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HIV/Aids and the World of Work











The impact of HIV/AIDS on the World of Work

The Economic Impact of AIDS on Companies

Responding to HIV/AIDS in the Workplace

Codes of Good Practice on HIV/AIDS and the World of Work

Workplace based programmes

SA companies response to HIV/AIDS

Reporting on the impact of HIV/AIDS in the Workplace

Industry initiatives

Story ideas

Business Programmes, Contacts and online resources

References and Additional Information

The impact of HIV/AIDS on the World of Work

»  HIV/AIDS affects primarily young and middle-aged adults during their most productive years. Current indications show that over 20% of South Africa’s economically active population will be directly affected by HIV/AIDS within the next five years.

»  The ILO estimates that over 20 million workers globally are living with HIV/AIDS and that the size of the labour force in high-prevalence countries will be between 10 –30% smaller by 2020 that it would have been without AIDS.

»  A study by NMG-Levy Consultants and Actuaries undertaken in 2002 indicated that by the beginning of 2001, nearly 25% of South Africa’s workforce was HIV positive. NMG-Levy predicts that by 2005 this will be 30%.

»  WEFA South Africa using ASSA Demographic data estimated that there could be an 18% fall in the estimated workforce owing to HIV/AIDS. According to this study HIV/AIDS would result in the loss of 386 000 highly skilled workers, 984 000 skilled workers and 4.3 million semi/unskilled workers between 2000 and 2015.

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The Economic Impact of AIDS on Companies

»   The economic impact of HIV/AIDS on companies includes both internal and external effects.

»  The internal costs of HIV/AIDS can be assessed in terms of their direct costs, indirect costs and systematic costs that are to be incurred by companies themselves.

»  Direct costs relates to the impact that involve increased financial outlays by the company. These include costs pertaining to:

o        Benefits such as medical aid/health insurance, disability insurance, pension fund, death benefit/life insurance payout, funeral expenses and subsidised loans.

o        Recruitment costs: including advertising, interviewing, cost of having positions vacant.

o        Training: pre-employment education and training costs, in-service and on the job training costs, salary while new employee comes up to speed.

o        HIV/AIDS programmes – direct costs of prevention programmes, time spent by employees in prevention programmes, studies, surveys and other planning activities.

»  Direct costs relates to the impact that involve increased financial outlays by the company. These include costs pertaining to:

o        Absenteeism, including sick leave, bereavement and funeral leave, leave to care for dependents.

o        Morbidity on the job resulting in reduced on the job performance.

o        Management resources including time and effort to respond to workplace impact, planning prevention and care programmes, legal and human resources staff time for HIV related policy development and problem solving.

»  Systemic costs refer to costs that result from the cumulative impact of multiple HIV/AIDS cases. These include:

o        A loss of workplace cohesion resulting from a reduction in morale, motivation and concentration, disruption of schedules and work terms or units and a breakdown of workforce discipline.

o        Reduction in workforce performance and experience owing to reductions in levels of skill, performance, institutional memory and experience of the workforce.

 »  A study of six large enterprises in the retail, agricultural, media, mining and heavy industry sectors in South Africa and Botswana, found that the direct costs associated with HIV/AIDS varied considerably. The cost per HIV infection of an unskilled worker ranged from $2094 to $15 000 (2001 prices), while the cost of a manager ranged from $8 736 to $65 000.

»  The external costs pertaining to HIV/AIDS is the negative impact on household expenditure as an increasing proportion of household incomes are expended on health care resulting in a declining demand for goods and services, thereby eroding markets.

»  A case study undertaken by Deutsche Securities on Amalgamated Beverages International indicated that at the time of the study 61% of ABI’s volume was consumed by consumers aged between 12 –40 years. The study illustrated that general demographic changes in addition to HIV/AIDS are expected to impact upon ABI’s profitability.

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Responding to HIV/AIDS in the Workplace

     Internationally and in South Africa codes of good practice have been developed that provide guidance on the roles and responsibilities of governments, employers and employees in responding to HIV/AIDS in the workplace. These Codes provide guidance for the development and implementation of workplace based policies and programmes aimed at preventing new infections, providing care and support to workers and the prevention of stigma and discrimination in the workplace.

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Codes of Good Practice on HIV/AIDS and the world of work

International Labour Organisation (ILO) Code of Practice on HIV/AIDS and the World of Work.

»  Provides a set of guidelines to address HIV in the world of work. Key areas of action identified in the code are, prevention of HIV/AIDS, management and mitigation of the impact on the world of work; care and support for workers infected and affected, elimination of stigma based on real or perceived HIV status.

»  The code outlines the rights and responsibilities of governments, employers and their organisations and workers and their organisations in addressing HIV/AIDS in the context of the world of work in particular in relation to the development of workplace based policies and programme.

»  The code provides guidance for the development of workplace based programmes and policies including:

o        Information and education programmes and making available practical measures to support behaviour change such as the provision of condoms.

o        Training at all levels concerning the workplace based policy and programme and the training of workers as peer educators to assist with the implementation of the programme.

o        Testing: The code discourages testing in the workplace but emphasises the need for informed voluntary counselling and testing. It also discourages testing as a condition for eligibility for national social security schemes, general insurance policies. The code does make provision for testing for surveillance purposes only if such testing is in accordance with the ethical principles of scientific research.

o        Solidarity, care and support are regarded as critical elements that should guide the response of workplaces to HIV/AIDS. This includes providing counselling and other forms of social support to workers infected and affected. Where health-care services exist appropriate treatment should be provided or linkages made to existing services outside of the workplace.

Department of Labour Employment Equity Act: Code of Good Practice on Key Aspects of HIV/AIDS and Employment

»  This code serves as a guide to employers, trade unions and employees to address HIV/AIDS in the workplace in South Africa:

»  The goals of the Code are to:

o        Eliminate unfair discrimination in the workplace based on HIV status

o        Promote a non-discriminatory workplace, which allows people living with HIV/AIDS to be open about their HIV status without fear of Stigma or rejection.

o        Promote appropriate and effective ways of managing HIV in the workplace

o        Create a balance between the rights and responsibilities of all parties.

»  The Code is based upon relevant legislation governing HIV/AIDS in the workplace including the Constitution of South Africa.

»  Key features of the code include:

o        Promoting a non-discriminatory work environment including the elimination of discrimination within the employment relationship, policies and practices and the adoption of measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and protected from victimisation. This includes the allocation of employee benefits, dismissals on the grounds of HIV status and the integration of the rights of employees living with HIV/AIDS into existing grievance procedures.

o        HIV testing, confidentiality and disclosure: The code prohibits testing by employers unless authorisation has been received from the Labour Court, the circumstances of which are defined by the code. Testing is permissible if it is initiated by the employee and includes informed consent, pre- and post-test counselling. Surveillance and epidemiological testing may occur as long it is undertaken in accordance with ethical and legal principles concerning the research, and may not be used to unfairly discriminate against individuals or groups. The code recognises that all persons living with HIV/AIDS have the legal right to privacy.

o        Workplace: The code highlights that employers are obliged to provide and maintain a workplace that is safe and without risk to the health of employees. It also recognises that employees may seek compensation should he or she become infected with HIV as a result of an occupational accident.

o        Managing HIV/AIDS in the workplace: The code calls for an integrated strategy including an understanding and assessment of the impact of HIV/AIDS on the workplace and the development of long and short term measures to deal with reduce this impact through the development of an HIV/AIDS workplace policy, and programmes.

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Workplace based programmes

»  Many companies have instituted workplace based policies and programmes aimed at limiting the impact of HIV/AIDS on the workplace.

»  The nature and extent of the policies and programmes are dependent upon needs and capacity of each individual workplace. However the South African Code of Good Practice does recommend the following:

o        Workplace policies and programmes should be developed in consultation with key stakeholders including trade unions, employee representatives, occupational health and human resources.

»  Workplace policies address the organisational position on HIV/AIDS, outline of its programme, employment policies (e.g. Testing, benefits, performance management), standards of behaviour, grievance procedures, organisational communication on HIV/AIDS, employee assistance, details of implementation and coordination responsibilities and monitoring and evaluation indicators.

»  Workplace based programmes  include practical measures being undertaken in the workplace to prevent the spread of HIV/AIDS and provide case and support to workers infected or affected by HIV/AIDS.;

o   Prevention Programmes: include information, education and communication campaigns, condom provision, voluntary counselling and testing, education and early treatment of sexually transmitted diseases and workplace health and safety programmes. According to Sydney Rosen, an effective prevention campaign could be run for around $5 to $10 (between R80 and R100 a month) per employee.

o   Wellness Programmes: go hand in hand with voluntary counselling and testing programmes and provide workers living with HIV/AIDS with ongoing counselling and other forms of social support for people affected by HIV/AIDS to provide advice and guidance concerning nutrition, stress management and the avoidance of opportunistic infections.

o   Treatment and Care: Access to treatment and care facilities are often provided through medical aid benefits (see HIV/AIDS and medical schemes fact sheet)Some companies, such as mining houses like AngloGold, have developed their own treatment programmes, which are independent of medical scheme membership and use their own on site clinics and hospitals for monitoring patients and providing them with antiretrovirals. According to Sydney Rosen if anti-retroviral drugs could prolong an employee’s working life by five years and allow full production, companies may also find that they were a profitable investment – depending on drug costs and company profits.

o   Community Outreach: Some companies have developed programmes involving local coalitions to enable them to extend beyond the workplace into local communities. They tend to be focussed on education, for example using local theatre groups to teach workers’ spouses and community about HIV/AIDS.

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SA companies workplace response to HIV/AIDS

»  Workplace based programmes of companies vary with some only offering only prevention programmes, others include treatment offered either via medical scheme membership or via specially developed in-house programmes.

»   Research by Deloitte and Touche Human Capital Corporation (May 2002) found almost 70% of companies did not have a strategy in place to deal with HIV/AIDS. Of the 67 participating companies, few had conducted risk assessments, knowledge, attitudes and practices studies, workplace monitoring or evaluation, and 80% of the organisations expected that HIV/AIDS would have a "moderate to extreme" effect on their operations. The survey found that about 72% of employers offered HIV/AIDS awareness programmes.

»   A survey of 500 SA companies by finance group Sanlam, conducted as part of its retirement funds survey (published in October 2000) found that more than 75% of them had no idea of the prevalence of HIV/AIDS in their organisations, and more than 60% of the firms had no strategy to manage the disease. It found 46% of companies had no AIDS policy at all, and 85% did not offer voluntary AIDS testing.

»   Several large corporations have developed programmes to provide  anti-retroviral medicines to HIV positive workers. These include AngloGold, AngloAmerican, De Beers and Old Mutual. But many other companies - including Vodacom, Multichoice, BP, Daimler Chrysler,Abbott and Alexander Forbes have been providing the drugs for some time already.

»   Anti-retroviral treatment programmes being undertaken by companies vary with some companies providing drugs to workers (and not their partners) and only while they employed by the company – this is the policy of for example, mining companies Anglo American and Anglo Gold. According to AngloAmerican some 160 employees are getting the drugs at present, and this is expected to increase to 3 000 by the end of the year.

»   Companies such as Old Mutual and DaimlerChrysler provide HIV/AIDS benefits to workers and their dependents through their medical schemes, so benefits cease if the employee leaves the company because he or she ceases to be a member of the medical scheme.

»   Some companies, such as BP, have policies that include provision of anti-retroviral medicines to employees and their dependents even if they leave the company.

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Reporting on the impact of HIV/AIDS in the Workplace

»  Increasingly business is under pressure from investors, labour unions, civil society and governments to provide information on the impact of HIV/AIDS, their response and the costs thereof.

»  Current information regarding corporate action on HIV/AIDS is inconsistent and incomplete making it difficult to compare and benchmark corporate performance on HIV/AIDS and to verify the accuracy of reported information.

»  The ILO Code of Good Practice and the South African Code of Good Practice on Key Aspects states that every workplace should aim to regularly monitor and review its HIV/AIDS programme.

»  In South Africa the King Report on Corporate Governance for South Africa 2002 highlighted the need for corporate reporting on HIV/AIDS. This report recommends that the board of directors of an organisation should:

o        Ensure that it understands the social and economic impact of HIV/AIDS on business activities.

o        Adopt an appropriate strategy, plans and policies to address and manage the potential impact of the pandemic on business activities.

o        Regularly monitor and measure performance using established indicators.

o        Report on all these aspects to stakeholders on a regular basis.

»  The Johannesburg Stock Exchange of South Africa announced in 2002 that it was investigating the introduction of a listing requirement for all companies on the exchange to report on HIV/AIDS.

»  The South African Institute of Chartered Accountants (SAICA) views current and future financial reporting as including fair value and market related information, non-financial information and sustainability reporting. Recognising the impact of HIV/AIDS on the costs of doing business SAICA has developed a framework to provide for effective reporting.  

»  Internationally the Global Reporting Initiative is currently in the process of developing a resource document on reporting on HIV/AIDS, which is available for public comment.

»  The Resource Document aims to assist organisations in reporting on their performance including policies and practices pertaining to HIV/AIDS.

»  It provides stakeholders with a reputable reporting benchmark to measure or compare the HIV/AIDS performance of organisations.

»  It is envisaged that the reports on HIV/AIDS will form part of an already existing report such as the Annual Reports, Health, Safety and Environment reports of companies.

»  GRI supports an incremental approach to reporting recognising that each organisation faces different operational situations, reporting capacities, stakeholder and shareholder pressures, HIV/AIDS risk and the needs for reporting. Therefore companies will decide what is feasible and useful to report by reflecting on their own values and risk, and by engaging with their stakeholders.

»  Performance indicators range from financial concerns to social concerns. The indicators are arranged as follows:

o        Good governance: policy formulation, strategic planning, and effective risk management.

o        Measurement, monitoring and Evaluation: prevalence and incidence of HIV/AIDS; actual and estimated costs and losses.

o        Workplace conditions and HIV/AIDS management.

o        Depth, quality and sustainability of HIV/AIDS programmes.

»  The benefits of standardising the reporting on HIV/AIDS by companies will be:

o        Increased credibility of corporate HIV/AIDS reports

o        Streamlined HIV/AIDS reporting process worldwide

o        Quick and reliable benchmarking on HIV/AIDS performance

o        Stronger relationship between sustainable HIV/AIDS alleviation and prevention practices and financial performance.  

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Industry initiatives

»  The Global Business Coalition on HIV/AIDS (GBC): An alliance of international businesses dedicated to combating AIDS through the business sector. Established in 1997, it is based in New York. The President and CEO is Richard Holbrooke, former US Ambassador to the United Nations. It has 90 members including South African companies AngloAmerican Anglogold, Anglovaal, Old Mutual, First Rand Bank, Metropolitan, De Beers, and Eskom.

»  SA Business Coalition on HIV/AIDS (Sabcoha): Affiliated to the GBC, it is sponsored by some of SA's biggest companies. It aims to share information and best practice, gather data to compare the costs of intervention versus non-intervention, and understand the effect that the epidemic is having on companies' customer bases. It has established an internet portal and has spent the past year establishing a data baseline, forming itself into a professional, audited body, and bringing companies, unions and government on board. Sabcoha is chaired by consultant Gaby Magomola, and its board includes representatives from AngloAmerican, Johnnic Publishing, Standard Chartered Merchant Bank, Unilever, BMW, Metropolitan Health, SABC, MX Group, Old Mutual and Bristol Meyers Squib and Denel.

»   The Greater Involvement of People living with HIV/AIDS (GIPA) Project: The GIPA Project that is being undertaken and supported by the United Nations in South Africa, recruits, selects and provides training to fieldworkers, who are all people living with HIV/AIDS, to assist with the development and implementation of HIV/AIDS workplace programmes. The Project has two objectives:

o   To promote & advocate for the GIPA Principle as an HIV/AIDS prevention and management strategy; and

o   To develop models that applies the principle in a meaningful way.

The following are some of the partners participating (or that have participated) In the programme:

Government NGOs, FBOs & Academic institutions Private Sector & parastatals
Dept of Correctional Services AME Church Anglo Platinum
Dept of Education Centre for the Study of AIDS, University of Pretoria ESKOM
Dept of Health Horizons Project  Imperial Transport Holdings
Dept of Land Affairs LifeLine Lonmin Mines 
Dept of Minerals & Energy SABC
Dept of Social Development The Sowetan
Working for Water Transnet

»   National Economic and Development Labour Council. (Nedlac): Business government, AIDS activists, labour unions, religious leaders and community organisations are currently engaged in negotiations aimed at developing a National HIV/AIDS Prevention and Treatment Programme.

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Story ideas

»  Has Sabcoha got off the ground? Who are the current members? Are companies coming forward to share information on the impact of HIV/AIDS and the results of their workplace based programmes?

»  What support is being provided to small and medium size enterprises in developing workplace-based programmes? What programmes already exist? How will small and medium enterprises absorb the cost of developing and implementing workplace-based programmes?

»  Attention has been focussed on government not signing the NEDLAC Draft Framework on Prevention and Treatment. However, business has also yet to sign off on the Framework. Why has business not committed itself as yet to this declaration?

»  There are a number of reporting initiatives on HIV/AIDS, such as the GRI, the SAICA initiative and the JSE. Are these efforts not resulting in duplication and placing an added administrative burden on companies. What efforts are being undertaken to ensure a streamlining of the various reporting initiatives. What are the views of companies regarding these guidelines? Will mandatory reporting impact negatively on the views of investors when it comes to investing in companies?

»  What has been the impact of the GIPA Programme in South Africa? Visit a GIPA fieldworker to see the activities that they engage in in assisting companies in implementing their workplace based programmes?

»  What happens when employees who are receiving anti-retroviral medicines via the workplace leave work, e.g. due to ill health, retrenchment, and retirement?

»  Many initiatives have been undertaken to reduce the costs of antiretroviral treatment especially for the public health sector. Are the pharmaceutical companies providing private sector concerns with comparable rates in support of workplace-based programmes?

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 Business Programmes, Contacts and online resources

Global Business Coalition on HIV/AIDS
Contact: Ben Plumley
Tel: + 1 212 846 6355
Website: www.businessfightsaids.org 

Description: Website provides news articles, press releases, information resources and contacts. The "Managing HIV in the Workplace" section is an interactive resource of workplace programs devised and implemented by over 50 companies and organizations globally

SA Business Council on HIV/AIDS
Contact: Tracy King
Tel: 011 880 4821
Email: tracey@sabcoha.co.za 

Website: www.sabcoha4business.co.za 
Description: This site provides information on the impact of HIV/AIDS on businesses and uses data gathered from companies to demonstrate the value of companies undertaking impact assessments and instituting programmes. The site also provides case studies of actual programmes being instituted by business corporations.

JSE Institute of Directors
Contact: Mr Richard Wilkinson, Executive Director
Tel: 011 643 8086
Fax: 011 484 1416
Email: iodsa@iodsa.co.za 
Description: The JSE has announced that it will compel all companies listed to provide information on HIV/AIDS in their workplaces. For information on listed companies and reporting requirements contact the Institute of Directors.

Congress of South African Trade Unions (Cosatu) 
Contact: Theo Steele
Tel: 011 339 4911
Fax: 011 339 4060
Email: theo@cosatu.org.za 
Website: www.cosatu.org.za 

Description: A labour organisation concerned with the rights of workers in the workplace.

National Economic Development and Labour Council (Nedlac)
Contact: Jennifer Wilson, Communications Coordination 
Tel: 011 328 4200
Fax: 011 447 6053
Email: jennifer@nedlac.org.za 
Website: www.nedlac.org.za 

Description: Nedlac is currently in the process of working with Government, business, labour and civil society in developing a national treatment and prevention programme for South Africa.

Actuarial Society of South Africa
Contact: Sarah Bennett
Tel: 011 880 5005 



GIPA (South Africa)
Contact: Julia Hill

Tel: 012 338 5221

Email: jhill@un.org.za
Website: www.undp.org.za 
Description: A best practice document on the GIPA programme in South Africa has been developed by UNAIDS and is accessable through the UNAIDS Website, www.unaids.org. This document provides information on the initial pilot phase between 1998 – 2000.

Abbott Laboratories
Contact: Theo Mahlangu
Tel: 011 494 7000
Fax: 011 494 7070
Email: N/A

Website: www.abbott.com

Description: The Direct AIDS Intervention of Abbott is a comprehensive HIV benefits program which includes Education, Voluntary counselling and testing, Treatment and Health management, at no cost to employees. The programme is managed externally by Alexander Forbes and Right to Care. Employees are informed in advance of voluntary counselling and testing and education programmes. They are then able to attend a training workshop on HIV, addressing new issues, like the role of antiretroviral drugs. The training also shows them how to access the benefits Abbott offers for HIV treatment, and issues them with their personal DAI card.

Contact: Shelagh Blackman
Tel: 011 637 6379
Mobile: 083 308 2471

Description: According to AngloGold: Facing the challenge of HIV/AIDS 2001/2002, HIV prevalence amongst its workforce of 44 000 people is estimated between 25% and 30%. AngloGold response has comprised preventing the spread of HIV/AIDS through education, condom usage promotion and treatment of sexually transmitted infections. Caring for those infected through voluntary counselling and testing, wellness clinics, treating opportunistic infections and an ill health retirement system. AngloGold is implementing an antiretroviral therapy implementation project and has started providing ARVs to employees who qualify and are willing to participate in the programme.

Contact: Marion Dixon
Tel: 011 638 3001
Mobile: 082 775 552
0Email: madixon@angloamerican.co.za
Website: www.angloamerican.co.za

Description: Since the late 1980’s AngloAmerican and its subsidiaries and associates have evolved a range of programmes aimed at preventing HIV infection amongst the workforce. AngloAmerican estimates that at present of is workforce approximately 12 600 gold workers (28% of the workforce) and 11 200 platinum workers (25%) are estimated to be HIV positive.The AIDS strategy of AngloAmerican emphasises HIV prevention, voluntary and anonymous, unlinked HIV prevalence surveys in the workforce and surrounding communities, encouraging voluntary counselling and testing linked to a care programme, provision of appropriate anti-retrovirals when clinically indicated and a formal system of HIV/AIDS reporting.

British Petroleum
Contact: Solly Molekwa
Tel: 021 408 2762
Fax: 021 408 2223
Email: Solomon.molekwa@za.bp.com 
Website: N/A
Description: The company's internal HIV/AIDS education programmes are designed to ensure a full understanding of the disease and its implications and to facilitate the individual's ability to make appropriate choices. Guidelines and training are provided to all managers for managing staff with HIV/AIDS. All employees are informed of the terms and benefits, including specific limits and exclusions, available through retirement funds, medical schemes and or group life insurance. The intention is to reach 80% of all staff with workplace programmes in 2001 and achieve a 75% condom use and a reduction by 30% of the incidence of sexually transmitted disease within two years. Free condoms are already supplied in all workplaces and access to voluntary counselling and testing for HIV should be in place and available to at least a quarter of all employees by the end of 2001. Antiretroviral treatment is provided to workers and their registered dependents.

Coca Cola Pty (Ltd) 
Contact: Vukani Magubane Taylor
Director of Communications
Tel: 011 644 0856
Cell: 082 496 8384
Email: vumagubanetaylor@afr.ko.com

De Beers
Contact: Brian Roodt
Tel: 082 412 6133
Fax: 011 374 7048
Email: brian.roodt@debeersgroup.com 
Website: www.debeersgroup.com 

Contact: Tracey Peterson
Tel: 083 408 7173

Fax: 011 374 7048
Email: tracey.peterson@debeersgroup.com 
Website: www.debeersgroup.com 
Description: Announced its pilot access to drugs programme on 12 August 2002. The project is run for a two-year period starting in January 2003 following which De Beers is expected to review its position. The key components of De Beers programme include an employee assistance programme, HIV education and awareness programmes, including peer education, voluntary counselling and testing, promoting healthy living, fitness and nutrition, disease surveillance and management.

Daimler Chrysler
Contact: Annelise van der Laan
Tel: 012 677 1903
Fax: 012 677 1714
Email: annelise.vdlaan@daimlerchrysler.com
Website: www.daimlerchrysler.co.za
Description: DaimlerChrysler AG was awarded the 2002 Workplace Award for its South African HIV/AIDS program of prevention, care and treatment and its thorough monitoring and evaluation. DaimlerChrysler has 4,500 employees in three locations in South Africa. DaimlerChrysler/South Africa (DCSA) was developed with assistance from the German Technical Co-operation (GTZ GmbH) and implemented a comprehensive corporate HIV/AIDS workplace program throughout its plants and subsidiaries. Daimler Chrysler South Africa’s HIV/AIDS programme covers information, education and communication, condom availability and distribution, voluntary counselling and testing, an integrated disease management protocol that includes treatment of opportunistic infections, STDs, prevention of mother-to-child transmission and antiretroviral therapy.

Contact: Brand Celliers
Executive Communications Manager 
Tel: 013 693 2337
Fax: 013 693 3644
Email: brand.celliers@eskom.co.za 
Website: www.eskom.co.za 

Description: Declared HIV/AIDS a strategic priority as far back as 1998 following an impact assessment undertaken in 1995, which indicated that without any intervention an HIV prevalence rate of 26% could be reached. A prevalence survey undertaken recently found an 11% prevalence rate substantially lower than that projected and evidence of the success of the Eskom intervention. Eskoms strategy makes use of peer educators, and people living with HIV/AIDS in its prevention and awareness campaigns, condom distribution, treating STDs, facilitating voluntary counselling and testing, care and support including providing antiretroviral therapy. Eskoms strategy on HIV/AIDS in the workplace has been documented as a best practice.

Illovo Sugar
Contact: Dr Canter
Tel: 031 508 4300
Fax: 031 508 4528
Email: dcanter@illovo.co.za 
Website: www.illovo.co.za 
Description: Operating an HIV/AIDS workplace programme since 1999, which includes prevention, care and support. This entails the treatment of opportunistic infections, social marketing of condoms, peer counselling, promotion of voluntary counselling and testing, and the introduction of a ‘care pathway’ treatment of opportunistic infections, monitoring disease progression, tuberculosis, screening, and counselling. Since 1999 there has been a 400 increase in condoms distributed and 88% reduction in number of sexually transmitted infections treated.

Old Mutual
Website: http://www.oldmutual.co.za/
Old Mutual is a financial services group and has developed a comprehensive response aimed at its 13,000 staff members and the communities that they live and work in. Old Mutual’s HIV/AIDS strategy forms an integral part of the company’s business strategy Old Mutual is involved in a wide variety of programs and projects both in the workplace and beyond. Its HIV/AIDS strategy includes: activities and sponsorship cover workplace (employees), core business (customers), community, and commerce/industry. Old Mutual offers a financial advice service for PWH/A, including a life cover product; their healthcare unit offers a special disease management programme to support PLWH/A which currently has 250 registered members, but could eventually be accessed by up to 130,000 customers and beneficiaries.

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References and Additional Information

»  Baker, S. GRI’s HIV/AIDS Reporting Project: A Resource Document. Presentation to ASSA Sessional Meeting. March 2003.

»  Cullinan, K. Counting the tea leaves: Business gets real about the cost of AIDS. Health-e. April 2003.

»  De Beer, L. Financial Reporting for HIV/AIDS. Presentation to ASSA Sessional Meeting. South African Institute of Chartered Accountants. March 2003.

»  De Beer, L. Financial Reporting for HIV/AIDS. Presentation to ASSA Sessional Meeting. South African Institute of Chartered Accountants. March 2003.

»  Deloitte and Touche Human Capital Corporation, Rapid Assessment of the Private Sector Response to HIV/AIDS in South Africa, South Africa Business Coalition on HIV/AIDS, 2002

»  Evaluation of Workplace Responses to HIV/AIDS in South Africa, A Rapid Situational Analysis, Deloitte & Touche Human Capital Corporation, May 2002.

»  King, M.E (S.C.), HIV/AIDS Disclosure in the context of corporate governance. Presentation to ASSA Sessional Meeting. March 2003.

»  International Labour Organisation. An ILO code of Practice on HIV/AIDS and the world of work. 2001.

»  Lundin, J. (December 6 2002): "Special Report: Corporate AIDS Awareness", Financial Mail, pp 73-88.

»  Murphy, M. & Baker, S. Reporting Guidance on HIV/AIDS: A GRI Resource Document. Global Reporting Initiative. February 2003.

»  Anon. (5 October 2002): "AIDS and South African business - Strategic Caring", Economist.

»  Rosen, S; Simon, J. Shifting The Burden: The Private Sector's Response to the AIDS Epidemic In Africa, Department of International Health at Boston, School of Public Health (2003),

»  Sanlam (Oct 2002):"Many Firms Response to AIDS disappointing".

»  Simon, J; Rosen, S; Whiteside, A; Vincent, J.R; Thea, D.M. The Response of African Businesses

»  South African Business Response to the HIV and AIDS Epidemic, South African Business Coalition on HIV and AIDS, February 2002.

»  Lundin, J. (December 6 2002): "Special Report: Corporate AIDS Awareness", Financial Mail, pp 73-88 Sunday Times, 19 May 2002 analysing Sabcoha study, www.sundaytimes.co.za.

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