This Sunday, we come together for World AIDS Day, a time to reflect on the progress made in the fight against HIV and recommit to ensuring the rights and dignity of everyone affected by the virus. This year’s theme, "Take the Rights Path: My Health, My Right!", reminds us that health is a fundamental human right, and that right must extend into every aspect of our lives—including where we work.
For people living with HIV, the workplace can be both a source of opportunity and a space of struggle. Advances in medicine have transformed HIV from a life-threatening condition into a manageable one. Antiretroviral therapy means those living with HIV can lead long, healthy lives, and when their viral load is undetectable, they cannot transmit the virus. Yet, outdated beliefs and lingering stigma often turn the workplace into an environment of silent battles.
No one should face discrimination or exclusion because of their HIV status. Yet in 2024, too many still do. Misunderstandings about HIV transmission persist, and fear or ignorance can lead to judgment, assumptions, or subtle exclusions. This is why it’s vital for employers to take proactive steps to ensure their workplaces are truly inclusive and supportive.
The theme, "Take the Rights Path", is a powerful call to action. It’s a reminder that health is about more than just physical well-being—it’s about feeling safe, supported, and respected. And for people living with HIV, that means workplaces must step up to ensure their rights are upheld and their dignity affirmed.
Inclusion starts with education. Many people still hold beliefs about HIV shaped by the fear and misinformation of the past. Science has moved on, but societal attitudes often haven’t. This creates a gap where stigma thrives. Employers have a responsibility to close that gap by ensuring all employees understand the realities of living with HIV today. For example, not everyone knows that HIV cannot be transmitted through casual contact, and misconceptions like these can lead to unnecessary fear and exclusion.
For people living with HIV, the decision to share their status in the workplace can feel like an impossible choice. Do they open up, risking judgment or changes in how they’re treated? Or do they stay silent, potentially missing out on support that could make their work life easier? The burden of managing these questions falls entirely on the individual unless workplaces create environments where disclosure feels safe and supported.
The LGBTQ+ community has long been at the forefront of the fight against HIV stigma, but this has also meant carrying the weight of the virus’s historical associations. Many LGBTQ+ employees living with HIV face additional layers of prejudice, where stigma intersects with homophobia or transphobia. Employers need to understand these intersections and address them with care, ensuring their workplaces are not only free of HIV stigma but also supportive of the broader challenges faced by LGBTQ+ staff.
One of the most effective ways to tackle stigma is through visibility. When organisations speak openly about HIV, it sends a message that the virus is not something to be hidden or feared. Marking World AIDS Day, sharing stories of people living with HIV, and partnering with advocacy groups are all ways to create opportunities for dialogue and education. But visibility must be more than symbolic. A workplace that wears red ribbons but avoids year-round action risks being seen as performative. True inclusion requires commitment beyond one day on the calendar.
Leadership plays a critical role. When senior figures set the tone by supporting employees living with HIV and speaking openly about the importance of inclusion, it creates a ripple effect throughout the organisation. Policies are also key. Employers must ensure their workplace policies explicitly protect against discrimination and guarantee confidentiality. Flexible working arrangements for medical appointments or access to mental health support can make a tangible difference in an employee’s life.
This isn’t just about compliance with laws like the Equality Act 2010. It’s about fostering a culture of empathy and respect. Employers must move beyond the minimum requirements and take proactive steps to show their support. This includes providing education, reviewing policies, and creating safe spaces where employees can connect, share experiences, and advocate for change.
World AIDS Day is a powerful moment to reflect, but the real work happens the other 364 days of the year. By committing to education, visibility, and action, workplaces can lead the way in ending HIV stigma and ensuring that everyone has the right to health, safety, and dignity. Together, we can create a future where HIV is no longer a source of fear or exclusion but a reminder of the resilience and strength of those who live with it.