HIV and AIDS policies in the workplace

Responding to official statistics reporting growing numbers of people living with HIV in the UK, the TUC is today (Monday) demanding action from employers to introduce clear and effective HIV and AIDS policies in the workplace in the run up to World AIDS Day later this week.

The TUC, with the support of the National Aids Trust, is also launching today (Monday) new advice entitled ’Dealing with HIV and AIDS in the workplace’ on its world of work website www.worksmart.org.uk This shows how to break down existing prejudices about people with HIV at work, how an HIV and AIDS policy can be incorporated into existing policies, the law, and guidance for occupational health workers.

The latest figures from the Health Protection Agency show that 53,000 people are living with HIV in Britain. Most are of working age and improvements in drugs and therapies mean they are able to live and work much longer than ever before.

With so much discrimination and prejudice surrounding HIV and AIDS many individuals can suffer stigma, isolation and depression. It also means that many people are reluctant to disclose their HIV status to their employer for fear of being ostracised or sacked.

Frances O’Grady TUC Deputy General Secretary said: With a year on year increase in the numbers of people with HIV and with the majority of those of working age there is no room for complacency among employers. That is why the TUC is demanding that an HIV and AIDS policy is adopted in all workplaces.

The TUC is also holding a major one-day international conference on Saturday 4 December entitled ’Beating the pandemic - a workplace response to the global challenge of HIV and AIDS’. Speakers include: Gareth Thomas MP, Parliamentary Under-secretary of State for International Development; Stephen Lewis, UN Special Envoy for HIV/AIDS; Peter Busse from South Africa who has been living with HIV for 19 years; Frances O’Grady, TUC Deputy General Secretary; and Sir Bill Morris, former T&G General Secretary.

Despite evidence of some employers doing well, the TUC has come across many cases where discrimination has occurred and people have suffered prejudice and alienation:

Case studies
Paul Ferrier, 50, was an operations manager running two call centres with 120 staff, for a leading high street bank. After 32 years working with the same firm, he was forced to take early retirement after revealing his HIV status. After diagnosis Paul was signed off sick for several months. Then he was visited at home by his manager, who made various offers that never materialised and he agreed to retire early. He could not go back to his old job as rumours were circulating. Confidentiality had clearly been breached. At the time he was too ill to make such long-term decisions and his company sickness leave entitlement had not even expired. It was all very odd, said Paul when they thought I had cancer they were great, but when they found out it was HIV that was the last I heard. After more than three decades of service not one person rang to wish him well after his retirement and he received only a countersigned letter outlining his changed status. Paul’s confidence was severely undermined. He said: I felt useless and a failure. Source: National Aids Trust A store assistant, working for Barker and Stonehouse, the furniture retailer in the north of England, told his employer he was HIV-positive. He was then moved to warehouse duties and ordered to wear a boiler suit and surgical gloves. Source: National Aids Trust Chris was happily employed as an assistant manager of a country pub until he disclosed his HIV diagnosis. His relationship with his manager broke down instantly. The manager advised staff to avoid contact with him, and there was excessive cleaning of anything he touched. His manager verbally abused him, and he told him to conceal his status as it might damage the business. Soon after he was sacked without notice. Source: National Aids Trust

However many companies and organisations are now taking the increase in HIV positive employees more seriously. Some are introducing new employment policies to ensure that those living with HIV are treated fairly:

The fire service has had a comprehensive HIV and AIDS policy since 2001, covering all 58 brigades, which was agreed with the Fire Brigades Union. Fire fighters are trained in first aid and deal with accidents involving bleeding, which means the service has a particular responsibility to its workforce.
Some local authorities, such as Bury in the North West, have an HIV policy, which strengthens the organisation’s good practice in other areas. Leading high street bank, Barclays, introduced an HIV and AIDS policy in 2001 as part of its programme of making the bank widely attractive as a place of work. Charlotte Sweeney, Equality and Diversity Manager of Barclays Bank said: Having good policies and procedures benefits the business by becoming the employer of choice, attracting new talent, being seen as an enlightened employer, retaining current staff, and attracting/retaining customers. The list is endless. The policy was progressed with the support of Barclays African trade union forum. The programme provides testing, treatment and support services for the banks employees and dependants.