This document summarizes an organization's efforts to integrate a rights-based approach to managing HIV/AIDS stigma in the workplace. It discusses how the organization modified its medical policy so that staff no longer have to disclose their HIV status or be excluded from coverage for pre-existing conditions related to HIV. It also explains how participation of all staff in developing the new policy raised awareness of stigma and discrimination as human rights violations. The integration of human rights principles into the organization's workplace policies and practices helped address stigma at multiple levels and improve access to HIV services for staff.

1. Integrating a Rights Based
Approach (RBA) in Managing
HIV and AIDS Stigma through
the Workplace Policy
By Lucy Simiyu
Health Rights Advocacy Forum (HERAF)
C/o Kenya Human Rights Commission
Gitanga Road, Valley Arcade

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Background information
 Since the first global AIDS strategy was
developed in 1987, human rights have been
recognized as being fundamental to any
response to HIV&AIDS
 Before then, various government responses
to HIV&AIDS subjected people living with the
disease to violations of their rights to
liberty, privacy, freedom of association, non-
discrimination, and equality before the law

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Background information…cont
 Human rights laws not only protect the rights
of those with HIV but also advance policies
that influence vulnerability to HIV&AIDS
 When human rights are protected, response
to the pandemic is more effective, fewer
people become infected, and both those
living with HIV and those affected cope better.
In turn, stigma and discrimination is greatly
reduced

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The Rights-Based Approach in managing
stigma and discrimination at KHRC
 The integration of human rights principles:
non-discrimination, equality and participation
 Principles cut across four major areas of
practice: Personnel; Programme;
Implementation and Monitoring; and
Governance
 Various levels of stigma at
individual, family, institutional and community
levels addressed

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Results
 The modification of the organization’s Medical
Policy. Previous exclusions in the medical
cover (such as pre-existing HIV-related
conditions) have been done away with.
 Staff members need not disclose their status
to KHRC officers whenever they seek
treatment, care and support
 Participation of all staff in the development
and implementation of the policy has raised
awareness on stigma and discrimination as a
human rights violation.

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Lessons Learnt
 Modification of the Medical cover has enabled
staff members to make and carry out free and
informed decisions about their lives, including
their ability to access services
 Participation in the development and
implementation process has contributed to
evident changes in practice, behavior and
attitudes that previously instigated stigma at
the workplace

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Recommendations
 Need to encourage disclosure as a means for
greater participation for those living with
HIV, and in turn establish a support group
among staff
 Continued consultations and sharing of
information among staff members is also
needed in order to fast track the full
implementation of the policy

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Conclusion
 The integration of human rights into the
development of workplace policies does
provide an opportunity for improved access to
HIV&AIDS information, prevention, treatment,
care and support services

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Thank you