The
impact of HIV/AIDS on the World of Work
The
Economic Impact of AIDS on Companies
Responding
to HIV/AIDS in the Workplace
Codes
of Good Practice on HIV/AIDS and the World of Work
Workplace
based programmes
SA
companies response to HIV/AIDS
Reporting
on the impact of HIV/AIDS in the Workplace
Industry
initiatives
Story
ideas
Business
Programmes, Contacts and online resources
References and Additional Information
The
impact of HIV/AIDS on the World of Work
» HIV/AIDS
affects primarily young and middle-aged adults during their
most productive years. Current indications show that over
20% of South Africa’s economically active population will
be directly affected by HIV/AIDS within the next five years.
» The
ILO estimates that over 20 million workers globally are living
with HIV/AIDS and that the size of the labour force in high-prevalence
countries will be between 10 –30% smaller by 2020 that it
would have been without AIDS.
» A
study by NMG-Levy Consultants and Actuaries undertaken in
2002 indicated that by the beginning of 2001, nearly 25% of
South Africa’s workforce was HIV positive. NMG-Levy predicts
that by 2005 this will be 30%.
» WEFA
South Africa using ASSA Demographic data estimated that there
could be an 18% fall in the estimated workforce owing to HIV/AIDS.
According to this study HIV/AIDS would result in the loss
of 386 000 highly skilled workers, 984 000 skilled workers
and 4.3 million semi/unskilled workers between 2000 and 2015.
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The
Economic Impact of AIDS on Companies
»
The
economic impact of HIV/AIDS on companies includes both internal
and external effects.
» The
internal costs of HIV/AIDS can be assessed in terms of their
direct costs, indirect costs and systematic costs that are
to be incurred by companies themselves.
» Direct
costs relates to the impact that involve increased financial
outlays by the company. These include costs pertaining to:
o
Benefits such as medical aid/health insurance, disability insurance,
pension fund, death benefit/life insurance payout, funeral
expenses and subsidised loans.
o
Recruitment costs: including advertising, interviewing, cost of having
positions vacant.
o
Training: pre-employment education and training costs, in-service
and on the job training costs, salary while new employee comes
up to speed.
o
HIV/AIDS programmes – direct costs of prevention programmes, time
spent by employees in prevention programmes, studies, surveys
and other planning activities.
» Direct
costs relates to the impact that involve increased financial
outlays by the company. These include costs pertaining to:
o
Absenteeism, including sick leave, bereavement and funeral leave,
leave to care for dependents.
o
Morbidity on the job resulting in reduced on the job performance.
o
Management resources including time and effort to respond to workplace
impact, planning prevention and care programmes, legal and
human resources staff time for HIV related policy development
and problem solving.
» Systemic
costs refer to costs that result from the cumulative impact
of multiple HIV/AIDS cases. These include:
o
A loss of workplace cohesion resulting from a reduction in morale,
motivation and concentration, disruption of schedules and
work terms or units and a breakdown of workforce discipline.
o
Reduction in workforce performance and experience owing to reductions
in levels of skill, performance, institutional memory and
experience of the workforce.
» A
study of six large enterprises in the retail, agricultural,
media, mining and heavy industry sectors in South Africa and
Botswana, found that the direct costs associated with HIV/AIDS
varied considerably. The cost per HIV infection of an unskilled
worker ranged from $2094 to $15 000 (2001 prices), while the
cost of a manager ranged from $8 736 to $65 000.
» The
external costs pertaining to HIV/AIDS is the negative impact
on household expenditure as an increasing proportion of household
incomes are expended on health care resulting in a declining
demand for goods and services, thereby eroding markets.
» A
case study undertaken by Deutsche Securities on Amalgamated
Beverages International indicated that at the time of the
study 61% of ABI’s volume was consumed by consumers aged between
12 –40 years. The study illustrated that general demographic
changes in addition to HIV/AIDS are expected to impact upon
ABI’s profitability.
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Responding
to HIV/AIDS in the Workplace
Internationally and in South Africa codes of
good practice have been developed that provide guidance on
the roles and responsibilities of governments, employers and
employees in responding to HIV/AIDS in the workplace. These
Codes provide guidance for the development and implementation
of workplace based policies and programmes aimed at preventing
new infections, providing care and support to workers and
the prevention of stigma and discrimination in the workplace.
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Codes of Good Practice on HIV/AIDS and the world
of work
International
Labour Organisation (ILO) Code of Practice on HIV/AIDS and
the World of Work.
» Provides
a set of guidelines to address HIV in the world of work. Key
areas of action identified in the code are, prevention of
HIV/AIDS, management and mitigation of the impact on the world
of work; care and support for workers infected and affected,
elimination of stigma based on real or perceived HIV status.
» The
code outlines the rights and responsibilities of governments,
employers and their organisations and workers and their organisations
in addressing HIV/AIDS in the context of the world of work
in particular in relation to the development of workplace
based policies and programme.
» The
code provides guidance for the development of workplace based
programmes and policies including:
o
Information and education programmes and making available practical
measures to support behaviour change such as the provision
of condoms.
o
Training at all levels concerning the workplace based policy and
programme and the training of workers as peer educators to
assist with the implementation of the programme.
o
Testing: The code discourages testing in the workplace but emphasises
the need for informed voluntary counselling and testing. It
also discourages testing as a condition for eligibility for
national social security schemes, general insurance policies.
The code does make provision for testing for surveillance
purposes only if such testing is in accordance with the ethical
principles of scientific research.
o
Solidarity, care and support are regarded as critical elements that
should guide the response of workplaces to HIV/AIDS. This
includes providing counselling and other forms of social support
to workers infected and affected. Where health-care services
exist appropriate treatment should be provided or linkages
made to existing services outside of the workplace.
Department
of Labour Employment Equity Act: Code of Good Practice on
Key Aspects of HIV/AIDS and Employment
» This
code serves as a guide to employers, trade unions and employees
to address HIV/AIDS in the workplace in South Africa:
» The
goals of the Code are to:
o
Eliminate unfair discrimination in the workplace based on HIV status
o
Promote a non-discriminatory workplace, which allows people living
with HIV/AIDS to be open about their HIV status without fear
of Stigma or rejection.
o
Promote appropriate and effective ways of managing HIV in the workplace
o
Create a balance between the rights and responsibilities of all parties.
» The
Code is based upon relevant legislation governing HIV/AIDS
in the workplace including the Constitution of South Africa.
» Key
features of the code include:
o
Promoting a non-discriminatory work environment including the elimination
of discrimination within the employment relationship, policies
and practices and the adoption of measures to ensure that
employees with HIV and AIDS are not unfairly discriminated
against and protected from victimisation. This includes the
allocation of employee benefits, dismissals on the grounds
of HIV status and the integration of the rights of employees
living with HIV/AIDS into existing grievance procedures.
o
HIV testing, confidentiality and disclosure: The code prohibits testing
by employers unless authorisation has been received from the
Labour Court, the circumstances of which are defined by the
code. Testing is permissible if it is initiated by the employee
and includes informed consent, pre- and post-test counselling.
Surveillance and epidemiological testing may occur as long
it is undertaken in accordance with ethical and legal principles
concerning the research, and may not be used to unfairly discriminate
against individuals or groups. The code recognises that all
persons living with HIV/AIDS have the legal right to privacy.
o
Workplace: The code highlights that employers are obliged to provide
and maintain a workplace that is safe and without risk to
the health of employees. It also recognises that employees
may seek compensation should he or she become infected with
HIV as a result of an occupational accident.
o
Managing HIV/AIDS in the workplace: The code calls for an integrated
strategy including an understanding and assessment of the
impact of HIV/AIDS on the workplace and the development of
long and short term measures to deal with reduce this impact
through the development of an HIV/AIDS workplace policy, and
programmes.
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Workplace based programmes
» Many
companies have instituted workplace based policies and programmes
aimed at limiting the impact of HIV/AIDS on the workplace.
» The
nature and extent of the policies and programmes are dependent
upon needs and capacity of each individual workplace. However
the South African Code of Good Practice does recommend the
following:
o
Workplace
policies and programmes should be developed in consultation
with key stakeholders including trade unions, employee representatives,
occupational health and human resources.
» Workplace
policies address the organisational position on HIV/AIDS,
outline of its programme, employment policies (e.g. Testing,
benefits, performance management), standards of behaviour,
grievance procedures, organisational communication on HIV/AIDS,
employee assistance, details of implementation and coordination
responsibilities and monitoring and evaluation indicators.
» Workplace
based programmes include
practical measures being undertaken in the workplace to prevent
the spread of HIV/AIDS and provide case and support to workers
infected or affected by HIV/AIDS.;
o Prevention Programmes: include
information, education and communication campaigns, condom
provision, voluntary counselling and testing, education and
early treatment of sexually transmitted diseases and workplace
health and safety programmes. According to Sydney Rosen, an
effective prevention campaign could be run for around $5 to
$10 (between R80 and R100 a month) per employee.
o Wellness Programmes:
go hand in hand with voluntary counselling and testing programmes
and provide workers living with HIV/AIDS with ongoing counselling
and other forms of social support for people affected by HIV/AIDS
to provide advice and guidance concerning nutrition, stress
management and the avoidance of opportunistic infections.
o Treatment
and Care:
Access
to treatment and care facilities are often provided through
medical aid benefits (see HIV/AIDS and medical schemes fact
sheet)Some companies, such as mining
houses like AngloGold, have developed their own treatment
programmes, which are independent of medical scheme membership
and use their own on site clinics and hospitals for monitoring
patients and providing them with antiretrovirals. According
to Sydney Rosen if anti-retroviral drugs could prolong an
employee’s working life by five years and allow full production,
companies may also find that they were a profitable investment
– depending on drug costs and company profits.
o Community
Outreach: Some companies have developed programmes involving local coalitions
to enable them to extend beyond the workplace into local communities.
They tend to be focussed on education, for example using local
theatre groups to teach workers’ spouses and community about
HIV/AIDS.
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SA companies workplace response to HIV/AIDS
» Workplace
based programmes of companies vary with some only offering
only prevention programmes, others include treatment offered
either via medical scheme membership or via specially developed
in-house programmes.
»
Research
by Deloitte and Touche Human Capital Corporation (May 2002)
found almost 70% of companies did not have a strategy in place
to deal with HIV/AIDS. Of the 67 participating companies,
few had conducted risk assessments, knowledge, attitudes and
practices studies, workplace monitoring or evaluation, and
80% of the organisations expected that HIV/AIDS would have
a "moderate to extreme" effect on their operations.
The survey found that about 72%
of employers offered HIV/AIDS awareness programmes.
»
A
survey of 500 SA companies by finance group Sanlam, conducted
as part of its retirement funds survey (published in October
2000) found that more than 75% of them had no idea of the
prevalence of HIV/AIDS in their organisations, and more than
60% of the firms had no strategy to manage the disease. It
found 46% of companies had no AIDS policy at all, and 85%
did not offer voluntary AIDS testing.
»
Several
large corporations have developed programmes to provide
anti-retroviral medicines to HIV positive workers.
These include AngloGold, AngloAmerican, De Beers and Old Mutual.
But many other companies - including Vodacom, Multichoice,
BP, Daimler Chrysler,Abbott and Alexander Forbes have been
providing the drugs for some time already.
»
Anti-retroviral
treatment programmes being undertaken by companies vary with
some companies providing drugs to workers (and not their partners)
and only while they employed by the company – this is the
policy of for example, mining companies Anglo American and
Anglo Gold. According to AngloAmerican some 160 employees
are getting the drugs at present, and this is expected to
increase to 3 000 by the end of the year.
»
Companies
such as Old Mutual and DaimlerChrysler provide HIV/AIDS benefits
to workers and their dependents through their medical schemes,
so benefits cease if the employee leaves the company because
he or she ceases to be a member of the medical scheme.
»
Some
companies, such as BP, have policies that include provision
of anti-retroviral medicines to employees and their dependents
even if they leave the company.
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Reporting on the impact of HIV/AIDS in the Workplace
» Increasingly
business is under pressure from investors, labour unions,
civil society and governments to provide information on the
impact of HIV/AIDS, their response and the costs thereof.
» Current
information regarding corporate action on HIV/AIDS is inconsistent
and incomplete making it difficult to compare and benchmark
corporate performance on HIV/AIDS and to verify the accuracy
of reported information.
» The
ILO Code of Good Practice and the South African Code of Good
Practice on Key Aspects states that every workplace should
aim to regularly monitor and review its HIV/AIDS programme.
» In
South Africa the King Report on Corporate Governance for South
Africa 2002 highlighted the need for corporate reporting on
HIV/AIDS. This report recommends that the board of directors
of an organisation should:
o
Ensure
that it understands the social and economic impact of HIV/AIDS
on business activities.
o
Adopt
an appropriate strategy, plans and policies to address and
manage the potential impact of the pandemic on business activities.
o
Regularly
monitor and measure performance using established indicators.
o
Report
on all these aspects to stakeholders on a regular basis.
» The
Johannesburg Stock Exchange of South Africa announced in 2002
that it was investigating the introduction of a listing requirement
for all companies on the exchange to report on HIV/AIDS.
» The
South African Institute of Chartered Accountants (SAICA) views
current and future financial reporting as including fair value
and market related information, non-financial information
and sustainability reporting. Recognising the impact of HIV/AIDS
on the costs of doing business SAICA has developed a framework
to provide for effective reporting.
» Internationally
the Global Reporting Initiative is currently in the process
of developing a resource document on reporting on HIV/AIDS,
which is available for public comment.
» The
Resource Document aims to assist organisations in reporting
on their performance including policies and practices pertaining
to HIV/AIDS.
» It
provides stakeholders with a reputable reporting benchmark
to measure or compare the HIV/AIDS performance of organisations.
» It
is envisaged that the reports on HIV/AIDS will form part of
an already existing report such as the Annual Reports, Health,
Safety and Environment reports of companies.
» GRI
supports an incremental approach to reporting recognising
that each organisation faces different operational situations,
reporting capacities, stakeholder and shareholder pressures,
HIV/AIDS risk and the needs for reporting. Therefore companies
will decide what is feasible and useful to report by reflecting
on their own values and risk, and by engaging with their stakeholders.
» Performance
indicators range from financial concerns to social concerns.
The indicators are arranged as follows:
o
Good governance: policy formulation, strategic planning, and effective
risk management.
o
Measurement, monitoring and Evaluation: prevalence and incidence
of HIV/AIDS; actual and estimated costs and losses.
o
Workplace conditions and HIV/AIDS management.
o
Depth, quality and sustainability of HIV/AIDS programmes.
» The
benefits of standardising the reporting on HIV/AIDS by companies
will be:
o
Increased credibility of corporate HIV/AIDS reports
o
Streamlined HIV/AIDS reporting process worldwide
o
Quick and reliable benchmarking on HIV/AIDS performance
o
Stronger relationship between sustainable HIV/AIDS alleviation and
prevention practices and financial performance.
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Industry initiatives
» The Global Business Coalition on HIV/AIDS (GBC): An
alliance of international businesses dedicated to combating
AIDS through the business sector. Established in 1997, it
is based in New York. The President and CEO is Richard Holbrooke,
former US Ambassador to the United Nations. It has 90 members
including South African companies AngloAmerican Anglogold,
Anglovaal, Old Mutual, First Rand Bank, Metropolitan, De Beers,
and Eskom.
» SA Business Coalition on HIV/AIDS (Sabcoha): Affiliated
to the GBC, it is sponsored by some of SA's biggest companies.
It aims to share information and best practice, gather data
to compare the costs of intervention versus non-intervention,
and understand the effect that the epidemic is having on companies'
customer bases. It has established an internet portal and
has spent the past year establishing a data baseline, forming
itself into a professional, audited body, and bringing companies,
unions and government on board. Sabcoha is chaired by consultant
Gaby Magomola, and its board includes representatives from
AngloAmerican, Johnnic Publishing, Standard Chartered Merchant
Bank, Unilever, BMW, Metropolitan Health, SABC, MX Group,
Old Mutual and Bristol Meyers Squib and Denel.
»
The Greater Involvement of People living with HIV/AIDS (GIPA) Project:
The GIPA Project that is being undertaken and supported by
the United Nations in South Africa, recruits, selects and
provides training to fieldworkers, who are all people living
with HIV/AIDS, to assist with the development and implementation
of HIV/AIDS workplace programmes. The Project has two objectives:
o To promote & advocate for the GIPA Principle as an HIV/AIDS
prevention and management strategy; and
o To develop models that applies the principle in a meaningful
way.
The following are some of the partners participating
(or that have participated) In the programme:
| Government |
NGOs,
FBOs & Academic institutions |
Private
Sector & parastatals |
| Dept
of Correctional Services |
AME
Church |
Anglo
Platinum |
| Dept
of Education |
Centre
for the Study of AIDS, University of Pretoria |
ESKOM |
| Dept
of Health |
Horizons
Project |
Imperial
Transport Holdings |
| Dept
of Land Affairs |
LifeLine |
Lonmin
Mines |
| Dept
of Minerals & Energy |
|
SABC |
| Dept
of Social Development |
|
The
Sowetan |
| Working
for Water |
|
Transnet |
» National Economic and Development Labour Council. (Nedlac):
Business
government, AIDS activists, labour unions, religious leaders
and community organisations are currently engaged in negotiations
aimed at developing a National HIV/AIDS Prevention and Treatment
Programme.
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Story
ideas
» Has
Sabcoha got off the ground? Who are the current members? Are
companies coming forward to share information on the impact
of HIV/AIDS and the results of their workplace based programmes?
» What
support is being provided to small and medium size enterprises
in developing workplace-based programmes? What programmes
already exist? How will small and medium enterprises absorb
the cost of developing and implementing workplace-based programmes?
» Attention
has been focussed on government not signing the NEDLAC Draft
Framework on Prevention and Treatment. However, business has
also yet to sign off on the Framework. Why has business not
committed itself as yet to this declaration?
» There
are a number of reporting initiatives on HIV/AIDS, such as
the GRI, the SAICA initiative and the JSE. Are these efforts
not resulting in duplication and placing an added administrative
burden on companies. What efforts are being undertaken to
ensure a streamlining of the various reporting initiatives.
What are the views of companies regarding these guidelines?
Will mandatory reporting impact negatively on the views of
investors when it comes to investing in companies?
» What
has been the impact of the GIPA Programme in South Africa?
Visit a GIPA fieldworker to see the activities that they engage
in in assisting companies in implementing their workplace
based programmes?
» What
happens when employees who are receiving anti-retroviral medicines
via the workplace leave work, e.g. due to ill health, retrenchment,
and retirement?
» Many
initiatives have been undertaken to reduce the costs of antiretroviral
treatment especially for the public health sector. Are the
pharmaceutical companies providing private sector concerns
with comparable rates in support of workplace-based programmes?
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Global
Business Coalition on HIV/AIDS
Contact: Ben Plumley
Tel: + 1 212 846 6355
Website: www.businessfightsaids.org
Description: Website provides news articles, press releases,
information resources and contacts.
The "Managing HIV in the Workplace" section is an
interactive resource of workplace programs devised and implemented
by over 50 companies and organizations globally
SA
Business Council on HIV/AIDS
Contact: Tracy King
Tel: 011 880 4821
Email: tracey@sabcoha.co.za
Website: www.sabcoha4business.co.za
http://www.redribbon.co.za/business/
Description: This site provides information on the impact
of HIV/AIDS on businesses and uses data gathered from companies
to demonstrate the value of companies undertaking impact assessments
and instituting programmes. The site also provides case studies
of actual programmes being instituted by business corporations.
JSE
Institute of Directors
Contact: Mr Richard Wilkinson, Executive Director
Tel: 011 643 8086
Fax: 011 484 1416
Email: iodsa@iodsa.co.za
Description: The JSE has announced that it will compel all
companies listed to provide information on HIV/AIDS in their
workplaces. For information on listed companies and reporting
requirements contact the Institute of Directors.
Congress
of South African Trade Unions (Cosatu)
Contact: Theo Steele
Tel: 011 339 4911
Fax: 011 339 4060
Email: theo@cosatu.org.za
Website: www.cosatu.org.za
Description: A labour organisation concerned with the rights
of workers in the workplace.
National
Economic Development and Labour Council (Nedlac)
Contact: Jennifer Wilson, Communications Coordination
Tel: 011 328 4200
Fax: 011 447 6053
Email: jennifer@nedlac.org.za
Website: www.nedlac.org.za
Description: Nedlac is currently in the process of working
with Government, business, labour and civil society in developing
a national treatment and prevention programme for South Africa.
Actuarial
Society of South Africa
Contact: Sarah Bennett
Tel: 011 880 5005
sbennett@nmg-levy.co.za
http://www.assa.org.za
GIPA
(South Africa)
Contact: Julia Hill
Tel: 012 338 5221
Email: jhill@un.org.za
Website: www.undp.org.za
Description: A best practice document on the GIPA programme
in South Africa has been developed by UNAIDS and is accessable
through the UNAIDS Website, www.unaids.org.
This document provides information on the initial pilot phase
between 1998 – 2000.
Abbott
Laboratories
Contact: Theo Mahlangu
Tel: 011 494 7000
Fax: 011 494 7070
Email: N/A
Website: www.abbott.com
Description: The Direct AIDS Intervention of Abbott is a comprehensive
HIV benefits program which includes Education, Voluntary counselling
and testing, Treatment and Health management, at no cost to
employees. The programme is managed externally by Alexander
Forbes and Right to Care. Employees are informed in advance
of voluntary counselling and testing and education programmes.
They are then able to attend a training workshop on HIV, addressing
new issues, like the role of antiretroviral drugs. The
training also shows them how to access the benefits Abbott
offers for HIV treatment, and issues them with their personal
DAI card.
AngloGold
Contact: Shelagh Blackman
Tel: 011 637 6379
Mobile: 083 308 2471
Email: skblackman@anglogold.com
Description: According to AngloGold: Facing the challenge
of HIV/AIDS 2001/2002, HIV prevalence amongst its workforce
of 44 000 people is estimated between 25% and 30%. AngloGold
response has comprised preventing the spread of HIV/AIDS through
education, condom usage promotion and treatment of sexually
transmitted infections. Caring for those infected through
voluntary counselling and testing, wellness clinics, treating
opportunistic infections and an ill health retirement system.
AngloGold is implementing an antiretroviral therapy implementation
project and has started providing ARVs to employees who qualify
and are willing to participate in the programme.
AngloAmerican
Contact: Marion Dixon
Tel: 011 638 3001
Mobile: 082 775 552
0Email: madixon@angloamerican.co.za
Website: www.angloamerican.co.za
Description: Since the late 1980’s AngloAmerican and its subsidiaries
and associates have evolved a range of programmes aimed at
preventing HIV infection amongst the workforce. AngloAmerican
estimates that at present of is workforce approximately 12
600 gold workers (28% of the workforce) and 11 200 platinum
workers (25%) are estimated to be HIV positive.The
AIDS strategy of AngloAmerican emphasises HIV prevention,
voluntary and anonymous, unlinked HIV prevalence surveys in
the workforce and surrounding communities, encouraging voluntary
counselling and testing linked to a care programme, provision
of appropriate anti-retrovirals when clinically indicated
and a formal system of HIV/AIDS reporting.
British
Petroleum
Contact: Solly Molekwa
Tel: 021 408 2762
Fax: 021 408 2223
Email: Solomon.molekwa@za.bp.com
Website: N/A
Description: The company's internal HIV/AIDS education programmes
are designed to ensure a full understanding of the disease
and its implications and to facilitate the individual's ability
to make appropriate choices. Guidelines and training are provided
to all managers for managing staff with HIV/AIDS. All employees
are informed of the terms and benefits, including specific
limits and exclusions, available through retirement funds,
medical schemes and or group life insurance. The intention
is to reach 80% of all staff with workplace programmes in
2001 and achieve a 75% condom use and a reduction by 30% of
the incidence of sexually transmitted disease within two years.
Free condoms are already supplied in all workplaces and access
to voluntary counselling and testing for HIV should be in
place and available to at least a quarter of all employees
by the end of 2001. Antiretroviral treatment is provided to
workers and their registered dependents.
Coca
Cola Pty (Ltd)
Contact: Vukani Magubane Taylor
Director of Communications
Tel: 011 644 0856
Cell: 082 496 8384
Email: vumagubanetaylor@afr.ko.com
Description:
De
Beers
Contact: Brian Roodt
Tel: 082 412 6133
Fax: 011 374 7048
Email: brian.roodt@debeersgroup.com
Website: www.debeersgroup.com
Contact: Tracey Peterson
Tel: 083 408 7173
Fax: 011 374 7048
Email: tracey.peterson@debeersgroup.com
Website: www.debeersgroup.com
Description: Announced its pilot access to drugs programme
on 12 August 2002. The project is run for a two-year period
starting in January 2003 following which De Beers is expected
to review its position. The key components of De Beers programme
include an employee assistance programme, HIV education and
awareness programmes, including peer education, voluntary
counselling and testing, promoting healthy living, fitness
and nutrition, disease surveillance and management.
Daimler
Chrysler
Contact: Annelise van der Laan
Tel: 012 677 1903
Fax: 012 677 1714
Email: annelise.vdlaan@daimlerchrysler.com
Website: www.daimlerchrysler.co.za
Description: DaimlerChrysler AG was awarded the 2002 Workplace
Award for its South African HIV/AIDS program of prevention,
care and treatment and its thorough monitoring and evaluation.
DaimlerChrysler has 4,500 employees in three locations
in South Africa. DaimlerChrysler/South Africa (DCSA) was developed
with assistance from the German Technical Co-operation (GTZ
GmbH) and implemented a comprehensive corporate HIV/AIDS workplace
program throughout its plants and subsidiaries. Daimler Chrysler
South Africa’s HIV/AIDS programme covers information, education
and communication, condom availability and distribution, voluntary
counselling and testing, an integrated disease management
protocol that includes treatment of opportunistic infections,
STDs, prevention of mother-to-child transmission and antiretroviral
therapy.
Eskom
Contact: Brand Celliers
Executive Communications Manager
Tel: 013 693 2337
Fax: 013 693 3644
Email: brand.celliers@eskom.co.za
Website: www.eskom.co.za
Description: Declared HIV/AIDS a strategic priority as far
back as 1998 following an impact assessment undertaken in
1995, which indicated that without any intervention an HIV
prevalence rate of 26% could be reached. A prevalence survey
undertaken recently found an 11% prevalence rate substantially
lower than that projected and evidence of the success of the
Eskom intervention. Eskoms strategy makes use of peer educators,
and people living with HIV/AIDS in its prevention and awareness
campaigns, condom distribution, treating STDs, facilitating
voluntary counselling and testing, care and support including
providing antiretroviral therapy. Eskoms strategy on HIV/AIDS
in the workplace has been documented as a best practice.
Illovo
Sugar
Contact: Dr Canter
Tel: 031 508 4300
Fax: 031 508 4528
Email: dcanter@illovo.co.za
Website: www.illovo.co.za
Description: Operating an HIV/AIDS workplace programme since
1999, which includes prevention, care and support. This entails
the treatment of opportunistic infections, social marketing
of condoms, peer counselling, promotion of voluntary counselling
and testing, and the introduction of a ‘care pathway’ treatment
of opportunistic infections, monitoring disease progression,
tuberculosis, screening, and counselling. Since 1999 there
has been a 400 increase in condoms distributed and 88% reduction
in number of sexually transmitted infections treated.
Old
Mutual
Contact:
Tel:
Fax:
Email:
Website: http://www.oldmutual.co.za/
Description: Old Mutual is a financial services group
and has developed a comprehensive response aimed at its 13,000
staff members and the communities that they live and work
in. Old Mutual’s HIV/AIDS strategy forms an integral part
of the company’s business strategy Old Mutual is involved
in a wide variety of programs and projects both in the workplace
and beyond. Its HIV/AIDS strategy includes: activities and
sponsorship cover workplace (employees), core business (customers),
community, and commerce/industry. Old Mutual offers a financial
advice service for PWH/A, including a life cover product;
their healthcare unit offers a special disease management
programme to support PLWH/A which currently has 250 registered
members, but could eventually be accessed by up to 130,000
customers and beneficiaries.
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References and Additional Information
» Baker,
S. GRI’s HIV/AIDS Reporting Project: A Resource Document.
Presentation to ASSA Sessional Meeting. March 2003.
» Cullinan,
K. Counting
the tea leaves: Business gets real about the cost of
AIDS. Health-e. April 2003.
» De
Beer, L. Financial Reporting for HIV/AIDS. Presentation to
ASSA Sessional Meeting. South African Institute of Chartered
Accountants. March 2003.
» De
Beer, L. Financial Reporting for HIV/AIDS. Presentation to
ASSA Sessional Meeting. South African Institute of Chartered
Accountants. March 2003.
» Deloitte
and Touche Human Capital Corporation, Rapid
Assessment of the Private Sector Response to HIV/AIDS
in South Africa, South
Africa Business Coalition on HIV/AIDS, 2002
» Evaluation
of Workplace Responses to HIV/AIDS in South Africa, A Rapid
Situational Analysis, Deloitte & Touche Human Capital
Corporation, May 2002.
» King,
M.E (S.C.), HIV/AIDS Disclosure in the context of corporate
governance. Presentation to ASSA Sessional Meeting. March
2003.
» International
Labour Organisation. An ILO code of Practice on HIV/AIDS and
the world of work. 2001.
» Lundin,
J. (December 6 2002): "Special Report: Corporate AIDS
Awareness", Financial Mail, pp 73-88.
» Murphy,
M. & Baker, S. Reporting
Guidance on HIV/AIDS: A GRI Resource Document. Global Reporting Initiative. February 2003.
» Anon.
(5 October 2002): "AIDS and South African business -
Strategic Caring", Economist.
» Rosen,
S; Simon, J. Shifting
The Burden: The Private Sector's Response to the AIDS
Epidemic In Africa, Department of International
Health at Boston, School of Public Health (2003),
» Sanlam (Oct 2002):"Many Firms Response to AIDS disappointing".
» Simon,
J; Rosen, S; Whiteside, A; Vincent, J.R; Thea, D.M. The
Response of African Businesses
» South
African Business Response to the HIV and AIDS Epidemic,
South African Business Coalition on HIV and AIDS,
February 2002.
» Lundin,
J. (December 6 2002): "Special Report: Corporate
AIDS Awareness", Financial Mail, pp 73-88
Sunday Times, 19 May 2002 analysing Sabcoha study, www.sundaytimes.co.za.
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