DISABLED PEOPLE SOUTH AFRICA [DPSA] Presentation to the Portfolio Committee on Labour National Parliament EMPLOYMENT EQUITY STATUS ON PEOPLE WITH DISABILITIES Mzolisi ka Toni Secretary General 1 JUNE 2005

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DISABLED PEOPLE SOUTH AFRICA DPSAPresentation
to the Portfolio Committee on LabourNational
Parliament EMPLOYMENT EQUITY STATUS ON
PEOPLE WITH DISABILITIES Mzolisi ka
ToniSecretary General 1 JUNE 2005
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BACKGROUND

• EE reports of 2000 revealed that disability
  constituted 0.9 of workforce (Both large small
  employers).
• EE reports of 2003 revealed that disability
  constituted 1.35 of workforce (only large
  employers).

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Legislative context

• Code of Good Practice on the Employment of People
  with Disabilities (Disability Code)
• Technical Assistance Guidelines on the
  Employment of People with Disabilities
  (Disability TAG)
• The White Paper on the Transformation of the
  Public Service 1994 and
• National Skills Development Strategy (NSDS 2001
  2005)

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Disability Code

• Unpacks key elements of the EEA regarding the
  elimination of unfair discrimination and
  affirmative action principles in relation to the
  employment of people with disabilities.

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Disability TAG

• Provides guidelines on the employment of people
  with disabilities by using best practices and
  examples.

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White Paper on the Transformation of the Public
Service 1994

• The White Paper on the Transformation of the
  Public Service 1994, which clearly sets out the
  governments intention that within 10 years
  2005, people with disabilities should comprise
  2 percent of public service personnel
• Based on the information submitted by national
  departments and provincial administrations for
  797 750 employees in the public service, it was
  found that there are 2007 people with
  disabilities. This represents an average of
  0.25, which is nowhere near the 2 that needs to
  be achieved by 2005.

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NSDS 2001 - 2005

• Target set by NSDS to be met by March 2005 was 4
  of people with disabilities trained.
• Still awaiting for the completion of NSDS report
  to ascertain to what extent this target has been
  met.

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Setting of numerical targets for the employment
of people with disabilities

• Each employer to set own targets for the
  employment of people with disabilities at their
  workplaces.
• Government set a 2 target for the employment of
  people with disabilities for the Public Service
  to be reached by 2005.
• Indications are that the progress made towards
  the achievement of the 2 target by the Public
  Service is very poor.

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4th CEE ANNUAL REPORT
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Top Management (EER 2003 Occupational Levels -
Disabilities)

• Only 247 (1.6) people with disabilities of a
  total of 15515 (100) people were employed at
  this level according to EE Reports. For resource
  allocation purposes, of the 247 people with
  disabilities at this level
• 20.7 are African (13.8 male 6.9 female)
• 9.3 are Coloured (6.5 male 2.8 female)
• 7.3 are Indian (6.9 male 0.4 female) and
• 62.6 are White (55.5 male 7.3 female).

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Senior Management (EER 2003 Occupational Levels
Disabilities)

• Only 614 (1.3) people with disabilities of a
  total of 47433 (100) people were employed at
  this level according to EE Reports. For resource
  allocation purposes, of the 614 people with
  disabilities at this level
• 17.2 are African (11.2 male 6 female)
• 10.0 are Coloured (6.4 male 3.6 female)
• 8.3 are Indian (6.2 male 2.1 female) and
• 64.5 are White (56 male 8.5 female).

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Professionally qualified Management (EER 2003
Occupational Levels-Disabilities)

• Only 2021 (0.8) people with disabilities of a
  total of 258122 (100) people were employed at
  this level according to EE Reports. For resource
  allocation purposes, of the 2021 people with
  disabilities at this level
• 20.7 African (12.8 male 7.9 female)
• 7.6 Coloured (5.3 male 2.3 female)
• 6.8 Indian (4.8 male 2 female) and
• 64.9 White (53.3 male 11.6 female).

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Challenges

• Improve on gathering sufficient quality of data
  on disability
• Improve willingness of employers to comply
• Establish link between skills development and EE
  on disability at workplace level
• Increase momentum for Public Service to reach 2
  target by the end of 2005
• Introduction of innovative recruitment
  strategies
• Change negative perceptions of employers on
  disability and
• Induce ownership, commitment collective response

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Recommendations

• Review EE Regulations to improve on the
  collection of data on disability
• Introduce vigilant enforcement strategies for
  employers to comply
• Conduct EE analysis to determine gap between
  current status of disability employment and
  percentage target of EE Plan, and allocate
  resources for skills develop appropriately to
  address this gap (support skills, entry level
  skills critical skills).
• Public Service should identify and implement
  rapid response strategies to reach target of 2
  by end of 2005

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Recommendations (continued)

• Models for recruitment like identifying a pool of
  candidates with potential or who meet minimum
  requirements from which appropriate candidate is
  chosen
• Implement a sustained aggressive advocacy
  strategy that focuses on the employment of
  people with disabilities and
• Collaboration and cohesive response by social
  partners to address the issue of the employment
  of people with disabilities.

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I THANK YOU