With increased employment targets for disabled people being proposed, employers are called to do more than check their compliance boxes. It's time to look inwards and explore the impact, challenges and importance of an inclusive workplace culture.
As part of continuing consultations on sectoral targets related to the Employment Equity Amendment Act of 2022 (EEAA), the Ministry of Employment and Labor (DEL) proposes increasing employment targets for people with disabilities from 2% to 3% in all sectors. This is an encouraged step towards a more impartial representation and a more inclusive workforce, but raises important questions about whether employers are ready for this change and whether the adjustments needed to effectively meet new targets will be required.
Assess employer preparation
In many organizations, the increase from 2% to 3% may seem minimal, but the reality is that even the current 2% target is difficult for many companies to achieve. Factors such as lack of awareness, misconceptions about disabilities, and lack of workplace coordination have contributed to delaying progress in inclusion of disabilities.
To achieve new goals, employers need to take proactive steps to assess existing recruitment and retention strategies. This includes reviewing employment practices, workplace infrastructure accessibility, and providing the accommodation necessary to support employees with disabilities. It is also essential that businesses partner with disability-focused recruitment agencies and training providers to expand their talent pool.
Internal culture and inclusiveness
Beyond recruitment, companies need to assess their internal workplace culture. An important barrier to disability integration is an organizational culture that is not entirely inclusive. Disabled employees, especially those with invisible disabilities, often choose not to reveal their condition due to fear of stigma or discrimination.
Change in workplace culture requires leadership commitment, education and awareness initiatives. Employers should invest in disability sensitization training to help managers and colleagues understand how to create a supportive environment. Open conversations about disability and mental health can reduce stigma, promote disclosure, and make it easier for employers to recognize and support employees with disabilities.
The role of invisible disorders
Invisible disorders (such as mental health status, chronic illness, learning disabilities, and neurological disorders) are often overlooked in discussions about disability employment. Employers must recognize that a significant portion of their employees may already include individuals with disabilities who have not revealed their condition.
To address this, organizations need to create a safe space for employees to discuss their needs without fear of bias. Flexible work arrangements, wellness programs and reasonable accommodation policies can help individuals with invisible disabilities thrive in the workplace. Employers should also encourage employees to voluntarily report their disability status by demonstrating that disability disclosure leads to meaningful support rather than discrimination.
Impact on the work environment
Workplaces that are proactively embraced with the inclusion of disabilities benefit from diverse perspectives, increased innovation and increased employee morale. Disabled employees can provide unique problem-solving skills, adaptability and resilience. This is the quality that strengthens your team and drives business success.
However, achieving the 3% target requires a change in the organization's mindset. Employers don't just achieve tickbox exercises, but also truly integrate disability inclusion into broader diversity, equity, inclusion and belonging (DEIB) strategies. This means promoting an environment where all employees feel valuable and supported, regardless of their capabilities.
The proposed increase targeting employment equity targets at 3% is a positive development, but there are challenges that require strategic planning and commitment from employers. By evaluating the current workforce, fostering an inclusive culture and recognizing the importance of supporting employees with invisible disabilities, businesses can go beyond mere compliance and become true champions of disability inclusion.
Ultimately, preparation for this change is not just about achieving numerical targets. It is about creating workplaces that allow all employees to contribute meaningfully, leading to a more inclusive and equitable future for the South African workforce.
“Disclaimer – the views and opinions expressed in this article are the views of the author and are not necessarily those of the Bee Room.”
