Photo Credit: BojanMirkovic
In 1981, the first cases of AIDS emerged in the United States. It took President Ronald Reagan another four years before he even said the word “AIDS” publicly for the first time. His wife Nancy Reagan was equally as unwilling to make any public comment on the epidemic for years. While the president and first lady remained silent, the conversation around HIV and AIDS became controlled by deeply homophobic groups and individuals including politicians, religious zealots, and the White House Press Secretary and press corps. The inaction and indifference to the AIDS epidemic by the Reagan Administration is a stain in American history, and it serves as a powerful example of how silence from leadership can perpetuate harm.
Thankfully, there have been some miraculous strides over the past few decades regarding AIDS treatment and societal perspective on the disease. Where AIDS was once a death sentence, now people with HIV/AIDS can lead happy fulfilled lives if they have access to medication. However, there is still much progress that needs to be made in societal acceptance. Employers have a role to play in promoting that acceptance. Looking back at the Reagan Administration’s long-standing silence, we can see the consequences of not using one’s voice to defend, aid, or advocate for those with the with disease. This HIV/AIDS Awareness Month, we’re looking into the ways employers can be true leaders and act as allies to their colleagues impacted by HIV/AIDS.
Ensure PrEP is Covered by Workplace Health Insurance Policy
For people living with AIDS, or who are at an increased risk of contracting HIV, health insurance and health coverage is top of mind. PrEP (pre-exposure prophylaxis treatment) is a safe oral medication that prevents at risk people from getting HIV. The Washington Post reports the CDC estimate, “that only a third of the more than 1 million people who could benefit from PrEP have received a prescription.” Despite the Affordable Care Act mandating that insurance plans cover PrEP and other preventative health services at no cost to the patient, the AIDS Institute found that nearly a third of people under commercial insurers were charged for PrEP. With President-Elect Donald Trump’s plan to repeal the Affordable Care Act, other insurers may follow suit if that repeal is passed. Pay close attention to what insurers are covering in the upcoming years, and switch over if necessary to insurance policies that cover this life-saving medication. In the short term, if a colleague is denied PrEP coverage, direct them to Mistr (an organization dedicated to helping people at risk of HIV to finding alternate coverage and covering a portion of the costs for the medication). These actions can provide greater safety for people living with AIDS, their intimate partners, and any children they may be breastfeeding.
Have Contact Information for Local LGBT Centers and Drug Rehabilitation Resources to Consult
Living with HIV/AIDS can be a profoundly isolating experience. Connect with local LGBT centers and drug rehabilitation organizations to see what resources and support groups they may know of for people who acquired HIV through sexual interaction or drug contamination. They may even know of resources for people who are not explicitly catered to by those groups, like cisgender women, women of color, and people who inherited HIV from their birth mother.
Learn About How Living with AIDS is Covered Under the Americans with Disabilities Act
AIDS is a life-long condition that can dramatically impact one’s life. The Americans with Disabilities Act (ADA) serves to provide legal protections against discrimination for anyone living with a temporary or permanent condition, and AIDS is among the conditions that fall under the ADA. To educate supervisors, share the U.S. Department of Justice’s Civil Rights Division’s “Questions and Answers: The Americans with Disabilities Act and Persons with HIV/AIDS” page. This should help organizational leadership understand that there must be a zero-tolerance policy against the discrimination of persons living with HIV/AIDS. Follow this up by reviewing the U.S. Equal Employment Opportunity Commission’s guidance, “What You Should Know: HIV/AIDS & Employment Discrimination.” Finally, look into the Job Accommodation Network’s page on HIV for inspiration about some of the ways that employers can accommodate for some of the symptoms experienced by people living with the disease.
Maintain a Colleague’s Right to Privacy
Medical diagnoses are highly personal, and the right to privacy for medical conditions must be upheld. Employers may only ask about medical information as it relates to an employee’s ability to perform their job duties, and should not delve any further. If a colleague decides to disclose their HIV/AIDS status, that information should not be shared with anyone else at the company.
Collaborate with RALIANCE for a Policy Review
People largely think of AIDS as something acquired through sexual contact, and as such, remarks, “jokes”, or other microaggressions may fall under sexual harassment. If an organization is having difficulty processing this and other forms of sexual harassment claims and complaints, RALIANCE would be happy to collaborate and develop equitable policy that creates safer environments for persons with HIV/AIDS.
Encourage Compassion Amongst One’s Workforce
At the heart of all of these tips is that employers must act with and encourage compassion for colleagues impacted by HIV/AIDS. Let those living with the disease tell you what they need, emotionally and tangibly. Communicate without judgment. Adhere to disability etiquette. Learn more about HIV/AIDS and educate others. Collective compassion is the key to creating an environment that’s welcoming to everyone.
As a nation, we have come a long way from the start of the AIDS epidemic. Still, we have so much room to improve institutionally, socially, and interpersonally. Employers are part of the solution, and we hope to see more of them step up to the plate as allies for their colleagues with HIV/AIDS in the years to come.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.
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