The SWHAP Model: Joint Consultation and Collaboration for Workplace Policies by Employers and Worker Representatives in East, Central and Southern Africa
Edith Maziofa-Tapfuma and Alessandra Cornale
Swedish Workplace HIV and AIDS Programme, Harare, Zimbabwe
Swedish Workplace HIV and AIDS Programme, Stockholm, Sweden
Background
HIV remains a major challenge in sub-Saharan Africa. While significant progress has been made in addressing the epidemic amongst the general population, prevalence in the region remains high with approximately two thirds of those living with HIV globally, living in this region.
HIV affects people in the most economically productive periods of their lives leading to reduced earnings and higher spending on medical costs with a negative effect on savings and disposable income. HIV thus not only affects the health of the individual, it also impacts households, communities, and the development and economic growth of nations.
Concerted efforts are needed to engage all sectors to end AIDS as a public health threat by 2030. The workplace is an ideal arena to address the causes and effects of HIV and AIDS as workers spend a lot of time at the workplace, and attitude formation and behaviour change are greatly connected to working life and work culture. Thus, the business world and labour unions have a golden opportunity to play an important role in the HIV response.
Description
The Swedish Workplace HIV and AIDS Programme (SWHAP) supports workplaces to address HIV and AIDS through the development and implementation of workplace HIV and AIDS programmes and policies in 11 countries in East, Central and Southern Africa. SWHAP was jointly initiated by the International Council of Swedish Industry (NIR) and the Swedish Industrial and Metal Workers’ Union (IF Metall).
The practical approach of engaging workplaces to develop and implement successful programmes within SWHAP is through working with employer and worker representatives with an emphasis on collaboration between the parties to develop and implement policies and programmes. This process ensures buy-in and commitment which promotes policy and programme adoption.
Workplace HIV and wellness committees made up of both management and employee representatives jointly develop and implement the policies following the International Labour Organization’s HIV and AIDS Recommendation (No.200). The policies
ensure confidentiality of employee HIV status, protect against discrimination and take gender issues into consideration. Key principles through the process are consultation, participation and partnership.
Background
HIV remains a major challenge in sub-Saharan Africa. While significant progress has been made in addressing the epidemic amongst the general population, prevalence in the region remains high with approximately two thirds of those living with HIV globally, living in this region.
HIV affects people in the most economically productive periods of their lives leading to reduced earnings and higher spending on medical costs with a negative effect on savings and disposable income. HIV thus not only affects the health of the individual, it also impacts households, communities, and the development and economic growth of nations.
Concerted efforts are needed to engage all sectors to end AIDS as a public health threat by 2030. The workplace is an ideal arena to address the causes and effects of HIV and AIDS as workers spend a lot of time at the workplace, and attitude formation and behaviour change are greatly connected to working life and work culture. Thus, the business world and labour unions have a golden opportunity to play an important role in the HIV response.
