Organization,
and the World Bank, to serve as the main advocate for global
action on HIV/AIDS. The mission of UNAIDS is to work to prevent
the transmission of HIV, provide care and support for those
infected and affected by the disease, reduce the vulnerability of
individuals and communities to HIV/AIDS, and alleviate the
socioeconomic and human impact of the pandemic. Promoting the
involvement of private companies in fighting the spread of
HIV/AIDS is a major priority for the program, and its website
offers a wide array of information and publications relating to
HIV/AIDS and efforts to reduce its incidence and impact.
-
Global
Business Council on HIV & AIDS
http://www.businessfightsaids.com
·
The Global Business Council on HIV & AIDS (GBC) advocates
corporate responses to the challenges posed by HIV and AIDS along
several fronts: individual company responses, partnerships with
NGOs and government agencies equipped to tackle HIV, mobilizing
business on regional and national levels through HIV & AIDS
councils and coalitions, and sharing approaches to HIV with
corporate clients, suppliers, and others in their sector. The GBC
provides a growing fund of case studies documenting best
practices, as well as other resource materials and publications.
The GBC website offers information on, and links to, GBC partner
organizations and members, descriptions of award-winning programs,
an array of resources and publications for downloading, and facts
and figures on HIV/AIDS.
·
The GHI is part of the World Economic Forum (WEF), and serves as a
resource for businesses fighting HIV/AIDS, tuberculosis and
malaria. The GHI partners with the WEF's member companies, other
AIDS organizations, NGOs, academics, and governments. The
organization works to promote the business case for fighting these
diseases, and identifies best practices in the field and resources
available to companies.
·
REGIONAL ORGANIZATIONS
·
The Asian Business Coalition on AIDS (ABC on AIDS) is a
public-private partnership aiming to expand and improve the
business response to HIV/AIDS in the region. The coalition links
together public & civil organizations and businesses in 11
countries in Asia.
·
Business Responds to AIDS and Labor Responds to AIDS (BRTA/LRTA)
are programs of the U.S. Centers for Disease Control and
Prevention (CDC), created to help large and small businesses and
labor unions meet the challenges of HIV/AIDS in the workplace and
the community. They work to promote the development of
comprehensive workplace HIV/AIDS programs. Their website offers
reports on workplace responses to HIV/AIDS; provides access to an
array of publications, and provides links to other information
sources and organizations.
-
CONASIDA
http://www.ssa.gob.mx/conasida/index.html
·
The Mexican government health ministry’s HIV/AIDS server provides
information about AIDS in Mexico, including notices of upcoming
conferences, recent reports and news, and statistics. It includes
regional information about Latin America, as well as international
issues.
·
The Hong Kong AIDS Foundation was started with support of the
government and the private sector. Their site provides basic
information, such as referral resources, local support groups and
links. They also offer services such as blood tests, counseling,
and emergency financial support.
-
Indonesia
AIDS Homepage
http://www1.rad.net.id/aids/
·
The site has information about individuals and organizations in
Indonesia who work in AIDS prevention, counseling and care. It
also contains links to the archives of AIDS newsletters in
Indonesia, statistics, and information about government policy and
statements about AIDS.
·
PAHO's Regional Program on AIDS offers technical expertise for the
prevention and control of HIV/AIDS throughout the Americas. The
organization works to improve governmental capacity to combat AIDS
and to provide care, and offers trainings and other technical
assistance. The program also advocates for policy changes, and
works with NGOs to assist in their efforts.
·
SABCOHA works to increase action by South African companies and
encourage leadership in the business response to HIV/AIDS. SABCOHA
is made up of business leaders of South African companies of all
sizes and industries. |
