UGANDA MANAGEMENT INSTITUTE

RESEARCH REPORT

HIV/AIDS AWARENESS AT UGANDA MANAGEMENT INSTITUTE: ASSESSEMENT

OF INFORMATION EDUCATION AND COMMUNICATION STRATEGIES

AUTHOR: DR. MARY BASAASA MUHENDA

DATE: AUGUST 2017

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 ABSTRACT

The study was about HIV/AIDS awareness at Uganda Management Institute. The purpose of the
study was to; Identify gaps in the information, education and communication strategies on
HIV/AIDS policies, rules and regulations as a strategy to create awareness and join the struggle
in fighting the AIDS/ HIV epidemic at UMI. A total of forty staff members were interviewed and
one focus group discussion of student leaders was conducted. The findings indicate that no
communication about HIV/AIDS is done at UMI except a few staff members who had only
heard about the upcoming HIV/AIDS policy. The staff members recommended that the process
of formulating the HIV/AIDS policy be fast tracking and implementated effected as this will
guide as other HIV/AIDS strategies.

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 TABLE OF CONTENTS
Abstract …………………………………………………………………………………………..2
List of tables and figures………………………………………………………………………...4
List of acronyms …………………………………………………………………………………5
Chapter one ……………………………………………………………………………………...6
Introduction …………………………………………………………………………………….6
Background to the study …………………………………………………………………….6
The Challenge ……………………………………………………………………………….7
Significance of the study …………………………………………………………………….8
Objectives …………………………………………………………………………………...9
Chapter two …………………………………………………………………………………….10
Methodology ………………………………………………………………………………….10
Sampling …………………………………………………………………………………..10
Data collection …………………………………………………………………………….10
Analysis ……………………………………………………………………………………10
Ethical consideration ………………………………………………………………………11
Chapter three …………………………………………………………………………………..12
Background characteristics …………………………………………………………………..12
Information Education and Communication …………………………………………………12
Most appropriate channel of communication ………………………………………..........13
Appropriate communication materials …………………………………………………….14
Effective communication ………………………………………………………………….14
HIV/AIDS policy ……………………………………………………………………………15
Issues to be included in the HIV/AIDS policy ……………………………………………16
Stigma and discrimination …………………………………………………………………..17
Testing and declaration of results …………………………………………………………...18
Chapter four ……………………………………………………………………………………19
Discussion and recommendations …………………………………………………………...20
Conclusion …………………………………………………………………………………..21
References ……………………………………………………………………………………...22
LIST OF TABLES AND FIGURES
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Table 3.1.1 Characteristics of respondents ……………………………………………………..12
Table 3.2.1 Ever received any information about HIV/AIDS at UMI ………………………….13
Figure 3.2.2 Most appropriate channel of communication ……………………………………...13
Figure 3.3.1 Issues to be included in the HIV/AIDS policy …………………………………….16
Figure 3.4.1 How stigma can be minimized …………………………………………………….17
Figure 3.5.1 Testing and declaring status ……………………………………………………….18

LIST OF ACRONYMS
AIDS Acquired Immune Deficiency Syndrome
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HIV Human Immune Virus
IEC Information Education and Communication
UMI Uganda Management Institute
ILO International Labour Organization

CHAPTER ONE

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 INTRODUCTION

1.1 Background to the study

In June 2017, a study was carried out at Uganda Management Institute to ascertain whether the
institute has any mechanisms in place to address the HIV/AIDS epidemic. The purpose of the
study was to identify gaps in information, education and communication, policies, rules and
regulations about HIV/AIDS epidemic at UMI. The study was conducted at the UMI Main
Campus, Gulu, Mbale and Mbarara upcountry centers’ and included respondents from the
academic, administrative, support staff and student leaders.

1.1.1 Global overview

World Health Organisation (WHO) defines HIV as Human Immunodeficiency Virus while AIDS
as Acquired Immunodeficiency Syndrome. According to the Global Information and advice on
HIV and AIDS, there are 1.5 million people living with HIV and a 7.1 % adult HIV prevalence
in Uganda. The same report said that there are about 83,000 new HIV infections and classified
Uganda as a high burden country with high number of persons living with HIV/AIDS continuing
to increase. Majority of persons living with HIV/AIDS are employed, hence the need to put in
place mechanisms that create awareness as a means of fighting the epidemic and enforce
understanding of the rights of people living with HIV/AIDS. This according to the Uganda’s
Ministry of Gender, Labor and Social Development, require organisations’ developing equitable
set of policies on protection of the rights at work and protection against any discrimination at
work. This calls for policies that ought to be communicated to all staff and which must be
properly implemented. Proper dissemination channels about policies, rules and regulations
regarding HIV/AIDS related discrimination and abuse are therefore key to ensuring that the
rights of people living with HIV/AIDS are respected, stigma and discrimination minimized
among other challenges.

1.1.2 Information Education and Communication

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According to Adler (1995), education and awareness programs in the workplace help to dispel
myth about the scourge that deters discrimination, though dissemination of such information still
poses a number of challenges. A baseline survey on management of HIV/AIDS and the work
place in several organisations’ in Uganda revealed that mechanisms for dissemination of
HIV/AIDS specific information to workers were almost nonexistent (Asingwire, 2006). This was
reported earlier in the Ministry of Health report of 2003 which observed that, knowledge and
information were among the new challenges hindering HIV/AIDS awareness.

Information, Education and Communication commonly referred to as (IEC) has taken Centre
stage in the fight against HIV/AIDS. We define information as an answer to a question of some
kind since it reduces uncertainty because the more uncertain an event, the more information is
required to resolve uncertainty of that event (Wikipedia). Education on the other hand is the
process of facilitating learning, or the acquisition of knowledge, skills, values, beliefs and habits.
According to Wikipedia, education can take place in formal or informal settings and any
experience that has a formative effect on the way one thinks, feels, or acts may be considered
educative. For the response to HIV/AIDS to be comprehensive, communication should be at the
center to provide form and content in the prevention, treatment and reduction of vulnerability
(Odine.2015). Communication in particular is crucial in ensuring that successful changes take
place by helping to overcome ambiguity, uncertainty, and by providing information and power to
those who are supposed to champion change (Pitchard, 2007). According to Pitchard,
communication should be constant, thorough, and motivational and must consider the various
channels’ appropriateness in the overall implementation though in itself cannot suffice. So
successful HIV/AIDS awareness at Uganda Management Institute calls for information,
education and communication strategies that are in line with Global, National and Institutional
frameworks.

IEC comprises a range of activities and outputs with approaches ranging from the use of mass
media to inform and establish positive norms among the general population to the use of target
interpersonal communication to help those at particular risk evaluate their own behavior and
develop new personal skills. IEC has been reported to have a positive effect on reversing further
infection of the spread of HIV/AIDS by changing people behavior and offering coping skills to
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those already affected among other benefits (Yuma, 2001). Since IEC plays a significant role
towards behavioral change, it is important that information, education and communication
strategies at UMI are strengthened so as to reduce the negative attitude towards people living
with HIV/AIDS which in turn affects their productivity.

1.2 The Challenge

Following Governments’ initiative to inform, educate and communicate HIV/AIDS at work

places, Uganda Management Institute (UMI) made some strides by including HIV/AIDS
guidelines in their Human Resource Manual though a comprehensive HIV/AIDS policy has not
yet been developed. Preliminary investigations revealed that majority of staff are not even aware
of the HIV/AIDS guidelines provided for in the Institutes’ Human Resource Manual that have
been in operation since 2012. Even the few UMI staff who were aware of the regulations, a good
number including a few senior staff had never read them whereas other staff did not even know
where to access them from. This is an indication of inadequate sensitization and education about
HIV/AIDS issues among employers at UMI contrary to international recognition of the
importance of knowledge and information in creating awareness for behavioral change in the
prevention and care of HIV/AIDS. Such ignorance impacts on the Global and Government of
Uganda’s efforts to fight the HIV/AIDS epidemic and calls for serious interventions.

Increasing access to information enhances levels of awareness and understanding to eliminate

knowledge gaps, which could lead to attitude and behavior change, consequently bringing
positive changes at individual, family, community and institutional levels (Zambia National
HIV/AIDS Communication and Advocacy Strategy 2011-2015). Lack of communication on the
other hand creates an environment where there is no voice to address the cause of infection
among the most vulnerable groups. Besides, HIV related stigma and discrimination, whether
inside or outside the workplace remain major obstacles to accessing effective prevention,
treatment and support, workers are reluctant to seek services since they fear negative
repercussions (ILO, 2015).
This study therefore, identified existing gaps in HIV/ AIDS related policies and regulations at
UMI and made proposals for inclusion in the policy. The study also assessed existing

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information, education and communication strategies and made recommendations on appropriate
EIC strategies in addition to identifying different channels of communication at the Institute.

1.3 Significance

The study will;

 Inform UMI leadership about the gaps in implementing Governments policies relating to
HIV/ AIDS

 Make recommendations on appropriate information, education and communication

strategies and how best these strategies can be implemented at UMI.

 The study will inform policy makers, HIV/AIDS actors and academia.

1.4 Overall objective

Identify gaps in the information, education and communication strategies on HIV/AIDS policies,
rules and regulations as a strategy to create awareness and join the struggle in fighting the AIDS/
HIV epidemic at UMI.

1.4.1 Specific objectives

1. Review the various mechanisms that UMI uses to inform, educate and communicate
HIV/AIDS issues.

2. Identify appropriate communication materials that cater for all stakeholders i.e. People
living with HIV/AIDS and others free from HIV/AIDS.

3. Solicit views for inclusion in the HIV/AIDS policy.

4. Make recommendations for the short, medium and long term range that can inform,
educate and communicate HIV/AIDS interventions in order to minimize stigma and
discrimination

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 CHAPTER TWO

METHODOLOGY

2.1 Sampling

Purposive sampling was used to identify respondents who included academic staff,
administrative staff, University Officers, support staff and student leaders. Purposive sampling
can greatly be affected by selection bias though it allows selecting participants that will enrich
the data.

2.2 Data Collection Methods and Instruments

A combination of quantitative and qualitative approaches was used. The study was conducted at
the UMI Main Campus, Gulu, Mbale and Mbarara upcountry centers’ and drew respondents
from the academic, administrative, support staff. A focus group discussion for the student leaders
was another method employed in the study.

The data collection instruments namely the questionnaire and interview guide were pilot tested in
one Higher Education Institution. Results helped refine the final instruments that were
administered to staff and respondents (Appendix 1& 11). A focus group discussion guide was
developed along the key themes of the main instrument.

A self-administered questionnaire in line with the objectives was filled by staff members while a
focus group discussion was conducted for student leaders. Key respondents’ views were solicited
using an interview guide. The study was based on a small sample, therefore cannot be
generalized, however, the purpose of the study was to generate findings for Uganda Management
Institute in particular.

2.3 Analysis

Quantitative data entered into SPSS, analyzed and presented using descriptive statistics to
explain sample profiles, sample characteristics and respondent views on questions asked to
ensure quality of data. A thematic approach was used to analyze the qualitative data. Key

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respondent views were grouped under emerging themes to supplement quantitative results and
where necessary respondents’ views were taken verbatim to strengthen the arguments.

2.4 Ethical Consideration

Approval was obtained from Uganda Management Research Centre. Respondents were briefed
about the purpose of the research, that their participation is voluntary and how confidentiality
will be ensured and oral consent was sought before they agreed to participate in the study.

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 CHAPTER THREE

FINDINGS

This chapter presents the findings of the study.

3.1 Background characteristics
Below we present respondents profiles to give a general overview of the respondents’
background.
3.1.1 Characteristics of the respondents (staff members)
Variable Frequency Percent
Sex Male 13 32.5
Female 27 67.5
Total 40 100
Education level PHD 3 7.5
Masters 23 57.5
Degree 11 27.5
Diploma 3 7.5
Total 40 100
Employment status Academic staff 15 37.5
University Officer 1 2.5
Administrative staff 19 47.5
Support staff 5 12.5
Total 40 100
Source: Field Data 2017
Above thirty percent (32.5% ) of the respondents were male while 67.5% of the respondents
were female. Of the respondents (7.5%) of the respondents were PHD holders while 57.5% of
the respondents hold Masters Degrees. Of all the total respondents 27.5% of the respondents
were degree holders while 7.5% were Diploma holders.
Of the respondents, 37.5% were academic staff, 2.5% were University Officers, and 47.5% were
Administrative staff while 12.5% were support staff. This is a fair distribution that gave all staff
members a fair representation of airing their views.

3.2 Mechanisms that UMI uses to inform, educate and communicate HIV/AIDS issues
There are currently no mechanisms used to inform and educate the UMI community about the
HIV/AIDS epidemic according to key stakeholders. Although information about HIV/AIDS is
important to enable the population make informed decisions, currently, there is currently no
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communication initiatives about HIV/AIDS at UMI. To confirm this assertion, the respondents
were asked whether they had ever received any information about HIV/AIDS at UMI, the
following were their responses.

3.2.1 Information about HIV/AIDS at UMI

Frequency Percent
Yes 12 30.0
No 28 70.0
Total 40 100
Source: Field Data 2017
Majority of the respondents, seventy percent (70%) had never received any information about
HIV/AIDS at UMI while only thirty percent (30%) of the respondents had ever received
information about HIV/AIDS at UMI. Of the thirty percent (30%) who answered in the
affirmation, majority could not explicitly explain under which circumstances they had received
such information. This was an indication that there were no clear mechanisms that UMI uses to
inform, educate and communication HIV/AIDS issues at the Institute.

3.3 Appropriate Communication Materials

Appropriate communication materials for the different categories are key in transmitting the
message about HIV/AIDS. Despite their importance, this study established that there was hardly
any Information Education and Communication ( IEC) materials about HIV/AIDS at UMI. Over
ninety seven percent (97.5%) of the respondents said they had never accessed any IEC materials
compared to less than three percent (2.5%) who said they had ever seen any material. Of the
2.5%, majority are in senior administrative positions, hence majority of UMI staff considered
availability of communication materials inadequate. One senior member of staff admitted that
due to the various constraints, producing the relevant communication materials is still a
challenge at UMI and suggested sufficient planning as a strategy to address the issue. Another
senior member of staff said that;

“This is an area that management has never given serious attention though am very certain that
some of our colleagues are affected and have no one to turn to for help”.

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3.3.1 Most appropriate channel of communication
Of concern was how information can easily be transferred to the UMI community members. In
trying to gauge the transferability of the information, respondents were asked what they consider
to be the most appropriate channel of communication regarding HIV/AIDS at UMI. Below is a
summary of their responses;

3.3.1 Responses on the Most Appropriate Communication Channels

3%

8%

Facebook
24%
18% Twitter/whatsapp
Email
Blog
10% Meetings/workshops
Noticeboard
37%

Channels of communication need be strategic so as to attract the attention of the intended

users/recipients. According to the student leaders, various strategies can be adopted that best
suits the UMI environment. A few suggestions like educating staff members and participants
about the dangers of HIV/AIDS, commemorating international HIV?AIDS day are important to
remind them that HIV still exists and can affect anyone. This can in turn shape their attitude and
behaviors, thereby enabling them take up preventive measures.

Our findings revealed that thirty seven percent (37%) of the respondents recommended email as
the most appropriate channel of communication while twenty four percent (24%) recommended
meetings/workshops as the most appropriate channel of communicating to staff and participants.
Eighteen percent (18%) recommended WhatsApp/twitter as the most appropriate channel of

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communication, ten percent (10%) recommended blogs on the website while eight (8%) percent
mentioned Facebook as the most appropriate channel of communication about HIV/AIDS issues
at UMI. Some respondents had reservations ranging from internal ICT capacity gaps to network
connectivity challenges that could hinder full utilization. Majority suggested a combination of all
the proposed channels to avoid relying on a few of those recommended. One student leader had
this to say:

“To improve on communication, place posters in places of convenience and utilize the social
media, perhaps have a question and answer session for staff and participants by qualified health
professionals”. Yet another student made the following suggestion;

“Developing posters with key messages about HIV and placing them strategically for students to
read, may be key messages on HIV could also be included in materials provided to students, for
instance on lecture notes, registration forms and examination cards”.

These participants’ views were supported by the Human Resources Manager who suggested that
UMI could, as a strategy during staff meetings invite HIV/AIDS experts to address staff on
current issues and Government policies. She also suggested that we could also have a focal
personal in each Directorate and may be an assistant focal person in administrative Departments
that are considered big whom staff could approach and confide in on matters of their HIV/AIDS
status. The idea of having focal point persons was overwhelmingly supported by more than
ninety (90%) of staff who reiterated their importance but hastened to add that such people must
be mature, of high integrity and popular among staff.
3.4 HIV/AIDS policy
In this era where the HIV/AIDS prevalence rate in Uganda is stagnantly high, it is important for
an institution like UMI to develop a policy to guide management on how best to handle
challenges arising from the effects and ensure preventive measures. To this, respondents were
asked whether it was necessary to have a policy on HIV/AIDS at UMI. All respondents agreed
that a good HIV/AIDS policy was necessary at UMI and that it ought to be expeditiously
developed and implemented. However, there were divergent reasons as to why UMI should have
an HIV/AIDS policy including but not limited to the following reasons; to protect the sick and
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encourage them to live longer at twenty percent (20%), to promote inclusiveness and prevent
increased infection at slightly above seventeen percent (17.5%), to increase productivity and
reduce on discrimination at twenty percent (20%) and to guide staff on what to do at thirty five
percent (35%).

Some key informants told us that having a policy in place; will have a significant impact on the
issue of HIV in employment; guarantee fair treatment in accordance with national and
international policies. Other respondents intimated that a policy will protect the Institute from
litigation and or discrimination, accusations and ensure equitable, fair and healthy working
environment for people living with or affected by HIV. The Guild President also supported the
need or a policy on HIV and observed that:

“HIV affects productivity of staff if not well managed, individuals living with HIV are still
productive, HIV/AIDS policy will increase productivity and reduce on discrimination and
exclusion, UMI community is composed of mature people who can fornicate and spread HIV, the
policy can protect the sick and encourage them to live longer, to assist on inclusiveness as far as
positive people are concerned and to prevent increased infection”.

The HIV/AIDS policy is important to promote respect for rights for all members regardless of
their actual or perceived HIV status as well as provide an educational environment that protects
the rights of students and employees living with HIV. Formulating a HIV/AIDS committee that
includes both participants and employees may be necessary to take the agenda forward. One
senior member of staff concluded by saying that;

“It is important that the HIV/AIDS policy is put in place and well implemented to ensure
productivity of HIV positive staff is not affected and to reduce on discrimination and exclusion”

Issues to be Included in the HIV/AIDS Policy

Having had a general consensus of the need to have a comprehensive HIV/ AIDS policy, the
respondents were asked to identify the issues they think should be included in the HIV/AIDS
policy. The following responses were generated as indicated below:
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3.3.1 Responses on issues to be included in the HIV/AIDS policy

23% 20% Conducive environment for

pe ople living with HIV/A IDS
Support for people living
with HIV/AIDS
Counseling and testing

27% Training
30%

Responses captured include; thirty percent (30%) who mentioned counseling and testing, twenty
seven percent (27%) suggested support for people living with HIV/AIDS, twenty three percent
(23%) suggested training on various aspects of HIV while twenty percent (20%) recommended
aspects of a conducive environment for people living with HIV/AIDS.

Key respondents in addition recommended the following key components. The different clauses
of the HIV/AIDS policy could take into account the salient issues that are likely to be associated
with the HIV/AIDS epidemic directly or indirectly. These can include preventive measures,
treatment and support mechanisms according to one respondent.

“The HIV/AIDS policy should include how confidentiality will be kept by the implementers after
disclosure” student leader.

Other key respondents when interviewed suggested that the policy on HIV could include the
following; a brief introduction, benefits of declaration, continuous awareness strategies,
provision for focal persons, penalties, roles and responsibilities of key stakeholders and financial
implications.

3.4 Strategies for Short, Medium and Long Term ICE Interventions

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Effective information, communication and education are intended to achieve greater impact at
the lowest cost possible. Having known the most appropriate channels, it is therefore important
to critically think out a plan on how best to utilize these channels to address the HIV/AIDS
epidemic at UMI. It was important to establish how information, communication and education
strategies will be ensured once the HIV/AIDS policy is formulated regarding its implementation
and addressing HIV/AIDS issues at UMI. Several questions were asked and three major issues
emerged for the short, medium and long term namely; effective communication, minimizing
stigma and discrimination and declaration of staffs HIV status.

3.4.1 Effective Communication

Respondents were asked how management can ensure effective communication about HIV/AIDS
issues. Over twenty eight percent (28.2%) mentioned regular sensitization of staff using
different fora, more than twenty five percent (25.6%) mentioned sending educative information
on LAN and placing posters/messages in places of convenience, while over twelve percent
(12.8%) recommended meetings/workshops to educate staff and participants on current
HIV/AIDS developments. One student suggested that;

“The institution can also hold regular seminars and open talks, staff can also be accessed on
email, for instance, by availing HIV/AIDS literature to staff on a quarterly basis, there can be
some alerts developed specifically for class hours, guest talks to staff from experts, posters on
noticeboards, circulars and disseminating the HIV/AIDS policy once ready, set up an office to
offer students and staff support on health related issues”, student leader.

Other suggestions for effectively delivering HIV/AIDS messages included; “online platforms for
reporting and feedback, clip of 1-3 minutes during meetings, open space for discussion,
incorporate HIV/AIDS issues into the induction programs of new employees and establishment
of an HIV/AIDS committee, opening a whatsapp UMI HIV/AIDS group” staff member.

3.4 .2 Minimising Stigma and Discrimination

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Stigma and discrimination also known as self-stigma can be a challenge since it can affect people
living with HIV/AIDS. Some of the respondents’ concerns were managing stigma and
discrimination to minimum levels towards people living with HIV/AIDS at UMI. Respondents
were asked to provide suggestions which suggestions are presented below;

Suggestions on minimizing stigma

35
30
25
e
g s

20
enta

15
Perc

10
5
0
Awareness Experience Provide equal Incentives for
creation sharing opportunities people living with
HIV/AIDS
How stigma can be avoided

Source: Field Data 2017

Respondents felt that it was important, as the HIV/AIDS policy is being developed for the
Institute to devise means of minimizing stigma and discrimination. Staff observed that stigma
can affect the confidence and self-esteem of the victims, hence reducing their participation
socially and practically.

Of the respondents interviewed, more than thirty two percent (32.5%) thought stigma and
discrimination could be reduced through awareness creation, thirty percent (30%) said that
experience sharing could help to minimize stigma and discrimination. Over twenty seven percent
(27.5%) said providing equal opportunities is one way of reducing stigma and discrimination
while ten percent (10%) suggested providing incentives to reduce stigma and discrimination
towards people living with HIV/AIDS. The diverse responses clearly give some hope to UMI
management to at least utilize one or more suggestions offered by both staff and student leaders.

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Awareness creation can also help alleviate some of the fears that result from myths and
misconceptions about HIV/AIDS, hence, reducing stigma and discrimination according to one
student leader who observed that;

“Partnering with HIV/AIDS service providers who are skilled in talking to the community,
opening up a small counseling and testing centre with utmost privacy to offer counseling to
those seeking for services, a declaration statement against stigmatization and imposition of
sanctions could be of great help”.

3.4.3 Declaration of Staffs’ HIV/AIDS Status

Testing and declaring one’s HIV status can build confidence of those infected by the virus and
yet this remains one of the most difficult challenges among stakeholders in the struggle against
HIV/AIDS. This is important to enable the necessary support including but not limited to
information, communication and education to be provided to those infected with HIV but also
prevent further infections. Bearing these assumptions in mind, staff and participants’ leaders
were asked how members at UMI can be encouraged to test and declare their status which
findings are discussed below.

3.5.1 Ways of encouraging HIV testing/declaration of results

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Of the respondents interviewed, over thirty four percent (34.2%) and more than thirty one
percent (31.6%) respectively said that regular awareness, and regular counseling and testing can
encourage people to test and declare their HIV status, while over thirty four percent (34.2%)
think educative talks on the benefits of testing can encourage people to test and declare their HIV
status.

Several approaches can be used to encourage individuals who test to declare their HIV status as
suggested by one student leader during a focus group discussion below;

. “Providing equal opportunities, by attaching benefits to disclosure, such as accessing

treatment, include HIV question on the biodata form but not mandatory, promote positive living
of HIV infected staff, leaders and managers to take lead, formation of posttest Association or
taskforce” student leader.

Basing on the findings above, we can conclude that effective communication, minimizing stigma
and discrimination and encouraging disclosure of ones HIV status is very important at Uganda
Management Institute. This is especially true if we have to forge new ways of dealing with the
HIV/AIDS scourge to ensure compliancy with national and international policies.

CHAPTER FOUR
Discussion, Recommendations and Conclusions
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4.1 Discussion and Recommendations
This chapter presents the discussion of the findings and recommendations.

4.1.1 Mechanisms used to inform, educate and communicate HIV/AIDS issues

As evidenced by the findings, awareness creation about HIV/AIDS at Uganda Management
Institute is very low. Majority of the respondents had not received any information about
HIV/AIDS. Due to the highly stagnating HIV/AIDS prevalence rate in Uganda, it is important
for different stakeholders to prioritize preventive measures to minimize or zeroing down the HIV
infection rate and AIDS mortality, hence the need for UMI to include the HIV/AIDS awareness
on its agenda.

4.1.2 Appropriate Communication Materials

The IEC materials bridge the gap between the sender of the message and the receiver, and are
effective in terms of time and cost. Developing the relevant IEC materials that meet the
information needs of the different categories of people remains the greatest challenge, yet,
without Information, Education and Communication materials, it may be cumbersome to put
across the messages. From the findings, the most appropriate communication materials are
posters, including messages on documents for students, noticeboards while the most appropriate
communication channels are email, twitter/whatsapp and meetings/workshops. UMI
management ought to devise ways on how best to utilize these fora to transmit information on
HIV/AIDS to members.

4.1.3 HIV/AIDS Policy

From the findings, 100% of the respondents said the HIV/AIDS policy at UMI is necessary.
Various reasons are advanced for this need. Highly ranked is the need to inform management
how to deal with HIV/AIDS issues at the Institute. These issues range from the rights and
support of staff members and participants living with HIV/AIDS to prevention measures such as
counseling and testing. The respondents observed that UMI comprises of mature people from
diverse backgrounds and the likeliness of HIV infection could be ruled out. Both staff and
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participants could therefore at any time be faced with the challenges of HIV infection directly or
indirectly. It becomes imperative that the issue of HIV/AIDS at UMI is handled seriously if the
common goal of reducing HIV infections and AIDS deaths nationally is to be achieved.
Supporting staff living with HIV/AIDS cannot be re-emphasized because such support will
ensure staffs’ continued productivity, and increase performance output of the entire Institute.

Our findings confirm the need to have an HIV/AIDS policy and below is a summary of
respondents’ views on issues to be included in the policy. Major issues recommended include;
definition of key terms; a brief introduction; policy statement and scope of application; guiding
principles; policy objectives; benefits of the policy; roles and responsibilities of key
stakeholders; policy implementation and coordination; continuous awareness strategies; focal
persons provisions/ Champions; financial implications; penalties for non- compliance in addition
to monitoring, review and policy evaluation.

From the suggestions, we conclude that UMI should come up with a policy framework for
prevention, treatment, care and support of the infected and affected persons.
1. Situational Analysis and Policy Challenge
 Introduction
 Background and policy challenge
2. Policy Statement & Scope of application
 Policy statement
 Scope of policy application
 Guiding Principles
 Policy objectives
 Policy strategies
 Benefits of the new policy

3. Implementation, Roles and responsibilities

 Policy implementation & Coordination

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  Monitoring, Review and evaluation of policy
4. Fighting HIV/AIDS
 Awareness
 Prevention
 Treatment
5. Roles and Responsibilities
 Management role
 Governance
 Risk management
 Disclosure

6. HIV/AIDS Training
 Mechanisms of delivery of HIV/AIDS education and training
 Implementation of HIV/AIDS education and training at UMI
 Benefits of HIV education
 Cost implications
 Process implementation

7. HIV/ AIDS & The Law

 Rights of employees living with HIV
 Health and safety issues
 Other legal/ policy framework & clauses of relevant labor legislation
 Prevention methods and prevention of occupational injuries
 Confidentiality issues
8. Funding Sources
9. Policy violation

4.1.4 Short, Medium and Long-Term ICE Interventions

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Self-awareness and positive living is very crucial as regards fighting the HIV/AIDS epidemic. It
can alleviate self-stigma and discrimination, thereby enhancing socioeconomic productivity.
Those who test negative can be encouraged and educated on how to maintain their status while
those who test positive could be encouraged to live positively. Regular awareness through staff
meetings, regular counseling and testing, educative talks on issues ranging from current
HIV/AIDS trends to benefits of testing and treatment are some of the recommendations by the
respondents for short, medium long-term ICE strategies for people living with HIV/AIDS. When
management is aware of those who are positive, it becomes easier to offer support in case of
critical illness, offer preferential consideration like reducing workload, support to access free or
subsidized treatment, and flex times for reporting on duty. With such benefits, UMI should
develop strategies on how to implement such interventions.

4.2 Conclusion

The findings indicate that the level of awareness about HIV/AIDS at UMI is very low. There are
no Information, Education and Communication strategies at the Institute. The most appropriate
channels of communication suggested are; email, social media, meetings/workshops.
Formulation of the HIV/AIDS policy is long overdue, hence the process should be expedited due
to the advantages that are associated with it. The HIV/AIDS policy should include the sensitive
issues surrounding the HIV/AIDS epidemic, such as the rights and entitlements of people living
with HIV/AIDS, what support can be offered, prevention measures such as, counseling and
testing, how stigma and discrimination will be handled. With all the recommendations
implemented, the purpose of ensuring a productive workforce and contributing to the reduction
of HIV infection and AIDS mortality will be achieved.

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