Persons Living with HIV Infection should have Equal Opportunity for Employment
I’m graduating from university and will be looking for a job, so one thing that constantly worries me is the declaration of medical status in job applications. I know that concealing my HIV+ status is wrong and may come back to haunt me if I need employee health insurance one day, but I really dare not disclose it without reassurance that I won’t be discriminated against during recruitment. – Alex C, Student, PLHIV, 25 Years Old
Workplaces, from small and medium enterprises to large conglomerates, can play a crucial part in stopping discrimination against PLWHA in Singapore. HIV may seem like an uncommon and distant condition that has nothing to do with work, but in actual fact, HIV is a very important workplace issue. Increasing the awareness of HIV, and the acceptance of PLHIVs must be considered as part of a company’s wider framework of diversity and inclusion.
Having a job is at the top of everyone’s mind, whether or not the person is living with HIV. The challenge of being gainfully employed without the fear of being sacked because of one’s HIV infection must be addressed if we want to effectively control HIV in Singapore. HIV infection is a chronic treatable condition, and it should not be used as a reason to discriminate.
A person living with HIV and on optimal anti-HIV treatment can live as long as persons without HIV infection. They can work as well as persons without HIV infection. We urge companies to adopt the SNEF guidelines on HIV in the Workplace. Employers will also be sending a clear message that their company practices meritocracy and values an employee’s skills and work ethic above all else.
“I got diagnosed with HIV infection before enlistment and was exempted from NS. I worry when my future employers and colleagues question me about my NS exemption. I’m scared I get assessed by how well I’m coping with my health rather than my competency with work.” – Brandon Tan, Freelance Designer, PLHIV, 22 Years old
Companies such as Johnson and Johnson have demonstrated that comprehensive policies are effective at addressing stigma and discrimination in this area and it is committed to ensuring all staff can enjoy a workplace that is free from discrimination, harassment and retaliation. The grounds which discrimination is prohibited includes race, gender, sexual orientation and HIV status, amongst others. Education also plays an important role for the Company, including hosting a World Aids Day event on 27 November 2017 to raise awareness and funds.
Businesses also have access to valuable resources and networks that can potentially help to influence and scale up the impact of HIV education programmes, and ultimately tackle head-on the stigma and discrimination. These steps will be vitally important in reducing the spread of HIV, by reducing the fear and shame surrounding the condition, and encouraging people to learn more, protect themselves, test early, and seek treatment early.
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Media Contact person –
Avin Tan
Action for AIDS Singapore
Advocacy & Partnerships Manager
Email: avin.tan@afa.org.sg
Mobile: +65 9180 4782