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UNESCO HIV and Health Education Clearinghouse

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  1. Voices of HIV and AIDS-affected educators: How they are psychosocially affected and how REds enabled their resilience

    The aim of this article is to hear the voices of HIV- and AIDS-affected educators regarding their experiences of the psychosocial effect that the HIV and AIDS pandemic has on them as well as to voice their experiences of how Resilient Educators (REds), a support programme to enable educators affected by HIV and AIDS towards resilience, enabled them. A qualitative study was undertaken with 100 affected educators from different provinces in South Africa. Open-ended questionnaires were used to collect data prior to and after exposure to REds. …

  2. Code of good practice on key aspects of HIV/AIDS and employment. Department of Labour, Employment Equity Act, Act No. 55 of 1998

    The Code’s primary objective is to set out guidelines for employers and trade unions to implement so as to ensure individuals with HIV infection are not unfairly discriminated against in the workplace. This includes provisions regarding: creating a non-discriminatory work environment; dealing with HIV testing, confidentiality and disclosure; providing equitable employee benefits; dealing with dismissals; and managing grievance procedures.

  3. UWC HIV/AIDS policy

    The University of the Western Cape (UWC) acknowledges the seriousness of the HIV/AIDS epidemic and recognises that the disease will have a significant impact on the University. The University shares the understanding of AIDS as a chronic, life-threatening disease with social, economic and human rights implications. …

  4. Tackling HIV/AIDS Stigma: Guidelines for the workplace

    These guidelines were developed to provide people living with HIV/AIDS (PLHA), HIV/AIDS co-ordinators and managers within a workplace setting with practical and user-friendly recommendations on how to create a HIV/AIDS-friendly environment in an appropriate and effective manner. Although the research was conducted in a government workplace, it is believed that many of the recommendations are relevant in other workplace settings. Additional sets of guidelines are available for the faith and PLHA sectors. …

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