In most cases the human resource (HR) department of a company is closely involved in the implementation of a HIV/AIDS workplace programme. It usually hosts the HIV coordinator and forms the interface between the workforce and the management.

Formation of a Sustainable Project Team

It is vital to an HIV/AIDS workplace programme that the company defines someone as being in charge of the programme. This HIV Coordinator is responsible for the coordination of the project team, for pushing the process forward, as well as for maintaining contact between management and project team.

The HIV Task Force is the decision-making and implementation body of the project team. It should consist of union members, representatives of management and the HR Department, medical personnel, peer educators and persons living with HIV.

Development of an HIV/AIDS Policy

The HIV/AIDS workplace policy is central to the implementation of a HIV/AIDS workplace programme. It clarifies the rights and duties of employees and management concerning HIV, thereby laying the ground for trust and transparency. In general, it affirms non-discrimination and confidentiality to HIV-positive employees, defines the services of a programme, formulates behaviour guidelines and is consistent with national and international laws and statutes. The policy should be reviewed biannually and modified regularly.

Optimisation of Medical and Social Benefit Schemes

One of the consequences of the HIV epidemic in sub-Saharan Africa is that HR departments have to deal with rising costs. It is difficult to optimise social benefit schemes without increasing labour costs substantially. However, there are initiatives that can still do something. A number of companies have joined an AIDS Fund that pays for ART. Some companies promote income-generating activities for families of employees affected by AIDS. Others create special light jobs for HIV-infected employees who can no longer fulfil their normal duties. There is a widespread need for innovative ideas in adapting benefit schemes, and it will always be a balancing act to support employees without overstraining resources.