This qualitative exploratory study explored adolescents’ perceptions of the HIV youth friendly centre at a hospital in Lesotho in order to improve adolescent-friendly health care services in Lesotho. Data was obtained through interviewing nine purposively selected adolescents aged 18–19 years who accessed health care services at the centre, and was analysed using an adapted version of Colaizzi’s seven-step thematic analysis. Six themes emerged from this study: attributes experienced during adolescents’ visits to health care facilities, adolescents’ perceptions of the health care facility, waiting times, facts related to HIV pre-test counselling, description of services available for adolescents’ health, and challenges faced by adolescents in relation to their HIV positive status. The adolescents explained the factors that encouraged them to be tested, and to commit to HIV management and treatment. The findings showed that it is important to reserve a dedicated space for adolescents, to provide comprehensive health services at one site, to ensure adolescents’ privacy and confidentiality, to indicate patient flow clearly, to indicate the service offering clearly, to offer flexible operating hours and days, to involve youth in the service provision, to keep queues short, and to establish peer support groups. / Health Studies / M.A. (Public Health)

Thesis (MPhil)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: An alarming rate of HIV/AIDS in the country has compelled the Government of Lesotho to make changes in the labour act; to accommodate HIV/AIDS in the workplace. In order to assist businesses in complying with the labour Act requirements, the Government put in place guidelines, aimed at assisting businesses in the development and implementation of workplace HIV/AIDS policies and programmes. However, it has been observed SMEs have not been utilising these guidelines. The purpose of the study therefore is to establish the level of knowledge SMEs have about the Government guidelines; to determine whether they have existing workplace HIV/AIDS policies; and establish the challenges SMEs face in using the guidelines to implement workplace HIV/AIDS policies and programmes; with the purpose of providing guidelines for support in the implementation of workplace HIV/AIDS policies. The results show 46.7% and 46% of employers and employees respectively is not aware of the guidelines. There were only five managers who indicated they have policy in place. Only 21 employees were aware of the existence of HIV/AIDS workplace policies at their work. There were various challenges that were stipulated by the SMEs. Some businesses pointed out they did have the expertise and financial strength to develop and implement HIV/AIDS workplace policies. Further it was stated the guidelines were not clear, therefore could not be put in practice. It is therefore essential to ensure training is provided to SMEs and their employees; to ensure they do understand what is required of them. It is also imperative to make sure those who are in financial need are also assisted. The other important aspect that needs to be addressed during training is why HIV/AIDS should be treated as a workplace issue. This will enlighten SMEs on the importance of developing and implementing workplace policies and programmes. Thus they will understand the benefits of effective management of HIV/AIDS in the workplace; which can be brought about by effective HIV/AIDS policies and programmes. / AFRIKAANSE OPSOMMING: ‘n Kommerwekkende koers van MIV/VIGS in die land het die Lesotho regering gedwing om veranderinge in die Arbeids wet aan te bring, om sodoende MIV/VIGS in die werkplek te akkomodeer. Om besighede te help om die Arbeids wet se riglyne na te kom, het die regering sekere riglyne in plek gestel wat daarop gemik is om MIV/VIGS programme te ontwikkel en implementeer in die werkplek. Dit is egter opgemerk dat KMG ondernemings nie die riglyne toe pas nie. Die doel van die studie is dus om vas te stel wat die vlak van kennis die KMG’s het in verband met die regering se riglyne; of hulle enige bestaande MIV/VIGS beleide in plek het en om die eise wat die implementering van die riglyne om ‘n MIV/VIGS beleid in die werkplek stel. Die doel is dus om die riglyne te voorsien wat die implementering van werkplek MIV/VIGS beleid ondersteun. Die resultate toon dat 46.7% en 46% van werkgewers en werknemers onderskeidelik, nie bewus is van die riglyne nie. Daar was slegs 5 bestuurders wat aangedui het dat daar wel ‘n beleid in plek is. Net 21 werknemers was bewus van die MIV/VIGS beleid by hul werk. Verskeie uitdagings is deur die KMG’s uitgewys. Sommige besighede het aangedui dat hulle wel die kennis en finansies om die MIV/VIGS beleid te ontwikkel en te implementer. Verder is ook aangedui dat die riglyne nie duidelik is nie en daarom nie geimplementeer kon word nie. Dit is daarom noodsaaklik om te verseker dat opleiding verskaf word aan die KMG’s en hul werknemers, om te verseker dat hulle verstaan wat van hulle verwag word. Ook is dit noodsaaklik dat persone wat finansiele hulp benodig ondersteun moet word. ‘n Ander belangrike aspek wat aangespreek moet word tydens opleiding is hoe MIV/VIGS behandel moet word in die werkplek. Dit sal vir KMG’s verlig hoe belangrik die ontwikkeling en implementeering van werkplak beleid en programme is. Sodoende sal hulle die voordele van effektiewe bestuur van MIV/VIGS in die werkplek, wat deur effektiewe MIV/VIGS beleid en programme te weeg gebring kan word, beter verstaan.