THE AFRICA LOCAL GOVERNMENT ACTION FORUM(ALGAF) PHASE IV SESSION II

LOCAL GOVERNMENT RESPONSES TO HIV/AIDSTaking the Lead in Coordination and Action:

Strategy and Partnerships

BY

THE HARARE CITY TEAM(M. Magwenjere, C. Mutiti, P. Samuriwo & P. Majoni)

Leadership and Workplace Policy

INTRODUCTION

• Currently the Harare City Council is guided in all its response to HIV/AIDS by the National HIV/AIDS Policy of the Republic of Zimbabwe (Workplace Policy)

HIV/AIDS TASK TEAM

• An HIV/AIDS TASK TEAM referred to as the Multisectoral Provincial AIDS (MPAC) Committee is in place.

• The committee represents the interests of- Health care providers- Women / men- Youths- Religious groups - AIDS service organizations- PLWHA- Industry & commerce (business people)- Media – Health education- Trade Unions

WORKPLACE POLICY SUBTEAM

• Currently there is no Workplace sub-team in Harare• A suggested workplace sub team might comprise of

representatives from the following groups- Trade Unions- PLWHA- Health Education Promotion Officers- Medical officers- Social workers- NANGO (Umbrella organization of NGOs).

REPORTING STRUCTURE

Councillors – Ex officio members of DAACs(Mayor – Town Clerk)

Assistant Town Clerk (PAC Chairperson)

Director of Health Services, (NAC Board Member)

Chief Health Education Officer (Harare Focal person)

District Health Officer (District Focal person)

District AIDS co-ordinator

DRAFT WORKPLACE POLICY FOR HARARE CITY COUNCIL

• BACKGROUND- In Zimbabwe, the HIV/AIDS epidemic continues to cause

untold suffering to individuals, families and communities.

- About 1 in every 4 adult population are infected with HIV (25% of adult population) and 1 in 3 pregnant women are HIV infected.

- One in every 3 of the HIV positive pregnant women will pass on the infection to their babies during pregnancy, delivery or through breast feeding.

IMPACT OF HIV/AIDS

• Absenteeism• Ill health• Poor work performance• High death rates among workers• Continued recruitment of workers which is expensive• Sick people cannot pay rates, water bills, electricity• Poverty• Shortage of manpower• Unemployment

A WORKPLACE PROGRAMME

• A workplace programme will therefore go a long way towards mitigation of HIV/AIDS among workers as a strategy for the Local Government Authority.

PRINCIPLES

- The principle of consultation with employees and their representatives in developing and implementing the workplace policy

- The principle of affording the same rights to PLWHA as afforded to all other employees supported by the right to confidentiality

- Confidentiality regarding a person’s HIV status shall be respected

- Discrimination and stigmatization to be avoided - All workers have the absolute right to accurate information,

education and communication on HIV/AIDS and STIs.

COMMITMENTS

• Harare Local Authority has a duty to provide the necessary human and financial resources to develop, implement and sustain the workplace programme. Budgetary arrangements should be spelt out.

• The commitment of the LGA leadership to translate the policy into practice is of prime importance to the success of the workplace programme.

KEY ELEMENTS OF THE PROGRAMME

• There are three elements of the programme

1) Co-ordination and management2) Prevention3) Care and support

CO-ORDINATION AND MANAGEMENT

• Put in place an HIV/AIDS focal person who will be supported by an HIV Task team with representation from all LGA departments and mandated to report to senior management

• The focal person is expected to translate workplace HIV/AIDS policy into workplace HIV/AIDS programme on assumption of duties.

• Regular reports on progress within the programme to be made to the LGA executive / management committee.

• LGA leaders expected to demonstrate support for the HIV/AIDS programme at every opportunity.

• Prospective employees will not be denied employment even if they are HIV positive.

• The LGA will conduct a needs assessment on the requirements of the employees, implement, monitor, and evaluate the workplace programmes.

• Skills succession plan should be put in place as part of the human resources development.

PREVENTION

• The LGA should ensure that all its employees have access to comprehensive and on-going education programmes including awareness activities and distribution of small media materials

• LGA will train Peer Educators within areas of the workplace who will be trained and supported to disseminate information on HIV/AIDS

• LGA should provide- Free access to condoms for protection against STIs and HIV/AIDS- HIV testing and counseling- STI management- Occupational exposure

CARE AND SUPPORT

• The LGA should commit itself to offering affordable intervention and education relating to healthy lifestyles as part of the package of health services offered to all employees

• The LGA should endeavour to provide access to counseling for infected and affected employees either at work or in conjunction with community services.

• The LGA should encourage an employee who is no longer able to perform duties as a result of HIV/AIDS to inform his/her supervisor

• The LGA will act decisively to prevent discrimination and to promote equal rights regardless of HIV status

• HIV positive employees are entitled to the same benefits as unifected employees.

DRAFT STRATEGY

VISION

• The Harare City Council will ensure that every employee is well informed about the HIV/AIDS pandemic for informed decision making in an effort to stop the spread of HIV/AIDS and to ensure a safe and caring environment for those living with and affected by HIV/AIDS at work

GOALS

• To ensure that all the Harare LGA employees have access to information and resources to safe sexual decision

• To create an environment free from HIV/AIDS stigma

• To ensure that employees affected by HIV/AIDS are well looked after without discrimination

OBJECTIVES

• To ensure that Harare LGA employees understand the risks of HIV/AIDS and the workplace policy.

• To ensure that individual affected by HIV/AIDs are aware of their rights and services available

• To reduce stigma and discrimination at workplace

FRAMEWORK FOR WORKPLACE POLICY IMPLEMENTATION

PRIORITY AREA I

Ensure that LGA employees are informed about HIV / AIDS and the Workplace Policy

ACTIVITY II ACTIVITY III

ACTYIVITY IV

What (Activity)

Distribute Policy Documents to all employees

Implement peer education and counseling training

Peer education and counseling

Develop and distribute literature and condoms

Who will implement

Workplace Policy Sub-Team Workplace Policy Sub-Team

Peer Educators Workplace policy Sub-team

Who will monitor

LGA staff CSO Peer educators

Budget To be determined To be determined To be determined

To be determined

Available funds

Personnel Staff time

PersonnelStaff timeBuilding space

PersonnelStaff timeBuilding space

PersonnelStaff time

Additional funds

To be determined To be determined To be determined

To be determined

Outputs Workplace Policies produced and distributed

Workshops conducted

Counseling sessions conducted

Posters leaflets provided

PRIORITY AREA II

To provide Care and Support for Employees with HIV / AIDS

ACTIVITY II ACTIVITY III

ACTYIVITY IV

What (Activity)

Conduct seminars workshops for living positively for all employees

Provide access to counseling services

Reduce occupational exposure

Provide STI management

Who will implementWho will monitor

Workplace peer educatorsWorkplace policy sub-teamCSO (Drama groups)LGA staff

Workplace policy sub-teamPeer educatorsCounselors

LGA staffWorkplace Policy sub-team

LGA staffFocal point

Budget To be determined To be determined To be determined

To be determined

Available Funds

Staff timePersonnelBuilding Space

Staff timePersonnelBuilding Space

Staff timePersonnelBuilding Space

Staff timePersonnelBuilding Space

Additional Staff funds

To be determined To be determined To be determined

To be determined

Outputs No of seminars / workshops conductedNo of employees reached

No of counseling sessions done No of employees reached

Occupational exposures avoided

No of employees reached

PRIORITY AREA III

To reduce Stigma and Discrimination at Workplace

ACTIVITY II ACTIVITY III

ACTYIVITY IV

What (Activity)

Providing employees with information on HIV/AIDS through seminars and literature

Promotion of equal rights

Who will implementWho will monitor

PLWHA (willing employees)Peer educators / counselorsWorkplace Policy Sub team

LGA Staff

Budget To be determined To be determined To be determined

To be determined

Available funds

Personnel Staff timeBuilding Space

PersonnelStaff timeBuilding space

Additional funds

To be determined To be determined

Outputs Seminars conductedEmployees reached

Employees given full benefits

THANK YOU