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Presentation to BEAD on SMARTWork


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A presentation on the SMARTWork HIV/AIDS in the workplace program to the Business Exchange on AIDS & Development Group, May 2005

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Presentation to BEAD on SMARTWork

  1. 1. It Works – SMARTWork’s Lessons of Engagement with Business, Labor and Government in 6 Countries BEAD - May 25, 2005 De Beers, London Matthew Roberts, Ph.D. SMARTWork Project Director Academy for Educational Development 1825 Connecticut Avenue, NW Washington, DC 20009 USA Tel. 202/884-8646 Fax. 202/884-8474 Email.
  2. 2. AED’s Center on AIDS & Community Health Project Sites
  3. 3. AED Overview <ul><li>105,000,000 people served </li></ul><ul><li>1,400 staff 167 countries 44 years </li></ul><ul><li>AED: Connecting People > Creating Change </li></ul><ul><li>Mission: Founded in 1961, AED is an independent, nonprofit organization committed to solving critical social problems and building the capacity of individuals, communities, and institutions to become more self-sufficient. </li></ul><ul><li>AED works in all major areas of human development, with a focus on improving education, health, and economic opportunities for the least advantaged in the United States and developing countries throughout the world. </li></ul><ul><li>SMARTWork is just one of AED’s 4,300+ programs </li></ul>
  4. 4. What is SMARTWork? <ul><li>SMARTWork offers businesses, labor groups, NGOs, and governments assistance to establish effective workplace HIV/AIDS programs and policies </li></ul><ul><ul><ul><li>U.S. Dept. of Labor providing US$ 9m for 2001 – 2005(?) </li></ul></ul></ul><ul><ul><ul><li>In DR, Haiti, Nigeria, Ukraine, Vietnam and Zimbabwe </li></ul></ul></ul><ul><li>“ ..before we didn’t understand the magnitude of the problem and the need, SMARTWork brought this understanding and awareness and is helping us learn what to do with this awareness & about this problem…” </li></ul><ul><li>-- Nigeria Mid-term Evaluation Interviewee </li></ul>
  5. 5. Global Impact: Adults & Children Estimated to be Living with HIV as of end 2003 Total: 37.8 (34.6 – 42.3) million (Source: UNAIDS 2004 Report on the Global AIDS Epidemic) Western Europe 580 000 [460 000 – 730 000] North Africa & Middle East 480 000 [200 000 – 1.4 million] Sub-Saharan Africa 25.0 million [23.1 – 27.9 million] Eastern Europe & Central Asia 1.3 million [860 000 – 1.9 million] South & South-East Asia 6.5 million [4.1 – 9.6 million] Oceania 32 000 [21 000 – 46 000] North America 1.0 million [520 000 – 1.6 million] Caribbean 430 000 [270 000 – 760 000] Latin America 1.6 million [1.2 – 2.1 million] East Asia 900 000 [450 000 – 1.5 million]
  6. 6. Where, with whom, and what do we do? <ul><li>We’ve trained more than 6,000 people </li></ul><ul><li>At the national, cross-organizational, and enterprise levels </li></ul><ul><li>With managers, labor representatives, government officials, business and labor union leaders, PLWHAs, workers, and others. </li></ul><ul><li>We help create, clarify, improve, and coordinate Roles </li></ul><ul><ul><li>Business’ Role: </li></ul></ul><ul><ul><ul><li>Provide employees routinely with accurate Information </li></ul></ul></ul><ul><ul><ul><li>Establish in-company Programs that directly provide and/or encourage referral to HIV-related services </li></ul></ul></ul><ul><ul><ul><li>Implement Policies that protect HIV+ employees from the effects of stigma & discrimination </li></ul></ul></ul>
  7. 7. Roles Continued <ul><li>Labor’s Role: </li></ul><ul><ul><li>Advocate for business investment in prevention and care programs, while also taking responsibility for their own investments </li></ul></ul><ul><ul><li>Initiate Programs that build support and acceptance among workers </li></ul></ul><ul><ul><li>Negotiate Policies and Contracts that protect against discrimination </li></ul></ul><ul><li>Government’s Role: </li></ul><ul><ul><li>Create Laws and regulatory policies that prevent discrimination </li></ul></ul><ul><ul><li>Establish Infrastructure and regulatory environment that fosters access to services </li></ul></ul><ul><ul><li>Strengthen the Capacity of officials and others to promote, monitor and enforce sound employer/labor practices </li></ul></ul>
  8. 8. How does SMARTWork Work? Basic Components <ul><li>Conduct Organizational Needs Assessments </li></ul><ul><li>Lead Presentations that motivate businesses to respond </li></ul><ul><li>Provide Tools to assist program and policy development </li></ul><ul><ul><li>A Workplace Guide for Managers and Labor Leaders: HIV/AIDS Policies and Programs </li></ul></ul><ul><ul><li>IEC/BCC Materials </li></ul></ul>
  9. 9. (Some more) SMARTWork Components <ul><li>Conduct Management & Labor Leader Workshops on workplace program & policy development </li></ul><ul><li>Provide Training and direct TA to develop in-country and in-company experts, including: </li></ul><ul><ul><li>Planning Committees </li></ul></ul><ul><ul><li>Tripartite Advisory Boards </li></ul></ul><ul><ul><li>Human resource, medical, and other staff </li></ul></ul><ul><ul><li>Company and union trainers </li></ul></ul><ul><ul><li>Labor inspectors </li></ul></ul><ul><ul><li>Peer educators </li></ul></ul>
  10. 10. Successes: SMARTWork’s Performance by the Numbers (as of May 2005) <ul><li>Description Target to Achieve by 9/18/05 Achieved % </li></ul><ul><li>Enterprises establish planning committees 94 88 93% </li></ul><ul><li>Targeted employers adopt policies 94 75 80% </li></ul><ul><li>Employers adopt programs 94 83 89% </li></ul><ul><li>Management & Labor Leader Workshops 54 62 115% </li></ul><ul><li>Presentations 100 123 123% </li></ul><ul><li>IEC/BCC materials distributed 57,382 </li></ul><ul><li>Persons Trained 6,631 </li></ul><ul><li>Number of employees in targeted enterprises 1,144,935 </li></ul>
  11. 11. #1 Lessons of Success <ul><li>At the National Level: Business, Labor, and Government Initiatives Work </li></ul><ul><li>_______________________ </li></ul><ul><li>At the Enterprise Level: Business and Labor Initiatives Work </li></ul>
  12. 12. SMARTWork’ing Initiatives and Lessons <ul><li>In Ukraine we’ve working with 16+ organizations, including: </li></ul><ul><ul><li>Unions: Seafarers & Railway 1,000,000+ workers - collective bargaining language </li></ul></ul><ul><ul><li>Businesses: Plant Modul – their model program </li></ul></ul><ul><ul><li>Government: Ministry of Labor & Social Productivity </li></ul></ul><ul><ul><ul><li>State Dept. of Labor Law Inspection </li></ul></ul></ul><ul><ul><ul><li>Preparing a Manual and training Labor Inspectors on best practices and regulatory requirements </li></ul></ul></ul><ul><li>Lessons : </li></ul><ul><ul><li>Importance of Needs Assessments and </li></ul></ul><ul><ul><li>Economics isn’t everything…appeal to children’s future </li></ul></ul><ul><ul><li>Can leverage a small staff with strategic targets (CBA) </li></ul></ul><ul><ul><li>Can teach an “old dog” new tricks and the value of model companies </li></ul></ul>
  13. 13. SMARTWork’ing in Nigeria <ul><li>Working with 15 companies (incl. Sheraton, Hilton, Statoil, Cadbury, Nigerian Breweries, & CFAO), the government (MLSP) and unions </li></ul><ul><ul><li>Conducted Management & Labor Leader Workshops </li></ul></ul><ul><ul><ul><li>One of our best examples of the Bipartite strategy at work </li></ul></ul></ul><ul><ul><li>Helped form HIV/AIDS Planning Committees </li></ul></ul><ul><ul><li>8 companies have adopted policies and 13 initiated programs </li></ul></ul><ul><ul><li>TA and Advocacy - the new National Workplace Policy on HIV/AIDS </li></ul></ul><ul><li>Lessons: </li></ul><ul><ul><li>Ad hoc activities & comprehensive programs aren’t the same thing… (Cadbury) </li></ul></ul><ul><ul><li>Multiplier effects of company workplace programs and peer educators can be impressive (CFAO) </li></ul></ul><ul><ul><li>Managers are peer educators too (Sheraton Lagos/Abuja) </li></ul></ul>
  14. 14. SMARTWork’ing in Vietnam <ul><li>In Vietnam, working closely with MOLISA/DSEP, VCCI, VCTU, 05 & 06 Centers, and 25+ companies </li></ul><ul><li>Lessons: </li></ul><ul><li>Vietnam best example of successful tripartite strategy (whose training) </li></ul><ul><li>No certainty whether you need to work top-down, bottom-up, or somewhere in-between to achieve good programs and policies: </li></ul><ul><ul><li>Multinational headquarters' may be the initiators (Adidas) </li></ul></ul><ul><ul><ul><li>But policies and programs do not ensure field operations know what to do or how to do it (GBC member) </li></ul></ul></ul><ul><ul><li>Field operations may lead, establishing policies & programs largely independently. Sometimes are global templates (Nigeria/Statoil) </li></ul></ul><ul><ul><li>Sometimes field to field </li></ul></ul><ul><ul><ul><li>Colgate Palmolive Vietnam  Dominican Republic </li></ul></ul></ul>
  15. 15. What can Employers, Labor Leaders and Government Officials do? <ul><li>Commit to joint action </li></ul><ul><li>Adopt and implement HIV/AIDS policies that protect workers’ rights and employer interests </li></ul><ul><li>Establish prevention, care, and support programs consistent with worker needs and employer capacity and interests </li></ul><ul><li>Put language into collective bargaining agreements to protect worker rights and specify access to HIV/AIDS services </li></ul><ul><li>Allocate appropriate resources for HIV/AIDS prevention, support, and care </li></ul>
  16. 16. Where SMARTWork would like to go in the Future <ul><li>Expand our program to additional companies and countries </li></ul><ul><ul><li>Especially where AED has a strong presence (ex. Botswana, Ghana, Zambia) </li></ul></ul><ul><li>Diversify our sources of support </li></ul><ul><li>Develop global corporate strategies and programs with MNCs </li></ul><ul><li> </li></ul><ul><li>[email_address] </li></ul>
  17. 17. Appendix 1 Recommended Elements of a Workplace HIV/AIDS Policy <ul><li>Should be formulated around the principles of: </li></ul><ul><ul><li>Non-discrimination </li></ul></ul><ul><ul><li>Equality </li></ul></ul><ul><ul><li>Confidentiality </li></ul></ul><ul><ul><li>Medical Accuracy </li></ul></ul><ul><li>People with HIV/AIDS are entitled to the same rights, benefits, and opportunities as people with other serious or life-threatening illnesses </li></ul><ul><li>Employers should not require HIV screening as part of pre-employment or general workplace examinations </li></ul><ul><li>Employers have a duty to protect the confidentiality of employees’ medical information </li></ul><ul><li>If fitness to work is impaired by HIV-related illness, reasonable alternative working arrangements should be made, to the mutual benefit of company and employee </li></ul>
  18. 18. Appendix 2 Key Elements of a Workplace HIV/AIDS Program <ul><li>Having a widely communicated, properly implemented, equitable HIV/AIDS policy that counters stigma and discrimination </li></ul><ul><li>Ongoing formal & informal education on HIV/AIDS for all staff, particularly via peer educators </li></ul><ul><li>Availability of condoms to employees and their partners </li></ul><ul><li>Diagnosis, treatment and management of Sexually Transmitted Infections (STI) for employees and their partners </li></ul><ul><li>Where appropriate, voluntary, confidential HIV/AIDS testing and pre- and post-test counseling (VCT) </li></ul><ul><li>Care and support services for employees and their families </li></ul><ul><li>Treatment of opportunistic infections (OIs) </li></ul><ul><li>Possibility of providing ARVs where feasible </li></ul>