MANAGING HIV AND AIDS IN THE WORKPLACE

Presentation by : Salim OctoberMinistry of Labour and Small and Micro Enterprise DevelopmentNational HIV/AIDS Workplace Advocacy and Sustainability Centre

NATIONAL OCCUPATIONAL SAFETY AND HEALTH WEEK 2013

Thank You…….Any Questions?

To Effectively Manage HIV and AIDS in our Workplace we need to address the:

What? Why? How? When?

Of the Epidemic and its impact.

The first case of HIV in Trinidad and Tobago was reported in 1983. (NSU) 23,906 recorded cases of people who tested positive for HIV in T&T. 4041 cases have resulted in AIDS related deaths. 2007 to 2011 statistics revealed that the HIV and AIDS epidemic was

concentrated in the 25-49 age group, (65.0% of new infections occur).

2010 – 2011 saw increase in new infections among the older population (above age 49 yrs) which accounted for 14% of new infections

For 1992-2002 the ILO placed an average annual GDP loss attributed to HIV and AIDS globally at US$45 million and the total loss of workers as a proportion of the total labour force, were projected to be 4.7% by 2015.

US$1500-US$1800 (TT$9400-TT$11200): the global average monthly cost to treat someone living with HIV.

What is the context?

Why….do we need to manage HIV and AIDS in our Workplaces?

Is there a cost to a business to respond to the impact/implications of the epidemic?

Is there a cost to a business failing to respond to the impact/implications of the epidemic?

Increased Absenteeis

m

Increased Staff

Turnover

Loss of Skill

Loss of Institutional

Memory

Declining Morale

Increased Cost Declining Profits Declining Productivity

Possible Cost Implications

Possible Impact on profits and productivity:

Insurance Cover Declining foreign and re-investment

Retirement Funds Declining markets, labour pool and suppliers

Health and Safety Increased demands for training and recruitment

Medical Assistance Declining intellectual capital (internal processes)

Funeral Cost Declining reliabilitySource: Adapted from The business response to HIV/AIDS: impact and lessons learned (2000)

How then do we manage HIV and AIDS in our Workplaces?

Development of HIV and AIDS Workplace Policies and Programmes!

The Trinidad and Tobago National Workplace Policy on HIV and AIDS

The Government of the Republic of Trinidad and Tobago

Employers and their representatives Workers and their representatives Occupational Health Personnel and other

specialists All other relevant stakeholders

consists of ten (10) Key Principles that are to be used as a framework for the HIV-related Workplace Action (Tripartite Plus Communities):

What does a workplace policy on HIV and AIDS aim to accomplish?

It Commits the workplace to action Defines the rights of all workers Highlights benefits to employers Guides managers, workers and their representatives on

addressing HIV and AIDS in the workplace It provides managers, workers and their representatives with

information on where to access care, treatment and support services

Establishes consistency within the organization in dealing with HIV-related issues

Can lead to increased staff confidence and loyalty contingent upon “employer cares” = “increased productivity”

Key Principles of the National HIV & AIDS Workplace Policy

Consideration of HIV and AIDS as a Workplace Issue Non-Discrimination Gender Equality Healthy Work Environment Social Dialogue No Screening for Purposes of Employment Confidentiality Continuing Employment Prevention Care and Support

Lessons from Business Experience

What works at the level of company leadership:

Openness about HIV & AIDS (all levels) Support for responsible sexual behavior Support for appropriate policies to

address HIV & AIDS-related situations that may arise in the workplace

Moral, financial and resource commitment to sustain programs .

Lessons from Business Experience

What works in HIV & AIDS Programmes:

Clear, non-technical information about HIV & AIDS for all employees

Peer education and peer support (behaviour change)

Encouraging workers to use available services

Voluntary and confidential HIV testing and pre- and post-test counseling.

Lessons from Business Experience

What does not work: Ignoring the disease and hoping it

will simply go away Assuming that HIV/AIDS affects only

a certain class or group of people—that it is someone else’s problem

Assuming that infection is due to sinful or immoral behavior

Lessons from Business Experience

What does not work continued: Infrequent prevention activities Initiating an HIV/AIDS prevention

program well after the disease is established in the population, then trying to catch up;

Assuming that prevention programs are too expensive.

Assuming that the more “matured” work force is not at risk

Step 1: Establish a policy

task team

Step 2: Draft the

Policy

Step 3: Consult

and Negotiat

e

Step 4: Finalize

the Policy

Step 5: Impleme

nt the Policy

Step 6: Monitor

the Policy

Action Steps towards Policy development and implementation

Now is the time for usto journey together

The National HIV/AIDS Workplace Advocacy and

Sustainability Centre (HASC)

Who can help you on such a journey?

What is the HASC and its mandate?

The HASC is a unit in the Ministry of Labour and Small and Micro Enterprise Development and was

established by Cabinet in 2009 to mount a strategic response to mitigate the impact of HIV and AIDS in

the world of work.

The HASC sensitises workers and employers in the public and private sectors and the informal economy

on the need for policies and programmes that address HIV and AIDS as a workplace issue, whilst

supporting the implementation of the National Workplace Policy on HIV and AIDS.

What are the services we offer?

Assist the development or revision of HIV and AIDS workplaces policies and programmes.

Conduct sensitization sessions with employers/employees on the core principles

Conduct training to support policy implementation

Establish links to HIV related services.

please do follow up with me directly at:

Email: octobers@gov.ttOffice: 299-0300 ext 2170

Cell: 382-2873

Thank You