HIV/AIDS-Related Stigma and Discrimination in Workplaces in Tanzania

Abstract

Background: Stigma and discrimination against people living with and affected by HIV/AIDS undermines the effectiveness of national efforts to prevent and control the HIV epidemic. In the context of Tanzania, evidence on the incidence of HIV/AIDS-related stigma and discrimination from the perspective of the employees and employers is limited. Objective: To provide an assessment of the pervasiveness of HIV/AIDS-related stigma and discrimination in the workplace in Tanzania. Methods: A cross-sectional study, which employed both qualitative and quantitative techniques, was carried out. Some 181 employees from 23 workplaces participated in the study. Results: About 13% of the respondents reported existence of some forms of discrimination while about 16% of the respondents divulged existence of complaints on stigma for HIV/AIDS affected/infected employees in their workplaces. Stigma-related complaints varied between cities, public or private, nature of activity of workplace, and whether the employee had a member of the family who was living with HIV/AIDS (p<0.1). Conclusion: Effective strategies to end HIV/AIDS-related stigma and discrimination in the workplace should consider the context in which the strategies are to be implemented. HIV/AIDS-related education and availability of health and social supports to HIV/AIDS affected/infected employees could help lower self-stigma and discrimination among affected/infected employees in the workplaces.

Exploring HIV-Related Stigma and Discrimination at the Workplace in Southwestern Uganda: Challenges and Solutions

“…Whereas HIV testing is a crucial step in the fight against HIV/AIDS, some employees still fear testing for HIV at the workplace due to fear attached to HIV stigma and discrimination from coworkers and employers. Consistent with our findings, studies have revealed that most employees feared testing for HIV at the workplace due to fear of HIV stigma and discrimination by coworkers and by employers [16,18,46,65]. However, according to the international best practices and particularly the ILO Discrimination Convention [66], an employee has the right to privacy and confidentiality regarding his/her HIV/AIDS status and freedom from discrimination on the ground of the said status.…”

“…In one of the studies conducted in Australia, increased social support was associated with less HIV centrality, less internalised stigma, and less psychological distress [67]. Studies conducted among medium and large sized African workplaces demonstrated that employees will be more interested in taking up HIV testing if they know there is support available in case they are found to be HIV positive [18,68]. As a result of HIV-related stigma and discrimination, some individuals are denied necessary social support [44,69].…”

“…It is viewed as a stigma in action [17]. HIV-related stigma and discrimination continue to undermine the efficiency of national efforts to prevent and control the pandemic, especially in Sub-Saharan Africa [18,19].…”

“…Research indicates that HIV-related stigma and discrimination present major barriers to HIV/AIDS prevention, treatment, and care in the workplace setting [19,42,43]. is is largely because stigma and discrimination hinder the uptake of HIV/AIDS counselling and testing among employees in workplaces [16,18,44]. In the workplace, employees may suffer from HIV-related stigma and discrimination from their coworkers and supervisors/employers in the form of social isolation, ridicule, and termination of employment [45].…”

“…Four decades into the pandemic, HIV-related stigma and discrimination still hinder individuals and communities from accessing and benefiting from effective prevention and treatment programs [51,52]. Studies addressing HIV stigma and discrimination have been conducted in affected communities [18,53]. A study conducted in Ghana found that encouraging people to go for HIV counselling and testing helped in overcoming HIV-related stigma and discrimination [54].…”