|
|
What’s more, there was debate on what this HIV testing
information was going to be used for. There were apprehensions that this
information would be used to discriminate against the infected employees.
It was
also not clear whether the information would be kept confidential or it would be
made public. If the information was made public, the affected employee might be
subjected to discrimination in the workplace and even face social ostracism.
Denying someone employment on the basis of HIV status was also a tricky subject.
There were also concerns that excessive monitoring or moral policing on the
organizations’ part would only damage employee morale and breed discontentment.
This in turn could lead to more attrition in an industry that was plagued by
high attrition.
Moreover, HIV testing being such a sensitive issue, it remained
to be seen whether any organization could make such testing compulsory without
getting into legal problems.
Additional Readings and References
1. Deepshikha Monga, Joji Thomas Philip, “BPOs May Now Screen Recruits for HIV,”
www.economictimes.indiatimes.com, June 23, 2007.
2. Vishwas Gautam, Chandna Arora, “HIV Test to Join a BPO?”
www.timesofindia.indiatimes.com, June 27, 2007.
3. “‘Advise Call Centre Workers on Healthy Living’,” www.dnaindia.com, July 3,
2007.
4. “BPO’s Gen Vexed,” Business Today, July 15, 2007.
5. Sanjeev Sharma, “Human Issues in Call Centers and BPO Industry- A Report,”
www.bpoindia.org.
Cases on related topics
1. Information Technology and Business Process Outsourcing Firms: Some HR Dilemmas
2. Chandigarh Industrial and Tourism Development Corporation Ltd: Integrating Corporate Social Responsibility and Sound Business Sense
3. The loveLife Brand (A): Initiating a
Behavior Change in South African Youth to Prevent HIV
4.
The Lovelife Brand (B): Evolving the Campaign’s Communication Strategy for HIV
Prevention in South African Youth
|
