HIV in the Modern Workplace: From Stigma to Support
As we mark World AIDS Day, it’s worth reflecting on how far we’ve come and how far we still have to go in creating workplaces truly inclusive for people living with HIV. Despite decades of progress in medicine and human rights, stigma and misunderstanding still shape many people’s experiences at work.
From Fear to Understanding
In the early years of the HIV epidemic, fear and misinformation drove much of the public response. HIV was widely misunderstood, and those diagnosed often faced discrimination, job loss, and social exclusion. Thankfully, science has transformed both the prognosis and the narrative.
Today, people living with HIV who are on effective treatment can live long and healthy lives. Modern antiretroviral therapy suppresses the virus to undetectable levels — meaning it cannot be transmitted sexually (U=U: Undetectable = Untransmittable).
HIV is now a manageable chronic condition, not a death sentence.
Yet while science has moved forward, workplace attitudes haven’t always kept pace.
The Persistent Challenge of Stigma
Research continues to show that stigma remains one of the biggest barriers for people living with HIV, especially in professional settings. Fear of disclosure and discrimination leads many to stay silent, even in some workplaces that claim to value diversity and inclusion.
Here's an anonymous story shared by a working professional, on his experience at work that captures this tension well:
“When I received a job offer from a hospital, I was excited to begin a meaningful role in healthcare. During the pre-employment medical check-up, I declared my HIV status (I was, and am still undetectable) openly, believing that honesty and transparency were important values to uphold. The attending doctor accused me of lacking integrity and reported my status to the HR department. While I understand that HR has the right to be informed of medical results, it was deeply disheartening when my job offer was withdrawn despite my ability to perform the role. The position was a coordinator role with no exposure-prone procedures involved, a detail I had clarified with HR prior to the medical screening.
This experience is a stark reminder that stigma and misconceptions about HIV persist. Living with HIV does not diminish a person’s competence, integrity, or right to work. People living with HIV deserve to be assessed based on their qualifications, capabilities, and commitment - not their health status.”
This incident is regrettable and highlights the persistence of stigma in our workplaces. The inability to accept and see the individual beyond the disease also highlights a missed opportunity for workplaces to show genuine support and ally-ship.
Why Workplace Inclusion Matters
Workplaces are more than just sites of employment. They are communities where people spend much of their days and lives. When an employee feels accepted and supported, they are more engaged, creative, and loyal.
But when stigma or ignorance prevails, it creates isolation, fear, and lost potential.
Inclusive workplaces benefit everyone, not just those living with HIV. A culture that values compassion, confidentiality, and education promotes psychological safety and respect across the board.
What Employers Can Do
Creating a workplace that supports people living with HIV doesn’t require grand gestures. It starts with informed policies, thoughtful communication, and consistent action. Here are practical steps organisations and leaders can take:
1. Uphold Confidentiality and Privacy
Employees have the right to keep their HIV status confidential. No one should be pressured to disclose their health information. HR teams and managers must handle any disclosures with sensitivity and discretion, ensuring privacy is protected at all times.
2. Provide Awareness and Training
Education is the most powerful antidote to stigma. Incorporate HIV awareness into broader health and wellness or DEI trainings. Use this opportunity to correct myths — for example, that HIV cannot be transmitted through casual contact or shared workspaces.
Even a short, fact-based session can change perceptions and build empathy.
3. Review and Update Policies
While Singapore does not currently have a specific anti-discrimination law covering HIV status, employers can (and should) take proactive steps to align with the spirit of fairness and inclusion promoted in national frameworks such as the Tripartite Guidelines on Fair Employment Practices (TAFEP).
TAFEP encourages employers to make employment decisions based on merit, not personal characteristics unrelated to job performance, such as health conditions. This principle provides a strong foundation for inclusive HIV-related policies even without specific legislation.
To put it simply, employers can:
By taking these steps, organisations demonstrate leadership beyond compliance — they show compassion, responsibility, and social awareness.
4. Foster a Culture of Support
Culture is not built by policy alone. It is shaped by leadership. Encourage leaders and managers to model empathy, listen without judgment, and champion inclusion. Simple acts, like marking World AIDS Day or sharing educational resources, demonstrate commitment and normalise the conversation around HIV.
5. Connect with Expert Organisations
Partnering with local HIV advocacy or health organisations can provide valuable resources, from educational materials to confidential support services for staff. Collaboration builds credibility and deepens understanding.
Looking Ahead: A Call for Empathy and Action
We’ve come a long way since the early days of the HIV epidemic, but stigma remains a stubborn barrier. In 2025, no one should have to hide their health status out of fear.
Creating workplaces where people living with HIV can thrive requires both awareness and action.
It’s about replacing silence with understanding, judgment with empathy, and fear with facts.
This World AIDS Day, let us commit to building workplaces that do not just say they are inclusive, but show it in every policy, every conversation, and every act of compassion.
Because when we move from stigma to support, everyone benefits.
This article is written by Dr Choy Chiaw Yee, a Consultant and Infectious Diseases Physician at the National Centre for Infectious Diseases (NCID) and Tan Tock Seng Hospital, and Head of the NCID Clinical HIV Programme. She received her medical training at the Yong Loo Lin School of Medicine and gained Membership to the Royal College of Physicians of the United Kingdom in 2016. Having an active interest in HIV clinical care and research, she is a member of the HIV, Hepatitis and STI programme at the Communicable Diseases Agency. She is also actively involved in education and is a Lee Kong Chian Medicine adjunct teaching faculty and NUS medical faculty.