There is a practical path to achieving the new employment equity targets for people with disabilities
The South African government has finally answered a long-standing call from disability advocates. As of 2025, the national employment equity target for persons with disabilities has been increased to three percent.
On paper, this is a landmark victory, but for those who navigate the realities of the workplace, it raises a critical question: Is this an achievable goal or just a new benchmark for failure? To find the answer, we need only look at the data.
The Commission for Employment Equity (CEE) Annual Report shows a sobering reality, especially when alongside the Stats SA Census 2022 data. While six percent or 3,7 million South Africans have a disability, they represent only 1,2 percent of employees. Thus, in a workforce of 16,8 million people, only 201 600 jobs are held by persons with disabilities.
The new three percent target sets a goal of 504 000 jobs, which means a gap of over 302 000 jobs need to be filled. This is not just a statistical difference. It is a chasm representing a colossal loss of human potential, reinforcing dependency and preventing thousands from contributing. It reveals a systemic “career ceiling” where those who get in the door are often denied the chance to advance.
So, how can businesses bridge this gap? The answer lies in moving from a mindset of obligation to one of opportunity. This is where learnerships become essential as it combines formal training with practical experience.
For people with a disability, it provides a formal qualification, crucial work experience, and a stipend, breaking the vicious cycle of “no experience, no job”. It also dismantles stereotypes by allowing individuals to demonstrate their capabilities directly within a business.
For employers, it is a low-risk way to build a pipeline of skilled individuals. There are also significant incentives through the Broad- Based Black Economic Empowerment (B-BBEE) framework. Companies can earn two points by ensuring two percent of their workforce is black employees with disabilities.
Four points can be earned for spending just 0,3 percent of the payroll on training for black people with disabilities with bonus points earned when the training participants are permanently employed.
Through these incentives, companies can address skills shortages, build a diverse and resilient workforce, and improve their B-BBEE scorecard. It is a strategic approach that turns a compliance target into a competitive advantage.
The new target need not be an intimidating burden. It can be the catalyst for building a more inclusive and profitable economy for all.
