4 ways to create an HIV/AIDS inclusive workplace
November 14, 2011 12:17 PM
EDUCATION
Even if, to your knowledge, you don't have an HIV/AIDS positive employee, education is still a key component to preventing the spread of the disease. Bring in a local expert for a brown-bag lunch; hold a "Red-ribbon Day" to promote awareness; conduct a one-day fundraiser to benefit a local HIV/AIDS clinic; promote regular testing. Even including education in a monthly staff meeting can make a difference.
Many local service providers provide free or little-cost training to schools and offices. To find organizations in your area that can assist with workplace training, visit the CDC NPIN Database. Companies also can request free publications for trainings at 1-800-232-4636 or cdcinfo@cdc.gov.
Many local service providers provide free or little-cost training to schools and offices. To find organizations in your area that can assist with workplace training, visit the CDC NPIN Database. Companies also can request free publications for trainings at 1-800-232-4636 or cdcinfo@cdc.gov.
CULTURE
Create an environment where employees don't feel forced to either disclose or hide their HIV/AIDS status. "The best thing employers can do is create an inclusive workspace, where employees with HIV/AIDS feel like they are supported and welcomed," says Kathy Martinez, assistant secretary of the Office of Disability Employment Policy.
Martinez recommends having senior leadership write a memo to employees to educate them on prevention and dispelling myths. Other forward-thinking companies have set up employee-resource groups for employees living with HIV/AIDS. Its also important to include HIV/AIDS as part of internal diversity and non-discrimination policies. Consider workplace flexibility arrangements to assist employees in making doctors visits; however, due to treatment advances, many HIV/AIDS patients today will need little to no accommodations.
Martinez recommends having senior leadership write a memo to employees to educate them on prevention and dispelling myths. Other forward-thinking companies have set up employee-resource groups for employees living with HIV/AIDS. Its also important to include HIV/AIDS as part of internal diversity and non-discrimination policies. Consider workplace flexibility arrangements to assist employees in making doctors visits; however, due to treatment advances, many HIV/AIDS patients today will need little to no accommodations.
OUTREACH HIRING
There's no better way to get around stigma than to target the issue head on: Many local service providers have employment centers where people with HIV/AIDS look for jobs. Martinez recommends creating an internship or mentorship program that specifically targets people living with HIV/AIDS.
Go to locator.AIDS.gov for a localized map of service providers near you.
Go to locator.AIDS.gov for a localized map of service providers near you.
STAY OUT OF COURT: GET EDUCATED
Employers have two duties: Provide reasonable accommodations and not discriminate on the basis of the disability. "The burden of proof is always on the employee, but the employer is always served by showing that they took the accommodation seriously, acted in good faith and maybe even consulted outside resources while following a disciplined approach in evaluating the job needs," says Peter J. Petesch, shareholder at law firm Littler and Mendleson.
Understand legal rights and protections, including those available under the Americans with Disabilities Amendments Act, Section 503 of the Rehabilitation Act and the Family Medical Leave Act; these should inform in-house policies to avoid potential litigation.
Understand legal rights and protections, including those available under the Americans with Disabilities Amendments Act, Section 503 of the Rehabilitation Act and the Family Medical Leave Act; these should inform in-house policies to avoid potential litigation.
