Overview

The African Wildlife Foundation has developed a comprehensive HIV/AIDS workplace policy in draft form which is divided into three sections. The first section states the Company’s awareness of HIV/AIDS within the societies in which it works and its commitment to promoting effective prevention and care and treatment programs for employees and their dependents. The second section describes eight “Principles” of the HIV/AIDS Workplace Policy. The third section outlines the “Procedures” by which the HIV/AIDS Workplace Policy will be implemented. The Procedures are guidelines which will be refined and adapted as country offices develop their specific HIV/AIDS workplace programs.

HIV/AIDS Workplace Policy

The African Wildlife Foundation acknowledges the seriousness of the HIV/AIDS epidemic in the world, and specifically in Africa, and its significant impact on the workplace and on every employee, either directly or indirectly. We share the understanding of AIDS as a chronic, life-threatening disease with social, economic and human rights implications. AWF, moreover, seeks to minimize these implications through comprehensive, proactive HIV/AIDS workplace programs, and commits itself to providing leadership in implementing such programs.

The draft of the AWF HIV/AIDS Workplace Policy is divided into three sections. The first section states the Company’s awareness of HIV/AIDS within the societies in which it works and its commitment to promoting effective prevention and care and treatment programs for employees and their dependents.

The second section describes eight “Principles” of the HIV/AIDS Workplace Policy. The “Principles” include:

• Maintaining a workplace environment that encourages and supports HIV/AIDS prevention for all employees.
• Providing education and training for employees that will strengthen HIV/AIDS prevention and promote risk-reducing behaviors.
• Committing to non-discrimination during recruitment or employment on the basis of known or assumed HIV/AIDS status.
• Recognizing that women are especially vulnerable to HIV/AIDS and acknowledging the Company’s commitment not to tolerate sexual harassment or sexual manipulation.
• Assuring confidentiality for employees or dependents who disclose their HIV/AIDS status.
• Providing benefits where HIV/AIDS is involved in the same way as other illnesses and committing the Company to supplement medical insurance coverage for treatment of HIV/AIDS for employees and dependents.
• Collaborating with other organizations in promoting effective responses to HIV/AIDS in the communities and countries in which AFW works.
• A statement that the normal grievance procedures will be followed if an employee feels that the HIV/AIDS policy is not fairly or adequately applied.
• A statement that the policy will be reviewed annually in order to assure that it remains current in light of the changing dynamics of the HIV/AIDS epidemic.

The third section outlines the “Procedures” by which the HIV/AIDS Workplace Policy will be implemented. The Procedures are guidelines which will be refined and adapted as country offices develop their specific HIV/AIDS workplace programs. Given different legal and medical insurance systems in the various countries, implementation of the AWF HIV/AIDS Workplace Policy will take different forms from country to country. The “Procedures” parallel the “Principles.” Highlights of the “Procedures” include:

• Openness in the workplace about the existence of HIV/AIDS, including the acceptance of people living with HIV/AIDS. Strengthening the means to prevent the transmission of HIV through workplace accidents.
• As a part of its Education and Training program, the Company will create an HIV/AIDS Committee in the country offices, provide for the training of at least one staff member per country office as an HIV/AIDS peer educator/counselor, and identify for employees HIV/AIDS-related resources (e.g., other information sources, medical providers, home-based care legal assistance) in their local communities.
• HIV/AIDS testing will not be required under any circumstances, but employees and dependents will be encouraged to learn their HIV/AIDS status. Reasonable accommodation in work arrangements will be made for employees living with HIV/AIDS.
• Information very relevant to women will be provided and women’s caregiving roles will be recognized when considering flexibility in work schedules and work arrangements.
• Where an employee does disclose her/his HIV/AIDS status, that information will be limited to specific managers. The HR office will maintain data on absenteeism, sick leave, medical retirements in order to provide the company with a basis for monitoring the impact on productivity and costs likely to be related to HIV/AIDS. The data will not be associated with employee or dependent names.
• The Company will provide financial coverage beyond existing medical insurance for antiretroviral drugs and medical treatment for HIV/AIDS and related illnesses.
• The Company will permit an employee to work flexible hours one day per week in order to more fully participate in community HIV/AIDS activities.
• In the event of an employee being exposed to HIV within the workplace (including while on duty during assigned travel) through accident or sexual assault, the Company will provide an immediate referral for counselling, assessment and medical treatment (with post-exposure prophylaxis, where appropriate). In addition, the Company will provide reasonable paid time off will be provided for counselling following occupational or other exposure.
• Readily available and regularly updated information about the availability within local communities of reliable resources and service providers for obtaining medical, emotional, legal support, and other services for people living with HIV/AIDS, people affected by HIV/AIDS and caregivers will be made available through AWF.