Theory to practice: HIV/AIDS policies in operation within British retailing

Abstract

Despite recent scientific advancements, Human Immune Deficiency Virus (HIV)/ Acquired Immune Deficiency Syndrome (AIDS) remains a serious health issue for those involved in employee management. The introduction of the Disability Discrimination Act (1995) has meant that increased numbers of HIV/AIDS infected workers are able to remain in employment, fully protected by this legislation. Because of the nature and characteristics of retail employment, it is suggested that retailers have an increased likelihood of encountering employees and/or customers with the disease, compared with most other industries. This paper examines one particular aspect of the challenge facing retailers, notably that of the ‘operationalization’ of their HIV/AIDS policies into practices, especially in terms of company selection rocesses, education and training, employee relations and employee assistance programmes. Data were collected from a number of leading retail companies,1 from which, important observations can be made with regard to retailers' attitudes towards employee welfare in general, and in relation to HIV/AIDS in particular. The research results indicate potential discrimination in terms of employee selection involving a significant number of major retailers, and little comprehensive education/training on HIV/AIDS occurring, despite evidence of disruptive behaviour by staff. In addition, the findings provide evidence that even major companies find it difficult to balance issues of employee welfare against the financial concerns of the organization, in terms of assisting affected employees.