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Supporting Public Sector Workplace Programs on HIV/AIDS

This report highlights the achievements and ongoing challenges of HIV/AIDS workplace programs in Tanzania's public sector. Between 2007 and 2013, the percentage of staff reached by these programs rose significantly, improving from 5% to 60% in key ministries and agencies. The initiative focuses on capacity building for managing HIV/AIDS, promoting awareness, and ensuring human rights perspectives in treatment. However, it faces issues such as poor leadership commitment, stigma, inadequate policy dissemination, and high turnover rates. Future steps include advocacy, ongoing training, and enhancing integration within monitoring systems.

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Supporting Public Sector Workplace Programs on HIV/AIDS

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  1. Supporting Public Sector Workplace Programs on HIV/AIDS

  2. Indicator • Percentage of staff reached by HIV/AIDS workplace programmes increases • in the 5 supported ministries/agencies from 5% in 2007 to 60% in 2013, • and in the 4 programme regions from 5% in 2009 to 50% in2013. The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  3. Approach • Support to Tanzania Public Service College (TPSC) and Local Government Training Institute (LGTI) to build capacity for managing HIV/AIDS in the workplace in government institutions– national level • Support to 5 Ministries/Departments and Agencies (MDAs) to plan, implement and monitor WPP on HIV/AIDS - national level • Support to 3 Regional Administrative Secretariats (RAS) and 20 Local Government (Councils) to address HIV prevention, care and treatment among the workforce from a human rights perspective - regional and council level The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  4. Activities • Establish and maintain a pool of WPP facilitators at TPSC and LGTI • Support the development and review of training packages (curricula and learning materials) • Dissemination of Circular Nr 2, Guidelines on managing HIV and the Code of conduct to public servants • Provide technical support and training to 5 MDAs on management of WPP • Promote HIV testing and early access to care, treatment and support for public servants The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  5. Challenges • Poor leadership commitment to WPP • Stigma and discrimination, especially at local government level • Inadequate dissemination of government documents (policies, guidelines, circulars) • Discrepancy between budget, disbursement and utilization of HIV funds for WPP • Inadequate integration of HIV in the existing M&E systems in the public sector • Lack of effective complaints mechanism to address sexual harassment and corruption at the workplace • High turn-over rate of public servants leading to loss of institutional memory The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  6. Next steps • Continuous advocacy with leadership for support to WPP • Regular supportive supervision and refresher trainings • Exploring (co-)funding sources (NHIF, other GTZ funded programmes, NMSF grant, MTEF) • Action-oriented research to address sexual harassment and corruption • Facilitating linkages between TACAIDS, PO-PSM and PMO-RALG to improve integration of HIV in existing M&E systems in the public sector The Sexual and Reproductive Health and Rights and HIV/AIDS Component

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