World Aids Day again takes place on 1st December. It will be the 37th year which demonstrates just how long the condition has been in existence. It’s also an opportunity to reflect on the many advancements made over the intervening years, and that many of those with AIDS and HIV are able to lead normal working lives.
However, despite these advancements, organisations still need to support their employees with HIV and AIDS both in terms of the adjustments they make, as well as the culture they create.
So, to mark World Aids Day, which this year has a theme of ‘Ending HIV Stigma’ we look at what employers can do to play their part.
HIV and AIDS in the UK
The most recent UK-wide estimate is that around 107,000 people are living with HIV in the UK. It is thought that almost half are aged over 50, which demonstrates how effective treatment has been in helping people to live longer with HIV. However, around 5,000 of the 107,000 are undiagnosed and do not know they are living with HIV. In terms of gender, over two-thirds of the people accessing HIV care in the UK are men. According to Government data, around 10% of people living with HIV are unemployed.
The Law and HIV / AIDS at work
The Equality Act 2010 makes certain types of discrimination unlawful. Anyone diagnosed with HIV has the same protections as disabled people, regardless of their health status. Being considered disabled gives people with HIV protection against discrimination in many aspects of employment, including the recruitment process.
However, it doesn’t mean that discrimination stops just because the law says it should. That’s why any responsible employer, and one that respects equality, will want to ensure that all employees are treated fairly, and those with HIV and AIDS can join an organisation, work without exposure to discrimination and feel just as valued as anyone else.
Offering support at work
So if you’re an employer, how do you help to support your employees who have HIV and AIDS? Here are some suggestions:
Offer a fair and inclusive recruitment process: Not only is this a legal requirement, it’s also an opportunity (if they have stated their condition at the outset) to talk about your policy of inclusion and support available. This helps to reassure people that you have a positive attitude in helping assist those who may need additional support and flexibility.
Providing reasonable adjustments: Depending on what your employee wants, you could offer support when they are first diagnosed and when they start or change any treatment programme. You can make small changes such as allowing flexible working hours, the possibility of working from home as well as allowing time off for appointments.
Providing access to confidential counselling: Should an employee discover they have HIV or struggle to cope with their condition they may benefit from counselling. Offer access to Employee Assistance Programs (EAPs) or other confidential counselling services to help employees manage the emotional and physical impact of HIV.
Create a harassment policy: Ensure you have a harassment policy in place and that you act quickly to address any incidents. Sadly, some management styles and attitudes can have a negative impact on people with HIV and AIDS.
Ensure you have a grievance procedure in place: A clear informal and formal grievance procedure can assist people who feel that they have been subjected to discrimination in the workplace. It also demonstrates that your culture is one that won’t tolerate discriminatory behaviour.
Help to end the stigma: Education and improving employee knowledge can help address the many misconceptions that still exist and shouldn’t form a cause for harassment. For example, HIV cannot be passed on by shaking hands, sharing cups or plates, coughing or using a toilet. Don’t let misunderstanding be a reason for the stigma to spread.
Raise awareness and support World AIDS Day: Another way to demonstrate that your workplace has a supportive culture towards people with HIV and AIDS is to actively promote awareness by supporting World AIDS Day. It’s one more way to demonstrate a supportive and compassionate work environment.
Conclusion
Employers have come a long way to create workplaces where HIV and AIDS are better understood, but there is still work to be done. Policies need to be in place and awareness needs to be shared on an on-going basis for the stigma to have any chance of ending. We hope that these suggestions will help your organisation be an example to others of how to create a culture of understanding and compassion, where people with HIV and AIDS feel comfortable and fully supported.
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
