Around 107,000 people are currently living with HIV in the UK; 6,512 of these were newly diagnosed in 2023, according to data from the UK Health Security Agency.
Stigma around HIV remains prevalent, according to Nick Henderson-Mayo, director of learning and content at compliance and workplace inclusion company VinciWorks.
Speaking to HR magazine, he said: “Despite treatment of HIV coming on leaps and bounds in recent years, many peoples’ perceptions are still rooted in outdated assumptions.
“At the same time, HIV remains a significant health issue for thousands of people, and an employer might never know someone is living with the condition.”
“In our experience employers play a critical role in fostering understanding and empathy around HIV/AIDS in the workplace,” Anthony Renshaw, regional medical director for EMEA at health and security service firm International SOS, told HR magazine.
“This involves raising awareness and providing support for employees living with the disease, with efforts tailored to local contexts.”
HR should provide training to prevent stigma surrounding HIV at work, Henderson-Mayo suggested.
“Short training modules or even a workplace awareness campaign can make a significant impact in tackling stigma,” he said.
“Just giving people the facts and encouraging frequent testing means employers can demonstrate a commitment to workers’ wellbeing, and society’s goal of eradicating new HIV infections.”
Read more: How can HR prevent long-term sickness at work?
Renshaw encouraged employers to share culturally sensitive facts about HIV with employees and acknowledge events such as World AIDS Day.
He noted: “Inclusive communication is essential, and we help companies develop culturally appropriate materials, such as newsletters, intranet posts or posters, to reinforce the organisation’s commitment to supporting employees with chronic conditions.
“To prevent stigma, employers must cultivate inclusive workplace cultures. We support them in reviewing policies to ensure conditions like HIV/AIDS are considered, training managers to handle sensitive or stressful situations, and recognising key events like World AIDS Day with multilingual health education.”
Three quarters (74%) of people living with HIV in the UK have faced stigma or discrimination due to their HIV status, according to research by sexual health and HIV charity the Terrence Higgins Trust, published for World AIDS Day in 2022.
A third (30%) of people with HIV also reported experiencing stigma or discrimination in the workplace.
People with HIV are protected from discrimination under the Equality Act, a spokesperson for Terrence Higgins Trust explained. Employers therefore have legal obligations to protect employees with HIV from discrimination in the workplace.
Speaking to HR magazine, they said: “Anyone diagnosed with HIV has the same protections in law as disabled people, regardless of their individual health status.
“Being considered disabled gives people living with HIV protection against discrimination in many aspects of employment, including the recruitment process.
“The [Equality Act] protects employees from less favourable treatment, such as in the job application process, opportunities for training, when being dismissed or selected for redundancy and in many other areas.
“This means that employers must be mindful of equality considerations, such as reasonable adjustments in recruitment processes and how other employees behave and interact with a colleague who is HIV positive.”
Read more: LGBTQ+ employees have lower wellbeing at work, report reveals
Just a quarter (25%) of HR and compliance professionals felt very confident supporting a colleague with a non-visible disability, a survey by VinciWorks, published today (29 November) showed. Meanwhile, a fifth (18%) were unsure or not confident.
According to the Terrence Higgins Trust spokesperson, one of the key areas employers can support staff with HIV is by ensuring they have access to healthcare.
“Effective employers and managers will ensure people living with HIV are able to attend medical appointments when needed and that they are aware of how to access key workplace policies and procedures and how those policies are implemented at work.”
HR should also ensure employees with a new HIV diagnosis feel listened to, Henderson-Mayo suggested.
He advised: "Supporting employees living with HIV starts with listening. Someone newly diagnosed is in a very different place than a person who has been managing the condition for years or decades.
“Either way, HIV is a chronic condition and those living with it must always prioritise their healthcare, their medical appointments, and their mental wellbeing. Give employees the space and support to look after themselves.”
