Saving Lives, Protecting Jobs
The HIV peer education session ends and as workers file out of the factory they are met by the icy wind blowing
over Kola Bay in Murmansk, the world’s largest city north of the Arctic Circle. Aware of the potential impact of
HIV, business and unions leaders have joined hands to meet the twin challenges of discrimination and risky
behaviour that fuel the epidemic.
Four enterprises in this northern Russian port are now working with the ILO’s Strategic HIV/AIDS Responses in
Enterprises (SHARE) programme, which promotes policies and programmes worldwide. A total of 650
workplaces in 24 countries stretching from Belize to China are now involved with SHARE, helping to inform and
protect almost a million working men and women from the risks of HIV.
This second report documents the fine work carried out by ministries of labour, employers’ and workers’
organizations and partner enterprises. It gives an insight into this ILO/USDOL partnership which has been
running for five years. It includes a special focus on the experiences and achievements of the pioneer country
projects in Belize, Benin, Cambodia, Ghana, Guyana, India and Togo. It also captures major innovations and
collaborations from on-going initiatives in other countries which have been a source of inspiration to others and
will help guide the SHARE programme to its conclusion in 2010.
Saving lives,
Protecting jobs
www.ilo.org/aids
Saving lives, Protecting jobs
International HIV/AIDS
Workplace Education
A Technical Co-operation Programme executed in partnership with
Programme
the United States Department of Labor (USDOL)
SHARE: Strategic HIV/AIDS Responses in Enterprises
ILO is a cosponsor of UNAIDS
9 789221 210627
SECOND REPORT
ISBN 978-92-2-121062-7
March 2008, Geneva
Saving lives,
Protecting jobs
International HIV/AIDS Workplace Education Programme
SHARE: Strategic HIV/AIDS Responses in Enterprises
SECOND REPORT
March 2008
International Labour Office
Geneva
Copyright © International Labour Organization 2008
First published 2008
Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless,
short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or
translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22,
Switzerland, or by email: pubdroit@ilo.org. The International Labour Office welcomes such applications.
Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences
issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country.
Saving lives, protecting jobs: International HIV/AIDS Workplace Education Programme: SHARE: Strategic HIV/AIDS Responses in
Enterprises: second report / International Labour Office, ILO Programme on HIV/AIDS and the World of Work. - Geneva: ILO, 2008.
ISBN: 9789221210627; 9789221210634 (web pdf)
International Labour Office; ILO Programme on HIV/AIDS and the World of Work
HIV / AIDS / occupational safety / occupational health / health education / development project / role of ILO / developing countries
ILO Cataloguing in Publication Data
The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material
therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of
any country, area or territory or of its authorities, or concerning the delimitation of its frontiers.
The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and
publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them.
Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour
Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval.
ILO publications and electronic products can be obtained through major booksellers or ILO local offices in many countries, or direct from
ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publications are available
free of charge from the above address, or by email: pubvente@ilo.org Visit our website: www.ilo.org/publns
Funding for this publication was provided by the United States Department of Labor. This document does not necessarily reflect views or
policies of the United States Department of Labor, nor does mention of trade names, commercial products, or organizations imply
endorsement by the United States Government.
Photographs: Reuters, UNAIDS, ILO and SHARE photo library
Design and printing: International Training Centre of the ILO, Turin, Italy
Table of contents
Leaders speaking up . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v
Acknowledgements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vi
List of acronyms
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vii
Preface . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . viii
Setting the scene . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
How does SHARE work? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Where does SHARE work? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
What impact has SHARE had? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Using a tripartite approach . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Building a multisectoral response: Working with ministries of labour . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Mobilizing the private sector: Employers and their organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Using powerful networks: Workers and their organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Making change happen . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Behaviour change communication for the workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Lessons learned from SHARE pioneer countries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
Growing up in India . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Ministry of Labour takes over the programme in Belize . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
Constructing a solid legal and policy framework in Benin . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Tripartite partners lead HIV workplace action in Cambodia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
Linking up with the informal economy in Ghana . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
New funding, new horizons in Guyana . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53
Broadcasting about HIV in Togo’s workplaces . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
iii
Keeping the programme on track . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61
Monitoring performance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
First results show positive impact. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63
Pioneering new approaches in China . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66
Keeping up the momentum: A shared responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
Planning for sustainability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68
Appendices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
1.
SHARE in numbers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
2.
SHARE who's who . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 78
3.
Key ILO tools and publications on HIV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 84
iv
Leaders speaking up
“Nine out of every ten people with HIV will get up today and go to work.”
Juan Somavia, Director-General of the ILO
“The ILO brings to UNAIDS its understanding and expertise in the world of work.
We know the workplace is a key location for HIV/AIDS prevention and care programmes.
ILO’s co-sponsorship is considerably strengthening UNAIDS.”
Dr Peter Piot, UNAIDS Executive Director
“The project is extremely important to the Ministry from the perspective of safety of labour and
employment, especially in view of the fact that Russia is becoming more and more involved in
international trans-border movements of labour and international transportation networks.
The new OSH Concept currently under development will have a separate chapter on HIV/AIDS
and will envisage social guarantees to HIV+ workers.”
Alexander Safonov, Deputy Minister of Health and Social Development, Russian Federation
“It is because of this fantastic programme that I really have the golden opportunity to work with my other
tripartite partners, our friends in the trade unions and the government. Along the way, we have built up a
great working relationship (…) The participation and cooperation among us is very cordial and passionate
for one simple reason, this programme has a very ‘worthy cause’ – saving lives.”
Teh Sing, Secretary General of the Cambodian Federation of Employers and Business Associations
(CAMFEBA)
“This project allowed workers to openly speak about HIV. During the training sessions a number of workers
disclosed their HIV status. Workers also started to discuss HIV issues with their family members.
The ILO Code of Practice on HIV/AIDS and the world of work helped workers gain confidence
and encouraged many to undertake voluntary testing.”
Jean-Pierre Ateba, Secretary General of the Cameroon Confederation of Independent Unions (CSIC)
“This programme is very helpful, very educative and enlightening. At first we thought issues of HIV/AIDS
policy development is for the top management only, but our involvement with the project has changed
this perception, now we are freely participating in the development of our HIV/AIDS workplace policy.”
Esther Phiri, employee of NBS Bank, Malawi
“Managers are starting to understand that a person living with HIV can still contribute to the
development of the enterprise. The worker only needs to benefit from a supportive environment
as well as care and support.”
Pyanne Djire, Artist and Musician, Person Living with HIV/AIDS, SHARE project resource-person
in Burkina Faso
v
Acknowledgements
Compiling a report of this kind, covering the activities
and her team in the USDOL, particularly Ms Paula
of the ILO/USDOL International HIV/AIDS
Church, for constructive help in every way. This has
Workplace Education programme in 24 countries, is
made the ILO/USDOL collaboration a true
obviously a collective endeavour. It builds on the
partnership in action.
efforts of national partners, project coordinators and
national consultants who construct the implementation
The report owes a special word of thanks to Ms Josée
framework. Equally it involves the daily work of
Laporte, who has acted as the overall project manager
enterprise representatives who put concepts into
for this assignment, providing conceptualization and
practice and make workplace HIV prevention a reality.
putting great effort into pulling the myriad pieces of
We are immensely grateful to all those who have been
information together. In this process, she has received
part of this international partnership, which has made
great support from Ms Amanda Milligan, and we are
world of work interventions an integral component of
grateful for her communications and editing skills.
national strategies to address HIV.
Appreciation is also extended to Mr Oluremi Doherty
for his analysis and presentation of the impact survey
The programme, which has become known as Strategic
results.
HIV/AIDS Responses in Enterprises (SHARE), has
also benefited from sustained political support within
In the five years the SHARE programme has been
the ILO and from the USDOL. The Programme
operating, we have benefited from the wisdom, the
Management Team thus extends its appreciation to Mr
insight and the hard work of numerous collaborators.
Assane Diop, the Executive Director of the Social
Among them are hundreds of people living with HIV
Protection Sector, for his leadership and constant
and AIDS, who have joined hands with us and been a
encouragement, as well as to Dr Sophia Kisting, the
source of inspiration and force for the SHARE projects
Director of ILO/AIDS, for her commitment and
across the world.
unwavering support. Simultaneously gratitude is
extended to Ms Celeste Helm, Chief, Division of Trade
Behrouz Shahandeh
Agreement Administration and Technical Cooperation,
Programme Manager SHARE
vi
List of acronyms
AIDS
Acquired Immunodeficiency Syndrome
ART
Antiretroviral therapy
BCC
Behaviour Change Communication
FHI
Family Health International
HIV
Human Immunodeficiency Virus
ILO
International Labour Organization
NGO
Non-governmental organization
NPC
National Project Coordinator
PAB
Project Advisory Board
PEPFAR
President’s Emergency Plan for AIDS Relief
PLHIV
People living with HIV
PMP
Performance Monitoring Plan
SHARE
Strategic HIV/AIDS Responses in Enterprises
STI
Sexually transmitted infection(s)
UN
United Nations
UNAIDS
Joint United Nations Programme on HIV/AIDS
USDOL
United States Department of Labor
VCT
Voluntary counselling and testing
vii
Preface
The HIV peer education session ends and as workers
now involved with SHARE, and the 100 peer educators
file out of the factory they are met by the icy wind
trained in Murmansk join the growing ranks of those
blowing over Kola Bay. Far from the epicentre of the
helping to inform and protect almost a million working
epidemic, there is no sign of complacency here in
men and women worldwide.
Murmansk, the world’s largest city north of the Arctic
Circle. Keenly aware of its workforce’s vulnerability to
This report gives an insight into the overall SHARE
HIV, business leaders and unions have joined together
programme, which has now been running for five years.
to meet the twin challenges of discrimination and risky
It includes a special focus on the experiences and
behaviour that fuel the epidemic.
achievements of the pioneer country projects in Belize,
Benin, Cambodia, Ghana, Guyana, India and Togo,
which are becoming sustainable national programmes.
The report also captures major developments,
innovations and collaborations from ongoing initiatives
in other countries. These have been a source of
inspiration to others and will help guide the SHARE
programme to its conclusion in 2010.
SHARE is about making the tripartite response to HIV
a reality, and this second report seeks to acknowledge
the fine work carried out by ministries of labour,
employers, workers and their organizations. We hope it
will also act as a catalyst for those who would like to
undertake similar work in the future.
View of the city of Murmansk
Behrouz Shahandeh, Josée Laporte, Fatemeh
Four enterprises in this northern Russian port are now
Entekhabi, Oulremi Doherty, Jackie Whittaker and
working with the ILO’s SHARE programme, which
Niamh Borrel
aims to promote positive HIV policies and practices in
the workplace worldwide. A total of 650 workplaces in
ILO/USDOL SHARE Programme Management Team
24 countries – stretching from Belize to China – are
viii
Setting
the scene
Setting the scene
Introduction
“Our country is at a turning point. We have to prevent the spread of the HIV virus
to the general population. Our programme with the ILO and USDOL
is an important part of this effort.”
Hu Xiaoyi, Vice Minister, Ministry of Labour and Social Security, China
HIV is having a devastating effect on the world of
2007), the impact of the epidemic is being felt at all
work. With 33.2 million people worldwide now living
levels. The majority of those infected are still working
with the virus (AIDS epidemic update, UNAIDS,
and in their most productive years, with skills and
2
experience their families, workplace and country can ill
pioneering code of practice on the subject, which is
afford to lose. But many are forced out of employment
now available in 54 languages and has been applied
because of stigma and discrimination, or their working
extensively at national and enterprise levels. The
lives are cut short through lack of information about
organization is a co-sponsor of UNAIDS, and has
prevention, care and support.
made a significant contribution to tackling the epidemic
by mobilizing its tripartite constituency of labour
A big fruit processing company in South Africa’s
ministries, and employers’ and workers’ organizations,
northern Limpopo province used to lose at least one
to take action.
worker a month to AIDS. Many others were often sick
or absent, but widespread stigma in the small rural
Key principles of the
community meant that no one would talk about HIV or
admit to being infected. Deeply concerned about the
ILO Code of Practice
well-being of its workforce, the management of the
n Recognition of HIV/AIDS as a workplace issue
company began an HIV education programme in 2005
n Non-discrimination
which has helped to create a significant turnaround in
staff attitudes and behaviour towards the epidemic.
n Gender equality
Two years on, 194 workers felt comfortable enough to
n Healthy work environment
come forward for voluntary HIV counselling and
n Dialogue
between
employers,
workers
and
testing, fearing no discrimination.
government, including workers with HIV
n No screening for purposes of exclusion from
The vast majority of people living with HIV (PLHIV)
employment or work process
worldwide are not getting the same support. Ninety per
n Confidentiality
cent of them are in some sort of employment but for
n Continuation of employment relationship for
many the workplace is somewhere to be endured,
employees with HIV and AIDS
where they face discrimination, stigma and fear of
n Importance of prevention
losing their job. This problem is exacerbated by lack of
n Need for care and support, including access or
information, treatment, care or support for their
referral to treatment and services
condition. However, in a growing number of
workplaces, employers and workers – with government
support – are joining hands to help each other try and
The Limpopo-based fruit processing company, Africa
overcome the problems caused by HIV.
Reality Estate, is part of the ILO’s SHARE programme,
which was set up as part of the ILO’s global response
The ILO is the UN’s lead agency in workplace
to HIV with financial support from the United States
interventions. In 2000, following a landmark resolution
Department of Labor (USDOL). Africa Reality Estate
from its 178 member States, the ILO set up a dedicated
is one of the 650 enterprises spread over 24 countries
global programme on HIV and the world of work. A
now collaborating with SHARE, to promote policies
few months later, the ILO Governing Body adopted its
and programmes that address HIV in the workplace.
3
Setting the scene
How does SHARE work?
“HIV/AIDS is everybody’s business and the workplace, being part of the wider community, has a
role to play. Through this SHARE programme we hope to break down the negative stigma and
discrimination associated with the disease, both in the workplace and the community.”
Janice Springer, HIV/AIDS Focal Point, TCL Arawak Cement Limited, Barbados
The workplace offers distinct opportunities and
n to maintain employment for workers living with
advantages as a key delivery point for HIV prevention,
HIV;
treatment and care programmes for specific groups of
people on a continuous basis. Using a combination of
n to reduce high-risk behaviour among workers;
dialogue, training and facilitation methods – rather than
direct funding – the SHARE programme aims to
n to facilitate access to voluntary and confidential
increase the capacity of the ILO’s traditional partners to
testing, treatment, care and support.
design, implement and sustain their own workplace
HIV policies and programmes.
National ownership of the SHARE initiative is essential
to the project’s success and sustainability. While there is
SHARE benefits greatly from the ILO’s existing
a generic approach, this is adapted to be country
relations with government, employers’ and workers’
specific on the basis of dialogue and collaboration with
organizations in participating countries, and from its
key stakeholders. Most countries now have national
considerable experience of the world of work. At the
HIV initiatives in place, and SHARE’s role is to
same time, SHARE helps to protect the ILO’s
strengthen the world of work component at national
constituents from HIV, which challenges the
level and introduce programmes at the enterprise level.
implementation of its ‘decent work’ agenda. SHARE’s
goals are:
Each project is guided by a Project Advisory Board
(PAB) including representatives from the Ministry of
n to reduce employment-related discrimination against
Labour, employers’ and workers’ organizations, the
PLHIV;
National AIDS Commission, UNAIDS and
representatives of PLHIV, among others.
4
Involving PLHIV
Working with Herero women
in western Botswana
All SHARE initiatives actively promote the involvement
of PLHIV in sensitization and training sessions as well as
HIV prevalence among Botswana women, particularly
in decision-making and consultative processes.
those living in remote areas, is disproportionately high.
This is partly because of some risky cultural practices;
In Sri Lanka, SHARE ran a three-day workshop for
for instance tribes like the Herero still follow the
members of the local organization, Lanka Plus, to help
tradition of having more than one wife.
improve their communication skills. The programme
was very interactive, using role plays of different
The PAB felt that Herero women should be a priority for
circumstances to help participants identify how to
SHARE and the programme started working with a
perform. These included advocacy about HIV with
sewing group based in Charleshill town, near the
management, counselling people who are positive, and
Namibian border, offering HIV information and training.
addressing an audience on HIV-related stigma and
The Herero women have become very engaged in the
discrimination.
project and taken a keen interest in the female condom,
which gives them more control over sexual practices.
The
sessions
were
filmed
and
replayed
to
the
participants to help identify strengths and deal with
Some of the women in the project have been trained as
shortcomings. A communications consultant joined in
peer educators and have helped to expand the
to share ideas on how to communicate effectively. On
programme beyond the group. They are working with the
the final day, participants had the opportunity to see
District Multisectoral AIDS Committee to build the
how they had progressed using the video footage shot
capacity of similar groups in neighbouring villages. They
during the course of the training. A documentary about
also provide outreach services to farm workers on cattle
the workshop was developed and screened by Lanka
posts in the area. They have helped to establish a
Plus in the PLHIV Lounge of the 8th International
support group set up primarily for PLHIV in the district,
Congress on AIDS in Asia and the Pacific (ICAAP), held
which has accessed free antiretroviral therapy (ART)
in Sri Lanka in August 2007.
from the Botswana government.
“To start with people didn’t want to talk about HIV but
the group now has 25 members and the peer educators
are providing a vital service in this remote area; they are
l Defining the problem and mobilizing support
trained as lay counsellors and know how to comfort and
help people,” says Jeffrey Makgolo, SHARE National
Project Coordinator (NPC) for Botswana.
Mobilizing support at national level makes all the
difference to success in the workplace, so SHARE
makes it a priority to get national tripartite leaders and
their organizations on board. Through a series of
sensitization and training workshops, SHARE works to
inform, motivate and increase the skills and capacity of
key office holders, to help them guide a national
workplace response to the epidemic. This includes
working together to identify priority sectors, including
the informal economy, for SHARE interventions.
5
Setting the scene
l Developing the national legislative and policy
l Making it happen in the workplace
framework
In parallel with national level initiatives, SHARE works
Workplace programmes are likely to be more effective
directly with management, labour and other partners to
if they take place in an environment free of stigma and
launch effective HIV policies and programmes in
discrimination. SHARE aims to assist in the
partner workplaces from the sectors identified as most
establishment or improvement of national policy and
in need. These are mainly private enterprises but also
the legal framework on HIV and the world of work.
include the public sector as well as groups of workers
The ILO Code of Practice on HIV/AIDS and the world of
from the informal economy. The programmes are
work provides practical guidelines to assist those
distinctive because they are managed and implemented
working on laws, regulations and policies, to make sure
by local experts and key workers (focal points), who are
they address HIV workplace issues in an appropriate
in turn trained and supported by SHARE. Developing
way.
strategies to help workers identify and change risky
behaviour, with the support of peer educators, is a
major component of the programme at each workplace.
Towards the adoption of
an international standard
In its first five years SHARE has made significant
contributions to the development of national workplace
policies
and
legislation
on
HIV,
and
these
ground-breaking experiences have added to a wider
demand for a new international labour standard on the
issue.
The March 2007 session of the ILO Governing Body
tabled a key recommendation on HIV and AIDS in the
world of work for the agenda of the International Labour
Conference in 2009. The recommendation will provide
a framework for national policy development and action
regarding HIV in the world of work and will place certain
obligations on member States for its implementation.
The recommendation is prepared through a process of
wide consultation and research with member States and
experts in the field; the first major step has already been
taken with the launching of a ‘law and practice’ report.
Materials related to policy development within SHARE
projects have provided a rich source of information for
this report.
6
Engaging the public sector
Ministries,
public
and
parastatal
companies
are
workplaces often overlooked, as great attention is paid to
the
contribution
of
the
private
sector.
However,
governments have a role to play in preserving the health of
their employees who contribute to national development
and the well-functioning of the state. In Ghana, SHARE
provided technical support for the development of a
HIV/AIDS workplace programme in three ministries.
Pioneering changes have taken place at the parastatal
Lesotho Water and Sewage Authority (WASA), which has a
strong team of peer educators trained and supported by
SHARE. WASA has now established a full-time position
coordinating HIV/AIDS programmes and activities. It also
provides food and vitamin supplements to every staff
member. This is particularly beneficial to those taking
ART, but is provided to all staff so that those living with HIV
are not stigmatized. Employees who are very sick and
unable to work are now entitled to receive their salary until
death; this helps to access vital care and support for the
employee and their family, who otherwise would lose a vital
income.
In China, the SHARE project has mobilized some of the
largest and most influential state enterprises in the
country.
In
highly
affected
Yunnan
Province,
the
programme is working in partnership with the Yunxi Tin
Mining Company to address the high rates of sexually
transmitted infections (STIs) and HIV, and the pervasive
stigma against HIV in the community. In addition to its
(Reuters/Ge Gong)
mining interests, the Yunxi company controls the bulk of
healthcare and communications infrastructure in Gejiu,
“We welcome the SHARE project, we need it!” says Shen
the province’s capital city; this includes hospitals, clinics,
Yukun, Human Resources Manager for the Yunxi Tin
radio and television stations, together with vocational
Mining Company. “We need to act now… Half of the
schools. All of these can play a leading role in delivering
population in Gejiu is working for our company. Protecting
comprehensive HIV programmes to workers and the
the company also means protecting the community.”
community.
7
Setting the scene
Where does SHARE work?
Basket funding in Madagascar
The ILO started HIV activities in Madagascar on a small
Five years since its inception, the SHARE programme
scale in 2003 with pilot activities in a few enterprises.
is now collaborating with a total of 650 workplaces,
In 2006, the Government of Madagascar adopted
reaching almost a million workers in 24 countries. The
legislation on HIV including a component on the world
first programmes set up under SHARE in Belize,
of work, covering issues such as non-discrimination,
confidentiality,
social
protection,
and
voluntary
Benin, Cambodia, Ghana, Guyana, India and Togo, are
counselling and testing (VCT).
now well established and turning into sustainable
national programmes.
At the same time, the ILO was able to raise
US$145,000 from the OPEC Fund for International
As a result of positive achievements and effective
Development, to strengthen activities in the world of
work in Madagascar. The USDOL agreed to match the
programme implementation, SHARE projects are
funds to support the development of a sustainable
attracting increasing attention and their scope is
structure for delivery of an HIV workplace programme in
expanding with additional funding becoming available.
the country. More recently, in April 2007, the ILO office
Chief among the new donors is the President’s
in Antananarivo secured an additional US$265,445
from the African Development Bank (ADB), making the
Emergency Plan for AIDS Relief (PEPFAR), which has
initiative in Madagascar a fully-fledged project and an
funded extensions to SHARE projects in Botswana,
outstanding example of coordination among donors in
Guyana, India, Lesotho and Swaziland.
the field of HIV/AIDS in the world of work.
Pilot country
India
Started in 2001
First wave of target countries
Belize, Benin, Cambodia, Ghana, Guyana, Togo
Started in 2003/2004
Second wave of target
Barbados, Jamaica, Botswana, Ethiopia, Lesotho, Nepal, Russian Federation,
countries
South Africa, Swaziland
Started in 2004
Third wave of target
Burkina Faso, Cameroon, China, Indonesia, Malawi, Sri Lanka, Trinidad and
countries
Tobago
Started in 2005/2006
Activities started in Madagascar in 2007 as part of a multi-donor project.
8
Setting the scene
What impact has SHARE had?
During the last four years SHARE has been
from 49% to 63% on average during the life of the
systematically gathering data from its first six country
programme.
projects at individual, workplace and national levels, to
measure the impact of its interventions.
Attitudes towards condom use also improved
considerably in most countries. In Cambodia for
In all six countries at the individual level, workers
example, the proportion of workers who reported
demonstrated an improved attitude towards PLHIV
having a positive attitude towards condom use
over the project implementation period. In Ghana, for
increased from 34% to 68%. The improvement in
instance, the percentage of workers who reported
positive attitudes towards condom use was also
having a supportive attitude towards co-workers living
reflected in the actual use of condoms. Across all six
with HIV increased from 33% at the beginning to 63%
countries, the percentage of workers who reported
at the end of the project. In all six countries surveyed,
using condoms with non-regular partners rose from
the proportion of workers who reported supportive
74% to 84% at the end of the project.
behaviour towards co-workers living with HIV rose
10
The recorded changes in behaviour
could be attributed in part to
increased access to HIV services in
enterprises in all six countries. By the
end of the project on average 89% of
enterprises had HIV education
services available; 91% had condoms
available; 81% had STI information
services; 84% had VCT services and
79% had care and support
information services. There was also a
significant increase in the use of these
services by workers.
The programme has also had a significant impact on
Providing more sick leave
HIV workplace policies. At the beginning, only 14% of
in Swaziland
enterprises in the six countries concerned had written
HIV policies. This figure rose to an average of 76%
Dalcrue Agricultural Enterprises has made radical
when final surveys were conducted. The proportion of
changes to its sick leave policy to accommodate workers
workers overall who were aware of the written policy
with HIV. The company is a partner enterprise with
increased from 3% to 33% at the end of the project.
SHARE and is now offering 90 days of full-paid sick
leave and a further 90 days on half-pay for staff who
Most of the policies were developed through a bipartite
have been employed by the company for a minimum of
approach, with 73% of workplaces having involved
three years. The statutory amount payable in Swaziland
workers’ representatives in the design of the workplace
is 14 days on full pay and a further 14 on half-pay.
policy. This contributed to increasing ownership of the
“This is a remarkable achievement and came about after
policy and the project.
a training session on the key principles of the ILO code
of practice,” says SHARE NPC Khombi Nkonde.
In addition to the work done at the national level in
“Fourteen days is often not enough time for those
terms of policy development, coordination and capacity
suffering from HIV-related illnesses to recover, so they
building of key national actors, SHARE has made a
end up sick with no pay. This policy gives them a vital
income at a time when they really need it.”
significant contribution to the creation of an enabling
and supportive workplace environment, and to a
change in the attitudes and behaviour of workers.
11
Using a
tripartite
approach
Using a tripartite approach
Building a multisectoral response: Working with ministries of labour
“When I was first appointed as Director of Health and Safety and counterpart to the project,
very little was happening regarding HIV/AIDS. The capacity of the ministry, especially
labour inspectors, was very minimal. However, the project has managed to train
our inspectors and I am proud that we have now incorporated HIV/AIDS into the
labour inspectors’ checklist.’’
Ntseketsi Mohale, Director Occupational Health and Safety,
Ministry of Labour and Employment, Lesotho
Strong political commitment is essential to the success
committed to setting up a management team to
of any HIV programme and the ILO regards member
encourage the implementation of the ILO code of
States’ ministries of labour as pivotal to the success of
practice in all Sri Lankan workplaces.
its technical cooperation activities. With its overall
responsibility for the national workforce and labour
The trade unions and employers’ organizations agreed
legislation, this ministry is a key partner for the ILO
to actively collaborate with each other to protect
and each SHARE programme makes an official
workers and their families from HIV. They pledged to
agreement with it at the start. The relationship goes far
raise awareness about HIV in their education and
beyond a formal contract, with ministries of labour
training programmes and to involve employees’
actively involved in the programme’s development, as
families, vulnerable communities and the informal
the following examples illustrate.
economy in these initiatives.
Strengthening the policy framework
in Sri Lanka
In Sri Lanka the Ministry of Labour Relations and
Manpower has been working towards the development
of a National Tripartite Declaration on HIV, which was
signed in April 2007 by 18 representatives from
government, employers’ organizations and trade
unions.
All three constituents agreed to cooperate and support
each other in activities related to HIV in the workplace
and pledged to promote HIV policies and programmes
in public and private sector enterprises. The ministry
Signing the National Tripartite Declaration on HIV at the Ministry of Labour
Relations and Manpower, Sri Lanka
14
Overall, 16 of the 24 countries where SHARE is
Preparing migrant workers in
implementing projects have adopted a national tripartite
Indonesia
policy or declaration on HIV and the world of work.
Out of them, 11 countries benefited from SHARE
In Indonesia the Ministry of Labour has become
assistance to develop it.
involved in the protection of thousands of migrant
workers who leave the country in search of
Reinforcing capacity in Trinidad and
employment in Asia, the Pacific and the Middle East.
Tobago
The vast majority are women in search of domestic
work, who have come from the informal economy and
are leaving in the hope of improving their lives. Sadly,
With political commitment assured, the next stage is to
they often return worse off than when they started.
help build capacity among staff to sensitize them to the
With few legal rights, often low levels of education and
issues of HIV in the workplace, and enable them to
cut off from home, they are vulnerable to abuse and at
identify their roles in HIV prevention and stigma
high risk of contracting HIV.
reduction.
In response to this growing problem, the National
In Trinidad and Tobago the Ministry of Labour and
Board of Placement and Protection for Indonesian
Small and Micro Enterprise Development involved
Overseas Workers inserted in its pre-departure training
over 100 key members of staff in HIV workplace
information sessions to address HIV risks, safe
training. The ILO co-facilitated the process with
migration and social protection issues.
interactive education sessions for a wide range of staff
including conciliators, occupational safety and health
Lisna Yoeliani Poeloengan, Director of Empowerment
officers, labour inspectors, human resource officers and
at the National Board, explains: “More and more
staff from the HIV committee set up in the ministry.
Indonesian migrant workers now receive information
on HIV. We provide pocket-sized materials that they
Participants used case studies to simulate how they
can easily keep with them, which give information
would address issues of stigma and discrimination. A
about HIV and include details of services in destination
range of national stakeholders took part, including
countries. More and more officials and NGOs are
senior members of workers’ organizations, PLHIV, and
aware and taking action by providing referrals to care,
legal and human rights representatives. This added
support and treatment for migrant workers who are
different perspectives to the issue and also provided a
HIV-positive returning from overseas.”
support network that staff can plug into. The next step
is to formally mainstream HIV in ministry workplans.
Because many of the workers do not have high literacy
levels, SHARE has helped to develop a more
15
interactive learning approach using a special game, My
Workers play the game “My Journey with the Magic Key”prior to departure
Journey with the Magic Key, which is used during the
overseas.
government’s pre-departure training. The game places
workers in the sort of difficult situations they may face
had a great responsibility to provide information and
throughout the migration process, and helps them think
remind my students to protect themselves. I learnt a lot
through how they would react and where they could go
through ILO’s training and thought if only instructors
for help.
and dormitory heads had been equipped with HIV
prevention knowledge back then, my friend might be
Siti Fauziah is a 34-year-old instructor and dormitory
alive today.”
head at one of the private recruitment agencies. “I
personally experienced losing a friend to AIDS, and she
was a migrant worker,” she says. “From there I felt I
16
Developing binding labour legislation
Linking with labour inspectors and
on HIV in Cambodia
health-at-work agents to reach
enterprises in Burkina Faso
In Cambodia the Ministry of Labour has been actively
involved in developing pioneering legislation to ensure
In the West African country of Burkina Faso, SHARE
that workplaces take action on HIV. With support from
has made training of government labour inspectors and
the ILO, the ministry worked with the employers’ and
health-at-work agents a priority from the start.
workers’ organizations to develop ministerial guidelines
Following sessions on the ILO code of practice and
(prakas) to implement the Cambodian National AIDS
behaviour change communication, the officials are
Authority’s national strategic plan for a comprehensive
equipped to work closely with SHARE’s partner
and multisectoral response to HIV/AIDS (2001–2005).
enterprises, helping them to roll out their response to
HIV.
The creation of HIV/AIDS committees and prevention
of HIV/AIDS at the workplace prakas incorporates all
The Office de Santé des travailleurs (OST), which oversees
10 principles of the ILO Code of Practice on HIV/AIDS
the health-at-work agents, is represented on SHARE’s
and the world of work.
PAB. Sustainability schemes are designed with its
collaboration, as it will play an important role in
The prakas provide a sound legal and policy framework
addressing HIV issues in all enterprises in Burkina Faso
for HIV workplace activities and policy development,
when the ILO’s involvement ends. Each health-at-work
requiring all workplaces and enterprises to set up HIV
agent or labour inspector visits at least 63 enterprises
committees made up of employer and union
per year.
representatives. These committees are responsible for
HIV education in the workplace, dissemination of
SHARE has trained close 4,000 government officials
information, referral of workers who are HIV-positive
worldwide – including labour inspectors and judges –
to appropriate services and ensuring there is no form of
on HIV workplace issues.
discrimination towards them.
Inspectors from the Department of Occupational
Safety and Health will work with managers and workers
to support the implementation of the prakas at the
enterprise level. A number of labour and factory
inspectors have received training from SHARE to build
capacity for this new role.
Among the countries collaborating with SHARE, six
have adopted legal instruments addressing specifically
HIV in the workplace.
17
Using a tripartite approach
Mobilizing the private sector: Employers and their organizations
“From the employer’s point of view, it is overwhelming to note that ILO can come in to support the
initiative that would have been the employers’ responsibility. Our main challenge is to build
capacity for the sustainability of the fight against HIV/AIDS at the workplace and would appreciate
further if ILO comes up with more training programmes”.
Fadson Mandala, Manager of Satemwa Tea Estate, Sri Lanka
The ILO works closely with employers’ organizations
workplace. The material is organized to fit into the
as representative bodies that can influence and provide
remit of a specific department which then knows its
links with a wider membership of enterprises. In
role in the HIV workplace programme. For instance,
partnership with SHARE the business community has
during recruitment and selection there should be no
taken the lead in pioneering many new approaches to
HIV screening for candidates; departments covering
tackling HIV. Getting the private sector on board is
compensation and benefits need to consider reasonable
vital if HIV programmes are to be taken up and work
accommodation to provide treatment and care to
effectively at enterprise level. Experience from SHARE
HIV-positive employees; training and development
programmes around the world shows that when
sections should ensure continuous education about
presented with information about HIV, most employers
HIV prevention and behaviour change, while industrial
can see it is cost-effective to protect their workers.
relations departments focus on social dialogue for a
workplace policy.
Cost–benefit assessment tool and
The Asia Pacific Business Coalition has expressed
guidelines from the Indonesia
interest in adapting both materials for its own use.
Employers’ Association
A business coalition with a difference
The Indonesia Employers’ Association has developed a
in Sri Lanka
series of tools to advocate HIV prevention
programmes among its members in collaboration with
SHARE. The first is a cost–benefit analysis comparing
A highlight at the 8th International Congress on AIDS
the advantages of HIV interventions against the
in Asia and the Pacific (ICAAP) was the launch of the
disadvantages of taking no action. This has become a
Sri Lanka Business Coalition on HIV/AIDS, which was
powerful method of persuasion as it promotes HIV
initiated by the Standard Chartered Bank. The ILO,
workplace programmes in terms that businesses accept.
with other partners including the Employers’
Federation of Ceylon, the Ceylon Chamber of
The association has also developed a set of guidelines
Commerce and the trade unions, partnered this
to help employers implement HIV programmes in the
initiative.
18
Building on the tripartite response to HIV put in place
representatives from the Barbados Workers’ Union and
with the support of the SHARE project in Sri Lanka, an
the National HIV/AIDS Commission. The AFBI acts
important feature of the coalition is the inclusion of the
as an arm to the Barbados Employers’ Confederation in
Ministry of Labour and the trade union representatives
helping workplaces to develop and implement
as key members of the Steering Committee of the new
HIV/AIDS policies and programmes.
coalition. Their involvement will ensure coordination
and greater mobilization of the world of work actors in
The AFBI has demonstrated that business leaders can
the country.
play a vital role in mobilizing funding and political
support. In March 2007 it held a high-profile summit to
As stated in its pledge, the coalition aims to:
raise funds for workplace HIV programmes and to
promote public–private partnerships in HIV prevention,
n Increase the number and diversity of companies
VCT and provision of care and support to PLHIV.
committed to responding to the HIV epidemic.
n Increase business action against HIV with emphasis
on each company implementing its own HIV
workplace policies and programmes in collaboration
with workers and their organizations.
n Utilize existing expertise in the National STD/AIDS
Control Programme of the Ministry of Health, the
guidelines provided within the ILO Code of Practice on
HIV/AIDS and the world of work and other advisory
organizations in Sri Lanka.
n Enhance and facilitate the use of companies’ core
competencies, products and services with the main
emphasis being on prevention.
Colin Brewer, President of the AIDS Foundation, the Honourable Owen
Arthur, Prime Minister of Barbados Orlando Scott, Senior Assistant to the
General Secretary of the Barbados Workers’ Union
n Use business power to provide advocacy and
leadership among key stakeholders.
The event was very well attended by chief executives
(CEOs) and senior staff, together with the US
Ambassador. The summit organizers were assisted by
Supporting new investors in Barbados
the SHARE project, and the Barbados Employers’
Confederation, and the Barbados Workers’ Union
The AIDS Foundation of Barbados (AFBI) is a
pledged support. The Prime Minister of Barbados
business coalition responsible for coordinating the
announced a willingness on the part of government to
private sector response to HIV/AIDS in Barbados.
provide tax and other fiscal incentives to encourage
It comprises leading business executives and
private initiatives in support of HIV work.
19
Setting the scene
The companies present pledged a total of US$150,000
Business leaders stand tall for World
to the AIDS Foundation for the next three years, in
Aids Day in Nepal
cash and in kind. The funding is to build the capacity of
the foundation to support investor companies in HIV
In Nepal CEOs of SHARE partner enterprises,
workplace initiatives, and to sustain workplace
together with the Chairperson of the Federation of
programmes initiated by the AIDS Foundation with
Nepalese Chambers of Commerce and Industry
SHARE.
(FNCCI), appeared on a billboard set up in the capital
city Kathmandu to mark World AIDS Day.
Management gets tough on
discrimination in Swaziland
The hoarding stressed that HIV is a workplace issue
and assured the public that the CEOs featured did not
discriminate against HIV-positive people at their
In Swaziland, the Super Spar chain has worked with
workplace. The billboard motivated workers and
SHARE to develop an HIV workplace policy and
programme for its 600 staff that ensures confidentiality,
creates an enabling environment for disclosure of HIV
status and provides reasonable accommodation for
workers living with HIV.
As proof of its commitment to this policy and its
employees, Super Spar management recently gave a
final written warning to a supervisor who disclosed the
HIV status of two workers. “This was a huge message
that the company’s policy is not just a piece of paper
and employees are now more open about their status
because they feel they are supported,” says Khombi
Nkonde, SHARE NPC for Swaziland.
The company has an active HIV workplace committee
Kathmandu, World AIDS Day 2006
with participation from workers and managers up to
the highest level. A behaviour change communication
programme has been developed and staff can go for
managers at the enterprises concerned, and encouraged
medical appointments during work time. Super Spar
others to recognize HIV as a workplace issue. It was
peer educators visit sick workers with food parcels and
sponsored by SHARE partner enterprises and the
help them access ARV.
Nepal Ministry of Health.
20
Using powerful networks: Workers and their organizations
“We are committed to working with our members to educate, involve and mobilize them to take on
this challenge… They must not sit back and wait for others to do it or for others to lead. Our efforts,
of course, are only part of the solution to this global crisis and must be a powerful force for change.
It is, literally, a matter of life and death.”
Guy Ryder, General Secretary, International Trade Union Confederation (ITUC)
Workers and their families, workplaces and
Confederation of Trade Unions), SHARE has
communities that depend on them are bearing the
facilitated the development of HIV policies and the
brunt of the HIV/AIDS epidemic. But those most
roll-out of action plans, including behaviour change
directly affected, workers and their organizations are
programmes, and enhanced peer education networks,
among the best able to respond effectively. Nationally
to tackle HIV in the workplace. “The unions were
and internationally, trade unions are able to mobilize
already working on HIV, but we had a slightly different
extensive networks of members, negotiate workplace
approach which emphasized the importance of policy
agreement, make use of experience in education and
and programme development,” says Motsepe.
training and build on their influence in the community
and with government. Trade union leaders play a
SHARE has encouraged and supported the role of
crucial role in building the confidence of workers in
unions in its work with enterprises, stressing to
HIV/AIDS policy and programmes by being involved
management the importance of working together.
in their implementation.
“Sometimes managers need to be persuaded and they
ask me, ‘How are shop stewards in tune with HIV?’”
says Motsepe. “We explain that the unions already have
Making it work in South Africa – trade
their own HIV policies and that the shop stewards have
unions lead the way
been trained in key issues such as stigma and
discrimination, mistreatment of staff with HIV and
In South Africa SHARE is working closely with the
unfair dismissal. They are going to help implement the
two important trade union federations, which between
company’s programme and to see that it works.”
them have a total paid-up membership of nearly three
million people. “We have been engaged with them
HIV trade union policies in Cambodia
since 2005 through numerous capacity-building
ventures to mitigate the effects of HIV,” explains
Joseph Motsepe, SHARE NPC for South Africa.
Trade unions recognize the impact that HIV has on
their members and increasingly see that they are in an
Working with COSATU (Congress of South African
ideal position to help in the fight against HIV in the
Trade Unions) and SACOTU (South African
workplace. Union leaders and members were involved
21
Using a tripartite approach
National Union Alliance Chamber of Cambodia
(NACC) also endorsed its own policy in 2007.
The SHARE project supported the printing of 8,000
copies of this policy for both confederations, the
CCTUF and NACC to distribute to their leaders and
members.
One of the trade unions, the Angkor Preservation
Workers Trade Union, affiliated to the CCTUF,
successfully incorporated HIV education and
prevention into its collective bargaining agreement with
its employers. The union leader Din Veasna said, “This
was no easy task, but I am extremely pleased that it has
Din Veasna, President, Angkor Preservation Workers Trade Union
been achieved as it will provide HIV education for our
members as well as prevent discrimination against those
in the ILO programme in Cambodia from the
who are HIV-positive.”
beginning, and received training from the project on
HIV in the workplace as well as policy development.
Integrating HIV in collective
With financial and technical support from the ILO, a
working group of inter-trade unions went on to
bargaining agreements in Russia
develop a policy on the prevention and management of
HIV/AIDS in the workplace in Cambodia.
In Russia the SHARE programme works very closely
with trade unions as they have the closest and most
The policy was adopted by the Cambodian
effective links to the workforce.
Confederation of Trade Unions (CCTU) and the
Cambodian Labour Confederation (CLC) in May 2006.
Moscow region’s Union Council provided great
The objective of the policy is to provide a set of
support to the project in advocating HIV prevention
guidelines to address the HIV epidemic in workers’
programmes and promoting healthy lifestyles. The
organizations. Key areas are the prevention of HIV,
project carried out a series of training sessions related
mitigation of the impact of HIV on trade union
to HIV for the union’s member organizations,
members and their families, care and support of
including youth committees and the Transport Workers
members who are living with HIV and the elimination
Union.
of stigma and discrimination. A separate policy was
endorsed by the Cambodian Construction Workers
Project trainers started with role-plays and videos
Trade Union Federation (CCTUF) in 2006 and the
targeting discrimination in general and encouraged the
audience to see the problem more personally. They
22
discussed ways in which union leaders could handle the
situation of an HIV-positive worker, and the role trade
unions can play in preventing the spread of the
epidemic.
Good anchors for sustainability have been put in place
as the Murmansk Unions Council, have included
HIV/AIDS workplace issues into their Educational
Center curricula in 2007.
Igor Belozerov, HIV focal point at a pilot enterprise
and also a union leader, made a proposal at the general
committee of the Transport Workers Union in the
Moscow region, to include additional paragraphs on
HIV in collective bargaining agreements. The proposal
was approved unanimously and 52 transport enterprises
(employing a total of more than 27,000 workers) now
have a legal document to support them in their HIV
activities.
Yury Savakov, Deputy Chairperson, Murmansk Region Unions Council
SHARE provided the unions with 500 copies of the
ILO code of practice and also gave support and
professional advice about HIV workplace policy
development.
23
Making
change
happen
Making change happen
Behaviour change communication for the workplace
“With the technical assistance of the ILO, we carefully examined our target audiences, their
current behaviours, barriers to change, enabling factors and perceived benefits. We discussed
behaviour change communication objectives, the content of effective messages and the most
effective channels to disseminate the information. With this in view, we then sought to determine
customized approaches for the staff at Purity Bakeries. Peer education was the next phase and
six people (three males and three females) from among the various levels of staff undertook
the SHARE project training to be equipped for this task.”
Judy Branch, HIV/AIDS Focal Point, Purity Bakeries, Barbados
Behaviour change programmes are an essential and
getting involved in transactional sex. Some may spend
central element in enterprise-level initiatives within
time away from family. In some workplace locations
SHARE. Many workers do not know enough about
where leisure facilities are limited and stress levels are
HIV to protect themselves, while others do know but
high, workers are often drinking alcohol without
still do not change their behaviour to reduce the risk of
realizing that it might be a risk factor of contracting
infection.
HIV because their judgment is affected. These are only
a few examples of how the nature of their professional
Behaviour change is a form of participatory education
occupation has an impact on the behaviour of
that encourages people to understand their own
individuals.
attitudes to HIV, assess their own risk, and motivate
them to change behaviour. The programme uses
This also explains why the workplace, where most of us
targeted messages and approaches and is implemented
spend the majority of our time, is an effective entry
through a system of peer education. This is based on
point for personalized behaviour change programmes.
the idea that individuals are most likely to change their
behaviour if people they know and trust persuade them
To help shape a workplace behaviour change
to do so. Peer educators are informal leaders who come
programme, the SHARE team works closely with the
from the group that is being targeted and are specially
partner enterprise to get a better understanding of the
trained with the necessary skills to do their job.
knowledge, attitudes and practices of workers and
managers towards HIV. Data is collected from
Workers might be more vulnerable to HIV/AIDS
individual interviews and focus group discussions and
because of their profile and working conditions. Both
the findings form the basis of a strategy to tackle HIV
high income and low wages may put them at risk of
in that workplace.
26
Reaching remote safari camps
Finding the right words
in the Okavango Delta
To help the process along the ILO has developed a
Desert and Delta Safaris is a tour company operating in
toolkit in collaboration with Family Health
the Okavango Delta in Botswana, where it has four
International (FHI), which explains step by step how to
luxury camps and employs about 300 staff. In a country
implement a behaviour change programme according
with a high HIV prevalence, the company is concerned
to different workplace situations. Participation of all
about how to protect and help its workers. The tourist
workplace stakeholders is vital at every step to ensure
industry in this area faces particular problems because
employees live in remote camps separated from their
sustainable change in attitudes and behaviour.
partners for three-month periods and this often leads to
other relationships. The camps can only be reached by
small chartered aircraft, making it difficult to access
health care and other social services.
In 2004, Desert and Delta Safaris started working with
SHARE and a staff member, Munihango Limbo,
attended training about the ILO code of practice and the
ILO’s behaviour change methodology. As a result he was
instrumental in the development of the company’s HIV
policy and programme and their adoption by both
management and employees.
Limbo is now HIV coordinator for the company and leads
a group of fourteen peer educators and seven lay
counsellors who live in the four camps. They provide
information and counselling to the staff and there is a
regular supply of condoms in the workplace, guest
rooms and staff houses. The programme also reaches
out to guests. “Because these camps can only
accommodate a low volume of visitors, it is quite easy to
build rapport with guests,” says Limbo. “Tourists are not
Creating tailored messages and using the most effective
only interested in the wildlife but also in the livelihood
media channels are crucial for reaching workers and
of the communities. We discuss a lot of social issues
persuading them to change their behaviour. To be
including HIV and we learn a lot from them just as they
successful, the enterprise and SHARE work together
learn from us.”
strategically using the data collected, segmenting
A combination of Limbo’s leadership, top management
audiences and developing key messages.
support
and
employee
commitment
means
the
programme is performing very well. Almost all staff
This methodology leads to the development of
members know their HIV status. While the national
customized and gender-sensitive messages targeted at
uptake of VCT stands at 51%, 98% of Desert and Delta
Safaris staff accessed HIV counselling and testing.
workers with similar types of jobs, levels of income,
habits, values and education levels.
27
Making change happen
Workers at PT Steel Pipes Indonesia using the towel with the mention “Sweat does not transmit HIV- Safe to use with PLWHA”
In East Java, Indonesia’s second largest province, 40%
HIV-positive. Focus group discussions also found that
of enterprises are involved in the steel and machinery
many myths and misunderstandings persisted about
industry. SHARE is working with PT Steel Pipes
how HIV is transmitted.
Indonesia (PT SPINDO), a steel pipe producer with
1,300 permanent workers and about 300 contract
Because the foundries are so hot to work in, the
workers based in six factories spread across East Java
company provides a small towel to wipe away sweat
and into Karawang district in West Java.
and to use in the end-of-shift showers that most
workers take before going home.
SHARE surveyed 150 male workers at the company
and found high levels of stigmatization against those
Working with a behaviour change expert from SHARE,
with HIV. Forty-two per cent will not work with an
PT SPINDO’s HIV committee decided to use the
HIV-positive co-worker, 43% will not use the same
towel to carry a positive message about HIV. The
toilet and 37% will not eat in the same cafeteria as
company printed, ‘Sweat does not transmit HIV’ and
someone with HIV. What’s more, 31% will not share
‘Safe to use with PLHIV’ slogans on 1,300 towels that
the same working space with a co-worker who is
are now widely used by staff members.
28
A mug used by workers from the banking sector in Belize
A comprehensive approach
In addition to well-targeted messages, HIV/AIDS
workplace programmes need to be complete to support
behaviour change. The most important elements are to
have strong management backing and the active
involvement of workers’ representatives. The
HIV/AIDS workplace programme may require many
components including:
This poster has been produced by a group of women working in the banking
sector in Barbados in order to encourage women to carry condom and create a
positive attitude around condom use.
n A policy developed by managers and workers to
address HIV employment-related discrimination
followed by a wide dissemination.
In Belize, project stakeholders have been creative in
identifying innovative channels to reach workers. Maids
n A referral system to access HIV/AIDS services
from the five hotels partnered with SHARE received a
including STI clinics, VCT facilities and access to
key ring with a message about consistent condom use.
treatment, care and support.
The maids use the keys all day to enter dozens of rooms
to do their work, so the message is read repeatedly.
n A male and female condom promotion programme
including means to improve access to condoms,
A mug with a message highlighting the benefits of using
demonstrations and training on condom negotiation
condoms has been distributed to all 130 workers from
skills.
the Central Bank in Belize City. The message stimulates
discussions about condom use during coffee breaks.
29
Making change happen
Picking tea and condoms in Malawi
Satemwa Tea Estate is one of the oldest and biggest tea
ashamed,” explains one of the many workers who are
factories in the southern region of Malawi, with a workforce
benefiting. The company has also developed a list of HIV
of 2,900 people. With high levels of absenteeism,
services available locally, in response to requests from
management was very keen to do something about HIV, but
workers.
did not know how to make a start. The ILO began
discussions with the company and ran a training
programme for staff identified to be focal points in each
division. Many issues came up in the workshops and as a
result HIV committees have been set up and the first draft
of an HIV policy has been developed for the company.
Management
is
already
using
this
draft
to
start
implementing HIV programmes and staff are getting
information
about
the
importance
of
prevention,
particularly the use of condoms. Supervisors pass on
messages about HIV during working hours, either while
they are monitoring the tea picking or before work, when
employees gather for the distribution of tasks for the day.
Satemwa has developed a condom strategy called tolani
nokha (help yourself); supplies of condoms are left at
reception and staff help themselves. “Now we don’t need
to go to the clinic and request a condom, we just pass
A worker at Satemwa Tea Estate picking a pack of condoms from the
through the reception and help ourselves and we are not
tolani nokha box placed at reception.
n A prevention programme using the peer education
n A communication campaign involving the wide
system as a means to support behaviour change: to
dissemination of key messages adapted to each group
reduce the number of partners, use condoms, treat
of workers using a number of channels (theatre play,
STIs and prevent mother-to-child transmission,
posters, video, leaflet, intranet, payslip, workplace
among others.
billboards, etc.).
n A ‘know your status’ campaign to promote the
n The integration of HIV/AIDS into current
benefits of VCT.
enterprise activities including the health and safety
committee, staff and union meetings, the enterprise
n A series of testimonies from PLHIV to sensitize
newsletter and special events (Family Day, World
workers to the reality of being HIV-positive and
AIDS Day, Labour Day and other social events).
ensure a better working environment, free of stigma.
30
Peer educators: Helping co-workers
change behaviour
The system of peer education is one of the most
effective ways of delivering HIV education and
changing behaviour. Peer educators are volunteers who
are willing to become involved in the workplace HIV
programme, and have the respect and persuasive skills
to do the job well. Their peer education role is in
addition to their job and they receive intensive training
during work hours from SHARE project staff.
Peer educators should not have a hierarchical
relationship (the power to hire and fire) within the work
Peer educator kit developed by SHARE in Ghana.
group they are responsible for. When they are selected,
SHARE recommends that the enterprise considers
gender, staff categories and shift work times to make
In Nepal peer educators are working at a drop-in centre
sure all sections of the workforce are covered and that
for transport workers set up by SHARE in
one peer educator be responsible for approximately 30
collaboration with a local non-governmental
workers.
organization (NGO). It is located at a major bus
terminal where informal operators get together between
Most peer educators report to the enterprise HIV
rides.
committee and agree specific times with their
employers for conducting peer education activities
during working hours. They are available to colleagues
to answer questions, to direct them to available HIV
services and to lead discussions on HIV-related issues.
The idea is to make peer education part of the workers’
routine, integrating it into their usual activities so that
questions can be asked naturally when employees need
to know.
SHARE peer educators do more than provide
information about HIV and its means of protection.
They are trained to support their colleagues in the
behaviour change process.
Transport workers playing the HIV board game in Kathmandu.
31
Making change happen
The peer educators work on a rotational basis with a
colleagues as well as providing nutritional support for
coordinator, and spend their time chatting informally
employees on ARV. To date, 15 employees have
with workers about HIV. Information is provided on
benefited from the fund. Simultaneously, the training of
STI and VCT services; condoms and reading materials
peer educators is contributing to capacity building at
are available in local languages and there is a non-stop
the national level. Six trainers of peer educators, who
video about HIV running. A board game is also
were initially used solely to train peer educators at
available, specifically designed to help workers find out
SHARE partner enterprises, now constitute a core
more about HIV in a less formal way.
group of trainers being employed by other agencies as
resource persons for HIV/AIDS workplace peer
In Ethiopia, the project’s efforts in training peer
education activities.
educators are beginning to pay dividends along
unanticipated fronts. At the initiative of peer educators
To date, approximately 5,000 peer educators are
at the Gihon Hotel Chain (one of the SHARE partner
actively involved in the 650 enterprises partnering with
enterprises), staff members have established an
SHARE worldwide.
‘Enterprise AIDS Fund’, used to promote VCT among
Making waves in Jamaica’s hair salons
Jamaica’s National Association of Hairdressers and Cosmetologists (NAHC) is very active and keen to do what it can to
support its members in the fight against HIV. The workplace response is coordinated by the HIV Committee of the NAHC,
led by the president Imogene Todd-Watson.
With training and support from SHARE, the NAHC has sensitized 90 per cent of its 500 members and helped hundreds of
salon owners nationwide to share information and support behaviour change with clients and staff in response to the
epidemic.
Carolyn Flowers-Smith, a salon owner in the Jamaican capital Kingston was trained as a peer educator in 2006 along with
four other members of the NAHC’s HIV Committee. Since then, she has initiated a peer education programme in her salon
where she sees about 50 clients weekly and actively sensitizes most of them. She helps them to assess their personal risk,
sharing basic facts on HIV, providing printed materials and putting up posters in her salon.
“The training impacted enormously on me. I am now more knowledgeable about the issues around HIV and this has helped
me to share more accurate information with family, friends, clients and workers,” says cosmetologist Vanessa Hayles,
another member of the NAHC.
32
Lessons
learned from
SHARE pioneer
countries
Lessons learned from SHARE pioneer countries
Growing up in India
“In keeping with our vision of providing stakeholder value, our HIV/AIDS awareness programmes
for our employees, the community and the trucking community is continuously looking to spread
awareness among a larger group of people, thereby making a difference to India ’s health
and economy.”
Neeraj Kanwar, Joint Managing Director and Chief Operating Officer, Apollo Tyres
The project has formal agreements with 11 corporate
groups that cover about 122,591 workers in 150
locations across the country. Nine of them have
developed HIV policies and one has a draft policy. The
ILO has trained 353 staff members as master trainers
and provided them with materials.
Even if the number of people currently living with the
virus is currently lower than what was predicted, the
HIV epidemic in India affects a significant number of
individuals. UNAIDS reports that approximately 2.5
million people were living with HIV in India at the end
of 2006.
The ILO/USDOL project in India was the first of its
kind. The SHARE project in India started up in 2001
and since then has established a solid foundation.
Starting with US$413,117 provided by the USDOL, the
project has now received a total of US$2 million from
USDOL.
Big corporate groups in India have the potential to
Originally focusing on the states of Madhya Pradesh,
extend HIV programmes beyond their direct employees
Jharkhand and West Bengal, the project expanded in
and families, to contractual workers, associates,
2005 to include Delhi and Goa, where it offered
partners and the companies in their supply chain. To
assistance to the State AIDS Control Societies (SACS)
tap into this potential, SHARE India has been carrying
and developed enterprise-based interventions.
out advocacy work with large corporate houses to
persuade them to scale up enterprise-based
interventions.
34
An overview of enterprise-based work at the state level
assessment. In order to empower and build capacity in
national institutions, rather then intervening directly,
State
Enterprises
workforce
Trainers
the project plans to work through the SACS, to provide
trained
technical assistance.
Madhya
22
33,261
481
Pradesh
Contributing to the national policy
Jharkhand
14
83,825
856
framework and its implementation
West Bengal
19
51,479
635
Goa
9
15,657
265
The Government of India adopted an HIV/AIDS
policy in 2000 that included specific reference to the
Delhi
3
29,200
56
organized and unorganized sectors of the workforce.
Total
67
213,422
2,293
The ILO Code of Practice on HIV/AIDS and the world of
work has been endorsed and recommended by the
National AIDS Control Organization (NACO).
In addition, the project received additional
SHARE helped the Indian Ministry of Labour and
contributions of US$330,000 in 2006 and 2007 from
Employment (MOLE) and NACO to draft the
PEPFAR. As the UN’s lead agency for workplace
National Policy on HIV/AIDS and the World of Work.
interventions and private sector mobilization, the ILO
The draft policy was discussed and endorsed by a task
also received US$300,000 from the UNAIDS
group set up by NACO, then circulated by MOLE to
Programme Accelerated Funds.
key stakeholders for their final comments and finally
submitted to cabinet for approval.
Jagdish Pal Singh, Additional Secretary at the Ministry
of Labour and Employment, recognizes that “…for
In addition, MOLE has issued a circular to all state
advocacy and awareness raising, the efforts of the
labour departments providing them with guidelines on
project have really been laudable and the response
mainstreaming HIV in their activities. The ILO has
observed at the level of the stakeholders and corporate
helped the two key institutions under the auspices of
houses was a reflection of this.”
MOLE (the VV Giri National Labour Institute and the
Central Board for Workers Education), to develop their
With its current budget the project will continue until
work plans to mainstream HIV in their activities.
2009. It has developed a long-term strategy to
effectively integrate workplace interventions in the third
As a result, the National Labour Institute has set up an
phase of India’s National AIDS Control Programme
HIV cell, integrated an HIV module in all its training
(NACP-III), which has recently started.
programmes and developed training materials for trade
unions and labour administrators. The institute has
The project strategy of direct intervention at state level
conducted specific training programmes for MOLE
has been revised in view of the needs of NACP-III and
officials, trade unions and labour administrators.
recommendations from the project midterm
35
Lessons learned from SHARE pioneer countries
Tapping into workers’ education
network
Using the Central Board for Workers’ Education
(CBWE), MOLE has been able to bring HIV education
to a very wide audience, including rural and informal
economy workers who are often hard to reach. The
CBWE has the mandate to educate workers on various
subjects including quality of life, empowerment of the
unorganized sector, increased productivity and
participative management. The CBWE works through a
network of 263 education officers who make contact
with some 300,000 workers every year in urban and
Apollo Tyres is one of the partner enterprises working with the SHARE project
in India.
rural locations.
programme working with truck drivers, and then
Considering the wide reach of the CBWE, the ministry
initiated a comprehensive workplace programme in
felt it could make a real impact in extending HIV
partnership with the ILO India project that covers its
education to this audience. The CBWE has very
7,000 employees in four locations.
experienced education officers who received training
about HIV through a well-structured programme, and
The company uses a network of volunteers who are
were then able to include HIV modules in their
trained as HIV peer educators and master trainers to
workers’ education programmes. HIV education has
roll out the programme with colleagues. In recognition
been mainstreamed in ongoing programmes to reach
of their contribution, they are known as ‘champions of
workers on a regular basis over the long term. The
the cause’.
entire approach was very cost-effective. The CBWE
sought technical and financial assistance from the ILO
Apollo is now helping to initiate HIV programmes
to develop a resource manual for CBWE education
among companies in its supply chain, targeting small
officers on HIV/AIDS; it organized ‘training of
and medium-sized business partners. It began by setting
trainers’ programmes at regional levels and developed a
up a sensitization workshop for all its suppliers, letting
set of communication materials.
them know it had included issues related to HIV in its
code of ethics. Compliance with the code is a key
Covering the supply chain
criterion for Apollo when selecting supply chain
companies. As a follow-up to the advocacy event, it is
targeting eight companies a year to set up workplace
Apollo Tyres Limited (ATL) is a young, dynamic
programmes, with the help of its master trainers.
organization with manufacturing and sales operations in
Apollo plans to expand its HIV initiatives to involve
India and South Africa. Apollo started its HIV
4,500 retailers across India through its 120 sales offices.
36
Informal workers from the agricultural sector
Unions helping workers in the informal
Ardhendu Dakshi, secretary to the Centre of Indian
economy
Trade Unions (CITU), explains that “HIV/AIDS is
gradually emerging as a priority issue for the trade
unions, and the ILO project has played a key role in
The ILO helped to develop the Joint Statement of
this.”
Commitment on HIV/AIDS of the Central Trade Unions in
India, launched on 30 August 2007. The document
About 150 trade union leaders have received HIV
contains practical guidelines for trade union action on
training from the ILO at central and state level.
HIV.
37
Lessons learned from SHARE pioneer countries
SHARE has supported three pilot interventions
project has facilitated the setting up of new networks of
implemented by the trade unions for workers in the
PLHIV in Madhya Pradesh and Jharkhand states.
informal economy covering a total of 8,600 people:
The ILO has also provided training in workplace
n Hind Mazdoor Sabha is implementing an HIV
advocacy and income generation skills for networks of
preventive education project with 3,000 migrant
PLHIV. “While the positive networks have received
workers from 20 villages in Jharkhand, and around
training from many sources, the ILO provided a
1,000 workers including coolies, rickshaw pullers and
different flavour to the training, a workplace flavour!
railway employees in Haridwar, Uttar Pradesh State.
Eliminating workplace discrimination is very important
to PLHIV,” said K.K. Abraham, President of INP+.
n The Center of Indian Trade Unions (CITU) is
running HIV programmes with 4,000 mine workers
A total of 112 PLHIV from different regions were
in Jharkhand and West Bengal.
trained to conduct ‘HIV/AIDS Workplace Advocacy’
programmes and to facilitate the development of
n The Indian National Trade Union Congress is
state-level plans to conduct advocacy sessions with
working with 600 coolies (porters) and their families
different workplace stakeholders. The trained PLHIV
in Hyderabad using HIV peer educators drawn from
were also involved in all sensitization and training
among the workers.
programmes held with the constituents. The feedback
was very encouraging as many of the participants were
able to meet and interact with someone living with HIV
Collaboration with PLHIV
and as a result were convinced that it is possible to have
HIV and still be productive at work.
The project is working in partnership with the Indian
Network of People Living with HIV/AIDS (INP+) to
The project has helped PLHIV to enrol in the ILO’s
promote workplace advocacy and the reduction of
livelihood programmes including skills development
stigma and discrimination. It has supported INP+ by
and entrepreneurship training.
reprinting ILO posters in five regional languages. The
38
Ministry of Labour takes over the programme in Belize
“It will not be an overnight process, but Belize will overcome the HIV epidemic and achieve
success, due in no small part to the seeds that the ILO/USDOL Workplace Education Programme
has planted and nurtured.”
Dolores Balderamos Garcia, Executive Chairperson, National AIDS Commission, Belize
“The unit staff treated me in a warm and caring manner
which made me feel confident,” he says. “Before the
council set up this unit I thought that HIV was the end
of my life, but now I realize that I can live fully even
with HIV.”
The first case of HIV was recorded in Belize in 1986,
and 2.4% of Belize’s adult population is now infected
(AIDS epidemic update, UNAIDS, 2006). The country
has the highest prevalence in Central America, with the
Stann Creek and Belize districts worst affected, and the
majority of HIV cases found in the 15–49 age group.
There is widespread stigma and discrimination towards
HIV in Belize, reinforced by a culture that is reticent
about discussing sex and where religious beliefs do not
encourage condom use.
With a small population of only 289,875 and a fragile
economy, Belize is deeply concerned about the impact
of the epidemic, but until recently lack of capacity and
know-how hindered an effective response in the world
When Eric’s family found out he had HIV they
of work.
threatened to throw him out of the house. “It is very
painful to be rejected by your family because you are
In 2003 the ILO and USDOL set up the first project to
HIV-positive, it makes it hard to go on,” he says. But
systematically target the country’s working population
help came from an unexpected quarter as his employer,
to protect it from the impact of HIV, with a three-year
the Belize City Council, had set up an HIV unit and this
budget of US$452,518. Belize City Council is one of 18
gave Eric the courage to disclose his status and seek the
workplaces to become involved in the HIV workplace
information and support he needed.
education programme, which is active in five targeted
39
Lessons learned from SHARE pioneer countries
sectors and reaches 4,614 workers. Many of these are
Sector
Number of
Number of
migrants from neighbouring countries who join Belize’s
enterprises
workers
own ethnically diverse population.
Agriculture
5
2371
Working in partnership with government, and
Service and utilities
4
1176
employers’ and workers’ organizations, the project has
Banking
1
141
made considerable progress. At a national level it was
responsible for spearheading the development of a
Sanitation
3
621
national workplace policy on HIV adopted by the
Tourism
5
305
Belize Government in 2005. It also helped formulate
the workplace components of Belize’s National Policy
Total
18
4614
on HIV/AIDS, adopted at the same time. Both seek to
protect workers’ rights and to reduce levels of
Training and capacity building has been a high priority
discrimination.
to ensure the programme’s sustainability. This has
ranged from helping tripartite partners to assume
At enterprise level, the project had an entry point to
leadership of the project, to building capacity at
some companies through a recent occupational health
enterprise level to ensure sustained behaviour change
and safety programme funded by the USDOL and the
towards HIV. Many key individuals have participated in
Ministry of Labour. These enterprises were already
workshops, including 69 peer educators and 40 focal
sensitized to health at work issues and able to
points in enterprises, together with 70 members of
incorporate HIV into existing initiatives. In total, 14
employers’ and workers’ organizations. Mentoring
enterprises have set up HIV committees in the
schemes involving local NGOs have provided valuable
workplace and 12 have developed HIV policies, in
support to enterprises and this is ongoing.
progress awaiting official endorsement. All of the
policies address anti-discrimination and prevention
The project has worked with all partner enterprises to
activities, and include peer education, condom
help develop a range of materials targeting key issues
distribution and referral information for STIs, VCT
that put workers at risk. Surveys carried out at the
services and treatment.
beginning and end of the programme show that gradual
behaviour changes have taken place among workers,
including a more positive attitude towards condom use
and a more accepting and supportive attitude towards
PLHIV. While some of these changes may still seem
small, they are significant in a climate where there is
widespread stigma and discrimination towards
HIV/AIDS.
40
Four years on, the foundations for a sustainable
reduction in its ongoing activities. Being part of a
national workplace programme on HIV have been put
broader health and safety approach makes HIV work
in place, and the project is now being run by the Belize
more economically viable for the company, and may
Ministry of Labour as the ILO’s involvement has
make it easier to encourage worker involvement.
ended. There is still much to be done – including a
need for legislation to support national HIV policies –
Employees from BEL took part in the ILO project’s
but the project’s interventions have shown that there is
baseline survey in 2004 and this exposed HIV risk
potential for action, and HIV is now widely recognized
behaviours among its staff. The most significant were
as a critical workplace issue in Belize.
regular alcohol consumption among male employees; a
highly mobile workforce away from home for long
periods; and a negative attitude towards using condoms.
Building on strong health and safety
habits
Using this information BEL took action to protect its
staff. The company instigated a ‘no tolerance’ policy
Belize Electricity Limited (BEL) is the nation’s main
towards alcohol consumption on the premises and
power supplier employing 250 workers in 10 different
limited alcohol availability at company social gatherings.
locations around the country. The company already had
It also moved away from giving workers long
a well-established occupational health and safety
assignments in the field by building institutional
programme in place when approached by the ILO, and
capacity beyond head office, and developing short stint
was open to integrating HIV education and risk
rotation systems. Finally, condoms are now readily
41
Lessons learned from SHARE pioneer countries
Management backing makes the
difference
Citrus Products of Belize Limited (CPBL) is a large
agro-business employing up to 400 workers on farms
spread across Stann Creek District. The company
joined the ILO/USDOL programme early on because
it recognized that HIV could have a devastating effect
on its workforce.
With close management involvement, CPBL has taken
great care to create a responsive and effective peer
education programme. Many employees are migrants
from other Central American countries; they are
particularly at risk from HIV because of language
barriers and other problems associated with living away
from home. To meet their particular needs HIV
information is provided through Spanish-speaking peer
educators, and education sessions use interactive
This poster was developed with SHARE to target BEL
technicians, establishing a parallel between health and
techniques to make them as accessible as possible.
safety procedures they follow on the job and their
behaviour during leisure time.
Twelve peer educators received training and are now
active in the company. ILO surveys show that CPBL
available in the workplace and there is a back-up
employees have a more positive attitude towards
information campaign.
condom use and PLHIV. Among the SHARE partner
workplaces in Belize, staff at CPBL showed the highest
BEL has a network of peer educators and a wide range
levels of awareness about their company’s HIV/AIDS
of HIV information and educational activities. The
programme and policy.
company offers financial incentives such as end-of-year
bonus payments to boost staff participation in
To keep up the momentum the ILO has set up a
occupational health and safety programmes and events.
mentoring scheme to put the peer educators in touch
BEL feels the HIV workplace education programme
with local NGOs that work on HIV-related issues.
benefits everyone as the company achieves its
“While the project provides comprehensive training to
productivity targets through lower staff turnover, less
peer educators, unexpected problems do crop up along
absenteeism and a return on capacity investment in
the way,” explains Sheila Middleton, former NPC for
staff. At the same time employees stay healthy and
Belize. “The mentoring scheme gives them access to
productive to the benefit of themselves and their
local expertise from groups who will still be here after
families.
the project ends.”
42
Constructing a solid legal and policy framework in Benin
“The sensitization efforts of this project about the impact of the pandemic on workers and on their
families, the productivity of enterprises and the national economy, played a key role in the
mobilization of the national actors.”
Valentine Kiki-Mèdégan, Permanent-Secretary, National AIDS Committee, Benin
Key achievements in
budget of US$441,221 was increased by the ILO to
Benin include a National
fund a final consolidation period before the project was
Tripartite Declaration on
handed over in June 2007.
HIV/AIDS, a chapter on
the workplace in the new
Sixty labour inspectors and staff members of the
law on the Prevention,
National Social Security Fund have been trained by
Care and Support, and
SHARE, in addition to 14 judges, a number of
Control of HIV/AIDS
members of the National Employers’ Council (Conseil
together with the
du Patronat du Bénin), the Council of Private Investors of
adoption of a general
Benin (le Conseil des Investisseurs du Bénin) as well as a
objective on the world of
number of officials from trade union federations.
work in the new
Overall more than 200 key national actors are now
HIV/AIDS National
familiar with the ILO code of practice and national
Strategic Framework
HIV workplace legislation and are better equipped to
(2006–2010).
provide technical advice on addressing HIV in the
world of work.
In Benin, the HIV
prevalence among
Nine enterprises from the construction, energy, cement
pregnant women visiting
and palm oil production sectors, together with a group
antenatal clinics in the
of handcraft workers from the informal economy
country’s larger cities
(Centre d’artisanat de Cotonou), now have an HIV policy
rose from 0.3% in 1990
based on the ILO Code of Practice on HIV/AIDS and the
to 3.0% in 2003. At the
world of work. Quality HIV services have been developed
end of 2006, UNAIDS
in partnership with community-based providers, which
estimated that 87,000 people were living with HIV in
include VCT, care and support, treatment, and
Benin.
prevention of mother-to-child transmission
programmes. More than 4,500 workers and their family
The ILO SHARE programme in Benin started in
members have benefited from the workplace
February 2004 and was extended with extra financial
programmes implemented with the technical assistance
support from the USDOL to December 2006. Its
of the project.
43
Lessons learned from SHARE pioneer countries
A poster developed by workers in the palm oil production industries,
“Oil workers, encourage your wife to go for antenatal consultations. This will
help limit the risk of HIV transmission from the mother to the child.”
Reducing mother-to-child-transmission
Using the Behaviour Change Communication Toolkit for
of reducing the risks of mother-to-child transmission of
the Workplace produced by ILO and FHI (see page 27), the
HIV. Results of focus group discussions commissioned by
SHARE project has provided training and technical support
the project showed that male workers were hesitant to
for
the
development
of
tailored
programmes
and
encourage their wives to go for HIV testing, as they feared
communication materials for all partner workplaces. Being
stigmatization. Also, workers often did not know that
involved in the development of their own strategy,
medication was available to avoid transmission of HIV to
employers and workers have the potential to manage it and
their child. The poster was backed by a peer education
make the necessary revisions over time.
campaign about antenatal consultations, and VCT of both
partners. The project set up links with local antenatal
A poster has been developed by male workers from palm oil
clinics and community-based services offering VCT.
production facilities to inform their co-workers about ways
44
Working in synergy with other
agencies involved in the HIV
response in Benin, the project
facilitated partnerships with the
partner workplaces and the
multisectoral HIV/AIDS
programme financed by the World
Bank. As a result, over US$ 73 000
were allocated to the joint
committees to finance activities
included in their HIV programme.
The impact assessment carried out
by SHARE at the end of 2006
reveals changes in behaviour on a
number of indicators. The number
of workers reporting a supportive
attitude toward condom use
increased by more than 20%, and
Many companies organized sensitization sessions with
workers demonstrating a positive attitude towards
informal vendors working nearby.
colleagues living with HIV increased by 13.3%.
In the same vein, SHARE Benin has developed a card
As the ILO’s involvement drew to a close, the SHARE
game used by peer educators to stimulate conversation
project felt it was crucial to ensure continued capacity
about HIV issues, and this has been distributed to all
to support behaviour change and workplace
the 4,700 workers reached by the project.
interventions. Ten staff members from three different
NGOs have been trained in behaviour change
Antoine Bocco, a worker from the palm oil company
communication methods and issues related to HIV in
Complexe Oléagineux d’Agonvy (CODA), explained how it
the workplace, so they can offer ongoing assistance to
has helped him talk about HIV with his children. “I
SHARE’s partner workplaces as well as to future
brought home a card game from the plant called, ‘To
enterprises.
better understand HIV/AIDS and STI’ and I dropped
it on the kitchen table. My children started playing with
it and I used the opportunity to discuss HIV and
Reaching beyond the workplace
sexuality issues with them. As a parent benefiting from
HIV education at my workplace, I was trying to find a
Once HIV workplace policies and programmes were
good moment to help my family benefit from what I
soundly established in the partner enterprises, the next
have learned and the card game gave me this
step was to take the programme into the community.
opportunity.”
45
Lessons learned from SHARE pioneer countries
Tripartite partners lead HIV workplace action in Cambodia
“It’s important for women to know about HIV. We need to know how to protect ourselves because
sometimes we do not know whether our husbands have other sexual partners or not.”
Kim Leah, Peer Educator, Bakery section of the Hotel Cambodiana
causes. Remarkably, Cambodia has managed to reverse
the trend and has seen a fall in adult prevalence rates,
from 1.3% in 2003 to 0.9% in 2006 (AIDS epidemic
update, UNAIDS, 2006); this is quite an achievement in
a country that has emerged from over 20 years of
violent conflict and which is still in the process of
reconstruction. However, despite this success the
Cambodian government is keen to sustain and
accelerate the national response to prevent a resurgent
epidemic. Almost half of new infections are among
married women and while incidence has declined
among brothel workers, levels are rising among
‘indirect’ sex workers.
Huong works in Cambodia’s booming garment
industry, which expanded rapidly in the mid-1990s and
now employs an estimated 280,000 workers in over 200
factories. One out of five Cambodian women aged
between 18 and 24 works in a garment factory; they are
often single with low literacy levels, living away from
their families and communities. Some supplement their
Twenty-one-year-old Huong Vuthy could not find a job
income with second jobs at karaoke bars and
in the rural province of Cambodia where she lived so
restaurants.
she decided to come and work in the capital city,
Phnom Penh. She had heard about HIV before she
The ILO’s SHARE programme ran from May 2003 to
came, but thought it was only something that ‘bad
August 2007 with a budget of US$483,883. It operated
people’ got and wasn’t her problem.
in the capital city Phnom Penh and in Siem Reap
province. SHARE worked with the garment factories,
Since the first case of HIV was reported in the country
the hospitality industry and the informal construction
in 1991, 94,000 people have died of HIV-related
sector, where male workers often spend long periods of
46
time based in camps away from home. In total 892 peer
Protecting young workers
educators have been trained and 11,770 workers
involved in a range of project activities in 15
On arrival in Phnom Penh many young women
workplaces.
discover that they cannot be considered for a job in one
of the garment factories without a medical check-up.
At national level the programme supported significant
Their first port of call is a government health clinic
initiatives through its work with the tripartite partners.
where all workers must be examined before being given
Key among these was the development and drafting of
a health certificate attesting that they are fit to work.
ministerial guidelines (prakas) on HIV, which provide
Concerned about the vulnerability of the young
practical guidance for the implementation of national
workers entering the labour market, the Department of
HIV legislation in the workplace. The project has
Occupational Safety and Health (DoSH) decided to set
trained 108 labour and factory inspectors who are
up the ‘Friendly Education Centre’, which aims to
responsible for making sure the prakas are
provide HIV information while future workers are
implemented.
waiting to have their medical check-up.
Four major Cambodian trade union confederations
Two educators from the DoSH visit the centre three
have developed their own HIV policies and 64 trade
times a week to provide information and advice about
union HIV trainers have in turn mobilized 960 union
HIV prevention. There are plenty of visual and written
members as peer educators who are implementing
materials available from the ILO and other
workplace programmes; the Cambodian Labour
organizations. The centre also shows videos about HIV
Confederation alone has 40,000 members mostly in the
while workers are waiting.
garment factories.
On the employers’ side, the SHARE project has trained
81 members of employers’ associations and supported
the creation of the Cambodia Business Coalition on
AIDS (CBCA) launched in late June 2007. The
coalition will be pivotal in providing HIV education
and services to workplaces in the future, consolidating
and building on the ILO’s project activities.
A final ILO survey comparing changes in knowledge,
attitude and practice between 2004 and 2007 showed a
more positive attitude towards carrying condoms,
better understanding of how to use a condom and a
decrease in sex with non-regular partners. A high
percentage of workers reported an accepting and
supportive attitude towards PLHIV.
Construction workers at a temple renovation site in Siem Reap
47
Lessons learned from SHARE pioneer countries
The centre provides a valuable space for the young
migrant. “I have learnt more about HIV now by coming
women to learn about HIV and the risks they may face.
to this centre. I realize that it is important for me to learn
“I am here for a medical check-up so that I can apply for
about HIV so that I can protect myself. I also know now
a job in a garment factory,” says one hopeful rural
where I can go for other health services.”
Helping employers to accept PLHIV
Heng Sokrithy is 39 years old and has been living with HIV
workplace. I’ve learned that compulsory HIV testing can no
for over 10 years. He is Coordinator of the Cambodian
longer be demanded by companies. However, the real
People Living with HIV/AIDS Network and a member of the
contribution of the programme is that it has helped
ILO’s PAB, which coordinates and oversees activities.
employers understand and accept HIV-positive people.
Through my involvement with the ILO I have built good
“This project has really created an enabling environment
relations with trade unions and employers’ organizations
within the business sector for HIV education and the
that have helped me advocate for PLHIV to continue
prevention of stigma and discrimination against people
working. The trade union policy will also really help to
living with HIV and AIDS. The prakas have provided an
protect the jobs and rights of workers with HIV.”
important legal framework for the response at the
48
Linking up with the informal economy in Ghana
“It is very important that we protect our workers and their communities – HIV is a serious problem.
The ILO helped us with a workers’ survey which showed that although employees understood there
is a problem, they did not understand how HIV was transmitted or how to protect themselves.”
David Lovely, Human Resources Manager, Newmont Mines, Ghana
tripartite partners to help develop Ghana’s National
HIV/AIDS Workplace Policy and the Ghana National
Policy on HIV/AIDS, which were adopted in 2004.
The ILO provided resources for the printing and wide
dissemination of the policy in cooperation with the
Ghana AIDS Commission, and also funded translation
of the ILO Code of Practice on HIV/AIDS and the world of
work into four local languages (Ewe, Ga, Hausa, Asant
Twi) in collaboration with the Ghana Employers
Association.
At local level the project team helped to set up a
vibrant, energetic programme with 13 enterprises
reaching 4,000 workers in four economic areas
including mining, agriculture, the public sector and the
informal economy.
Initial worker surveys by SHARE showed that while
awareness of HIV was high, there were many
misunderstandings and misconceptions about personal
risk and transmission. Stigma and discrimination against
With national HIV prevalence rates running at 2.3% in
HIV was high. Using this information, the project
Ghana, there are serious concerns in the public and
helped enterprises to develop specific strategies and
private sectors about the impact of the epidemic on the
materials targeting different groups of employees, and
workforce and the country’s development.
trained over 107 peer educators to implement
workplace HIV behaviour change programmes.
Launched in 2003 with a budget of US$500,104, the
project gave high priority to creating an enabling
“Our approach is to give people information about
environment at national level. It collaborated with
HIV and then let them know the benefits of taking
49
Lessons learned from SHARE pioneer countries
control of their own lives; people have to think for
In September 2006 the ILO carried out an exit survey
themselves rather than be told what to do,” explains
comparing the main findings of its earlier baseline study
former SHARE NPC for Ghana, Akua
to measure the impact of the project. It found that the
Ofori-Asumadu. “For instance the secretaries told us
implementation of workplace services and policies
they give in to pressure for sex at work because their
coupled with awareness-raising work had resulted in
salaries are low and they want to get ahead in their jobs.
significant changes.
We get them to look at the risks they are running and
to consider what other options they have – no one else
There were major improvements in the knowledge of
ever told them to do that. We developed materials
modes of transmission and means of protection,
especially for them.”
particularly among women. There was also an overall
reduced level of employment-related discrimination and
Poster developed for the
improved attitudes towards PLHIV. There was a
secretaries explaining that
accepting money for sexual
marked reduction in high-risk behaviour and major
relationships put them at
changes in condom use. Over a third more respondents
risk of contracting HIV
found it acceptable for married women to carry
condoms than in the earlier survey in 2004; this is an
important development as data from UNAIDS (2006)
shows married women in Ghana are three times more
likely to be infected with HIV than single women.
As the SHARE project draws to a close, the recently
formed Ghana Business Coalition on HIV/AIDS is
likely to step in as a new champion of workplace issues.
The National AIDS Commission has provided initial
funding for the coalition’s secretariat as it sees the
private sector as a major component of the national
response. The ILO’s NPC believes the project has
The project has supported the development of HIV
made a good contribution to the reduction of HIV in
programmes and plans of action with many institutions
Ghana, but she flags up the informal economy, where
including the Ghana Trades Union Congress, the
80% of people are employed, as a key area needing
School of Social Work and the Ministry of Manpower,
future intervention.
Youth and Employment (including the training of 20
labour and factory inspectors).
50
Ghana, but she flags up the informal economy, where
The various garages at Odawna have organized
80% of people are employed, as a key area needing
themselves into a consortium belonging to the Ghana
future intervention.
National Association of Garages (GNAG), which has
40,000 members nationwide and 4,000 in Odawna
itself.
Shielding young workers in Accra’s
informal economy
A growing concern has been how to protect the
workforce from the risk of HIV. Drug dealers and
When a car needs attention in downtown Accra, the
commercial sex workers operate in the area and alcohol
Odawna Light Industrial area is the place to go. One of
is easily available. Most of the workers are young and
the biggest garage communities in the country, literally
poor, often living away from their families.
thousands of operators live and work in a maze of
small plots at Odawna, employing large numbers of
“When we first heard of HIV we practically believed it
young apprentices and keeping an extensive support
was a monster coming to swallow us up. Our
economy of food vendors and other suppliers in
population is overwhelmingly youthful and we believe
business.
this increases their vulnerability and the risk of
51
Lessons learned from SHARE pioneer countries
contracting HIV,” says Alhaji Dakpo, Accra Regional
Chairman of the GNAG. “Information and education
was not reaching our garages and it was badly needed
for our members.”
The garages’ consortium at Odawna linked up with
SHARE, providing the project with an effective
channel to reach the informal economy. It started in
2004 by running a survey among the garage workers,
which confirmed a general lack of knowledge about
HIV and its transmission. With ILO support, the
GNAG identified 50 peer educators who went through
extensive education and training on HIV issues. To
encourage participation, workers received an allowance
to cover the income they lost while carrying out HIV
Some apprentices from the Odawna Garages Association at work
activities.
A network of focal points and peer educators now
“In the past we could barely raise the issue of safer sex,
operates in 36 garage plots targeting garage workers and
condom use and VCT with our apprentices and
other small businesses such as food vendors. The key
workers because we felt uncomfortable,” explains Mr
aim is to raise workers’ perceptions of their own risk of
John K. Nimo, Acting National Secretary for the
contracting HIV by creating an understanding of the
GNAG. “We believe the ILO programme has raised
connection between alcohol, multiple partners, casual
awareness of the risk involved and now people know
sex and infection. The peer educators work early in the
they must look out for each other.”
morning and in the evenings, when people have more
time to talk, and they have so far covered about 2,000
workers. Many have also been carrying out HIV
education in their churches and local communities.
Sarah is a food vendor and peer educator at plot 10,
Odawna garages. She believes strongly that the project
has been highly beneficial to her and her colleagues.
“Before this programme I did not care whether people
had sex with a condom or not, but now I believe in the
use of a condom. The information I learnt about HIV
is burning inside me and I feel a need to share it.”
52
New funding, new horizons in Guyana
“We need to be clear about why workplace and other HIV/AIDS awareness programmes are
important. Discrimination in any form is bad, but the impact of discrimination is worse with
HIV/AIDS because it sends a clear message to others in the community that getting tested and
knowing your status may cost you a promotion, a job or a means of supporting your family. This
drives people into silence and denial.”
David Robinson, US Ambassador to Guyana
Waves of sugar cane
Since the first case was recorded in 1987, HIV has
stretch as far as the eye
spread from high-risk groups into the general
can see along Guyana’s
population with national adult HIV prevalence
coastal belt. This is one
estimated at 2.4% in 2005. But HIV transmission
of the nation’s main
during paid sex remains the most important risk factor
export crops, providing
for infection. Exceptionally high HIV infection levels
vital foreign exchange
are still found among female sex workers and
and employment to the
prevalence among people attending STI clinics was
second poorest country
17% in 2005, providing further evidence that unsafe
in the Caribbean. The
sex remains commonplace (Report on the global AIDS
Guyana Sugar
epidemic, UNAIDS, 2006).
Corporation (GuySuCo)
is the nation’s single
The government of Guyana has declared HIV a
largest employer, with a
national priority and in 2003 the ILO started a
high percentage of
workplace education project in the country with an
manual labourers
initial budget just short of US$400,000. Four years on,
handling the preparation,
it has built up a strong programme with 19 enterprises
planting and harvesting
from the priority sectors of agriculture, hospitality,
of the cane. A recent
banking, manufacturing, mining, forestry and private
survey by the ILO’s
security companies together with public sector
SHARE programme
initiatives. In early 2006 the programme received a
among GuySuCo
major boost with new funding of US$150,000 from
workers found high levels of stigma and discrimination
PEPFAR. This enabled an expansion to include the
against PLHIV and widespread sexual practices that put
GuySuCo and ensures the programme’s continuity.
workers at serious risk of contracting the virus. Many
employees reported they were suspicious of colleagues
with colds and avoided them because they believe this
is a sign of HIV infection.
53
Lessons learned from SHARE pioneer countries
The largest employer in Guyana, the Guyana Sugar Corporation (GuySuCo) is partnering with SHARE.
Being positive about HIV
The involvement of PLHIV has been particularly effective
tell who is affected because I am not falling down in front
in breaking down stigma and discrimination. Dusilley
of you; rather, I am still working and I manage my health
Cannings is Executive Director of the Network of Guyanese
positively.
Living with and Affected by HIV/AIDS (G+) and works as a
co-facilitator and trainer in workshops run by the ILO
“I can relate to the issues of living with HIV and being
SHARE programme.
affected by it. When people ask, ‘Can I speak with you
personally’ it often ends up that the person is also living
“I became involved with SHARE because I have been
with the pandemic or has a relative who is, and is seeking
living with HIV for more than a decade and see myself not
help. Involvement with the training is always an uplifting
as the problem but as part of the solution. In the training
and encouraging experience for me.”
sessions I provide the face of AIDS, I show that you cannot
54
From the outset the Guyana SHARE programme
Addressing HIV/AIDS in collective
placed special emphasis on capacity building to support
agreements
and enable its tripartite constituents of government,
workers’ and employers’ organizations to design and
“The ILO/USDOL Project is an opportunity that we
implement HIV workplace prevention and education
have grabbed with both hands,” says Dale Beresford,
programmes. Seventeen enterprises spread over two
HIV/AIDS Coordinator of the Guyana Trades Union
regions now have HIV workplace policies and
Congress (GTUC). “The GTUC did not have the
programmes in place and two others have drafts
financial resources to develop a policy and plan of
awaiting official approval. SHARE staff and local
action and conduct extensive training. However, the
advisers have been running sensitization and training
project provided an opportunity to use the human
workshops at all levels backed up by specially
resources of the unions to reach out to the members to
developed materials aimed at high-risk groups in each
provide them with the necessary skills and build their
sector. A total of 262 peer educators are now trained
capacity to respond to the epidemic. The end result is
and active in their workplaces.
that the affiliate members are able to reach other
workers living with HIV/AIDS. Without the ILO’s
At national level the project has provided policy and
intervention, this would have been impossible. This has
technical support to help develop workplace legislation.
widened our knowledge and broadened our horizons.”
The Ministry of Labour, Human Services and Social
Security has initiated the National Tripartite
The GTUC, with its membership of 15 unions, is now
HIV/AIDS Workplace Policy and has also drafted
committed to including clauses on HIV in all its
supporting legislation under the Occupational Safety
collective agreements. It has developed an HIV
and Health Act 1997 to assist with its implementation.
55
Lessons learned from SHARE pioneer countries
policy and plan of action which includes a framework
Adalia Hooper found that many of the workers in her
for implementation and sensitized the leadership of the
session were young and married but their families were
affiliated unions in Demerara, Berbice and Essequibo
not stationed with them. “Because of this, many of the
counties.
workers are involved in risky behaviours. Many of the
male workers are more fearful of getting a woman
Shop stewards have attended special workshops on
pregnant than contracting HIV. The experience was
gender, which focused on meeting the particular needs
very positive and emphasized the need for us to
of men and women in relation to HIV, and also on
conduct more activities in these areas. Because of my
home-based care. They are now passing on their
position in the company, I am in regular contact with
knowledge and skills by training other colleagues from
many of the workers who participated in the session.
the affiliated unions and communities where they live.
Some have reported that they are now regular condom
Joan Stewart, a health visitor who participated in the
users but there are others who still need to change their
workshops, said, “I have used the training that we
behaviours,” she said.
received in home-based care to demonstrate to health
centre clients how to care for family members who
The personnel department has successfully
have AIDS. Part of the satisfaction I get is when I see
experimented with a scheme to move peer educators
patients recover after they have been cared for by their
around the company to work with employees in
relatives.” These workshops were provided in
different sections. Rural communities are usually small
collaboration with the ILO and the Canadian Society
communities where breaches of confidentially are
for International Health.
feared because of proximity. “One of the workers told
me that as I don’t know her, and I come from miles
away, she can open up to me and trust me,” said
Reaching out to rural communities
Melissa Moe. “There is a perception of greater
confidentiality in the peer educator from further away.”
Guyana Power and Light Company is a partner with
SHARE in Guyana. Melissa Moe and Adalia Hooper
from head office went to two different regions in rural
communities to conduct educational sessions and had a
positive response.
56
Broadcasting about HIV in Togo’s workplaces
“In the phosphate mines in Hahotoè, a number of workers believed that HIV was a result of
witchcraft. They thought the villagers living in the surrounding areas were envious of their jobs and
were using their visits to the villages to give them HIV. This belief was strengthened by the fact that
workers known to have AIDS were well-paid truck drivers working for the mines who travelled
through many villages. The ILO project demystified the situation and made the workers understand
that sexual intercourse was the means of transmission of HIV and not sorcery.”
A worker from IFG Hahotoè, Togo
Every Wednesday, the
adoption of a Tripartite National Consensus Statement
radio show Salut les
on HIV/AIDS by the Ministry of Labour, employers’
travailleurs! (Hello
and workers’ organizations as well as the inclusion of a
workers!) has a special
chapter on workplace issues in the new HIV/AIDS
guest in the studio to
law.
talk about HIV.
Broadcast to the
SHARE worked in Togo between February 2004 and
Togolese nation on
December 2006, with a budget of US$417,000, and
Radio Lomé, this
benefited from a six-month extension funded by the
special slot was
ILO to consolidate project achievements.
organized by the
SHARE NPC, Toi
Togo is the fourth largest producer of phosphate in the
Akaya, to raise the
world, so the mining sector was a key partner for
profile of HIV issues in
SHARE. Two large mines, IFG Hahotoè and IFG
the workplace and build
Kpèmé, joined the programme together with three
wider understanding of
companies from the hospitality sector, a cement
new national legislation
production company, a brewery and a group of 770
and initiatives on the
garage operators from the informal economy. A total of
subject.
239 peer educators have been trained to support
behaviour change programmes for 4,343 workers and
With an HIV
their family members. The BCC programme was
prevalence of 3.2% at
carefully tailored to take into account the wide ethnic
the end of 2006
mix of the population. In addition to the above,
(UNAIDS), Togo is among the most affected countries
another 14 enterprises approached the programme and
in West Africa. The government has made HIV
benefited from technical advice on developing HIV
prevention a priority issue. Among key developments in
policies and programmes.
the HIV response in the world of work are the
57
Lessons learned from SHARE pioneer countries
An informal garage operator hosts a condom demonstration for apprentices and people from the surrounding community. The owner is a member of the
Association des Professionnels de l’Automobile du Togo de la Commune de Lomé (ASPAT-CL) which is working with SHARE.
58
HIV information points in mining and
workers who report using condoms that are made
cement companies
available at the workplace. There was also a sharp rise
in the numbers of workers seeking information about
STIs, VCT and care and support services.
A PALISCO (Point d’accès libre à l’information sur le SIDA
et le condom) is an HIV information and condom
More workers now have a supportive attitude towards
distribution point, managed by a coordinator with a
those living with HIV. Survey results show an increase
team of animateurs ranging from medical experts to
of 11% in the number of workers reported to have a
peer educators. PALISCOs have been created in three
supportive attitude towards HIV-positive co-workers.
partner enterprises in the mining and cement
The number of workers with a positive attitude towards
production sectors. Each HIV point has condoms,
PLHIV outside the workplace increased by 30%.
demonstrations, games and communication materials
available and opens from 12.00–14.00 and 16.00–18.00.
Paving the way for the future
Six months into operations, the PALISCOs recorded
high attendance levels:
Much has been done to try and ensure that the project
is sustainable after the ILO’s involvement comes to an
Workplaces
Workforce
Number of
end. HIV focal points have been designated in the
visits by
Ministry of Labour, and in each of the employers’ and
workers in first
6 months
workers’ organizations involved with the project.
IFG Kpèmé
1,024
3,796
Trade unions have also nominated HIV focal points
IFG Hahotoè
912
2,946
from their membership at enterprise level. The tripartite
PAB now plays the role of a consultative committee on
CIMTOGO
425
2,107
HIV issues reporting to the directorate-general of the
ministry. A total of 35 labour inspectors have been
During this period more than 11,000 condoms were
trained and cover all five economic regions of Togo.
distributed in the three workplaces. At IFG Hahotoè,
HIV issues are now included in their labour impact
42% of the visitors requested information on VCT
checklists. Four trainers specializing in HIV and the
centres so the management organized a ‘know your
workplace are now based as key resources in the
status’ campaign. Eight hundred workers and family
Ministry of Labour and in employers’ and workers’
members took voluntary HIV tests at the mine’s
organizations.
medical service.
Results from the SHARE baseline and impact surveys
conducted at the beginning and end of the project
show a 64% increase in the percentage of targeted
59
Lessons learned from SHARE pioneer countries
The project has played an active role in building the
AIDS Commission and the world of work is integrated
capacity of the national stakeholders, bringing
in the National Strategic Framework on HIV/AIDS.
coordination and clarifying the role that each leader can
Two representative of the world of work are part of the
play in the HIV workplace response. The workers’
Country Coordination Mechanism (CCM) which plans
representative on the National AIDS Commission,
and develops proposals to be submitted to the Global
Wilson Séwa, explains: “I now understand my
Fund to fight AIDS, Tuberculosis and Malaria, and
responsibilities as workers’ representative and can fully
oversees grant implementation.
play my role in this institution.”
Wilson Séwa is supported by two other world of work
representatives who act as consultants to the National
60
Keeping
the programme
on track
Keeping the programme on track
Monitoring performance
“The survey brings up issues that are pertinent to the scaling up of HIV/AIDS workplace
programmes and should be shared with those involved in this field (...) we can now see
the light as to where we are going with the programme in Malawi.”
Dr. Andrew T. Daudi, Principal Secretary, Ministry of Labour, Malawi
As we have now seen, data gathered by the SHARE
survey/questionnaire, administered to a sample of at
projects are vital both in helping to shape programme
least 300 randomly selected workers in at least six
interventions at the start, but also to measure impact
partner enterprises, both at the beginning (baseline
and ensure that workplace interventions are effective
survey) and towards the end of the project (impact
and achieve their objectives as they progress.
survey). At the outset, survey data provides key
information that strongly influences the focus and
The Performance Monitoring Plan (PMP) is a key
content of enterprise-level interventions.
component of each SHARE project and is used to plan,
manage and document data collection on a regular and
At the workplace level, once a programme is up and running
timely basis. Developed by the ILO and USDOL in
its impact is assessed through the use of a monitoring form,
partnership with Management Systems International
administered every six months. The form monitors workplace
(MSI), the PMP is a generic tool that is adapted to each
policies and programmes as well as the delivery of HIV
participating country’s needs, through a nationally
services in all the project’s partner enterprises.
owned consultative process with tripartite
representatives and other stakeholders. Each national
At the national level, impact is assessed through the use
project uses this system to adopt a set of country-
of a tripartite monitoring form, administered by the
specific indicators that help assess progress, and identify
project NPC every six months. This captures the
the impact of the project, as well as the strengths and
impact of the programme on ILO tripartite constituents
weaknesses for any necessary further planning.
and other associated partners within the national
framework. Issues covered include the development of
The PMP assesses the impact of the projects at the:
national policies on HIV, the training of government
officials as well as members of employers’ and workers’
n individual (workers) level;
associations, and all other related actions undertaken by
n workplace (enterprise) level;
the tripartite constituents.
n national level.
The monitoring tools developed through the PMP are
intended to be used by stakeholders beyond the completion
At the individual level, the PMP measures the project’s
of project activities. The world of work indicators used in
impact on HIV knowledge, attitudes and practices of
the PMP are progressively integrated into national
targeted workers. This is achieved by conducting a
HIV/AIDS unified monitoring and evaluation systems.
62
First results show positive impact
The first SHARE programmes in Belize, Benin,
At the individual level, a selection of indicators help to
Cambodia, Ghana, Guyana and Togo have now all
show that the project has had a positive impact1 on
been running for over three years which is time enough
workers’ HIV knowledge, attitudes and risk behaviour
to see the impact of interventions at the individual,
(see graph below). The proportion of workers who
workplace and national levels. Each country
used condoms during their last sexual encounter with a
administered a baseline survey in 2004 and impact
non-regular partner increased in all six countries
surveys in 2006, except for Cambodia where this took
between the time of the baseline and impact surveys.
place in 2007.
Changes in attitudes are demonstrated by the increased
1
Assessing the impact of the programme on the basis of pre and post questionnaires is not without its limitations and caution in interpreting the
results is recommended. The main limitation lies in the assumption that the changes in behaviour, attitudes and knowledge are solely attributed to the
programme’s intervention. It is important to recognize that other external factors may also have contributed to some of the changes (e.g. HIV
interventions at the national level). Additionally, it is important to acknowledge that impact is best measured over a longer period of time, while the
impact of the SHARE programme was measured over a relatively short period. The full extent of the impact can therefore not yet be measured, and
our results should be seen as demonstrating the immediate impact, which could increase in the long run with the continued sustainability of the
project.
63
Keeping the programme on track
% of workplaces
% of workplaces
% of workplaces
% of workplaces
% of workplaces
with HIV/AIDS
with an HIV/AIDS
with a specific
with a written
that have involved
joint committees
focal point
budget for
HIV/AIDS policy
the workers’
implementing
or guidelines
representative in
HIV/AIDS
the development
programmes
of the policy
2004
2006/
2004
2006/
2004
2006/
2004
2006/
2004
2006/
2007
2007
2007
2007
2007
Belize
74
61
100
100
0
22
0
72
0
61
Benin
40
100
0
100
10
100
0
100
0
100
Cambodia
0
93
-
-
0
20
0
53
0
53
Ghana
0
77
0
69
0
77
0
69
0
69
Guyana*
50
84
100
90
16
11
83
95
56
74
Togo
70
80
30
100
10
60
0
80
0
80
*In Guyana, new enterprises recently joined the SHARE programme. These enterprises are at a less advanced stage in
implementing activities, which may be reflected in impact results.
percentage of workers who reported an accepting or
There has also been an encouraging increase in the
supportive attitude towards HIV-positive co-workers
availability of HIV services to workers. The majority of
and HIV-positive people outside the workplace. There
partner enterprises did not have any services available
was also increased awareness of HIV workplace policies
at the time of the baseline survey, but at the end of the
and awareness of available HIV workplace services.
project almost all workplaces had made five types of
HIV services available to their workers: HIV education,
The programme’s impact on workplace-level objectives
condom availability, STI information services, VCT
also showed positive results. This is highlighted by
information services, and care and support information
looking at the following selection of workplace
services (see graph on next page).
indicators: HIV joint committees; an HIV focal point; a
specific budget for implementing HIV programmes; a
The projects’ impact was also observed at the national
written HIV policy or guidelines, and workplaces that
level,. All six countries improved their national policy
have involved the workers’ representative in the
framework through the adoption or revision of a
development of the policy or guideline (see table on
national tripartite policy on HIV and the world of
top).
work. Benin, Belize, Togo and Ghana have adopted a
policy while Guyana and Cambodia are in the process
of submitting drafts to their respective authorities for
64
adoption. All six countries also succeeded in integrating
Benin; from 3 to 9 in Cambodia; and from 2 to 8 in
the world of work into the National HIV Strategic
Guyana.
Framework.
Positive changes also occurred regarding the
The capacity of tripartite constituents to support the
coordination/cooperation between tripartite
development of workplace policies and programmes
constituents and other partners at the national level.
has largely increased in all six countries. The number of
The programme shares information with a growing
tripartite constituent members who have at least one
number of organizations globally, including 86
dedicated, qualified HIV focal point has increased from
organizations in Benin, 49 in Ghana, 31 in Togo, 15 in
0 to 15 in Togo; from 0 to 14 in Belize; from 2 to 11 in
Belize, and 9 in Cambodia and Guyana.
65
Keeping the programme on track
Pioneering new approaches in China
The ILO’s programme in China is relatively new and
The computer-based approach used the questions from
innovative so developing a special version of the
the original survey but also provided user-friendly
generic SHARE PMP was a key step. It started with a
graphics and simple Chinese language to ensure it was
workshop to introduce performance-based monitoring
accessible to groups with low literacy levels. The project
and evaluation involving 26 national and provincial
increased the sample size significantly and piloted the
project staff, tripartite partners and monitoring and
computer-based survey in all enterprises so that results
evaluation experts from China’s national AIDS
of standard interviewing techniques could be compared
programme and the US Centers for Disease Control
to the computer-based approach. To date, a total of
(CDC).
3,900 workers have been surveyed in the 10 pilot
enterprises.
The workshop was successful in clarifying expectations
of both project staff and tripartite partners. The
Ministry of Labour and Social Security (MOLSS) had
never taken part in research on addressing sexual
behaviour before, so the participation of its staff in the
PMP workshop was important. The proceedings helped
to legitimize the research methodology and also gave
participants a more in-depth understanding of why it is
so essential to the success of the programme.
Following the workshop, an expert team gathered data
in the 10 enterprises identified for pilot activities.
However previous experience showed that using
government officials to interview migrant workers on
sexual behaviour was not effective, as workers tended
to under-report sexual behaviour to officials. Instead
Rulian Wu, SHARE National Programme Officer conducting a worker survey
the team used sociology students to administer the
in the Kun Steel Corporation.
survey, and on the advice of a leading Chinese
sociologist, the SHARE project developed a simple
computer-based survey to back up standard interview
techniques.
66
Keeping
up the
momentum:
A shared
responsibility
Keeping up momentum: A shared responsibility
Planning for sustainability
“The ILO/USDOL project is sustainable because it demonstrates practical, structured
methodologies of mainstreaming HIV into the workplace, thereby increasing
the opportunity for sustainable and meaningful output.”
Kathleen Fergusson-Stewart, National HIV/AIDS Coordinator, Ministry of Labour and Small
and Micro Enterprise Development, Trinidad and Tobago
The launch of the SHARE programme in 2001, with
National Project Coordinators:
India as its forerunner, marked the ILO’s first attempt
A force for sustainability
at delivering technical cooperation in the field of HIV.
The adoption of the code of practice and the events
From
the
outset,
the
SHARE
programme
has
that preceded it had raised the political priority,
emphasized the twin concepts of ownership and
highlighting the need for urgent action. However, the
sustainability. In this context, the recruitment of
subject matter and how to address it were still very new
national professionals to take on the important role of
to the ILO, Ministries of Labour, employers’ and
project coordinators has been paramount. Ownership
workers’ organizations. As a result, combinations of
has been guaranteed with the involvement of the
tripartite constituents in the selection of NPCs. With
both traditional approaches of tripartite collaboration
this paradigm shift away from using international
and innovations such as behaviour change
experts in project management, SHARE has also
communications have been used.
ensured that capacity and know-how remain in the
partner countries. Their presence has been a windfall
both for the national partners and the ILO, providing a
Five years on, SHARE and its national partners are
sustained point of contact and linkage for ongoing
passing through a significant transition period. The first
collaboration. Furthermore the NPCs, together with the
six country projects are in the process of handover to
pool of national consultants, represent a growing panel
national partners and the ILO, together with all
of resource people that can help advance activities
concerned parties, is poised on the verge of a new
nationally, regionally and internationally.
beginning, with the aim of ensuring continuity. Much
experience has been gained and expertise built up,
n
paving the way for the replication and extension of
Linkages with national programmes have been
HIV workplace programmes. The following
established.
foundations are established:
n National resource people have been trained.
n Necessary information, resource materials, guidelines
n Mechanisms for tripartite collaboration are in place.
and tools have been developed and made available.
n Policy frameworks have been developed.
n PMPs have been set up.
n National capacity has been strengthened.
n Sectoral behaviour change strategies and
enterprise-level plans have been developed.
68
n A large number of peer educators have been trained.
Identifying what has worked and can be replicated has
n Enterprise-level programmes have been launched
been a crucial part of this process in each of the
and good practice case studies documented.
pioneer countries. Good practices in all aspects of
planning for sustainability or extension of activities
The stage is set for the next big step, which will take
been documented and shared. These include:
the achievements of the project and scale them up into
a sustained world of work programme, to fit into a
n Helping to set up business coalitions with
coherent national HIV strategy.
representation from workers’ organizations (Ghana,
Sri Lanka).
To this end, national stakeholders have convened
n Transforming the PAB into a national tripartite
workshops with SHARE to review and update
mechanism to guide and coordinate action on HIV
sustainability plans for the project. This has resulted in
and the world of work in Cambodia.
a review of the core strategy and the key tools for its
n Promoting action by major companies in India to
implementation, examining knowledge management
develop corporate HIV policy and roll-out
and knowledge sharing arrangements, assessing the
programmes to their subsidiaries.
policy and legislative framework, establishing access to
n Integration of HIV into the Occupational Health and
tools, resource material and resource persons for
Safety Programme in the Ministry of Labour and
training purposes, identifying concrete cases of
Social Security (MLSS) in Jamaica, and the launching
integration into ongoing programmes and ways and
of the Voluntary Compliance Programme on HIV by
means of local resource mobilization.
enterprises.
These final reviews have also focused on ways and
n Introducing new dimensions into the project such as
means of reinforcing the linkages as the project is
employment and income-generating activities for
integrated into relevant national programmes. Strategies
PLHIV in Nepal.
include ensuring sustained support to partner
n Building a partnership between the Barbados
enterprises, supporting the ‘Three ones’, focusing on a
Employers’ Confederation (BEC) and the Barbados
multisectoral response, assessing local resource
AIDS Foundation for the latter to act as the
mobilization possibilities, networking at all levels, and
implementation arm of the BEC’s HIV programme.
linking to other ongoing programmes of relevance.
This partnership has now evolved to become the
driving force of the SHARE project’s sustainability
The end result has been a common and clear
plan.
understanding, which maps out the next steps to ensure
n Nationwide promotion of the Tripartite Declaration
a successful transition of SHARE projects into ongoing
on HIV/AIDS in the Russian Federation.
national programmes. As part of this process, the ILO
n Tapping into PEPFAR funds to extend the projects
has every intention to stand shoulder-to-shoulder with
in Botswana, Guyana, India, Lesotho and Swaziland.
the national partners, to provide support where it is
needed.
69
Keeping up momentum: A shared responsibility
As SHARE projects move towards independence,
SHARE learning community has facilitated a
resource mobilization becomes an integral ingredient
continuous cross-fertilization of ideas among the
for success. Project partners are keenly aware of this
participating countries. Every effort is being made to
and so it is a promising development that increasingly
maintain knowledge sharing and networking nationally
funds are accessed through integration into national
and internationally. Maximum attention is given to
strategies and linkage with existing programmes. In
consolidation of programmes and capturing lessons
other words, resource mobilization is starting at home,
learned. SHARE’s core technologies and tools are
promising durability and long-term prospects.
being reviewed, revised and fine-tuned for wider
dissemination and utilization. The goal is to ensure the
Training in resource mobilization for
availability of know-how and expertise together with
proven good practices and tools for richer and
project partners in Cameroon
improved ILO action in preventing HIV/AIDS among
The SHARE project in Cameroon organized information
working people.
sessions for the tripartite constituents, PAB members
and focal points from partner enterprises on funding
The collective efforts of the ILO’s tripartite
possibilities with the current main recipient of the
constituents, the national partners and donors are
national grant from the Global Fund to fight AIDS,
making continuation of the programme possible. As of
Malaria and Tuberculosis. As a follow-up, a training
session on drafting project proposals was attended by
today, five project countries have resumed their project
20 project partners including two trade unions, the
activities, to be taken over by the national stakeholders
Cameroon Business Coalition against AIDS, four
(Belize, Benin, Cambodia, Ghana and Togo). In 2008, a
enterprises and seven associations or NGOs.
number of other projects will reach the completion and
transition stage into nationally operated programmes.
Simultaneously, SHARE will face, among others, the
Simultaneously, major portions of international funds
great challenge of implementing programmes in partner
from various donors (PEPFAR, the Global Fund,
workplaces in three provinces of China; will expand
UNAIDS and a number of foundations) are being
activities in Botswana, Guyana, India, Lesotho and
made available at the national level. This has raised the
Swaziland; and will consolidate the work undertaken in
profile, level of importance and the value of local
other countries in the handover process to the
resource mobilization initiatives. Accordingly, SHARE
Ministries of Labour, employers’ and workers’
NPCs working in close consultation with the PAB
organizations and other national partners.
members have made this a central focus of activity. In
supporting these initiatives, the programme
All along, we shall stand firm in supporting the national
management team in Geneva has also taken action to
partners’ resource mobilization efforts and their
engage donors at the policy level.
endeavours to attain sustainable programmes aimed at
universal access for HIV prevention, treatment, care
Starting up projects in three waves has had its
and support.
challenges but has also brought opportunities. The
70
Appendices
Appendix 1: SHARE in numbers
NATIONAL LEVEL
Barbados
Belize
Benin
1
Capacity building of government officials
65 officials trained including labour
78 officials including 6 labour officers
64 officials trained including labour
officers and peer educators for officials at
trained as certified trainers and HIV/AIDS
inspectors and Social Security
the Ministry of Labour and the Ministry of
focal points from various ministries.
Fund staff.
Health.
2
Capacity building of employers and their organizations
36 members and staff of employers'
21 members and staff of employers'
25 members of the National Employers'
organizations trained.
organizations including 5 trained as
Council of Benin and the Council
certified trainers.
of Private Investors of Benin trained.
3
Capacity building of workers' organizations
40 workers' representatives trained
45 workers' representatives trained
28 representatives of trade union
including 21 peer educators from workers' including 9 certified trainers in workers'
federations trained.
organizations and 13 shop stewards.
organizations.
4
National policy and legal framework on HIV/AIDS and the The Project Advisory Board has made a
A Tripartite Policy on HIV/AIDS and the
A Tripartite Policy on HIV/AIDS and
world of work
recommendation for a review of the Social
world of work has been adopted in 2005
the world of work has been adopted
Partners' Policy on HIV/AIDS and other
based on the ILO Code of practice. Policy
in 2005 based on the ILO Code
Life Threatening Illnesses 2004 to include formulation was assisted by the project.
of practice. Process supported by
all 10 Key Principles of the ILO Code of
the project. A law on HIV/AIDS
Practice.
has been adopted in 2006 with
a chapter addressing world of
work issues.
5
Is the world of work integrated in the HIV/AIDS National
Yes
Yes
Yes
Strategic Framework?
WORKPLACE RESPONSES
6
Partner workplaces and target sectors
12 workplaces from the following sectors:
18 workplaces from the following sectors:
10 workplaces from the
l 2 banking
l 5 agriculture
following sectors:
l 5 manufacturing
l 1 banking
l 2 construction
l 4 tourism
l 4 service utilities
l 4 mining and energy
l 1 group of informal workers (Taxi
l 3 sanitation
l 3 vegetable oil production
Association- with additional support
l 5 tourism
l 1 group of informal workers
from the Caribbean Ambassador's Fund)
(Centre de promotion
de l'Artisanat de Cotonou)
7
Number of workplaces that have an HIV/AIDS focal point 11
18
10
8
Number of workplaces that have established a joint
9
11
10
HIV/AIDS workplace committee
9
Number of workplaces that have adopted a written
7 (+ 4 draft policies to be adopted)
13
10
HIV/AIDS policy
10 Number of workers and managers involved in the
52
39
75
development of the behaviour change strategies and
programmes
11 Number of workplaces that have established an
10
14
10
HIV/AIDS Workplace Education Programme
12 Number of workplaces that have established a condom
5
18
10
distribution service
13 Number of workplaces that have established sexually
8
10
10
transmitted infections treatment information services
14 Number of workplaces that have voluntary counselling
8
12
10
and testing information and referral services
15 Number of workplaces that have established a condom
8
8
10
distribution services
16 Number of peer educators trained
49
69
205
17 Number of workers reached by SHARE
10,952
4,615
4,770
Botswana
Burkina Faso
Cambodia
Cameroon
China
33 officials trained including
89 officials trained including labour
56 officials trained including labour
32 officials trained including
250 officials trained including labour
labour inspectors and Social
inspectors, officials from different
inspectors.
labour inspectors.
inspectors and 180 Ministry of Labour
Security Fund staff.
departements, judges and assessors.
vocational schools teachers.
35 members of the buisiness
2 representatives of the Conseil du Patronat
70 members of the Cambodia Federation
25 employers trained.
125 members from employers' organizations
council trained.
trained.
of Employers and Business Associations
trained.
(CAMFEBA) and the Garment
Manufacturers Association in Cambodia
(GMAC) trained.
27 representatives of the
29 trade union representatives trained.
627 worker's representatives trained
28 workers' representatives
Not included in SHARE project.
trade union federation
including 540 trade union educators.
trained.
trained.
A draft National Policy on
A Tripartite Declaration on HIV/AIDS and the
The project had a direct impact on the
A National Tripartite Declaration A draft Declaration on HIV/AIDS and the world
HIV/AIDS and employment
world of work has been developed with the
formulation of regulations (Prakas) to
on HIV/AIDS and the world of
of work has been developed by the Ministry of
has been developed with the
support of the project and adopted in 2006.
guide the implementation of the National
work was developed by the
Labour. Tripartite consultations are on-going.
project support. The draft
With the additional financial resources from
AIDS Law (2002) on the prevention and
tripartite partners with the
In Guangdong, Guidelines for a Workplace
policy is still being studied
UNAIDS, national stakeholders are now
control of HIV/AIDS in the world of work.
support of the project in 2007.
Response on HIV and AIDS were adopted in
by the Economic Committee
discussing a draft national policy to
Support was also provided by the project
The document is still to be
December 2006. Similar draft guidelines have
of parliament before its
operationalize the declaration.
for the development and dissemination of officially signed.
also been produced in Yunnan province.
second presentation to
the trade union policies.
A decree was adopted in 2006 to provide for
cabinet. A Public Services
regulations governing the prevention and
Code of Conduct on HIV/AIDS
treatment of AIDS.
was adopted in 2003.
Yes
Yes
Yes
Yes
Yes
10 workplaces from the
16 workplaces from the following sectors:
15 workplaces form the following sectors: 13 workplaces from the
12 workplaces from the following sectors:
following sectors:
l 1 energy
l 12 hospitality
following sectors:
l 2 chemistry
l 1 construction
l 5 finance
l 3 garment
l 4 agro-industry
l 1 construction
l 3 retail
l 3 hospitality
l more than 2,000 of informal workers
l 5 forestry and wood
l 5 electricity
l 3 textile
l 6 industry
in the construction sector in Sim Reap
l 1 informal
l 2 mining
l 3 tourism
l 1 group of informal workers (400 masters
l 3 transport
l 1 retail
and apprentices related to the Village
l 1 steel
Artisanal de Ouagadougou)
1
16
15
11
11
10
16
14
8
11
9
12 (+ 4 draft policies to be adopted)
8
8
0
35
52
37
38
65
10
16
15
9
11
10
10
15
7
11
10
16
15
9
11
10
16
15
9
11
10
16
15
9
2
62
286
817
267
90
4,641
8,936
12,603
14,524
124,035
NATIONAL LEVEL
Ethiopia
Ghana
Guyana
1
Capacity building of government officials
161 officials trained from different
27officials trained.
19 officials trained including 16 occupational
ministries.
safety and health officers trained as certified
trainers.
2
Capacity building of employers and their organizations
24 members of employers' organizations
251 employers' representatives trained. 6 certified trainers trained.
trained.
3
Capacity building of workers' organizations
56 workers' representatives trained from
70 worker's representatives trained
55 workers' representatives trained including
different federations.
including 27 certified trainers and 9
20 certified trainers, 22 shop stewards and
general secretaries of unions.
13 tutors from the Labour College.
4
National policy and legal framework on HIV/AIDS and the A National HIV/AIDS Workplace Policy has The National HIV/AIDS Workplace
A Draft National Tripartite Policy on HIV/AIDS
world of work
been drafted. The project supported the
Policy based on the ILO Code of
and the world of work has been developed with
Ministry of Labour and Social Affairs
practice was adopted in 2004. The
the support of the project. The draft policy is
(MOLSA) to organize a consultative
project in cooperation with the Ghana
currently before the National Tripartite
workshop to gather inputs from national
AIDS Commission provided resources
Committee and will then be submitted to
stakeholders. The draft workplace policy is for its dissemination.
the cabinet for adoption.
available for final adoption.
The ILO provided inputs for the
The project also provided technical support
The Civil Servants Workplace HIV/AIDS
development of the Education Sector
in the review and updating of the draft
Prevention and Control Guideline was
HIV/AIDS Policy. The Ministry of Food
HIV/AIDS Regulations under the
adopted and disseminated to the civil
and Agriculture with support from GTZ
Occupational Safety and Health Act, 1997.
servants in 2006 with the support of the
and the ILO also developed a
project.
workplace policy on HIV/AIDS.
5
Is the world of work integrated in the HIV/AIDS National
Yes
Yes
Yes
Strategic Framework?
WORKPLACE RESPONSES
6
Partner workplaces and target sectors
15 workplaces from the following sectors:
14 workplaces from the following
18 workplaces from the following sectors:
sectors:
l 1 agriculture
l 2 agriculture
l 5 agro industry
l 1 banking
l 2 banking
l 1 informal economy
l 2 hospitality
l 3 hospitality
l 4 mining
l 2 manufacturing
l 2 manufacturing
l 4 public sector
l 3 mining
l 2 services
l 4 national agencies
l 3 transport
l 5 security services
l 1 group of informal workers (Weavers
Association)
7
Number of workplaces that have an HIV/AIDS focal point 15
13
17
8
Number of workplaces that have established a joint
15
10
12
HIV/AIDS workplace committee
9
Number of workplaces that have adopted a written
15
9
18
HIV/AIDS policy
10 Number of workers and managers involved in the
73
34
54
development of the behaviour change strategies and
programmes
11 Number of workplaces that have established an
15
13
14
HIV/AIDS Workplace Education Programme
12 Number of workplaces that have established a condom
12
11
13
distribution service
13 Number of workplaces that have established sexually
14
12
13
transmitted infections treatment information services
14 Number of workplaces that have voluntary counselling
14
12
14
and testing information and referral services
15 Number of workplaces that have established a condom
13
10
14
distribution services
16 Number of peer educators trained
783
167
262
17 Number of workers reached by SHARE
28,691
3,784
27,157
India
Indonesia
Jamaica
Lesotho
Madagascar
1185 officials trained including labour
82 officials trained including
80 officials trained from different
51 officials trained including labour
-
inspectors and 263 Education Officers of
labour inspectors and labour
ministries.
inspectors.
Central Board for Workers Education
judges.
(CBWE).
57 executives of enterprises affiliated to
139 APINDO members
56 members of the employer's organization
23 employers trained.
-
employers' organizations trained.
trained.
trained.
1,307 workers' representatives trained
1,145 workers' representatives 56 workers' representatives trained.
25 workers' representatives trained.
-
including 856 leaders from five central trade trained including among
unions who attended sensitization workshop
others 27 national master
and 451 trade union leaders trained on their
trainers and 250 trainers at
role in the fight against HIV.
the level of the federations.
The project assisted the Ministry of Labour
A Tripartite Declaration of
A draft National HIV/AIDS Workplace Policy The project provided technical
A Tripartite Declaration on HIV/AIDS in
and Employment and the National AIDS
Commitment to combat
was available when the project started in
assistance in the development of
the world of work was officially adopted
Control Organization in drafting the National
HIV/AIDS in the world of work
2004. The project offered technical
National HIV/AIDS Workplace
in April 2005.
Policy on HIV/AIDS and the workplace which was adopted in 2003.
support in the final stages of the drafting.
Guidelines. Guidelines are yet to be
Act N°2005-040 on the fight against
is under discussion.
A decree on HIV/AIDS
The policy was adopted in 2006.
approved by the Minister.
HIV/AIDS and the protection of the rights
The project contributed to the adoption of
Prevention and Control in the
The project also facilitated consultative of people living with HIV was adopted in
the Indian Employers’ Statement of
Workplace was adopted in
meetings on the draft HIV/AIDS
2006 followed by decree N°2006-902
Commitment on HIV/AIDS in 2006.
2004.
legislation. The National AIDS
providing guidance for its
It also facilitated the development of a Joint
Technical Guidance on
commission has to present the draft to
implementation.
Statement of Commitment on HIV/AIDS of
HIV/AIDS Prevention and
parliament for enactment.
the Central Trade Unions in 2005.
Control in the Workplace was
The Labour Code was amended in
adopted in 2005.
2006 (Act No.5) to include HIV/AIDS.
Yes
Yes
Yes
Yes
Yes
217 workplaces including:
103 workplaces* from the
16 workplaces from the following sectors:
46 workplaces from the following
13 workplaces from the following
l 150 locations of the 11 corporate groups
following sectors:
l 4 agriculture
sectors:
sectors:
l 67 state-level enterprises
l heavy industry
l 5 financial
l 3 construction
l 2 agro-industry
l manufacturing
l 3 manufacturing
l 2 textile
l 1 hospitality
l migrant workers private
l 3 utilities/services
l 3 services/utilities
l 1 mining
recruitment agencies
l one group of informal workers (National
l 3 hospitality
l 4 textile
l plantations
Association of Hairdressers and
l the Association of private security
l 5 transport
l services
Cosmetologists)
companies (35 additional new
l shipping
enterprises reached with PEPFAR
l shipyard
funding)
l transportation
l tourism
l informal economy partners -
dockworkers cooperative
217
12
16
13
13
153
12
12
11
-
133
4
15
11
-
Not applicable (the Indian project uses a
40
105
42
-
different methodology than BCC)
216
10
14
7
-
6 (out of the 11 corporate groups)
4
11
13
-
9 (out of the 11 corporate groups)
8
13
7
-
9 (out of the 11 corporate groups)
8
13
7
-
7 (out of the 11 corporate groups)
8
13
7
-
353
160
52
104
-
336,013
199,804*
20,657
18,750
9,708
* Including the outreach undertaken by the Indonesian Employers' Organization (APINDO) members
NATIONAL LEVEL
Malawi
Nepal
Russia
1
Capacity building of government officials
58 officials trained.
25 officials trained including labour
21 officials trained.
inspectors.
2
Capacity building of employers and their organizations
19 employers trained.
5 officials from the employer's
6 key members of employers' organizations trained.
organization trained.
3
Capacity building of workers' organizations
160 workers' representatives
73 workers' representatives trained.
806 workers' representatives trained.
trained.
4
National policy and legal framework on HIV/AIDS and the A draft National Policy on HIV/AIDS
The Project Steering Committee
The project provided technical advice in the formulation
world of work
in the workplace has been developed prepared National Policy on
of the Declaration of National Agreement of Tripartite
with the support of the project and
HIV/AIDS in the Workplace. This
Partners on HIV/AIDS and the world of word based
is to be approved by cabinet.
policy was endorsed by the cabinet
on the key principles of the ILO Code of Practice.
on October 8, 2007.
The members of the Project Expert Group prepared a
A Tripartite Declaration to fight
draft submitted to the Working Group on Social
HIV/AIDS at the workplace was
Protection under the Russian Tripartite Commission
adopted in 2005.
in September 2005. After its approval the declaration
was signed by the high-level parties of the Russian
Tripartite Commission in December 2005.
Russia adopted a Federal Act on the prevention and
spread of diseases caused by HIV infection in 1995.
5
Is the world of work integrated in the HIV/AIDS National
Yes
Yes
The strategic framework is in the process
Strategic Framework?
of being adopted.
WORKPLACE RESPONSES
6
Partner workplaces and target sectors
10 workplaces from the following
10 workplaces from the following
12 workplaces from the following sectors:
sectors:
sectors:
l 1 agro industry
l 4 agriculture and agro industry
l 2 banking
l 1 food processing
l 6 banking and insurance
l 1 brewery
l 1 media
l 2 hospitality and cathering
l 3 garment
l 1 metallurgy
l National Association of Business
l 1 hospitality
l 2 public sector organizations
Women (NABW)
l 1 carpet industry
l 3 services
l 2 steel industry
l 3 transport
7
Number of workplaces that have an HIV/AIDS focal point 8
10
12
8
Number of workplaces that have established a joint
8
9
12
HIV/AIDS workplace committee
9
Number of workplaces that have adopted a written
4
9
12
HIV/AIDS policy
10 Number of workers and managers involved in the
Not applicable
9
52
development of the behaviour change strategies and
programmes
11 Number of workplaces that have established an
6
9
12
HIV/AIDS Workplace Education Programme
12 Number of workplaces that have established a condom
4
9
3
distribution service
13 Number of workplaces that have established sexually
5
8
12
transmitted infections treatment information services
14 Number of workplaces that have voluntary counselling
3
8
12
and testing information and referral services
15 Number of workplaces that have established a condom
1
8
12
distribution services
16 Number of peer educators trained
0
218
204
17 Number of workers reached by SHARE
24,076
6,634
8,460
South Africa
Sri Lanka
Swaziland
Togo
Trinidad and Tobago
36 officials trained including labour
1,107 officials trained including 101
37 officials trained including labour
48 officials trained including 4
374 officials trained including labour
inspectors.
certified trainers.
inspectors.
trainers in the Ministry of
inspectors and officials of various
Labour, labour inspectors and
government ministries.
staff from the National Security
Fund (CNSS) and National
Service for Occupational
Medicine (SNMT).
18 employer's representatives trained.
123 employers' representatives trained
70 members from the Swaziland
32 employers' representatives
70 employers' representatives trained.
including 5 certified trainers at the
Federation of Employers and the
trained.
organizational level and 88 certified
Federation of Swaziland Business
trainers in enterprises.
Community trained.
46 workers' representatives trained.
229 workers' representatives trained
35 workers' representatives trained.
30 workers' representatives
160 workers' representatives trained.
including among others 26 trainers.
trained.
The following deal with HIV in the
Recommendations were formulated by the
Tripartite Declaration to Combat
A National Tripartite Policy on
The National AIDS Coordinating
workplace:
tripartite partners to include HIV/AIDS
HIV/AIDS in the Workplace was
HIV/AIDS and the world of work
Committee conducted a legislative
Basic Conditions of Employment Act No prevention in the workplace in the draft
developed with the support of the project
was adopted in 2004 and
assessment in 2007 which is not yet
75, 1997 Employment Equity Act No
National AIDS Policy. A National Tripartite
and officially launched in May 2006.
revised in 2005 with technical
available for public review.
55, 1998
Declaration on Prevention of HIV/AIDS in
The HIV/AIDS and STD prevention and
assistance of the project. A
Medical Schemes Act No 131, 1998
Workplaces was adopted in 2007 with the
control policy adopted in 1998 provides
short Consensus Statement has
Code of practice on key aspects of
support of the project.
a general framework for HIV/AIDS
also been adopted by the
HIV/AIDS and employment, 2000
A Joint Trade Union Policy on HIV/AIDS
interventions.
high-level representatives of
Employment Equity regulations
developed with the support of the project
each of the tripartite
No.480, 2006.
was adopted on 29 January 2008 and
constituents for wide
signed by 22 trade unions.
dissemination.
Act No. 2005-12 to protect
people living with HIV/AIDS was
adopted in 2005 and includes
world of work issues.
Yes
Yes
Yes
Yes
Yes
9 workplaces from the following
14 workplaces from the following sectors:
25 workplaces from the following sectors 9 workplaces from the following
13 workplaces from the following sectors:
sectors:
l 5 agriculture
(including 13 new partner enterprises
sectors:
l 3 banking/finance
l 3 agriculture
l 5 hospitality
reached with PEPFAR funding):
l 4 hospitality
l 4 energy
l 3 construction
l 4 manufacturing
l 4 agriculture
l 4 mining
l 2 manufacturing/retail
l 1 health
l 1 communication
l one group of informal workers l 1 seaport
l 1 hospitality/tourism
l 5 manufacturing
(Association des Professionals l 2 tourism
l 1 retail
l 4 retail
de l’Automobiles du Togo de
l 1 group of informal workers (National
l 11 textile
la Commune de Lomé)
Barbering Association of Trinidad &
Tobago)
9
13
11
10
13
9
12
11
8
9
8
13
11
8
1 (+ 6 draft policies to be adopted)
25
139
109
62
36
9
13
11
7
7
9
13
11
8
4
5
13
11
8
4
9
13
11
8
5
13
11
8
4
145
263
129
239
18
22,760
7,920
20,567
4,343
14,536
Appendices
Appendix 2
SHARE who’s who
PROGRAMME MANAGEMENT TEAM
Behrouz SHAHANDEH
Oluremi DOHERTY
Programme Manager
Technical Officer
Email: shahandeh@ilo.org
Email: doherty@ilo.org
Telephone: +41-22-799 6833
Telephone: +41 22 799 7401
Josée LAPORTE
Jackie Whittaker
Programme and Operations Officer
Administrative Assistant
Email: laporte@ilo.org
Email: whittaker@ilo.org
Telephone: +41 22 799 7759
Telephone: +41 22 799 7303
Dr Fatemeh ENTEKHABI
Technical Specialist
Niamh Borrel
Email: entekhabi@ilo.org
Secretary (August 2004 to December 2007)
Telephone: +41 22 799 6347
78
BARBADOS
CAMEROON
Arlene HUSBANDS
Dr Valentine DOUALA MOUTENG
National Project Coordinator
National Project Coordinator
Email: husbands@ilo.org.bb
Email: mouteng@ilo.org,
Telephone: +1 246 620 4753
valentinedouala@yahoo.fr
Address:
Telephone: +237 220 50 44/
+237 22 21 51 81
c/o Barbados Employers’ Confederation
Address:
Braemar Court - Deighton Road - PO Box
33B - Brittons Hill - St Michael, Barbados -
ILO SRO Yaoundé
West Indies
B.P. 13 - Yaoundé
République du Cameroun
BOTSWANA
CHINA
Jeffrey M. MAKGOLO
Richard HOWARD
National Project Coordinator
Chief Technical Adviser
Email: jmmakgolo@gov.bw
Telephone: +267 36 11 505/525
Email: rhoward@ilobj.org.cn
Address:
Telephone: +86 10 6532 5092
Facsimile (also phone): +86 10 6532 0618
Ministry of Labour and Home Affairs
Address:
Block 8, Government Enclave - Floor 3/12 -
P/Bag 0072 - Gaborone, Botswana
International Labour Organization
1–10 Tayuan Diplomatic Office Building
Beijing 100600 - China
BURKINA FASO
David GUIRÉ
GUYANA
National Project Coordinator
Sean WILSON
Email: oitusdol@fasonet.bf;
National Project Coordinator
guiredavid@yahoo.fr
Telephone: +226 50 36 06 93
Email: swilson@gol.net.gy
Address:
Telephone: +592 226 8899
Fax: +592 225 4405
Projet OIT/USDOL
Address:
12 BP198 Ouagadougou 12 - Burkina Faso -
56 Main and New Market Streets
North Cummingsburg - Georgetown -
Guyana
79
Appendices
INDIA
LESOTHO
Afsar SYED MOHAMED
Masoro PAKISI
National Project Coordinator
National Project Coordinator
Email: safsar@ilodel.org.in
Email: masoropakisi@tlmail.co.ls
Telephone: +91 11 246 021.01/02/03
Telephone: +266 22317481/
Fax: +91 246 02111
+266 63007335
Address:
Address:
ILO Office New Delhi - Core 4B, 3rd Floor
1st Floor, Department of Labour Building
India Habitat Centre - Lodi Road -
Room 5 - Main North 1 - Box 15324 -
New Delhi 110 003 - India
Maseru 100 - Lesotho
INDONESIA
MADAGASCAR
Galuh SOTYA WULAN
Dr Edmond RAZANAJATOVO
National Project Coordinator
National Project Coordinator
Email: galuh@ilo.org
Email: razanajatovo@ilo.org
Telephone: +62 21 391 3112 (ext. 139)
Telephone: +261 20 24 204 96
Fax: +62 21 310 0766
Address:
Address:
Projet BIT/VIH-SIDA
ILO Office Jakarta - Menara Thamrin Level
Immeuble Santa Antanimena
22 - Jalan MH Thamrin Kav. 3 - Jakarta 10250
Lot III, 1er étage, porte à gauche
Indonesia
Antananarivo 101 - Madagascar
JAMAICA
MALAWI
Nasolo THOMPSON
Patrick MAKONDESA
National Project Coordinator
National Project Coordinator
Email: iloaids_jamaica@cwjamaica.com,
Email: patrick@globemw.net
nasoloj@yahoo.com
Telephone: +265 1 755622/
Telephone: +876 967 5958
+265 8 301 483
Address:
Address:
Ministry of Labour and Social Security
ILO/USDOL HIV/AIDS Education
(MLSS)
Programme - UNDP Malawi - PO Box 30135
1F North Street, Kingston – Jamaica
Lilongwe 3 - Plot No. 7, Area 40 - Lilongwe 3
Malawi
80
NEPAL
SRI LANKA
Archana SINGH
Dr Indira HETTIARACHCHI
National Project Coordinator
National Project Coordinator
Email: archana@iloktm.org.np
Email: indirailohiv@sltnet.lk
Telephone: +977 1 5555777 (ext. 106)
Telephone: + 94 11 2590296/7
Address:
Fax: + 94 11 2590298
Address:
ILO Office Kathmandu
PO Box 8971 Kathmandu
ILO-HIV/AIDS Workplace Education
Nepal
Project - ILO Office Colombo
21 1/1 De Fonseks Road - Colombo 4
Sri Lanka
RUSSIAN FEDERATION
Irina SINELINA
SWAZILAND
National Project Coordinator
Khombi NKONDE
Email: sinelina@ilo.org
National Project Coordinator
Telephone: +7 495 933 5893
Email: nkonde@realnet.co.sz
Fax: +7 495 933 0820
Telephone: +268 404 4814/
Address:
+268 404 3556
ILO Office Moscow
Address:
Petrovka 15, Office 23 - Moscow 107031
c/o UNDP Mbabane - SRIC Building
Russian Federation
(5th Floor) - Liluga House - Gifillan Road -
PO Box 261 - Mbabane - Swaziland
SOUTH AFRICA
TRINIDAD AND TOBAGO
Joseph MOTSEPE
National Project Coordinator
Carol Ann SENAH
Email: motsepe@ilo.org
National Project Coordinator
Telephone: +27 12 4318800
Email: senah@ilocarib.org.tt
Address:
Telephone: +1 868 623 7704/
ILO Office Pretoria
7178 (ext. 404)
PO Box 11694 - Hatfield 0028
Address:
Pretoria - Gauteng
ILO SRO Port of Spain - Stanmore House
South Africa
6 Stanmore Avenue - PO Box 1201
Port of Spain
Trinidad and Tobago
81
Appendices
Completed projects :
BELIZE
CAMBODIA
Sheila MIDDLETON
BORA Chun
Previously National Project Coordinator
Previously National Project Coordinator
Project dates: 1 July 2003 to 30 March 2007
Project dates: 1 May 2003 to 31 August 2007
Forwarding email: smiddle33@hotmail.com
Forwarding email: boreytintey@yahoo.com
Current ILO contact:
Current ILO contact:
Madhuri SUPERSAD
Eric CARLSON
HIV/AIDS Technical Specialist
HIV/AIDS Technical Specialist
ILO Sub Regional Office for the Caribbean
ILO Sub Regional Office for South East Asia
Email: supersad@pos.ilocarib.org.tt
Email: carlson@ilo.org
Telephone: +1 868 628 14 53
Telephone: + 66 2 288 1765
Fax: +1 868 628 24 33
Fax: +66 2 288 3043
BENIN
ETHIOPIA
Dr Moucharafou IDOHOU
Seble HAILU
Previously National Project Coordinator
Previously National Project Coordinator
Project dates: 1 July 2003 to 30 June 2007
Project dates: 1 May 2004 to 31 March 2008
Forwarding email: imoucharaf@yahoo.fr
Current ILO contact:
Current ILO contact:
Dr. Yohannes CHANYALEW
Dr Moucharafou IDOHOU
National Programme Officer ILOAIDS
ILO/AIDS National Project Coordinator
ILO Sub Regional Office for East Africa
Project funded by SIDA, PSI-Benin and
Email: chanyalew@ilo.org
ILO/AIDS
Telephone: +251 11 544 4003
Fax: +251 11 551 3633
Email: imoucharaf@yahoo.fr
82
GHANA
Akua OFORI-ASUMADU
Previously National Project Coordinator
Project dates: 1 July 2003 to 30 June 2007
Forwarding email: aoasumadu@yahoo.com
Current ILO contact:
Akua OFORI-ASUMADU
ILO/AIDS National Project Coordinator
Email : aoasumadu@yahoo.com
TOGO
Dr Toi Esso-Semna AKAYA
Previously National Project Coordinator
Project dates: 1 July 2003 to 30 June 2007
Current ILO contact:
Christine BOCKSTAL
HIV/AIDS Focal Point
ILO Sub Regional Office for the Sahel region
Email: bockstal@ilo.org
Telephone: +221 33 860 11 25
83
Appendices
Appendix 3
Key ILO tools and publications on HIV
Unless otherwise indicated, all the titles listed below are available from the
ILO Global Programme on HIV/AIDS and the World of Work, Social
Protection Sector, International Labour Office, Geneva
(http://www.ilo.org/aids).
Good practices and case studies
Global reach: how trade unions are responding to AIDS
UNAIDS Best Practices Collection. Geneva: Global Unions Programme,
ICFTU, ILO, 2006. 67pp.
Employers’ organizations and HIV/AIDS: Information, tools and good practices for
workplace action on HIV/AIDS
International Labour Office. Geneva: ILO, 2006. CD-ROM
Workplace action on HIV/AIDS: identifying and sharing best practice
International Labour Office. Geneva: ILO, 2003. 62pp.
Guidance and training documents
A handbook on HIV/AIDS for small business associations and service providers
International Labour Office. Geneva: ILO, 2007. 31pp.
A handbook on HIV/AIDS for labour and factory inspectors
International Labour Office. Geneva: ILO, 2005. 49pp.
A workplace policy on HIV/AIDS: what it should cover
International Labour Office. Geneva: ILO, 2003. 5pp.
Employers’ organizations and HIV/AIDS: information, tools and good practice in
workplace action
International Labour Office. Geneva: ILO, 2006 (CD-ROM).
Guidelines on addressing HIV/AIDS in the workplace through employment and
labour law
Jane Hodges. Geneva: ILO, 2004. 59pp.
84
Guidelines for workplace TB control activities
International Labour Office and World Health Organization. Geneva:
ILO/WHO, 2003. 77pp.
HIV/AIDS behaviour change communication toolkit for the workplace
International Labour Office and Family Health International. Geneva: ILO/FHI,
2005. 593pp.
Implementing the ILO Code of Practice on HIV/AIDS and the world of work: an education
and training manual
International Labour Office. Geneva: ILO, 2002. 318pp.
Joint ILO/WHO guidelines on health services and HIV/AIDS
International Labour Office. Geneva: ILO/WHO, 2005. 79pp.
Know more about HIV/AIDS: a toolkit for workers in the informal economy
International Labour Office. Bangkok: ILO, 2006. 46pp.
Managing emerging health-related problems at work – SOLVE: stress, tobacco, alcohol
and drugs, HIV/AIDS, violence
International Labour Office. Geneva: ILO, 2002. 10pp.
Using the ILO Code of Practice and training manual – Guidelines for employers
International Labour Office. Geneva: ILO, 2006. 8pp.
Using the ILO Code of Practice and training manual – Guidelines for labour judges and
magistrates
International Labour Office. Geneva: ILO, 2005. 15pp.
Using the ILO Code of Practice and training manual – Guidelines for the construction
sector
International Labour Office. Geneva: ILO, 2007. 20pp.
Using the ILO Code of Practice and training manual – Guidelines for trade unions
International Labour Office. Geneva: ILO, 2006. 8pp.
Using the ILO Code of Practice on HIV/AIDS and the world of work – Guidelines for the
transport sector
International Labour Office. Geneva: ILO, 2005. 23pp.
85
Appendices
Legislation and policy
An HIV/AIDS Workplace Policy for the Education Sector in the Caribbean
International Labour Organization and United Nations Educational, Scientific and Cultural
Organization. Port of Spain: ILO and UNESCO, 2006. 26pp.
An HIV/AIDS Workplace Policy for the Education Sector in Southern Africa
International Labour Organization and United Nations Educational, Scientific and Cultural
Organization. Geneva: ILO and UNESCO, 2006. 44pp.
Legal initiatives to address HIV/AIDS in the world of work
Marie-Claude Chartier, Geneva: ILO, 2005. 16pp.
The ILO Code of Practice on HIV/AIDS and the world of work
International Labour Office. Geneva: ILO, 2001. 42pp.
A collection of national instruments related to HIV/AIDS are available on the ILO/AIDS
website at: http://www.ilo.org/public/english/protection/trav/aids/laws/collection.htm
Research and policy analysis
HIV/AIDS and work: global estimates, impact on children and youth, and response
International Labour Office. Geneva: ILO, 2006. 133pp.
HIV/AIDS and work in a globalizing world – 2005
International Labour Office. Geneva: ILO, 2006. 100pp.
HIV/AIDS and work: global estimates, impact and response – 2004
International Labour Office. Geneva: ILO, 2004. 101pp.
SHARE Project
Saving lives, protecting jobs
International Labour Office. Geneva: ILO, 2006. 78pp.
International HIV/AIDS workplace education programme SHARE – strategic HIV/AIDS responses by
enterprises, final evaluation Belize
International Labour Office. Geneva: ILO, 2007. 86pp.
86
International HIV/AIDS workplace education programme SHARE – strategic HIV/AIDS
responses by enterprises, final evaluation Benin
International Labour Office. Geneva: ILO, 2007. 48pp.
International HIV/AIDS workplace education programme SHARE – strategic HIV/AIDS
responses by enterprises, final evaluation Cambodia
International Labour Office. Geneva: ILO, 2007. 45pp.
International HIV/AIDS workplace education programme SHARE – strategic HIV/AIDS
responses by enterprises, final evaluation Ghana
International Labour Office. Geneva: ILO, 2007. 46pp.
International HIV/AIDS workplace education programme SHARE – strategic HIV/AIDS
responses by enterprises, final evaluation Togo
International Labour Office. Geneva: ILO, 2007. 45pp.
Technical cooperation
HIV/AIDS in the transport sector of Southern African countries. A rapid assessment of
cross-border regulations and formalities
International Labour Office. Geneva: ILO, 2005. 44pp.
Workplace action on HIV/AIDS. How to access funds at country level
International Labour Office. Geneva: ILO, 2004. 29pp.
87
The HIV peer education session ends and as workers file out of the factory they are met by the icy wind blowing
over Kola Bay in Murmansk, the world’s largest city north of the Arctic Circle. Aware of the potential impact of
HIV, business and unions leaders have joined hands to meet the twin challenges of discrimination and risky
behaviour that fuel the epidemic.
Four enterprises in this northern Russian port are now working with the ILO’s Strategic HIV/AIDS Responses in
Enterprises (SHARE) programme, which promotes policies and programmes worldwide. A total of 650
workplaces in 24 countries stretching from Belize to China are now involved with SHARE, helping to inform and
protect almost a million working men and women from the risks of HIV.
This second report documents the fine work carried out by ministries of labour, employers’ and workers’
organizations and partner enterprises. It gives an insight into this ILO/USDOL partnership which has been
running for five years. It includes a special focus on the experiences and achievements of the pioneer country
projects in Belize, Benin, Cambodia, Ghana, Guyana, India and Togo. It also captures major innovations and
collaborations from on-going initiatives in other countries which have been a source of inspiration to others and
will help guide the SHARE programme to its conclusion in 2010.
Saving lives,
s
g
j
o
b
Protecting jobs
www.ilo.org/aids
r
o
t
e
c
t
i
n
g
l
i
v
e
s
,
P
a
v
i
n
S
International HIV/AIDS
Workplace Education
A Technical Co-operation Programme executed in partnership with
Programme
the United States Department of Labor (USDOL)
SHARE: Strategic HIV/AIDS Responses in Enterprises
ILO is a cosponsor of UNAIDS
9 789221 210627
SECOND REPORT
ISBN 978-92-2-121062-7
March 2008, Geneva
