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The impact of an HIV/AIDS workplace wellness programme in a large packaging factoryJanse van Rensburg, Michelle Nedine Schorn 16 July 2008 (has links)
ABSTRACT
Introduction: As the impact of HIV/AIDS on the business sector has become more visible,
businesses have increasingly seen the advantages of creating HIV/AIDS management
programmes for their workplaces – and some even beyond the workplace, to their surrounding
communities. The aim of the study was to determine the effect and benefit of a large company’s
HIV/AIDS workplace wellness programme. Study objectives were to a) describe the effect of the
wellness programme as measured by differences in CD4 counts and percentages, weight, episodes
of diarrhoea and sick leave; and b) to explore the perceptions and views of the occupational
health nursing practitioners (OHNPs) regarding what they observe the benefit of the wellness
programme to be on the general sense of health and well-being of the HIV-positive employees.
Materials and methods: The study was performed at 10 of the Gauteng factories of a large
multi-national packaging company. Quantitative data was collected by means of a confidential
retrospective review of 36 HIV-positive employees’ occupational health records. Mostly
descriptive and some inferential data analysis was performed. Qualitative measurement was done
through semi-structured interviews with nine OHNPs to gain information about their perceptions
and opinions regarding the benefit of the wellness programme. Thematic analysis of qualitative
data was carried out.
Results: The benefit of the HIV workplace wellness programme was not seen when considering
CD4 counts and CD4 percentages. Episodes of diarrhoea over time and absenteeism data also did not show any benefit. However, changes in weight were observed (participants gained an average
of 1.5kg over the study period) although this was not statistically significant. The qualitative data
showed that employees benefit from the wellness programme, particularly in terms of their
physical and mental well-being. Emerging themes related to fear of loosing one’s job and denial
of the reality of HIV/AIDS; stigma and discrimination in the workplace and in the community at
large; trust versus mistrust of the Company’s HIV management system; acceptance of the
condition; the acceptability of nutritional supplements; and the general benefit of the wellness
programme. Other related themes that emerged included issues regarding VCT, peer education,
the provision of anti-retroviral therapy (ART), the role of trade unions, barriers in the public
health care system and OHNPs’ frustrations with the wellness programme.
Discussion: The most beneficial aspect of the wellness programme appeared to be the trust
relationship that employees on the wellness programme have with the OHNPs. Because of this,
employees experience a sense of support and are more likely to accept their HIV-positive
condition. This contributes to a sense of mental well-being. Early intervention and better management of the condition also occur and there is better compliance to treatment and disease
management protocols. There was also a general sentiment that there were benefits in the use of
nutritional supplements. Employees reported feeling healthier (e.g. having more energy when
using nutritional supplements) and this contributed to a sense of physical well-being. A big
challenge is to overcome mistrust amongst the general employee population who have not joined
the wellness programme and to deal with the ever-present issues relating to the fear of loosing
their job if found to be HIV-positive as well as denial of the condition. This fear and denial
perpetuates the reality of discrimination and stigmatisation, which inevitably negatively affects
the social well-being of HIV-positive employees.
Limitations of the study included a small sample size; inconsistent data collection methods by the
OHNPs in the various clinics; the complicated nature of nutritional supplementation, which
makes it difficult to study superficially; and that HIV-positive employees could not be
interviewed directly as they were not willing to be interviewed.
Recommendations: Further research should be performed in the area of workplace wellness
programmes. More efficient data collection systems should be put in place to measure the impact
of HIV/AIDS and the effectiveness of workplace interventions. HIV-positive employees who
have disclosed their status could be used as positive role models in HIV/AIDS programmes.
Confidentiality protocols should continue to be strictly adhered to as this promotes the trust
relationship. An HIV/AIDS nutritional expert should be involved in advising about the use of
optimal supplements in the wellness programmes as OHNPs have differing opinions. Other health professionals could be involved in HIV wellness programmes, e.g. occupational therapists, social
workers, etc. Companies should investigate how they can get involved in HIV/AIDS-related
activities and partnerships in the communities where their employees live as many employees
struggle with issues of poverty over-and-above being HIV-positive.
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Unrealised obligations : implementing HIV and AIDS policy in a large international development organisationBhattacharya, Shivaji 16 May 2010 (has links)
This study presents a qualitative analysis of the dichotomy between official HIV and AIDS policy and its implementation in a Human Rights based, United Nations (UN) agency, located in South Africa. The study demonstrates that although HIV and AIDS policy is an intrinsic part of the commitment of this large organisation, the implementation of the policy, in the form of a Workplace Wellness Programme supported by budgetary resources, is weak and incomplete. The thesis integrates detailed vignettes in drawing attention to how personnel in the South Africa office perceive and experience the implementation of HIV and AIDS policy. Additionally, the voices of bureaucrats are also integrated in an effort to interrogate management attitudes and mindsets on matters of policy and treatment of staff. The study explores staff members’ sense of being stigmatised and discriminated, when living with the virus and their responses to it. In this, I bring a personal perspective to the study, by relating my own views of living with a potentially life-threatening disease to the views of the participants in the workplace in which the study is conducted. Classical Weberian and contemporary accounts of ‘bureaucracy’ and the organisational ‘rule book‘ are drawn upon. It is argued that whilst the value systems and politics of managers in the United Nations system lead them to be defined as progressive, some of the practices within their own institutions are contradictory, indifferent and manipulative leading to the perpetuation of discrimination and anxiety amongst HIV-positive staff. Thus, human agency and ingenuity supersedes organisational structure and the rigour of organisational policies and rules. The contradictions highlighted necessitate a careful scrutiny of organisational dynamics, within the wider international development scenario, and organisational introspection within individual UN offices vis-à-vis HIV and AIDS policy implementation. It is envisaged that the study will induce the commissioning of a larger study carried out by an independent body and funded by the United Nations, enabling the validation and enhancement of the argument presented in the case study and provide more recommendations for the way forward for the United Nations. / Thesis (DPhil)--University of Pretoria, 2010. / Sociology / unrestricted
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Evaluation of the management of HIV and AIDS workplace policy at Statistics South AfricaMabuza, Cynthia Mmamuthudi 11 1900 (has links)
The purpose of the study was to evaluate the management of the HIV and AIDS workplace policy at Statistics South Africa (Stats SA). This entailed an assessment of the levels of awareness amongst employees, and an assessment of employees’ knowledge of the policy and its implementation. Data were collected through a structured questionnaire administered to randomly selected employees. It was found that the respondents’ level of awareness of the HIV and AIDS workplace policy at Stats SA was satisfactory. Although some differences were observed, overall it seems that Stats SA was successful in promoting general awareness of its policy and its contents. However, as far as the respondents’ attitudes and opinions relating to the implementation of the policy at Stats SA are concerned, several issues still need to be addressed. / Sociology / M.A. (Social Behaviour Studies in HIV/AIDS)
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Evaluation of the management of HIV and AIDS workplace policy at Statistics South AfricaMabuza, Cynthia Mmamuthudi 11 1900 (has links)
The purpose of the study was to evaluate the management of the HIV and AIDS workplace policy at Statistics South Africa (Stats SA). This entailed an assessment of the levels of awareness amongst employees, and an assessment of employees’ knowledge of the policy and its implementation. Data were collected through a structured questionnaire administered to randomly selected employees. It was found that the respondents’ level of awareness of the HIV and AIDS workplace policy at Stats SA was satisfactory. Although some differences were observed, overall it seems that Stats SA was successful in promoting general awareness of its policy and its contents. However, as far as the respondents’ attitudes and opinions relating to the implementation of the policy at Stats SA are concerned, several issues still need to be addressed. / Sociology / M.A. (Social Behaviour Studies in HIV/AIDS)
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