Although AIDS day o­n 1 December and Disability Day o­n 3 December are two separate events, it is appropriate that they fall so closely together, given the growing number of people who are forced to give up work due to AIDS-related illnesses.

 

During the 1990’s, fewer than 1% of disability income claims were due to AIDS(1). This percentage has increased significantly in recent years, however, and now accounts for around 12% of all disability income claims.

 

“Thankfully it appears that the prevalence of HIV in South Africa has now stabilised – at least at a national level, although some sub-groups may experience different patterns,” says Louisa Botes, Disability Consultant, at Old Mutual Corporate.

 

“This is very good news for business. Productivity has increasingly come under threat as HIV infection rates have escalated, and higher risk costs have led to a reduction in benefits or higher premiums for employers.”

 

Unfortunately, says Botes, the current level is very high and the impact o­n our economy remains significant. “This means that there is still plenty of work left to do, and employers in particular have an opportunity to play a big role in educating staff and managing the disease in the workplace”.

 

The focus can so easily be restricted to preventing infection, with care and support being neglected. Experience shows, however, that a fully integrated response by employers to HIV and AIDS is key. Here are some examples as to what employers can do:

• Allocate adequate financial resources
• Share knowledge and information to support a better understanding of HIV/AIDS and other sexually transmitted diseases
• Create a culture in the workplace in which employees are comfortable knowing their HIV/AIDS status
• Make workplace intervention programmes available and accessible to all
• Empower staff to accept and take up appropriate treatment options
• Introduce care and support programs for infected employees
• Monitor/measure the outcome of the initiatives employed, and continually update the focus areas accordingly.

 

According to Botes, employers also have a similar obligation when it comes to managing disability issues. “It is estimated that around 12% of South Africans live with a disability. Employers therefore need to start viewing disability as a natural part of both life and the business environment”.

She says that employers and persons with disabilities need to work together to overcome issues that could potentially obstruct access to work, and find solutions for employees who return to the workplace after an injury or illness.

 

“It is vital that we enable people with disabilities to contribute meaningfully to the economy of our country. These people have valuable skills and experience to offer yet many face isolation and financial hardship because of their inability to find employment.”

 

“South Africa already has a world-class code of good practice, due to the introduction of the Employment Equity Act, which deals with how to integrate persons with disabilities in the workplace,” says Botes.

 

She says a key aspect of the Act deals with how to customise the working environment in order to bridge any potential gap between a worker’s ability and the requirements of the job. “It is important to match the job and the person with the disability. Apart from checking that the person has the correct qualifications, the employer should establish the need for adjustments to the work environment, task or work hours.”

 

“For example, people with mobility problems value level spaces, lifts and ramps, while information technology can provide great tools to assist people with limited hearing or visual ability to interact with others and to work independently.”

 

An employer’s approach to disability should be aligned with the code of good practice, which underlines that persons with disabilities are no different to colleagues without disabilities and have the same rights.

 

“Historically persons with disability have often been excluded from participation in society because of limited access to transport, education and training, and as such were not integrated into the everyday activities of society.”

 

“Disability is a natural part of the human experience and in no way diminishes the rights of individuals to belong, and contribute, to the labour market,” concludes Botes.”

 

(1) RGA and Actuarial Society of South Africa – Group Disability Income Terminations Study 1986 - 2005