GDID ANNUAL REPORT 2024/25

Question

Yes No Details, if yes

5. Has the Department reviewed its employment policies and practices to ensure that these do not unfairly discriminate against employees on the basis of their HIV status? If so, list the employment policies/practices so reviewed. √

The Department has reviewed the following policies to ensure that they align with the goals of the new National Strategic Plan for HIV, AIDS, STI & TB (NSP 2023-2028) and the mental health strategy, which strives for prevention, care and support and protection of employees against HIV, AIDS, TB, STI infections and to achieve mental health solutions, these polices have also been communicated to employees through

policy workshops in August 2024: • HIV, STI and TB Management.

• Wellness Management. • SHERQ Management. • Health and Productivity Management. • Smoking policy. • Medical surveillance Policy.

• Physical wellness policy. • Substance abuse policy.

6. Has the Department introduced measures to protect HIV-positive employees or those perceived to be HIV-positive from discrimination? If so, list the key elements of these measures. √

• 16 Male and 4 Female dialogues addressing GBV, Mental health, financial wellness and other chronic health issues were implemented in November 2024, in collaboration with Directorate: Transformation and Mainstreaming. • Awareness and education on HIV, STI, and TB infection, treatment adherence, and counselling were provided through walkabouts, condom usage demonstrations, and World AIDS Day events held in November 2024. These activities were conducted in collaboration with the South African National AIDS Council and HIVSA – Choma Project. • TB expositions held in 5 DID regional offices in March 2025. • 59 wellness champions trained, and 48 wellness champions registered on the programme. • 2 condom demonstrations conducted during World Aids Day (WAD). • HIV stigma and disclosure awareness conducted in December 2024 (World AIDS Day). • 2 HIV/AIDS candlelight reflections conducted in February 2025. • Disclosure guidelines have been developed to assist with management of voluntary and involuntary disclosures of chronic ill health. • Line managers (level 9-12 including Chief Artisans) and wellness coordinators trained on disclosure guidelines and EAP referral process in March 2005.

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DEPARTMENT OF INFRASTRUCTURE DEVELOPMENT