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HIV/AIDS in Africa AWF Response

HIV/AIDS in Africa AWF Response. AWF’s Response. Leadership Workplace Policy Employee benefits Awareness and education Links with partner organizations. Leadership. Board of Trustees mandate CEO letter to US President Senior staff lead by example - testing

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HIV/AIDS in Africa AWF Response

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  1. HIV/AIDS in Africa AWF Response

  2. AWF’s Response • Leadership • Workplace Policy • Employee benefits • Awareness and education • Links with partner organizations

  3. Leadership • Board of Trustees mandate • CEO letter to US President • Senior staff lead by example - testing • Provide resources in budgets for HIV/AIDS awareness and training

  4. AWF HIV/AIDS Workplace Policy

  5. AWF HIV/AIDS Workplace Policy Purpose • To officially acknowledge the seriousness of the HIV/AIDS epidemic in Africa. • To ensure an open and fair approach in addressing HIV/AIDS in the workplace. • Provide organizational guidelines for management of HIV-positive employees. • Comprehensive, proactive HIV/AIDS workplace programs, and leadership in implementing such programs.

  6. Guiding Principles • AWF does not discriminate against employees with HIV/AIDS • Safe healthy work environment; recognition that HIV is not transmitted through casual contact • Treat HIV/AIDS the same as other illnesses in terms of employee policies and benefits • HIV-positive employees are allowed to work as long as they are able to perform their duties

  7. Implementation principals • AWF will provide reasonable accommodations for those who are qualified to perform the essential functions of their positions. • Recognizing the need for all employees to be accurately informed about HIV/AIDS, AWF will take a leadership role in facilitating continuous HIV/AIDS education and awareness. • Non-discrimination policy by co-workers towards employees who are HIV-positive. • Confidentiality concerning HIV status of employees will be strictly adhered to. • AWF maintains an “open door” policy encouraging our staff to approach management to discuss concerns and obtain information.

  8. Employee Benefits • Work with health care providers, for better coverage or explore “self insured” options • Explore sharing of “sick” leave • Review policies for “family” leave • Stipend for funeral allowance • Continuous training and education programs allowance

  9. Awareness and education • Every office has worked with local partners to provide HIV/AIDS education training to staff • Educational materials visible in every office • Condoms available in each office • Encourage testing but have an established framework for counseling and support • HIV/AIDS specialist identified and available locally to meet with staff as needed

  10. Links with Partner Organizations • To fund and “program” HIV/AIDS activities into our work with local communities • Work to build infrastructure systems (staff housing) in parks which allow families to live together • Work more closely with health and development sector

  11. Resources • Workplace HIV/AIDS Programs • Family Health International • Integrating HIV/AIDS into NGO Programmes; a guide • Learning Through Practice (polproj@mweb.co.za) • AIDS Toolkits • DAI – with USAID funding

  12. Office Posters

  13. Display Materials

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