Photo Credit: BojanMirkovic
As experts in gender-based violence, one of the top cultural issues we try to combat is the stigma surrounding sexual violence. We also know that survivors can hold multiple identities, and these identities contribute to further stigmatization. For survivors with HIV/AIDS, they face a double stigma for their experience and HIV status. This is why during HIV/AIDS Awareness Month, we’re exploring these overlapping stigmas and what employers can do to reduce stigmatization in the workplace for survivors with HIV/AIDS.
Sexual violence and HIV/AIDS are deeply intersecting issues, with sexual assault posing an increased risk of HIV transmission for survivors. Additionally, the 2019 study, “The intersection of intimate partner violence and HIV: detection, disclosure, discussion, and implications for treatment adherence” discovered:
“Available data [that] indicate[s] that 55% of women and 20% of men living with HIV infection experience intimate partner violence (IPV) and that 24% of women experience abuse by their partners after disclosing their HIV serostatus.”
Both sexual violence and HIV/AIDS are far too prevalent today. Most women and half of men report experiencing sexual harassment or assault in their lifetime, and over a million people in the United States live with HIV. Yet, despite how common it is, so much stigma surrounds both issues.
For members of the public, sexual violence might be taboo, not believed, or made the survivor’s fault. People living with HIV/AIDS deal with similar misunderstandings and victim-blaming. For both survivors and those living with HIV/AIDS, others finding out about their survivorship or HIV status could be a catalyst for shame, discrimination, isolation, and moral judgment.
These stigmas don’t just cause emotional fallout, but physical as well. Being HIV positive could be a marker of past violence (including sexual violence), not just a health condition. When someone experiences stigma surrounding a physical assault, it may cause trauma-related symptoms such as disordered eating and other forms of self-harm.
Living with both stigmas concurrently can result in poor mental, emotional, and physical health outcomes. This is why reducing stigma is not just a moral responsibility, but a necessary step towards improved health for all employees.
Every employer must prioritize employee physical and mental welfare above all else. Combating sexual violence and HIV/AIDS is just one way to make that prioritization clear. In the past, we’ve written about how employers must be allies to affected colleagues, but the groundwork needs to be laid out before policy can change. Employers must recognize these stigmas and counteract them with understanding and compassion. Below are some of our tips for reducing stigma:
Collaborate with HIV Advocacy Organizations and Rape Crisis Centers
While the stigma surrounding HIV and sexual violence can leave those affected feeling more isolated, local organizations can provide a much-needed sense of community and support. We encourage workplaces to reach out to these organizations to collaborate on their events, fundraise, or share amongst staff who may benefit from them. Local rape crisis centers can be found through RALIANCE’s Rape Crisis Center Directory and the HIV Testing Sites & Care Services Locator are great starting places to find local organizations that are eager for outreach, collaboration, and uplifting.
Disseminate Educational Materials Amongst Staff and Through Social Media
An employer making a public statement of support for both survivors and those living with HIV/AIDS is a clear, direct signal that they are valued. While sexual violence and HIV/AIDS may feel like difficult topics to broach, there are plenty of tools online that can help. For HIV/AIDS awareness and education, we recommend these toolkits from the CDC and Gilead HIV. For sexual violence awareness and education, we recommend using materials from the National Sexual Violence Resource Center’s Sexual Assault Awareness Month campaign.
Collaborate with RALIANCE for a Policy Review
If stigma is left unchecked, it can lead to real-world harassment and discrimination. When those behaviors are not handled in a survivor-centered, trauma-informed way, it dismantles trust in the company. RALIANCE would be happy to meet with any partners interested in amending their policies and procedures so that stigmas can be confronted, the path to accountability can be clear, and company culture can transform for the better.
Practice Open and Safe Communication
Perhaps the most important step to reducing stigma is ensuring everyone knows how to practice open and safe communication surrounding these issues. For survivors and those living with HIV/AIDS, any disclosure they make should feel safe and the information they share be kept confidential. When trusted with a disclosure, employees should not be expected to be subject matter experts or counselors. Instead, they should know how to navigate these conversations in a safe, empathetic way. The following resources can be a great help in building these communication skills:
-“A Guide for Friends and Family of Sexual Violence Survivors”-Pennsylvania Coalition to Advance Respect
-“How to TALK with Survivors of Sexual Violence”-RAINN
-“The Ultimate HIV Guide for Friends & Family”-Side By Side: Ending HIV Together
-“Ways to Stop HIV Stigma and Discrimination”-CDC
As long as sexual violence and HIV exist, it is our collective responsibility to make everyone affected to feel safe talking about it. This HIV/AIDS Awareness Month, we hope to see employers around the world start or continue conversations about how stigmas surrounding HIV/AIDS and sexual violence can cause workplace harm and that open, safe communication is the solution.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. Visit our website or our grant page for more information.