Sanlam Namibia strives to ensure a working environment where:

• HIV positive employees are protected from unfair discrimination and stigmatisation; and
• All employees have access to training, information and counselling services relating to HIV/Aids.

The objectives of this policy are to:

• Prevent unfair discrimination and prejudice against HIV positive employees.
  Minimise fear and panic among employees.
• Ensuring stability and productivity in the workplace.
• Encourage disclosure by HIV positive employees without fear of victimisation or prejudice.
• Enable line management to respond appropriately in the event of:
  • An employee reporting that he/she is HIV positive;
  • Rumours that an employee is HIV positive;
  • Employees refusing to work with an HIV positive colleague.
• Minimise Sanlam Namibia's liability for wrongful conduct by its employees in relation to HIV and Aids.
• Prevent the spread of HIV and Aids by educating and training of employees.

An HIV positive employee has the same rights as all other employees and therefore will be:

• Protected against unfair discrimination.
• Treated with dignity, compassion and respect.
• Managed in the same way as employees with other disabling conditions, diseases or terminal illnesses.
• Entitled to employee benefits as determined by the rules of such schemes.
• Allowed to continue his/her normal work as long as he/she is able to maintain the required performance standards of the job.
• Expected to meet the same performance requirements that apply to other employees.
• When necessary, provided with reasonable accommodation to enable him/her to meet established performance standards.
• Transferred to another department only if his/her doctor requests this in writing for medical reasons.
• Encouraged to inform the medical aid fund of his/her condition and to become part of its wellness programme.

Trained counsellors will be made available to provide Aids counselling to Sanlam Namibia employees who are infected with or affected by HIV or Aids. Sanlam Namibia respects an individual's right to confidentiality and will regard any breach of confidentiality in a very serious light. Employees refusing to work with HIV-positive colleagues could face disciplinary action in line with Sanlam Namibia's disciplinary process. Sanlam Namibia's grievance procedure will apply to HIV- or Aids- related grievances.

Our HIV/Aids strategy

Introduction

The HIV/Aids epidemic will undoubtedly have a major impact on the Namibian economy. Companies such as Sanlam Namibia will be challenged to minimise the effects of HIV/Aids on its profits. For example, new products will have to be developed, while at the same time ensuring that the Aids epidemic does not erode its client base (both current and future). Additionally, companies have to ensure that their succession pools are not depleted through the epidemic. Perhaps most importantly, the Namibian government has increasingly indicated its intent to request HIV/Aids strategies, policies and interventions for all companies wishing to tender for new government and parastatal contracts. Similarly, companies wishing to renew existing government and parastatal contracts may be asked for their HIV/Aids interventions. Finally, in an increasingly competitive market, clients' perceptions around companies' attempts at combating the HIV/Aids epidemic could be important.

In this context the Sanlam Executive Committee ratified a preliminary HIV/Aids strategy on 23 April 2001. Subsequent to this, a multi-disciplinary Aids task team (consisting of employees nominated by the various Sanlam businesses) was requested to develop the way forward for the company's HIV/Aids initiative.

Focus areas

Best practice indicates that the following six focus areas will minimise the impact of HIV and Aids on the company:

• Managing the impact on the business
  This involves actuarial analyses, Knowledge, Attitude and Perceptions (KAP) studies, and re-evaluation of existing policies and procedures.
  
  
• Evaluation of products
  Sanlam Namibia needs to evaluate its existing products against needs created by HIV and Aids, and implement new ones if necessary.
  
  
• Prevention of new infections
  HIV will lead to an increase in insurance claims, i.e., death, disability and dreaded diseases. For this reason, employees and clients need to be educated and empowered to practice a healthy lifestyle, including responsible sexual behaviours.
  
  
• Prevention of functional impairment (disability) due to HIV Infection
  Optimal disease management determines the speed of progression from HIV infection to full-blown Aids. Optimal disease management includes:
  • Knowing one's status, which requires the provision of voluntary counselling and testing (VCT).
  • Treatment (including medication) that enhances the immune system
  • Preventing re-infection
  • Counselling and support
    
    
• Elimination of discrimination against people living with HIV or Aids (PWA's)
  The creation of an environment free from discrimination is crucial to ensure that PWA's are treated equitably in all employment practices.
  Stakeholder engagement: In order to ensure optimal success of its HIV/Aids initiatives, Sanlam Namibia has to take cognisance of the needs, attitudes and demands of all its stakeholders.

Stakeholders

Key stakeholders include:

• Sanlam Namibia administrative staff
• Sanlam Namibia field staff
• Clients (including future clients)
• Shareholders
• Business Partners
• Community Based Organisations
• Government
• Non-government Organisations
• Health Service Providers

Key success indicators

In order to minimise the effects of the HIV/Aids epidemic on Sanlam Namibia's profit margins, the company needs to embark on an integrated HIV/Aids programme that supports the company's vision, mission and strategic objectives. The following are key success indicators for the company's HIV/Aids interventions:

• Leadership from the top
  Given the company's culture and historical hierarchical structure, leadership from the top is crucial, not only to break the culture of silence around HIV and Aids, but also in communicating the business imperatives of Aids interventions.
  
  
• Accountability
  • Sanlam Namibia Executive Committee needs to champion the business imperatives of Aids interventions and policies.
  • The Group Human Resources Office drives the strategy, and co-ordinates the education and communication of the company HIV/Aids interventions (as per request from the Sanlam Namibia HR Forum).
  • Business Human Resources serves as a resource for line management in the implementation of the Sanlam Namibia HIV/Aids policy and strategy.
  • Line management are responsible for the implementation of the Sanlam Namibia HIV/Aids strategy and policy.
  
  
• Autonomy of the Sanlam Namibia businesses
  Although the Group Human Resources Office has been tasked with the initial education and sensitisation of the company's HIV/Aids interventions, the Sanlam Namibia businesses function autonomously. Group strategies and interventions therefore need to be flexible and adaptable to accommodate individual business needs and realities.
  
  
• A dedicated Aids task team
  The Sanlam Namibia Aids task team had a specific mandate to develop the company's three-year Aids plan. It is proposed that this task team now assume responsibility for supporting the implementation of Sanlam Namibia's Aids initiatives. Additionally, the team will serve as an Aids resource within Sanlam Namibia.
  
  
• Adequate resources
  The availability of adequate financial and human resources to both implement and monitor the progress of the company's HIV/Aids interventions is essential to ensure success. In this context, a fulltime HIV/Aids consultant has been appointed, and an Aids task team has been established.