Assessment of National Policy on HIV/AIDs Implementation in Selected LGA
CHAPTER ONE
Objectives
Main Objective
To assess the adoption of workplace HIV/AIDs workplace policy in government ministries in Kaduna state
Specific Objectives
- To establish existence of HIV/AIDs workplace policy in government ministries in Kaduna state;
- To determine the level of HIV/AIDs workplace policy content awareness among staff in Kaduna state;
- To establish work-related factors influencing adoption of HIV/AIDs workplace policy in government ministries in Kaduna state;
- To determine challenges facing implementation of the policy in government ministries in Kaduna state.
CHAPTER TWO
LITERATURE REVIEW
Introduction
This chapter presents literature review from other related studies done globally, regionally and in Nigeria. The literature review section provides a framework for understanding and synthesizing key ideas, concepts, methods and approaches used in the study. The findings of the review were used to identify existing gaps and emerging trends in HIV/AIDs workplace policy, its adoption, implementation and associated challenges. The chapter is organized as follows: introduction; value of HIV/AIDs workplace policy; Adoption of HIV/AIDs workplace policy; work related factors influencing HIV/AIDs policy implementation; legal provisions on HIV/AIDs workplace policy; implementation; awareness; challenges; ILO principles and role of key stakeholders in HIV/AIDs and its adoption.
Adoption and Implementation of HIV/AIDs Workplace Policy
One way to manage HIV/AIDs in the workplace is to develop and implement a HIV/AIDs workplace policy, which provides the framework for actions to reduce the spread of HIV/AIDs and manage the impact on the workplace (ILO, 2009). Having the HIV/AIDs policy in place shows that the organization acknowledges the potential impact of HIV/AIDs and is committed to address the impact in a responsible way. HIV/AIDs workplace policies and their implementation are an important part of a company’s response to the epidemic (Ron and Zellner, 2008).
Recognizing the major impacts of HIV and AIDs on workers, enterprises, families and national economies, ILO members adopted the first international labour standard on HIV and AIDs at the 99th International Labour Conference in 2010. This was an affirmation of the ILO code of practice in the Workplace 2001. The recommendation concerning HIV and AIDs and the World of Work, 2010 (No. 200) calls for the adoption of workplace policies and programmes on HIV and AIDs to tackle stigma and discrimination and protect the human rights of People Living with HIV (PLHIV). Recommendation 200 promotes social dialogue and other forms of cooperation among government authorities, public and private employers and workers and other relevant actors including organizations of people living with HIV. Through strengthening national and enterprise- level workplace HIV policy and programmes, the ILO aims to protect worker’ rights at work and eliminate HIV-related stigma and discrimination (ILO, 2010; ILO, 2012).
In a survey of 225 companies in Botswana, Namibia, Zimbabwe and South Africa, Mahajan et al. (2007) reported an increasing proliferation of workplace policies and programmes in large companies, which included safeguards against discriminatory practices, HIV education programmes, the growing provisions of voluntary counseling and testing (VCT), and enabling smaller companies to develop HIV programmes. In an explorative study by Mahajan et al. (2008) in South Africa, most small construction companies in the Durban area had a long way to go in terms of implementation. Although small firms perceived the development of a policy to be costly and time consuming, the fact that they are doing something, even in a small way, showed commitment and can assist in creating a working environment of trust and confidence. It was also found that in medium to large construction firms the major impact of policies was the reassurance of workers that they would not be retrenched.
A random sample of 162 private sector companies in Malawi to determine the extent of non-adoption of HIV/AIDs workplace policies by the sampled private sector companies in the country revealed that only 38% of the sampled private sector companies had adopted HIV/AIDs workplace policies whilst 62% of the sampled private sector companies had not yet adopted the policy. HIV/AIDs workplace policy was considered adopted when a decision for its adoption had been made by either top management or the board of directors as evidenced by the existence of a written HIV/AIDs workplace policy document in a company (Bakuwa, 2010).
CHAPTER THREE
MATERIALS AND METHODS
Introduction
This chapter discusses the design and settings of the study, population, sample size, sampling technique and the research instruments used. It further addresses the data collection techniques, which include gaining access to the study area, ethical considerations, pilot testing and the actual data collection methods used for presentation.
Research Design
A descriptive cross sectional study design was adopted. Marie and Olsen (2004) states that cross-sectional study design entails gathering information on a phenomenon that is ongoing at only one point in time. The researcher considers the adoption of HIV/AIDs workplace policy as a phenomenon that can best be studied using this design since ‘adoption’ is an ongoing process. This study design was also appropriate for collecting data on the study variable within a short period of time.
Study Variables
Dependent Variable
The dependent variable in this study was the adoption of workplace HIV/AIDs policy in ministries within Kaduna South Local Government Area. Adoption was measured by the proportion of ministries having a written HIV/AIDs workplace policy.
Independent Variables
The study had four independent variables:
- Existence of HIV/AIDs workplace The variables studied included existence of a policy, implementation status and contents implemented.
- HIV/AIDs workplace policy awareness. The variables studied included training, availability of VCT services, condom distribution, confidentiality & privacy, non- discrimination and
- Work-related factors influencing policy implementation. The variables studied included, Stigma and discrimination, Staff Involvement, Workers union activism, Government Support and Employer commitment
- Challenges facing policy implementation. The variables studied included institutional, policy and legal, operational and capacity related
CHAPTER FOUR
RESULTS
This chapter presents results on HIV/AIDs workplace policy implementation in government ministries in Kaduna state, Nigeria. The chapter is organized as follows: socio-demographic characteristics of respondents, existence and awareness of HIV/AIDs workplace policy, work-related factors influencing HIV/AIDs workplace policy and challenges facing HIV/AIDs workplace policy.
Response Rate
A total of 422 questionnaires were sent out to study respondents. Out of the 422 questionnaires administered, 386 questionnaires were duly filled and submitted for analysis translating to a response rate of 91.5%. The return rate superseded minimum target sample of 384 respondents hence making it adequate for the study. Appendix 12 shows a return rate of the issued questionnaires by office type.
Socio-Demographic Characteristics
This section shows the distribution of the respondents in terms of age, gender, marital status, educational level, position within the organization and duration of service.
Age, Gender and Marital Status
Majority of the respondents, 100 (26%) were aged between 30-34 years. A total of 38 (10%) of the respondents were aged over 54 years. In terms of gender, 216 (56%) of the respondents were males. In regards to marital status, 181 (47%) of the respondents were married, 66 (17%) were widowed and 42 (11%) were divorced. Distribution of the respondents by age, gender and marital status.
CHAPTER FIVE
DISCUSSION, CONCLUSION AND RECOMMENDATIONS
Introduction
This chapter presents discussion, conclusions and recommendations of the study based on the study findings and objectives.
Discussion
Adoption of HIV/AIDs Workplace Policy
The study revealed that there was a low level of HIV/AIDs workplace policy implementation among ministries in Kaduna South Local Government Area. Privately owned ministries reported the highest proportion of companies without an HIV/AIDs workplace policy. This was linked to lack of strong enforcement structures of the workplace policies from relevant authorities such as government authorities charged with the mandate of supervision and enforcement. Lack of proper recognition of HIV/AIDs as a workplace issue requiring recognition and prioritization by the management contributed to poor adoption rate.
HIV/AIDs workplace policy content awareness
Many staff are not aware of the existing HIV/AIDs workplace policy with a greater proportion of them having low policy content awareness. This was linked to lack of effective awareness programmes and inadequate involvement of staff in the policy implementation process as required by the ILO Code of practice on HIV in the World of Work (2001) and the Nigeria National Code of Practice in the Workplace (GOK, 2009). This finding was similar to that reported by Adefuye et al. (2011) who found that a significant lack of awareness about HIV/AIDs at the workplace still exists among office workers in Burmese. Awareness of HIV/AIDs workplace policy empowers the staff to demand their rights and bargain for a healthier work place which enhances their productivity and performance. Insufficient policy awareness undermines the spirit of the policy and drastically affects its effectiveness in addressing pertinent issues such as workers’ rights and appropriateness of the working conditions for optimal productivity.
Challenges facing adoption of the HIV/AIDs workplace Policy
Most ministries that had not adopted the policy cited lack of elaborate guidelines on adoption, not knowing whether the policy implementation is mandatory and committing to too many established requirements by the government. Similar to a study result by James (2009), there was no policy implementation where office top management were not committed and did not show personal interest to the implementation of the policy at the workplace. This could be orchestrated by the fact that priority at these workplaces is measured by production time by which these managers are appraised on. This is in addition to the high costs associated with implementing such related policy within ministries.
Conclusions
The study conclusions are drawn from the study findings and based on the objectives of the study.
Adoption of the HIV/AIDs Workplace Policy
Many ministries, 73 out of 120, had not yet adopted the policy resulting into low rate of HIV/AIDs workplace policy implementation. Low rate of policy implementation was linked to poor enforcement of relevant policies by the government such as the ILO code of conduct on HIV/AIDs at workplace 2001 and Nigeria Public Sector Workplace Policy on HIV/AIDs 2010.
Awareness of HIV/AIDs Workplace Policy and its Contents
Where implemented, many staff were aware of policy existence. However, level of policy contents awareness was low due to lack of proper staff involvement and ineffective communication approaches. Operationalization of the policy contents helps to create conducive work environment for infected workers.
Work-Related Factors Influencing HIV/AIDs Workplace Policy implementation
Results showed that stigmatization (p=0.001), staff involvement (p=0.021), employer commitment (p=0.037), workers union activism (0.001) and government support (0.002) influenced adoption of the HIV/AIDs workplace policy.
Challenges Facing Adoption of the HIV/AIDS Workplace Policy implementation
The main challenges facing implementation of the policy was lack of adequate stakeholder commitment, involvement and support such as lack of employer commitment, government support and workers involvement.
Policy Recommendations
Based on the study conclusions, this study recommends that:
- The government through the Local Government Area Aids Co-ordination offices to enforce adoption of HIV/AIDs work place policy and offer close supervision for implementation by making it mandatory for ministries to adopt the policy at the
- The government (national and state) in partnership with office management and other relevant stakeholders to provide sensitization/awareness seminars, trainings and share information tailored to their staff needs on the policy and its contents for effective
- Office managements should implement work place programs aimed at minimizing stigmatization and enhancing staff and employer involvement in HIV/AIDs work place
- Office managements should provide leadership in adoption and implementation of the policy by prioritizing staff welfare, enhancing staff representation and providing support such as budget towards implementation of the HIV/AIDs workplace policies.
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