Download - Social Protection For HIV/AIDS in Work Place
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Social Protection For HIV/AIDSin Work Place
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Introducing…….
Shawn Lee
The YoungThe Advocate
The Positive
Brand Manager in Unilever SG & Advisory Group Member for GNP+, Y+ Programme
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Is there anyone here suffering from
AIDS?
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
AIDS
What is Modern Day Leprosy?
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Apathy• Lack of interest/Investment in building HIV related
policies/programe that helps PLHIV to improve
× Access to health and medical services
× Special benefits/welfare like time off for medical follows up
× Provide basic education/vocational training/skill improvement
• There are consequences that will threaten the survival of the company
× Loss of productivity
× Loss of talents
× Cost of replacing workers
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
• Support– Access medical treatment and care– Provide medical and health policies are in place to
treat HIV/AIDS like any other chronic illnesses– offer counseling and support services
• Protection– Necessary precautions are taken to prevent the
transmission or spread of HIV.
Unilever company policy standards
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Ignorance Negative impact to the business and to PLHIV in the
company as it creates a unhappy, distress and fearful working environment.
Usually, Employee are × Ignorant of the risk that HIV/AIDS poses to their
well-being, × as well as ignorant of the ways in which HIV/AIDS is
spread, × or they think that they, for whatever reason, are
beyond the reach of HIV/AIDS.
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
• Workplace Behavior– Reasonable adjustment in the workplace or process any
person living with HIV/AIDS (PLHIV) – Sensitive and responsive to co-workers concerns and
shall emphasize appropriate education of all employees• Awareness
– Offer regular program of education on HIV / AIDS– Provide education of Supervisors and managers on HIV
& Workplace– Share its expertise in awareness building with 3rd party
suppliers
Unilever company policy standards
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Discrimination Key concerns of PLHIV in a work place
× Testing of HIV as condition for employment × Appointment restriction in key roles due to HIV
Status× Confidentiality/Disclosure of the HIV status
within the company and third parties.
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
Stigma Another issues that faced by PLHIV in workplace is the
“LABELS”× Social isolation and ridicule× Experience discriminatory practices, such as being fired
from their jobs.× PLHIV should not be allowed to work× Rejection from fellow colleagues for being involved in
HIV work
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
• Non-discrimination– Advancement, training, compensation, discharge or privileges of
employment. – Based Acceptable standards of performance. – Recognize that confidentiality is of utmost importance and that any
employee who contracts HIV will have no obligation to inform the company.
– Appropriate disciplinary action
• Testing– Testing for HIV shall not be done as a condition for employment
Unilever company policy standards
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
A
I
D
S
pathy
gnorance
iscrimination
tigma
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
• Companies should work together to join forces to enlighten the private insurance companies to include HIV as part of chronic illness
• Government should play a part to reach the 3 Zeros, by encouraging local companies and insurance companies to provide universal access for PLHIV in workplace
Call to action
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Washington D.C., USA, 22-27 July 2012www.aids2012.org
In the past it is leprosy, NOW it is HIV and in the
future, it might something else. If we
have the right mindset, we can make a
difference.