Towards comprehensive and sustainable workplace hiv & aids p

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Towards comprehensive and sustainable workplace hiv & aids p

  1. 1. NATIONALORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Towards comprehensive and sustainable workplace HIV & AIDS programming NOPE Experience in Workplace Programs
  2. 2. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change NOPE Background • A local NGO established in 2001 by Peer Educators within IMPACT project regions of Rift Valley, Coast and Rift Valley. Our Mandate lies within expansion of the Behaviour Change Communication strategies. This includes moving Peer Education from isolated projects to expanded comprehensive HIV and AIDS programs at the workplaces and community levels. Currently working with over 40 workplaces; private and public sectors in Kenya, South Sudan and Tanzania.
  3. 3. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change SUMMARY OF BEST PRACTICES
  4. 4. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change As an organization we believe in comprehensive programming based on proven steps towards HIV and AIDS programming in the Workplaces ( Tea Farms, Flower Farms). The ‘must- follow’ steps that have borne fruits include: a. Entry assessment before program formulation b. Advocacy for Management buy-in of the program and steering by the Human Resource Department c. Management Sensitization of top and middle line managers d. Identification, recruitment, orientation prior to and training of Peer Educators e. Feedback to the workplaces with program implementation 1. Creating effective socio-ecological environment for programming
  5. 5. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Involvement of top and middle line managers Oserian ED leading at the 2005 WAD Sher Peer Educators, HRM With The Executive Director during the launch of Sher HIV and AIDS Policy in 2005
  6. 6. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 2. Addition: Expertise in workplace policy formulation • NOPE has added a feather to the project by availing tact and the required level of expertise in Policy formulation for workplaces to eliminate going into program without policy and vice versa. The workplaces that have benefited so far are many but the ones in the region include: Workplace Type of Assistance 1 KWS Policy design and Formulation Undergoing ratification for approval 2 Oserian Policy, Formulation, Design and Dissemination 3 Sher Agencies Policy Formulation, Design and dissemination
  7. 7. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 3. Limiting costs to the workplaces and the project in program implementation • This forms a main aim of NOPE while assisting the workplaces. The strategies put in place to facilitate this include  Ensuring minimal cost to production time by peer educators during Peer Education activities. They are trained in identifying the most appropriate timings for activities  Facilitating cost-sharing between the project and workplaces. Example include the Peer Education training at Oserian and Unilever Tea Kenya  Facilitating linkages between workplaces, GOK and the project. E.G, referral for training of W/Place service providers in PMTCT and Counseling supervision by GOK  Sourcing for alternative funding by the companies ie from NACC
  8. 8. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 4. Enhancing ownership and strategic management of the program by the workplaces • NOPE has been doing this by – Enhancing ownership and leadership of the programs by the workplaces (Committes, Focal Persons) – Giving constant feedback to the workplaces on the TA areas of program assistance they get from NOPE – Taking action on the information needs and facilitating similar action by the workplaces (E.g. Thematic approach to coordinators quarterly meetings and specific workplace programs)
  9. 9. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Case study: The realized low participation of women in access to and utilization of services in one of the flower farms There was a realization that more men were accessing HIV testing and care services at one workplace from the Peer Education referral facilities and the coordinators reports. During the monthly zone-leaders meeting with the coordinator and the TA provider, a theme was coined: Women; our mothers, our sisters and our daughters. Lets care for them! This deliberate theme led to realization that led to: i. Special focus on women and access to services by peer educators and identification of barriers ii. Improvement of attitude by service providers iii. Eventual increase in VCT and PMTCT uptake by women iv. More women being trained in Community and Bereavement counseling to handle their specific issues
  10. 10. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 5. Enhancing the capacity of Peer Educators to move beyond HIV and AIDS education only • The current curriculum we are using goes beyond the medical perspectives of HIV and AIDS hence encompassing: – Values based approach e.g. Relationship Vs Prevention – Sexuality Vs Abstinence and faithfulness – Gender dimensions in HIV and AIDS – 52 week guideline for workplace Peer Education (implying active Peer Education for over 2-3 years): Tools for implementation – Alternative problem posing techniques (training in using video, fish bowl, bridges of hope, power walk etc relevant to Workplaces
  11. 11. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 6. Documentation of workplace initiatives • NOPE has managed to workplaces in documenting workplace programs efforts and achievements. This culminated in – Development of a Management Advocacy Package for workplaces to enhance program adoption and adaptation – Development of 54 week guide for workplace Peer Educators – Continuous monitoring and documentation of specific workplace efforts, internet/intranet
  12. 12. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 7. Peer education as part of the larger programming puzzle • Earlier realization: Most workplaces and TA providers have based the outcome of program on the outcome of Peer Education initiatives. • Current position: Peer Education forms part of the puzzle towards improving qualities of lives at the workplaces. NOPE deliberately assists workplaces to have peer education function within larger policy environments, health care services, psychosocial support and other areas of interventions-Company policies, FKE, ILO and the National strategic plans
  13. 13. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 8. Peer education as part of the programming puzzle 2…. This can be seen in: Workplace Other interventions Linkages Oserian Policy, PMTCT, STI mgt, OI & TB mgt, ART, Community Counseling, HBC, HIV testing, FBO interventions, YIS interventions GOK,FHI, SWAK, YMCA, KGGA, NACOHAG Sher Policy, PMTCT, STI mgt, OI & TB mgt, ART, Community Counseling, HIV counseling and testing, FBO interventions, YIS interventions GOK,FHI, SWAK, YMCA, KGGA, UTKL Policy, PMTCT, STI mgt, OI & TB mgt, ART, Community Counseling, HBC, HIV testing, FBO interventions, YIS interventions GOK,FHI, Walter Reed, KTGA
  14. 14. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 9. Creating Linkages and Net Working • Workplace Coordinators are regular participants in workplace forums; Nairobi, Central and Rift Valley. • Conferences • Linkages to external sources of services, where applicable
  15. 15. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change 10. Identification of unique program needs • VCT needs- • Consumption of the existing services • Confidentiality • Service provider needs • Youth needs • Management support • M&E • Documentation needs • Rejuvenation
  16. 16. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Lessons learnt 1. TA provision has to be strategic. There needs to be (a sort of) MOU between workplaces and the TA providers for sustainability of such programs and eventual exit plan 2. Proper orientation of peer educators prior to a training is essential for result-oriented approaches and sustained intrinsic motivation among peer educators 3. Entry to workplaces has to be strategic and systematic as some players do not have capacity to implement comprehensive programs yet preferred by the workplaces
  17. 17. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Lessons learnt contd….. 4. Enhancing ownership of programs by workplaces is the only way to sustainable programs. They have to see themselves as the implementers and Project as TA providers and part of strategic linkages 5. Magnet Theatre and Peer Education can compliment one another especially at the agricultural estates: The estates have static populations and peer educators have high information base. The theatre training also acts a motivation to peer educators and adds variety to facilitation techniques peer educators have. E.g. at Sher 6. There are workplaces in Nakuru that have been doing something in their own ways and what they need is strategic support mechanisms 7. With reduction of Peer Education activities, other program components are also likely to suffer. A realization from Naivasha w/place program initiatives
  18. 18. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Lessons learnt… 3 8. It is easier to work in workplaces that have clear structures to integrate HIV and AIDS programming. Factor Workplace A e.g. Oserianl Celtel Other workplaces Clear management structures and functions It is easy to fit HIV and AIDS programming as part of HR function HR head might be having other functions hence HIV unlikely to be given the priority it deserves Existing budget allocation With existing Budget allocation e.g. training budget, it is easy to carry out activities Policy dissemination and application It is vital t disseminate HIV and AIDS policies. The policy application is based on each individual's supervisor or manager’s interpretation
  19. 19. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Providing controlled housing to staff The Staff are easily reached and monitoring the reach and outcome is easier Without housing or controls, the reach is not strategic hence we might assume that the workers are reached as bandwagon/blanket in the community Program ownership hence sustainability Easier as the management structure makes it easier for buy- in and feedback mechanisms towards sustainability Not easy. Staff likely to compare themselves with other community based interventions and place more demand on the project TA providers Conclusion: There is no magic bullet towards targeting and managing each workplace program. Blanket or bandwagon approaches hence cannot apply equally in all workplaces
  20. 20. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change To be continued…..
  21. 21. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Challenges and constraints 1. Receiving feed back, still a challenge 2. Harmonization of feedback in the workplaces 3. Who owns the information in Peer Education initiatives? Is the Peer Educator a postbox or the recipient of the mail of behaviour change? 4. Time
  22. 22. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Future…..? 1. The workplace policies will have a statement on the roles and responsibilities of employees unlike the current ILO and FKE guidelines that have little emphasis on the role of employees in prevention, service utilization, care to stakeholders and fellow employees, treatment care and support activities other than stigma and discrimination 2. We will emphasize on strategic orientation of Peer Educators on one-one and as a group to limit fast rate of drop-outs that we have witnessed at places where these steps were not followed. This implies slowing the pace between identification, recruitment and eventual training of Peer Educators
  23. 23. NATIONAL ORGANIZATION OF PEER EDUCATORS Innovative Options for Behavior Change Future…..2? 3. Workplace policies covering the informal sector workplaces…”everywhere is a workplace…including NGOs and our own houses…. 4. MOUs with workplaces to avoid situations where they see the project as the end consumer of results…”this your project syndrome” 5. Enhance Technical assistance in BCC and programming in the workplaces

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