HIV/AIDS Awareness Month:
A Guide for Employers
A workplace that prioritizes employee health and well-being fosters a positive and productive environment. Each December, HIV/AIDS Awareness Month serves as a reminder that this disease remains a significant global health crisis, despite advancements in prevention and treatment.
The History of HIV/AIDS Awareness Month
World AIDS Day was launched on December 1, 1988 by Global Program on AIDS public information officers James Bunn and Thomas Netter, who aimed to promote understanding and solidarity among people living with HIV, as well as to encourage governments to take action. Later supported by the World Health Organization, the United Nations, and several other institutions around the globe, HIV/AIDS Awareness Month emerged as a way to extend the reach and impact of World AIDS Day.
Over the years, World AIDS Day and HIV/AIDS Awareness Month have become global events, with activities taking place in countries around the world. These events have helped to raise awareness about HIV/AIDS, reduce stigma, and promote prevention and treatment efforts.
The Business Case for Recognizing HIV/AIDS Awareness Month
Beyond the moral and ethical imperative, there are compelling business reasons for organizations to support HIV/AIDS Awareness Month.
In 2022, individuals aged 25 to 64 represented over 78% of people newly diagnosed with HIV, and research from the Journal of Occupational and Environmental Medicine revealed that one in six large U.S. worksites (>50 employees) and one in 15 small U.S. worksites (<50 employees) have had an employee or employees with HIV or AIDS.
With this in mind, it is important to evaluate the level of support your workplace provides to individuals living with an HIV or AIDS infection. This illness is considered to be a disability under the Americans with Disabilities Act, and the Family and Medical Leave Act protects employees with HIV/AIDS as well, deeming it a “serious health condition.” These provisions require employers to provide reasonable accommodations and leave for affected employees — and December is the perfect time to ensure that your company’s practices are inclusive of people living with HIV/AIDS. This includes policies related to benefits, accommodations, and non-discrimination.
Of course, the benefits of a compassionate workplace extend beyond those directly impacted by HIV/AIDS. A generally supportive and inclusive workplace culture is more attractive to top talent, leading to enhanced talent attraction and retention. Additionally, supporting HIV/AIDS awareness demonstrates your company’s commitment to social responsibility, strengthens relationships with the community, and enhances your organization’s reputation.
Recommendations for Recognizing HIV/AIDS Awareness Month at Work
Recognizing HIV/AIDS Awareness Month is an opportunity to raise awareness, reduce stigma, and provide support to employees living with HIV. Here are a few ways your company can empower its employees and make a positive impact on the community this December:
- Educate Your Employees
Implementing HIV/AIDS awareness training for all employees is a crucial step in reducing stigma and fostering understanding. This could involve inviting experts in HIV/AIDS, such as a representative from your local Department of Health or an organization like AIDS United, to conduct a seminar on respectful language and behaviors, promoting understanding, and creating a confidential space for employees to discuss HIV-related issues.
Supporting the formation of employee resource groups (ERGs) focused on HIV/AIDS awareness and support can also provide a sense of community and advocacy for employees living with HIV. - Partner with Global and Community Organizations
Consider kicking off the month by participating in the World AIDS Day Rock the Ribbon Campaign as a company, distributing red ribbons to employees, and taking to social media to show your solidarity with those living with HIV. Deepen your learning by sharing stories of those involved in the movement to fight AIDS with members of your team through the ACT UP Oral History Project, leveraging Culture Refinery’s book club framework to discuss your key takeaways.
You can make a difference in your local community, as well! Collaborating with area HIV/AIDS organizations through financial contributions, volunteerism, or in-kind donations can help support their programs and initiatives. Working in partnership with a healthcare provider to offer confidential on-site HIV testing to employees one day this December can also help reduce barriers to testing and encourage early diagnosis within your workforce. - Offer Comprehensive Healthcare Benefits
Ensuring that your health insurance plan covers the cost of HIV prevention and treatment, including pre-exposure prophylaxis (PReP) and antiretroviral therapy (ART), is essential. Providing access to mental health services can also be crucial as dealing with a chronic illness can have a significant impact on mental health. Additionally, offering substance abuse treatment programs as needed can be beneficial, as substance abuse can increase the risk of HIV transmission and complicate treatment. Review your healthcare plan to ensure adequate coverage is available to your employees as we move into the new year.
A workplace that values employee health and well-being is a cornerstone of organizational success, cultivating a culture of trust, respect, and collaboration that ultimately benefits both individual employees and the organization as a whole. By taking steps to reduce the stigma around HIV/AIDS and increase access to prevention and treatment within their workforce, leaders can contribute to the global fight against the disease — and potentially make a significant difference in the lives of their employees, too.
