Washington D.C., USA, 22-27 July 2012www.aids2012.org

Social Protection For HIV/AIDSin Work Place

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

Washington D.C., USA, 22-27 July 2012www.aids2012.org

Is there anyone here suffering from

AIDS?

Washington D.C., USA, 22-27 July 2012www.aids2012.org

Washington D.C., USA, 22-27 July 2012www.aids2012.org

AIDS

What is Modern Day Leprosy?

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

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

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.

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

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.

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

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

Washington D.C., USA, 22-27 July 2012www.aids2012.org

A

I

D

S

pathy

gnorance

iscrimination

tigma

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

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.