HIV/AIDS workplace policy addressing epidemic drivers through workplace programs

Abstract

BackgroundHIV workplace policies have become an important tool in addressing the HIV Pandemic in Sub-Saharan Africa. In Zambia, the National AIDS Council has been advocating for establishing of HIV/AIDS workplace policies to interested companies, however no formal evaluation has been done to assess uptake and implementation. The study aimed to establish the existence of HIV/AIDS policies and programs in the private sector and to understand implementation factors and experiences in addressing HIV epidemic drivers through these programs.MethodsA mixed method assessment of the availability of policies was conducted in 128 randomly selected member companies of Zambia Federation of Employers in Lusaka. Categorized variables were analysed on Policy and programs using Stata version 12.0 for associations: Concurrently, 28 in-depth interviews were conducted on purposively sampled implementers. Qualitative results were analysed thematically before integrating them with qualitative findings.ResultsPolicies were found in 47/128 (36.72%) workplaces and the private sector accounted for 34/47 (72.34%) of all workplaces with a policy. Programs were available in 56/128 (43.75%) workplaces. The availability of policy was 2.7 times more likely to occur with increased size of a workplace, P value = 0.0001, (P < 0.05). Management support was 0.253 times more likely to occur in workplaces with policy, P value = 0.013, (P < 0.05) compared to those without. Having a specific budget for programs was 0.23 times more likely to occur in workplaces with a policy (P < 0.05) than those without a policy. Implementation was hindered by reduced funding, lack of time, sensitisation and lack of monitoring/evaluation systems.HIV awareness (56/56, 100%) and HIV/AIDS/Stigma (47/56, 83.93%) were the most addressed epidemic drivers through programs while Mother to Child Transmission (30/56 53.57%) and Males having sex with males were the least addressed (18/56, 32.14%).ConclusionHIV/AIDS policies exist in the private sector at a very low proportion but policy translation was very high suggesting that workplaces with polices are likely to implement programs. The eradication of HIV/AIDS by 2030, requires addressing epidemic drivers with a focus on marginalised populations, gender integration, a wellness and rights based approach within the context of the legal framework.

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

“…Based on the ILO code of practice, employers should consult with employees and their representatives to develop and implement appropriate HIV workplace policies designed to prevent the spread of the infection and protect all workers from HIV-related stigma and discrimination [84]. In line with our findings, a study carried out in Zambian enterprises confirmed the role of employee involvement in implementing HIV workplace policies [7]. Participation and involvement during the formulation, review, and implementation of the policy will perhaps create morale among employees to appreciate it and own it [10,85,86].…”

“…Despite several health promotion interventions being carried out, HIV/AIDS remains a major cause of deaths in low and middle income countries [2]. Unlike other infectious diseases, HIV/AIDS has become a challenge at different levels of society in general [3,4] and to workplaces in particular because it affects persons of working age [5][6][7]. Along with other settings like school, hospital, and city, the workplace has been established as one of the priority settings for health promotion in the 21 st century [8].…”

“…e literature on the region reveals the existence of HIV workplace policies in large companies and enterprises as an important tool in addressing the pandemic [7,24]. However, this is not the case among small-scale enterprises, as most of them do not have HIV workplace policies [7,25]. Small-scale enterprises, sometimes called small and medium enterprises (SMEs) employ 90% of the working age population in the region [26].…”

Lived experiences of people living with HIV: a descriptive qualitative analysis of their perceptions of themselves, their social spheres, healthcare professionals and the challenges they face daily

“…PLWH's employability was not substantially linked to education level [61]. Most counties have various legislative regulations to prevent the discrimination of PLWH in their workplaces [62,63]. According to the code of practice specified by the International Labour Organization, there should be no discrimination against PLWH in the workplace, and employees with HIV should be able to work as long as they are medically fit [64].…”

Stigmatization, discrimination, violation of autonomy and compromised confidentiality: Lived experiences of people living with HIV on the onset of their illness in Turkey

“…In a previous study where the problems PLWH face in the workplace was investigated, it was found that PLWH lose their jobs and are unable to find other jobs due to their HIV status (44). Most counties have various legislative regulations to prevent the discrimination PLWH experience in their workplaces (46,47). the private sector has played a bigger role in the delivery of health care services (19), and personal health data has been collected by the MoH, Social Security Institution, and private health insurance companies.…”