Johnson Controls Trim Plant: Uitenhage

1. Johnson Controls Trim Plant: Uitenhage Doing it with a Partner! Presenter: Jill Cawse

2. The Company - JC Trim Plant • Manufacturer of Seat Covers/Trim, supplier to VWSA, GMSA • Employs 641 permanent employees • 50% female workforce • Previous HIV/AIDS workplace activities limited impact • Partnership with AIDC October 2006 to December 2007.

3. Objectives of Partnership • Senior Leadership commitment • Baseline data including a KAPB survey, Cost Benefit Analysis (CBA) • Develop and implement HIV/AIDS and Wellness programme • Internal capacity to ensure sustainability • M&E for effectiveness of workplace interventions

4. AIDC Responsibilities • Project Management through hands-on involvement • Provide technical support through: • Planning and capacity building • Advice and support on HIV/AIDS implementation • Provide aSABCOHA HIV/AIDS toolkit

5. AIDC Responsibilities • Train & Develop HIV/AIDS Coordinator • M&E Implementation • Meet regularly with Coordinator & Role Players

6. Company Responsibilities • Appoint and train HIV/AIDS Coordinator • Facilitate and participate in implementation • Establish a consultative structure for programme development including policy review • Maintain continuous communication with the AIDC

7. Company Responsibilities • Ensure implementation and sustainability through: • Training of senior management team, peer educators, steering committee and employees • The availability and promotion of HIV/AIDS policy • Integrate systems and structures to ensure sustainability • Implement systemsfor peer education and IEC

8. Joint Responsibilities • Ensure the process is adhered to • Joint funding for the rollout and implementation of the HIV/AIDS Workplace programme

9. Project Activities Assessment and Planning Phase: • Situational Analysis and Assessment • Operational planning • KAPB Survey • Conduct CBA (SABCOHA-GTZ contribution) Implementation Phase: • Training: • Leadership Awareness • Coordinator • HIV/AIDS Steering Committee • Peer Educator • Policy review and implementation • Monitoring and Evaluation Tool

10. Project Update • Situational Analysis and Assessment • Operational planning • KAPB Survey (NMMU Danie Venter, Jennifer Bowler Labour Relations Human Resources Unit) • Policy reviewed and implemented • Training • CBA –being piloted in Johnson Controls by SABCOHA-GTZ contribution.

11. Assessment Outcomes • Management desired Strategic approach – commitment was there • Policy for 2 years, never implemented • Coordinator had left the company • No steering committee or consultation evident • No baseline data • Very limited awareness efforts, WAD • Limited OSH awareness

12. Assessment Outcomes • Onsite primary health not aligned with workplace efforts • No psycho/social services onsite • Male condoms distributed from one site – medical centre • No onsite VCT services available • All employees on medical aid, no data • No community initiatives • Organisational culture supportive

13. Ongoing Implementation • Preparation for VCT (sensitisation of workforce, using peer educators and direct training) • VCT onsite during May 2007 • Ensure treatment options (medical aid) widely promoted to ensure management of HIV positive employees • Conduct review of health care services • Advocacy and external promotion of workplace efforts

14. Policy Reviewed & Implemented

15. Outcomes of KAPB • Broad level of knowledge was good but lacked the detail • 65% indicated that threat of HIV had changed sexual practices • 96% responsibility for preventing transmission lay with “Yourself” • 23% engaged in sex whilst influenced by alcohol • 91% would use a condom outside of steady partner relationship, 90% to prevent virus

16. Outcomes of KAPB • 84% willing to take test • 93% indicated importance of partner test • 60% had taken a test • 31% had tested for STI • 98% would use condom if HIV+ • 99.5% important to seek treatment if HIV+ • 81% would register DMP if HIV+ • Stigma and discrimination gap, 91.7% comfortable to work with HIV+ but only 45% felt that their colleagues would be comfortable if they were HIV+

17. Capacity / Resources • Training: • Leadership Awareness (8 inc Directors) • Coordinator (2) • HIV/AIDS Steering Committee (7 including union reps) • Peer Educators (16) • Direct Employees (497) • Nursing staff increased services for shifts Feb 07 • Recruitment of Social Worker Feb 07 • Now 2 qualified VCT nurses onsite

18. It’s about people… • Driven and passionatecoordinator, well-placed in organisation • Production Manager as champion • Highly effective steering committee operating as team • Highly motivated and skilled peer educators • Well coordinated and resourced peer educator system (Social Worker)

19. Peer Educator System

20. Johnson Controls do it as a team…Peer Educators, MD, Production Manager, Social Worker/Peer Educator Coordinator, Guest speaker living with HIV, Coordinator – launch of VCT

21. Communication

22. VCT Awareness Efforts • Peer Educator sessions • Dr Nojoko addressed workforce on treatment and wellness • Launch – MD, Guest speakers • Information sessions held for majority of workforce • Competition for participants • T-shirts provided

23. VCT Results

24. A Strategic Approach – External Advocacy • Senior Management participated in EC SABCOHA strategy planning session • Joined SABCOHA in May 2007 • Peer Educators participated in SABCOHA Peer Educator launch Feb 2007

25. Future • Sustain programme with needs-based wellness approach • Increase uptake on DMP • Strengthen M&E component • Line manager buy-in • Communication (KAPB outcomes), – focus on key messages, treatment, relationships, stigma • Peer educators develop as wellness agents

26. Future • Promote ongoing VCT onsite services as part of health services • Extend programme to other plants (JC JIT plant signed up for next cluster) • Supply chain support programme • Community component • Participate in external forum such as SABCOHA, local business coalition

27. To begin a journey one must have courage; to finish a journey one must have perseverance. Alex Sung