ADVANCING DISABILITY INCLUSION THROUGH EMPLOYMENT IS A RESPONSIBILITY SA MUST EMBRACE
By Morapedi Sibeko.
- Disability inclusion is a national priority that requires practical action and meaningful collaboration, the recent Disability-20 Conference reminded South Africans.
- A central message was emphasised that disability inclusion must be shaped with the participation of people with disabilities themselves.
- Widening access to employment and ensuring greater representation in the labour market, which requires reasonable accommodation, sees improved productivity and profits for businesses.
South Africa is making steady progress in recognising the rights and potential of people with disabilities.
The recent Disability-20 Conference (D20), which brought together government leaders, policy makers, and advocates, reminded the country that disability inclusion is a national priority that requires practical action and meaningful collaboration.
The D20 Conference, held on 16 and 17 November 2025, is a landmark initiative aligned with the G20 process, seeking to centre the voices, leadership, and lived experiences of persons with disabilities in global policy formulation
During the opening session, Dr Ashley Subbiah, chairperson of the conference steering committee, highlighted that this was the first time the global G20 process engaged Africa through the lens of people with disabilities.
He explained that the conference emerged from a national consultation process that reached communities across South Africa.
His message reinforced an essential truth: disability inclusion must be shaped with the participation of people with disabilities themselves.
This continues to guide the Department of Social Development in its approach to policy and community engagement.
A focus on employment
Employment featured strongly in the discussions.
The Jobs Fund reports that people with disabilities represent about 24% of the population, with 97% unemployed. This means that many still face barriers in accessing economic opportunities and achieving financial independence.
South Africa’s legal framework recognises this challenge.
The Constitution affirms the right of every person to pursue their chosen occupation, and the Employment Equity Act promotes fair treatment and affirmative action measures that advance the inclusion of people with disabilities in the workplace.
Minister in the Presidency for Women, Youth and People with Disabilities, Sindisiwe Chikunga, addressed this issue directly at the D20 Conference.
South Africa is strengthening its employment equity targets for people with disabilities, increasing from 2% to 4% in 2025, with the aim of 7% by 2030, Chikunga announced. This commitment signals a national shift towards widening access to employment and ensuring greater representation in the labour market.
Reasonable accommodation remains a central part of this effort. It refers to any modification to a job or working environment that allows an employee with a disability to perform their duties and progress in their career.
When employers support these needs, it reduces the impact of the disability on essential job functions and expands access to opportunities and benefits.
The adoption of solutions that remove performance barriers is critical for building inclusive working environments.
These adjustments reflect the experiences of many people with disabilities.
In a recent conversation, Ntsikie Loteni, an advocate for people with albinism, shared how practical changes such as accessible workspaces, fair recruitment practices, and increased disability sensitivity can determine whether someone feels included or excluded.
Her reflections show that inclusiveness becomes real when workplaces adapt to people’s needs and continue to do so as circumstances evolve.
Inclusive workplaces present significant economic advantages.
Research by Accenture shows that companies employing people with disabilities have experienced increases in revenue of up to 28%, twice the net income when compared to other companies. These organisations reported improved profit margins and a considerable rise in productivity, demonstrating the value of diverse talent and the positive influence of inclusive organisational cultures.
Social factors
The social dimension of inclusion is equally important.
The International Labour Organisation notes that long periods of unemployment limit future labour market outcomes for people with disabilities. Many eventually withdraw from the labour market or enter informal work because opportunities in the formal sector remain scarce.
Employment plays a crucial role in preventing exclusion and creating long-term social and economic independence.
Examples of progress are emerging across the country.
During an engagement in the Eastern Cape, the Deputy Minister of Social Development, Ganief Hendricks, spoke at the launch of the textile factory industry for people with disabilities.
He encouraged partners to replicate similar initiatives and emphasised that collaboration between government, funders, the private sector, and rural communities can create sustainable opportunities. The benefits of these efforts extend beyond individuals and contribute to stronger, more resilient communities.
Strengthening employment outcomes for people with disabilities depends on coordinated action. When government, the private sector, civil society, communities, and organisations work together, the result is a labour market that becomes more accessible, equitable, and supportive of every individual’s dignity.
South Africa is demonstrating commitment and expanding partnerships to advance disability inclusion.
The challenge ahead is to translate these commitments into everyday practice, ensuring that people with disabilities experience meaningful inclusion in the workplace and society, rather than seeing it only as a promise.
• Morapedi Sibeko is the events manager in the Department of Social Development.
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