As per United Nations, globally 37.7 million people are living with AIDS and 2.3 million in India alone as per the Press Bureau of India.
HIV/AIDS is an epidemic that not only endangers the health of individuals and families but their livelihood as well.
In a statement by J.P. SINGH, Ex-Chairman, Project Management Team, Prevention of HIV/AIDS in the World of Work, “As the majority of those who are infected are in the prime of their productive life, the epidemic is bound to affect the enterprise performance as well as national economies. A multi-sectoral effort is needed in a timely and proactive manner.”
For decades, organizations have been impacted by this epidemic. Since it affects the most productive segment of the labor force, it has an impact on the productivity and profitability of the organization directly.
As per International Labour Organization (ILO), HIV/AIDS is a workplace issue, not only because it affects the workforce, but also because the workplace can play a vital role in limiting the spread and effects of the epidemic.
Businesses have faced problems due to illness and death with-
Absenteeism
Labor turnover
Fall in production
Expenditure on training & recruitment of replacement
Healthcare and social security cost of employees
There is also an issue of Stigma and discrimination at the workplace which creates a toxic work environment.
The threat of HIV to the Indian working population is evident from the fact that nearly 90% of the reported HIV infections are from the most productive age group of 15-49 years.
In Industries, though not all migrant workers are at equal risk, the process of migration enhances vulnerability to infections such as HIV, particularly to those who are single, stay away from families for long durations, and work under difficult conditions.
Expanding HIV/AIDS policy and programs in the world of work is a key component under the mainstreaming strategy in the National AIDS Control. The National AIDS Control Organization (NACO), realizing the need for focused efforts to mainstream HIV/AIDS in a sustained manner has established a dedicated mainstreaming cell that would be responsible for initiating and facilitating mainstreaming efforts with government, civil society organizations, and businesses/industries.
A National Policy Guideline on HIV/AIDS interventions in the world of work was created. The Ministry of Labour and Employment, Government of India, and the National AIDS Control Organizations, under the Ministry of Health and Family Welfare, Government of India have jointly developed this policy document. These guidelines have come out of consultation with the employers’ and workers’ organizations, people living with HIV/AIDS, the International Labour Organization (ILO), and UNAIDS.
The guidelines also included:
The Indian Employers ‟Statement of Commitment on HIV/AIDS (Annexure1) was signed by seven national-level employers’ organizations.
The Joint Statement of Commitment on HIV/AIDS of the Central Trade Unions in India (Annexure-II), signed by five central trade unions.
In another landmark move, on April 24, 2017, Pranab Mukherjee, the then President of India, approved new legislation that bans discrimination against people who are HIV-positive or who have AIDS.
The law was formally introduced in 2014 as the Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome (Prevention and Control) Bill by Ghulam Nabi Azad, then Minister of Health and Family Welfare. (The Bill, No. III, 2014, PRS LEGISLATIVE RESEARCH.)
The legislation has 50 clauses, arranged in 14 chapters that cover a number of topics, including penalties for violation of its provisions.
As per International Labour Organization (ILO) and NACO, in an organization, it is important for employers and employees to realize :
- Transmission of the Human Immuno-deficiency Virus (HIV) are through:
- Unprotected sexual contact with an infected person;
- Transfusion of infected blood or blood products;
- Sharing of infected needles/syringes; and
- From infected mother-to-child during pregnancy, childbirth or breast feeding
- There is no scientific or epidemiological evidence to suggest that HIV can be transmitted through ordinary workplace contact (talking to or touching the person, using the same office equipment, tools, utensils or bathroom as a person infected with HIV). In special situations where there may be the potential risk of exposure, for example healthcare workers, who may be exposed to blood or blood products, there are specific and appropriate infection-control procedures known as Universal Precautions that ought to be followed. Transmission is therefore not likely in the regular workplace setting.
- People with HIV may remain healthy and fit to work for several years despite their infection.
- With the availability of Anti-Retroviral Treatment, the life of people living with HIV can be prolonged substantially and they can lead a normal productive life.
At GIFS we follow the Indian Employers’ Statement of Commitment on HIV/AIDS which states that:
We, the employers’ organizations of India, recognize that:
- HIV/AIDS has emerged as a major threat to the world of work. More than 90 percent HIV infections in India have been reported from the most productive age group of 15-49 years.
- HIV/AIDS can adversely affect employees and pose a serious threat to enterprise performance due to increased absenteeism, disruption of operations and increased expenditure due to employee treatment, replacement and associated costs.
- Development of workplace policy and programmes dealing with HIV/AIDS is an ongoing human resource strategy that protects not only the business interests, but also fulfils better management practices, affecting the overall performance of a company in the long term.
- Businesses are key institutions in contributing to the development of the national social fabric. Businesses cannot separate their own interest from those of the societies in which they function. Businesses are directly exposed to societal dynamics and need to contribute in addressing the need of people who are directly or indirectly affected by HIV/AIDS.
- There is a need for an urgent proactive response from business and enterprises against HIV/AIDS in India in which business leadership can play a key role.
Therefore, we at GIFS commit to providing leadership and practical means as far as possible to address this issue and collectively advocate for greater response to HIV/AIDS from the world of work in partnership with the Indian government at the central and state level, trade unions, ILO, UNAIDS, key national and international agencies and other relevant stakeholders, including informal economy actors.
We at GIFS, endorse the guidelines provided by the ILO Code of Practice on HIV/AIDS and the World of Work and encourage our member companies to effectively use these guidelines in developing policy and programs on HIV/AIDS at their workplaces.
We at GIFS, pledge to undertake sincere efforts to develop our response following the key principles of the ILO Code of practice, which are:
Recognition of HIV/AIDS as a workplace issue
HIV/AIDS is a workplace issue, not only because it affects the workforce, but also because the workplace can play a vital role in limiting the spread and effects of the epidemic.
Non-discrimination
There should be no discrimination or stigmatization of employees – on the basis of real or perceived HIV status.
Gender equality
More equal gender relations and the empowerment of women are vital to successfully preventing the spread of HIV infection and enabling women to cope with HIV/AIDS.
Healthy work environment
The work environment should be healthy and safe and adapted to the state of health and capabilities of employees.
Social dialogue
A successful HIV/AIDS policy and program requires cooperation and trust between employers, employees, and governments.
Screening for purposes of employment
HIV/AIDS screening should not be required of job applicants or persons in employment and testing for HIV should not be carried out at the workplace except as specified in the ILO Code.
Confidentiality
Access to personal data relating to a worker’s HIV status should be bound by the rules of confidentiality consistent with the existing ILO Code of Practice.
Continuing the employment relationship
HIV infection is not a cause for termination of employment. Persons with HIV-related illnesses should be able to work for as long as medically fit in appropriate conditions.
Prevention
The social partners are in a unique position to promote prevention efforts through information and education, and support changes in attitudes and behavior.
Care and support
Solidarity, care, and support should guide the response to AIDS at the workplace. All employees are entitled to affordable health services and to benefits from statutory and occupational schemes.
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