mirela kadribasic - hiv and the world of work

Partnerships in Health

6th Regional Conference on HIV and AIDS"Treatment of Co-Infections and Innovative

Approaches to prevention of HIV“

17-18 May 2012, Sarajevo

Mirela Kadribašić

National Project Coordinator

The HIV epidemic:

There are 34 million people living with HIV

Over half of those living with HIV are women

New infections have declined in many countries but have increased in others

Prevention is key—HIV is not yet curable but it is fully preventable

HIV-related stigma and discrimination impede effective HIV prevention efforts

Source: UNAIDS Global Report 2010

HIV and AIDS Recommendation, 2010 (No. 200)

Introduction:

One-third of PLHIV have experienced loss of employment and approximately half have experienced some form of employment discrimination

Other forms of discrimination and stigma against PLHIV are common

Key vulnerable groups are most affected

Source: UNAIDS Global Report 2010


HIV is a public health issue …AND a human rights issue

90 % of people living with HIV are between 15 and 49 years of age

The workplace is an ideal venue to reach both women and men workers with prevention and awareness-raising information

By reaching workers we reach their spouses and children and, through them, we reach local communities


HIV and the world of work

Human rights violations in the workplace

Mandatory HIVtesting or screening

Inequality in terms and conditions of employment

Breach of confidentiality

Unjustifieddismissal

Disclosure of HIV status

Stigma & discrimination and Gender Inequality

Denial of access to employment

International Instruments 2001 Declaration of

Commitment on HIV/AIDS

2006 Political Declaration on HIV/AIDS

The HIV and AIDS Recommendation, 2010 (No. 200)

2011 Political Declaration on HIV/AIDS

International Guidelines 1998 UNHCHR/UNAIDS

International Guidelines on HIV/AIDS and Human Rights (revised in 2002 and 2006)

2001 ILO Code of practice on HIV/AIDS and the world of work

ILO and UN Action on HIV and human rights

Is the first international labour standard on HIV and AIDS

Builds on the ten key principles of the ILO Code of practice (2001) and other international instruments

Addresses developments in the epidemic since 2001

Provides for inclusion of the workplace as an essential element of the HIV response


The HIV and AIDS Recommendation, 2010 (No. 200)

HIV is a workplace issue No discrimination Gender equality A safe and healthy

workplace Social dialogue No mandatory testing or

screening Confidentiality and non-

disclosure

Right to continue in employment (reasonable accommodation)

Equal access to HIV prevention, treatment, care and support services for workers and their families

Prevention as a priority Protection of workers in

occupations at risk of HIV transmission

Recommendation No. 200 - Key Principles



Real or perceived HIV status should not:

Prevent equal access to employment or occupation

Affect terms and conditions of employment, including working conditions, remuneration and access to benefits

Be a ground for dismissal

Prevent people living with HIV-related illness from continuing to work as long as they are medically fit, with reasonable accommodation if necessary

Non Discrimination


No workers, including job applicants, should be required to undertake an HIV test or disclose their status

HIV testing should be voluntary and respect guidelines on confidentiality, counselling and consent

The results of testing should not endanger access to jobs, job security or opportunities for advancement

Easily accessible dispute resolution procedures should be made available for violations of these rights

Testing and Confidentiality


While HIV affects both men and women, women and girls are at greater risk and more vulnerable to HIV infection.

They are also disproportionately affected by HIV and AIDS as a result of gender inequality.

For these reasons, women’s empowerment must be a key factor in the HIV response.

Gender Equality and Women’s Empowerment


The Recommendation calls for workplace measures to:

Ensure gender equality and empowerment of women

Ensure prevention and prohibition of violence and harassment in the workplace

Promote the active participation of both men and women in the HIV response, regardless of sexual orientation

Promote the protection of sexual and reproductive health and rights

Ensuring Gender Equality in the Workplace


Prevention strategies should take gender and cultural concerns into account.

Workplace prevention programmes should include:

Comprehensive education programmes for men and women to reduce the risk of all forms of HIV transmission

Measures to encourage voluntary counselling and testing

Access to all means of prevention

Prevention is a priority

THANK YOU FOR YOUR ATTENTION!

mirela kadribasic - hiv and the world of work

Health & Medicine