Discrimination against people with HIV at work Essay

More than twenty years after the first case of human immunodeficiency virus Aids were reported, the write of discrimination of human immunodeficiency virus Aids infect arrive aters carry on to elicit mixed reactions in most organizations. unlikeness, at the work place is common whole oer the world, although it may manifest itself differently depending on the organization. According to an transnational proletariat Organization, ILO (6) report Global Report on HIV Pandemic, HIV septic employees suffer stigma which could be in the form of bemock or social isolation and in some cases their employment mightiness be terminated. This essay will be highlighting the output of HIV Aids discrimination at the work place by assessing the real divergences on this issue. The problem of HIV Aids discrimination at the work place has become more pertinent because of the serious negative personal effects on individual and overall performance of organizations. The impacts of acquired immu ne deficiency syndrome on employees at the work place ar very considerable to the end that it has ladder to the deaths of skilled and educated personnel.HIV Aids is a normal unhealthiness that is just like all opposite and therefore we need to administrate with those that be infected with lots of encountering. All over the world, governments have recognise the impacts of HIV Aids and put across legislations meant to address this issue. In southernmost Africa, the Employment Equity Act made it illegal for the majority of judicature departments to carry out pre-employment HIV testing (ILO 22). M whatever countries have unified HIV policy that protects those infected in their policies on employment so as to curb discrimination.However some countries still have legislations that are discriminatory. Cases of deportation of expatriates with HIV/ plunk for have been reported in the unify Arab Emirates UAE, (Rahimi 17) hence bringing to fore challenges that are brought about (predicate) by these variations. Discrimination against workers infected with function is unacceptable within organizations and is punishable by law. This allows for infected and able workers to contribute to the economy and towards leading a normal life. help and other related infections can be addressed in the employment through the formation of a direction that will promote the carrying out of non-discriminatory policies in the oeuvre against infected employees. The committee develops policies on HIV/ support that aim at addressing the plight of infected persons and their welfare in the workplace. The plan will contain policies that address employment issues of the infected employees. The program is communicated to all departments of the organization to give employees a chance to familiarize themselves on the disease.The support of the top management is necessary for the successful implementation of the HIV/AIDS program. The HIV/AIDS workplace policy components that guide the employer in transaction with the infected employees to ensure they are respected, their status kept confidential and they are treated like any other employee. The policy in like manner prohibits the employee from conducting tests on prospective employees. The committee should develop an education program which will hold out education to the employees about HIV/AIDS to void mis agnizeing amongst the employees.The employees should understand the facts to avoid discriminating infected employees. By understanding how the disease can and cannot be transmitted will reduce discrimination in the workplace. The program will also inform the employees on their rights regarding their employment and any form of discrimination. The education program should also provide for ways to avoid the spread of the disease and ensuring the safety of the employees. This will help in avoiding stigmatisation of infected employees. The program should also offer support through steering and counseling the infected.The education should offer for paygrade on its effectiveness towards reduction discrimination and fighting the disease in the workplace. Mellow recommends on the evaluation of tasks and activities performed by the employees to ensure their safety. Employees who are always in contact with trunk fluids face a high risk of acquire infected and the attach to should consider providing them with the necessary safety equipment. The committee should also develop the infection control program that aims at reducing infections in the workplace.Already infected employees are informed on how to conduct themselves to avoid spreading infections in the workplace. The applicability of the program is confined to situations where the employees can get infected speckle conducting their normal duties. The employees are provided with protective gear that shields them from spreading or getting infected with the disease. The program informs the employees on how to clean their protective equipment to avoid transmissions to unsuspecting employees (48).Discrimination amongst employees with AIDS violates the basic human right to work and the heavy principles to work. This kick upstairs affects the measures to prevent further spread of the disease. The loss of skilled employees overdue to their positive status result to low production of the organization and as the operation costs rise higher. To resolve the HIV/AIDS issue in the workplace should be approached care amply by observing the workers rights. The workers should be involved in decision making and the formulation of policies about the issue in their work environment.This will avoid rejection by the employees of the HIV/AIDS program once it starts to be adopted. The employees should also be made to understand why it is important for the company to adopt such a program. fight by all the factions of the organization will provide for its successful adoption. The employees should also be provided with the nece ssary equipment to reduce their movie towards contracting the disease. The organization should also respect decisions by workers to reject an activity due to high exposure towards contacting the disease.The mere excuse of refusing to perform an activity because a colleague is infected does not validate it. However, where lack of protective gear is cited the employee has got reason to winnow out performing the activity. Workers also have the right to know areas in the workplace that highly expose them towards getting infected with the disease. In implementing the education program, the committee should oversee the placing of warning signs in the organization informing employees of the underlying danger.Anti-discriminatory policies on HIV at the work place however face immense criticism from various quarters who argue that they just bring in unnecessary costs and sometimes are used to protect non-performers. A point put forward is that in most cases there is minify production when it comes to those that are infected, hence either putting employers in a dilemma of facing the vexation of being sued or facing the wrath of trade unions if they terminate the employee or retaining the employer and incurring extra costs.These opposing camps further posit that these workers are always a source of conflict with other workers which leads to reduced overall performance. Some employees might feel uncomfortable working(a) around them, an issue most organizations have ignored. Generally this state of affairs can be seen in most organizations throughout the world, but the extent of discrimination from different organizations. Conclusion The development of a HIV/AIDS program aims at ensuring that infected workers get a chance to lead a normal life while serving the nation. The program starts by formulating a companys HIV/AIDS policy with the help of the workers.This will lead to the quick implementation of the program without facing any opposition. The next step is the fo rmation of an education program that educates the workers on the facts about the disease and how to protect themselves. The program also sees the provision of safety equipment and the assignment of areas that pose great risk of infection to employees. The programs should whence be continually evaluated to check on their effectiveness in containing the disease. If the program is ineffective then changes are made to improve on its effectiveness.There is need to understand that no policy or legal framework can fully address the issue of HIV at the work place. Appropriate chat mechanisms are needed at the work place especially when it comes to confronting the fears and attitudes that continue hampering effective and sustained policies that protect employees infected with HIV Aids. Works Cited International Labor Organization. Global Report on HIV Pandemic geneva ILO, 2005. Mello J. A. AIDS and the Law of the Workplace. parvenue York West view Press, 2006. Rahimi, S. The UAEs New Fig ht against HIV. New York Penguin, 2007.