Employment and People with Disabilities in South Africa

By Morapedi Sibeko

• South Africa’s Disability Rights Awareness Month highlights persistent barriers faced by People with Disabilities (PWDs) in education and employment, perpetuating cycles of marginalisation and exclusion.
• Issues such as inaccessible education, workplace biases, and traditional hiring practices disproportionately impact PWDs, particularly individuals with hearing impairments or autism. Experts stress the need for accommodations like inclusive teaching, structured interviews, and tailored workplace support.
• Businesses and government are urged to go beyond quotas, embedding disability inclusion into strategic goals to create meaningful opportunities. This shift fosters innovation, productivity, and empowerment, benefiting both PWDs and society at large.

As South Africa observes Disability Rights Awareness Month (DRAM), systemic barriers and societal attitudes continue to exacerbate unemployment challenges for People with Disabilities (PWDs). This critical issue underscores the urgent need for greater inclusivity and socioeconomic empowerment.

According to Harry Setlogelo, a DeafSA employee and a deaf individual, Deaf people, for example, often leave school at Grades 6 or 7 due to a lack of inclusive teaching practices and accessible educational support. Deaf children are compelled to persevere in environments that fail to accommodate their needs, as many schools lack essential resources such as sign language interpreters and specialised learning materials.

This educational shortfall hampers their academic progression and diminishes their chances of acquiring the qualifications needed for meaningful employment. The resulting cycle of marginalisation not only directly affects Deaf individuals but also deprives society of the cultural and economic benefits of a diverse and inclusive workforce.

During the “Handover of Provincial Reports on Public Hearings: Draft Policy on Social Development Services to Persons with Disabilities,” held by the National Department of Social Development (DSD) in Kimberley, Northern Cape, stakeholders emphasised the importance of addressing the needs of all forms of disability, including intellectual impairments, which are often overlooked. Communities were urged to avoid stigmatising language, such as terms like “mad,” which further alienate individuals with intellectual disabilities.

People with autism face unique challenges in the workplace, particularly during job applications, where traditional recruitment processes frequently fail to accommodate their needs. In-person job interviews can be daunting for individuals on the autism spectrum, many of whom struggle with verbal communication and heightened anxiety. These challenges can obscure their abilities, leading to missed opportunities for both candidates and potential employers.

Elfreda Baartman, Autism SA’s Regional Development Officer, highlighted how the format and dynamics of face-to-face interviews often inadvertently exclude individuals with autism. For instance, the unstructured, fast-paced nature of verbal interviews may prevent candidates from adequately preparing or expressing their answers. Additionally, sensory overload from unfamiliar environments—such as noisy offices or being surrounded by strangers—can heighten anxiety and further impair performance.

Baartman suggested several accommodations to address these barriers. Providing autistic candidates with interview questions in advance can help them prepare thoughtful responses without the pressure of responding on the spot. Conducting interviews online or in a controlled, relaxed setting can also reduce stress and create a more equitable experience. Employers are encouraged to prioritise candidates’ skills and potential over rigid adherence to conventional interview practices.

The importance of corporate responsibility in employing PWDs has received significant attention, particularly as businesses and government entities strive to meet the national target of ensuring that at least 2% of their workforce consists of PWDs. Henriette Olivier, a Labour Market Information and Statistics Officer from the Department of Employment and Labour in the Northern Cape, noted that while meeting quotas is an essential step towards inclusion, it is not enough. True inclusion requires creating meaningful professional opportunities that enable PWDs to thrive and progress in their roles.

Olivier emphasised the need to integrate disability inclusion into a company’s broader strategic objectives. This involves not only hiring PWDs but also providing clear pathways for career development. Companies should embed disability inclusion goals—such as improving workplace accessibility, offering tailored training, and ensuring equitable pay—into their Annual Performance Plans (APPs) and strategic plans. These measures foster a workplace culture that values equality and advancement.

Addressing workplace biases is also crucial. Awareness and sensitivity training can dispel misconceptions about PWDs’ abilities and cultivate an environment where inclusion is seen as a driver of innovation and collaboration, rather than mere compliance.

By adopting these strategies, government and businesses can position themselves as leaders in diversity and inclusion while fulfilling legal obligations. Inclusive workplaces not only benefit PWDs but also enhance innovation, employee satisfaction, and overall productivity. Ensuring that employment leads to empowerment and sustained success for all employees, including PWDs, is a step towards a more equitable society.