Abstract:
Theunprecedented effect of HIV and AIDS in Africa cannot be over-emphasized as it
takes its toll mainly on the active age population of 15-49 years. This age group is the
main workforce of any nation and, unfortunately, the most vulnerable to infection of
HIV.There has been growing concern about the devastating impact of HIV and AIDS in
manyworkplaces. In response, many organizations have developed sector-specific HIV
andAIDS workplace policies for impact mitigation in the workplace. Moi University is a
public institution with a large workforce hence targeted in the current study. Realizing the
negative impact that HIV and AIDS has on workplaces and the importance of having an
HIV and AIDS workplace policy, this study sought to establish the challenges of
implementing such policy in Moi University. The study, whose main concern was about
Moi University HIV and AIDS workplace policy, targeted teaching staff, non-teaching
staff and senior management. The study's objectives were: to determine staff awareness
of Moi University HIV and AIDS workplace policy; to establish implementation
challenges of HIV and AIDS workplace policy at Moi University; to find out the impact
of HIV and AIDS on services delivery, and to establish the role of management practices
in mitigation of HIV and AIDS. To achieve these objectives, the study used ex-post facto
research design and stratified sampling technique in the selection of the study sample. A
study sample made up of 330 participants was used for the study. The study utilized both
qualitative and quantitative methods in data collection. These included Workplace
Testing Questionnaire, document analysis and semi-structured interviews. Primary data
was collected by use of self administered questionnaires and interview schedules, while
secondary data was collected from libraries. The study used the Statistical Package for
Social Sciences (SPSS v 17.0) program to analyze the data collected. Qualitative data
was analyzed thematically through coding. Both descriptive and inferential statistics were
used. The descriptive statistics included frequencies and means. Correlation analysis was
used to test hypotheses (to test the relationship between the independent and dependent
variables). The findings revealed that Moi University had an HIV and AIDS workplace
policy. It also emerged that lack of consultation on HIV policy development, fear of
talking on HIV and AIDS while in the workplace, view of HIV issues as a waste of time
leading to participant's personal perceptions that HIV issues do not concern them, all
were an impediment to successful implementation of the policy. The study further
revealed that stigma in the workplace had an effect to adequate and timely delivery of
services. The study concluded that HIV and AIDS workplace policy is a vital document
in HIV and AIDS impact mitigation and, therefore, requires serious publicity for adoption
and ownership by every employee. Following this, the study recommends that
sensitization of all employees about the content of Moi University HIV and AIDS
workplace policy be undertaken and worker's views and opinion be considered when
developing an HIV and AIDS workplace policy. The Environment Resources
Congruency Model (E-V-R) and the Theory of Planned Behaviour should be utilized as
important guides in the management of HIV and AIDS in the workplace. The study is,
therefore, expected to be of great significance to employers in addressing some of the
HIV and AIDS workplace policy related implementation challenges.