Together for HIV and AIDS prevention

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Section6 Business Responds to AIDS/Labour Responds to AIDS (BRTA/LRTA) Programs, Centre for Disease Control, United States. http://www.hivatwork.org/tools/business-managers.cfm The Manager’s Kit includes all the resources businesses need to build comprehensive HIV and AIDS workplace programmes. The kit is available in English and Spanish. Working Positively: Guide for NGOs Managing HIV/AIDS in the workplace. UK AIDS Consortium http://www.aidsconsortium.org.uk/Workplace%20Policy/workplaceintro.htm This guide looks at the key issues involved in developing a workplace strategy and at how different NGOs and commercial companies are approaching these issues. It also provides a guide to the key components of a successful strategy and a list of useful reference documents. Workplace HIV/AIDS Programs: An Action Guide for Managers http://www.fhi.org/en/HIVAIDS/pub/guide/Workplace_HIV_program_guide.htm The workplace action guide from Family Health International’s IMPACT Project is a practical, hands-on ‘how-to’ guide, advising managers on how to create workplace programmes in the developing world – and how not to. These lessons are illustrated with candid case studies of employers’ experiences with HIV in the workplace. 62 Together for HIV and AIDS prevention
6.3 Employee HIV education Section6 It is very important that the managerial level of an organization is trained first about HIV and AIDS before you begin to educate the rest of the employees. Managers must understand the facts about HIV and AIDS and your sports body’s policy to be able to do the following: ● be prepared to answer employee questions; ● know where to refer employees for assistance or additional information; ● be able to reinforce or develop the sports body’s position on HIV and AIDS; and ● support and encourage their employees’ participation in training sessions. You can use the same activities outlined in the following pages for both managers and employees. Training sessions are a good opportunity to cover most, if not all, of the basic facts about HIV and AIDS, explain national laws and policies of the sport organisation as well as provide information on local HIV-related services. Sessions should be held at least annually and when larger numbers of new employees are recruited, more frequent sessions should be organized or built into existing ‘regular’ orientation programmes. Training sessions should provide contact information for local HIV and AIDS service organizations such as voluntary testing and counselling centres, people living with HIV and AIDS organizations and AIDS service organizations. Also provide a one-page hand out describing the local AIDS situation and let people know where they can turn if they have more questions. As sport directly affects health and wellness, it is appropriate to include health-related information in any brochure rack, including information on HIV. Although this is a passive approach to community education, such brochures offer fact-based material designed to better educate the community, thus minimizing the risk of an adverse community response if the presence of an HIV-positive athlete become public knowledge. Those concerned for the potential negative public reaction to the presence of an HIV-positive athlete might consider the need for community-based education and training. At a minimum: ● employees should participate in a facilitated orientation session on HIV and AIDS, including a demonstration on the use of male and female condoms (see Annex 4); ● employees should participate in learning activities to raise sensitivity towards people living with HIV and to enhance awareness of everyone’s vulnerability to HIV; and ● display posters on HIV and AIDS prominently in the workplace. The following pages include an ice breaker for beginning work and outline activities on: ● HIV transmission; ● condom use; ● voluntary (confidential) counselling and testing; Together for HIV and AIDS prevention 63
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