World AIDS Day takes place every December 1st and has become one of the most recognised health awareness days globally. It brings together people and organisations to raise awareness about HIV/AIDS and demonstrate international solidarity in the face of the pandemic. And of course, to remember those we have lost over the years.
While World AIDS Day is an international event, and an estimated 40.8 million people are living with HIV globally,113,500 of these are in the UK – according to the Terence Higgins Trust. This means that employers have an opportunity to create an environment that supports those living and working with HIV – and help to reduce the stigma still attached to these terms.
We’ve written this article to mark World AIDS Day – and offer some suggestions for employers to create workplaces that better support those living with the conditions.
HIV and AIDS – what do the terms mean?
It’s now more usual to see the term ‘living with HIV’ instead of ‘living with AIDS’. That’s because the term ‘people living with AIDS’ is outdated; modern treatment means most people with HIV do not develop AIDS.
HIV is the virus, and stands for Human Immunodeficiency Virus. AIDS (Acquired Immunodeficiency Syndrome) is the most advanced stage of HIV infection. According to the NHS, AIDS is now often called late-stage or advanced HIV.
Understanding the impact of HIV and AIDS
People may have longer and healthier lives living with HIV, but it doesn’t mean they are free from symptoms or side effects. HIV weakens the immune system and increases the risk of serious illness. Physical symptoms are often flu like and can include a sore throat, high temperature, swollen glands, muscle aches and tiredness.
What’s more, the stigma associated with HIV and AIDS can cause anxiety, depression and impact mental health for those affected. This, combined with fatigue, can impact an employee’s physical and mental state and may understandably affect performance. And, as World AIDS Day is also about remembering those lost, no employer should forget that they may have colleagues affected by the impact HIV and AIDS has had on their loved ones.
Moving from awareness to support
While an awareness day can help put the spotlight on health issues, for those living and working with a health condition, it’s a challenge 365 days of the year. Which means that the best support is constant and will last long after the ‘buzz’ of awareness has faded.
Fortunately, much of the world has moved on from the misinformed fear and phobia seen when HIV and AIDS first became a health issue in the 1980s. But this has only happened due to better education and awareness. So, doing what you can to create a more inclusive and understanding culture (indeed for all health issues), will help.
Suggestions to create a more supportive workplace
Build a culture of inclusivity: Ask yourself what your organisation is doing now. Is it enough? Could you be doing more to raise awareness of HIV and AIDS and a wider tolerance for those living and working with a life changing condition?
Develop a clear, non-discriminatory policy: As part of a drive to improve inclusivity, create a workplace policy on HIV/AIDS that explicitly prohibits discrimination, harassment, and victimisation. The policy should outline support mechanisms and grievance procedures and use person-first and more sensitive language (e.g., “people living with HIV” instead of “HIV-infected people”) which may help to reduce the stigma that some encounter.
Support and educate line managers: Line managers are often the person that team members need to confide in, not always because they want to, but the relationship means they have to. And line managers aren’t always comfortable dealing with delicate conversations like this, so what can you do to help them? Training in empathy, listening skills and how to start conversations may help.
Mental health considerations: Those living with HIV and AIDS may be struggling with their mental health – both due to the impact of diagnosis and the symptoms but also perhaps due to the attitudes of others. As well as empathy and kindness, they may need professional counselling. Could you offer access to Employee Assistance Programs (EAPs) or other confidential counselling services to help employees manage the emotional and physical impact of HIV?
Read our 2024 blog on World AIDS day: Last year’s Cordell Health blog has other suggestions for supporting employees with HIV and AIDS and will be a helpful read in conjunction with this blog. Read it here.
In conclusion
To really make a difference to those living with HIV, employers need to embed lasting change – and that comes from better understanding of both the conditions themselves, and what it means to be living with them. We hope this article, and the guides referenced below, will help you create a more supportive workplace in your organisation.
Get our guide
We have produced a new Cordell Health guide to HIV and AIDS. This is available to subscribers to our wellbeing service. If you are not signed up to this service and would like to find out more, please contact us on wellbeing@cordellhealth.co.uk
Further reading
The NHS guide to HIV and AIDS
A comprehensive source of information including how HIV and AIDS affects those living with the conditions and additional sources of support.
https://www.nhs.uk/conditions/hiv-and-aids/
UNISON guide – HIV and AIDS policy:
Covers topics including types of discrimination, reasonable adjustments and data protection. If you are creating a policy, it may have some helpful content and can be downloaded here.
