The Universal Declaration on Human Rights (UDHR) establishes “Non-discrimination” and the “Right to Health” among the human rights that must be universally recognized and protected. Consistent with GE's expressed support for the UDHR, and the company's commitment to respect human rights in a business context, GE China developed and implemented a successful two-year program offering a voluntary, cost-free hepatitis B virus (HBV) vaccination program to all of its employees. With approximately 11,900 employees in China (6,800 employees in Shanghai, 1,800 in Beijing and 850 in Hangzhou, Zhejiang), this was one of the first company-wide HBV inoculation programs sponsored by a major foreign employer in China. The successful outcome of this program included reduced risk of new HBV cases among staff and less associated sick leave, improved staff morale, and increased employee satisfaction.

According to the World Health Organization (WHO), HBV is a viral liver disease estimated to have affected two billion people worldwide, more than 350 million of whom continue to live with chronic HBV. The disease is particularly prevalent in China, where there are estimated to be over 100 million people affected by chronic HBV. WHO estimates that 8 to 10 percent of the total population is affected by chronic HBV and that, over a lifetime, unprotected residents of China have more than a 60 percent chance of contracting HBV (source: Hepatitis B Foundation).

The disease does not have a particularly high mortality rate, but it often requires a long recovery period and is difficult to cure completely. HBV is also closely associated with liver cancer and cirrhosis. In China, more people die from liver cancer and related diseases annually (263,000-300,000) than from HIV/AIDS, malaria and tuberculosis combined.

Given the severity of the HBV problem in China, many Chinese and multinational corporations have adopted measures to reduce the spread of the virus within their workforce. In the past, some employers attempted to screen out all HBV carriers through pre-employment physicals, while others aimed to screen out employees with active HBV that would affect their fitness for work.

The China Ministry of Health and Ministry of Human Resources and Social Security in May 2007 co-issued the Notice on Protection of Hepatitis B Surface Antigen (HBsAg) Carriers' Right to Employment. According to the notice, which took effect May 18, 2007, labor and social security and health bureaus at various levels are responsible for protecting HBsAg carriers' right to employment and their privacy. (HBsAg is a protein antigen test that is used to determine whether an individual is a carrier of HBV.) The notice states:

• HBV carriers' right to employment shall be protected. An employer shall not refuse to employ or dismiss an HBV carrier because the person is a carrier, unless the carrier is banned from the job by laws, regulations or MOH rules.

GE Responds to China's Notice on Testing

GE requires a pre-employment physical for all new employees. Prior to the May 2007 notice that prohibits testing for the HBV antigen, GE tested for the HBV antigen. Having the HBV antigen did not affect a candidate's employment prospects, unless the candidate was suffering from active HBV and could not safely perform the job. Once GE's legal team advised its medical department of the notice, however, GE immediately discontinued pre-employment testing for the HBV antigen. Based on the negative implications of HBV, both from an employee health and business productivity standpoint, GE China decided to adopt a proactive strategy based on prevention. Dr. Wu Jin, GE medical director for China, considered steps the company could take to protect employees from HBV — an educational program that emphasized the importance of good hygiene was an obvious first step, but Wu knew it was critical to take a step further.

Knowing the powerful impact a prevention program could have, Wu raised a proposal to protect employees by offering vaccination to all employees on a voluntary basis. The GE China Human Resources Council was sympathetic, but concerned about the cost. Wu took her campaign to the corporate leadership and the company agreed to provide the first $25,000 in funding for the program. Shortly thereafter, all of the GE businesses in China agreed to participate.

Seeing Healthy Results

The first round of vaccinations began at eight GE locations in Shanghai and two locations in Beijing. Program records indicate that of the 3,212 employees who began the program, 2,569 employees completed it — or about 21.6 percent of GE's workforce in China and 80 percent of employees who began the program. (No employees reported adverse reactions to the vaccinations.)

Aside from the impressive health and cost results, another significant benefit was the impact on employee morale. Many employees who participated in the program expressed belief that GE management was willing to take on significant problems and was unafraid to try new and “big” solutions. Employees felt that the company was concerned about their health and welfare — a post-vaccination survey showed a 96 percent satisfaction rate with the program.

GE's positive experience in developing and implementing an HBV vaccination program for its staff has resulted in a range of benefits to both employees and the company itself. In terms of health, goodwill and avoided costs, this case illustrates how supporting human rights can have substantial benefits to business.