Sprague Laurel, Simon Sara, Sprague Courtenay
a Wayne State University , Department of Political Science , 2040 Faculty/Administration Building , Detroit , Michigan , 48202 , United States.
Afr J AIDS Res. 2011;10 Suppl 1:311-24. doi: 10.2989/16085906.2011.637730.
The article presents findings from three surveys of people living with HIV (PLHIV) and civil society organisations about the experience of employment discrimination and stigma in the workplace. The work seeks to contribute to efforts by businesses and other organisations to effectively respond to the HIV epidemic within the world of work, and to deepen our understanding of the ways in which HIV stigma and employment discrimination persist in the workplace. The findings of global and regional surveys indicate the existence of high levels of employment discrimination based on HIV status worldwide, including forced disclosure of HIV status, exclusion in the workplace, refusals to hire or promote, and terminations of people known to be living with HIV. The survey findings show that employment discrimination based on HIV status is experienced in all African subregions. Country-level surveys conducted in Kenya and Zambia indicated that PLHIV face marked barriers to employment, including discrimination in hiring, loss of promotions, and termination because of HIV status. Additionally, large variances were found in the degree of support versus discrimination that employees living with HIV in those two countries received following their disclosure. The discussion emphasises the importance of the workplace as a site for intervention and behaviour change. To address this, we introduce a conceptual framework - the employment continuum - that maps multiple points of entry within the workplace to address HIV-related stigma and discrimination. Additional recommendations include: actions to ensure equal opportunity in hiring for PLHIV; ensuring that HIV testing is voluntary, never mandatory, and that disclosure is not necessary for employment; ensuring confidentiality of HIV status; communicating and enforcing HIV-related antidiscrimination policies; establishing support groups in the workplace; providing safe and confidential processes for resolving complaints of employment discrimination; and taking affirmative responsibility to verify that any job terminations are not the result of mistreatment or bias.
本文介绍了对艾滋病毒感染者（PLHIV）和民间社会组织进行的三项调查结果，内容涉及工作场所的就业歧视和污名化经历。这项工作旨在推动企业和其他组织有效应对工作场所的艾滋病毒疫情，并加深我们对艾滋病毒污名化和就业歧视在工作场所持续存在方式的理解。全球和区域调查结果表明，全球范围内存在基于艾滋病毒感染状况的高度就业歧视，包括强制披露艾滋病毒感染状况、工作场所排斥、拒绝雇用或晋升以及解雇已知感染艾滋病毒的人。调查结果显示，非洲所有次区域都存在基于艾滋病毒感染状况的就业歧视。在肯尼亚和赞比亚进行的国家级调查表明，艾滋病毒感染者在就业方面面临明显障碍，包括招聘歧视、晋升机会丧失以及因艾滋病毒感染状况而被解雇。此外，在这两个国家，艾滋病毒感染者披露感染状况后，所获得的支持与歧视程度存在很大差异。讨论强调了工作场所作为干预和行为改变场所的重要性。为此，我们引入了一个概念框架——就业连续体，该框架描绘了工作场所内多个切入点，以解决与艾滋病毒相关的污名化和歧视问题。其他建议包括：采取行动确保艾滋病毒感染者在招聘中有平等机会；确保艾滋病毒检测是自愿的，绝不是强制性的，且就业无需披露感染状况；确保艾滋病毒感染状况的保密性；宣传和执行与艾滋病毒相关的反歧视政策；在工作场所设立支持小组；提供安全和保密的程序来解决就业歧视投诉；积极负责核实任何解雇行为不是虐待或偏见的结果。
