World AIDS Day: together we can end the stigma
Walking around the Castro area of San Francisco on December 1st (World AIDS Day) I was hit by a huge sense of loss of life, and I wondered, what if AIDS had never happened?
What would those people have achieved if they had lived? Where would we be, in the sense of LGBTQIA+ rights and activism? Some might say, it’s a miracle some of us did survive, and what is the story we must tell!
I think we would have achieved all the milestones our community have achieved, but much sooner. However, the long-term effect will still be felt today from life expectancy, social and emotional impact, relationships and family life… the list is endless.
In the early 1980s, fear and stigma dominated workplaces, and HR had to evolve from reactive measures to proactive, rights-based approaches. By the mid-1990s, with the advent of antiretroviral therapy, HR shifted focus toward long-term support and inclusion, treating HIV as a manageable chronic condition rather than a terminal illness.
From crisis to care: the battle against AIDS
1990s – formalisation and legal frameworks
The early 1990s brought major legal developments, such as the Americans with Disabilities Act (1990), which included HIV. HR practices matured significantly, with policies addressing confidentiality, clear grievance procedures, and protection against discrimination. Mid-decade, workplace education expanded further with voluntary testing and counselling initiatives, and global bodies like the ILO and WHO issued formal guidelines for workplace HIV/AIDS policies.
2000s – integration into health and wellness
In the early 2000s, HIV/AIDS support moved into broader health and wellness strategies. Employee benefits evolved to include extended sick leave and health insurance coverage for antiretroviral therapy. Corporate Social Responsibility initiatives also grew during this period, with organisations supporting HIV/AIDS-related community outreach, particularly in regions facing high prevalence.
2010s – a rights-based and inclusive approach
By 2010, the ILO Code of Practice on HIV/AIDS and the World of Work had set global standards. HR activity increasingly focused on inclusion, diversity, long-term support for employees living with HIV and workplace stigma-reduction campaigns. HIV was widely recognised and treated as a chronic condition.
2020s – digital health and global standards
HR teams now use digital tools for virtual counselling, education and confidential health record management. Post-COVID-19, HIV/AIDS policies have been integrated into broader infectious disease preparedness frameworks, reflecting a shift toward holistic employee health strategies.
One world, one fight: ending HIV stigma
The AIDS pandemic had a profound and lasting impact on HR roles and practices, particularly from the 1980s onward. Here are the key ways it influenced HR:
1. Development of workplace HIV/AIDS policies
Organisations began creating formal workplace policies focused on prevention, care and rights protection. These aimed to prevent discrimination, ensure compliance with national and international labour standards, and guide managers on confidentiality and support.
Example: The ILO Code of Practice (2010) set global standards for HIV/AIDS workplace policies.
2. Anti-discrimination and equal opportunity
HR teams incorporated anti-discrimination measures into recruitment, promotion, and dismissal processes. HIV status could not legally inform employment decisions in many jurisdictions, and training programmes were developed to reduce stigma and improve staff understanding.
3. Health and safety responsibilities
HR took on a stronger role in employee wellbeing by delivering workplace education, prevention programmes, voluntary testing, counselling, and close coordination with occupational health units.
4. Confidentiality and privacy
Policies emphasised strict confidentiality around employees’ HIV status, and breaches frequently became grounds for disciplinary action.
5. Employee benefits and insurance
Companies adapted their benefit structures to meet long-term treatment needs – offering extended sick leave, health insurance for antiretroviral therapy, counselling support, flexible working options, and updates to life insurance provisions.
6. Workforce planning and productivity
In heavily affected regions such as sub-Saharan Africa, HR had to respond to increased absenteeism, turnover, recruitment costs, and long-term productivity challenges. Succession planning and skills development became essential.
7. Corporate Social Responsibility (CSR)
Many organisations integrated HIV/AIDS initiatives into their CSR strategies, partnering with public health agencies and NGOs to support education and treatment programmes.
We’ve come a long way
We’ve made huge strides in equality and inclusion across much of the west, even through the darkest years of the AIDS crisis. But AIDS is not just a chapter in history. It remains a global health challenge, and ending it relies on continued education, regular testing and compassion.
World AIDS Day is a reminder that the fight is not over. Get tested, spread awareness and challenge stigma – because together we can work towards an AIDS-free generation.
From fear to hope, the journey through the AIDS pandemic shows what science and community can achieve. We must keep pushing forward until HIV is no longer a threat to anyone. And as we do, we should remember that behind every statistic is a person. Ending AIDS means ending stigma and recognising that the responsibility belongs to all of us.
