HIV/AIDS POLICY:

 

INTRODUCTION

Over the years the treatment of infection with HIV has improved considerably and what was once a death sentence is now just another treatable chronic disease. This in itself has created challenges as there is considerable fatigue and complacency around HIV. However, we are continuing our efforts, particularly as tuberculosis (TB) is closely associated with the HIV infection and is a major problem in southern Africa. HIV has to be correctly managed if TB is to be beaten. The magnitude of the health challenge posed by HIV/AIDS is such that individual companies cannot adequately address it alone and we reiterate that a comprehensive and effective response to HIV/AIDS requires a partnership between all stakeholders. We believe non-discrimination, as well as consultation, inclusivity and encouraging full participation of all stakeholders are key principles, which underpin its HIV/AIDS responses.

Our policy is based upon a human rights foundation, which we believe is fundamental to an effective HIV/AIDS response and supports the key responses to the epidemic, namely: elimination of stigma and discrimination on the basis of real or perceived HIV status; prevention of new infections; care, support and treatment for employees and their dependants who are infected and/or affected by HIV/AIDS; community social investments; and management and mitigation of the impact of HIV/AIDS.

 

 

Confidentiality

An employee who is, or becomes, HIV infected has the right to confidentiality and privacy, as is the case with any employee that has experienced or is experiencing any other medical or psychosocial related incident.

HIV infected employees are not obliged to inform management, or any other person in their organisation, of their HIV status. There is no justification for asking job applicants to disclose HIV-related personal information. Nor are employees obliged to reveal such personal information to fellow employees.

 

All reasonable precautions are taken to ensure that information regarding individual HIV status, voluntarily provided to anyone in the organisation, or ascertained through a medical consultation, via an HIV test or disclosure of known HIV positive status, is maintained in strict confidence. Such information is not disclosed to any other person in or outside the organisation without the individual’s express written consent.

Non-discrimination

We do not tolerate any form of unfair discrimination against those infected with HIV and takes all reasonable steps to respect their dignity and their individual human rights.

We recognise that it takes courage for individuals to disclose their HIV positive status, and that such disclosure challenges the stigma associated with the epidemic. The Group encourages employees to be open about their HIV or AIDS status if they so wish and takes all reasonable steps to ensure that such employees are not unfairly discriminated against or stigmatised and that they have access to appropriate counselling and support.

 

Gender equality

We recognise that women are more likely to become infected and are more often adversely affected by the HIV/AIDS epidemic than men due to biological, socio-cultural and economic reasons. We strive to equalise gender relations, recognising that the empowerment of women is vital to successfully prevent the spread of HIV infection and enable women to cope with HIV/AIDS.

 

HIV counselling and testing

We encourage all employees, particularly those living in countries with a high burden of HIV infection, to undergo counselling and voluntary HIV testing. We believe that counselling and testing for HIV is a critical intervention that helps to link care and support for those with HIV infection to our broader prevention programmes aimed at turning the tide of the HIV/AIDS epidemic.

Access to appropriate support and counselling services, at no cost to employees, and adapted to the different needs and circumstances of men and women, is available to HIV infected and affected employees and their dependants. HIV testing requires informed consent. This implies that the individual knows and understands what the test is, why it is necessary, the benefits, risks, alternatives and any possible social or economic implications of the outcome.

Counselling provides information, education, and psychological and emotional support in order to maintain optimal health and well-being and the capacity to be effective employees and members of society for as long as possible.

Counselling services informs personnel of their rights and benefits in relation to statutory social security programmes and medical and other life skills programmes, which may help in coping with HIV/AIDS.

 

 

Prevention

Information and education programmes on HIV/ AIDS should be made available to all employees and must be appropriately sustained, coordinated and focused. The programmes must be conducted in a manner that takes into account levels of education and literacy and the need to be situated in an appropriate cultural context.