Why South Africa’s Disability Learnerships Need a Complete Overhaul

by Media Xpose

By Devan Moonsamy

In South Africa, learnerships for persons with disabilities (PWDs) were introduced as a transformative initiative aimed at integrating marginalized individuals into the workforce. These programs combine theoretical training with practical work experience, offering PWDs an opportunity to gain recognized qualifications and enhance their employability. However, over time, the noble intentions behind these learnerships have been overshadowed by systemic issues, leading to tokenism and exploitation rather than genuine empowerment.

Tokenism refers to superficial or symbolic efforts to include marginalized groups without fostering meaningful change. In the context of disability learnerships, many organizations enrol PWDs primarily to meet legislative requirements or to benefit from financial incentives, such as tax rebates and improved Broad-Based Black Economic Empowerment (B-BBEE) scores. The Department of Labour has set targets for learners entering learnerships: 85% should be Black, 54% should be women, and 4% should be people with disabilities. While these incentives aim to promote inclusivity, they have inadvertently led to a cycle where PWDs are repeatedly enrolled in learnerships without prospects for permanent employment or career advancement. This practice not only undermines the purpose of the programs but also perpetuates a cycle of dependency and underemployment among PWDs.

Case Study: The Repetition Trap

Consider the experience of many PWDs who, after completing a learnership, find themselves unemployed and are subsequently enrolled in another similar program by a different company. This repetitive cycle offers no real career progression or skill enhancement. Instead, it serves the interests of organizations seeking to fulfil compliance checkboxes rather than genuinely investing in the development and integration of PWDs into their workforce.

Statistical Snapshot

• Prevalence of Disability: As of 2022, approximately 3.3 million individuals in South Africa are living with disabilities, constituting about 7.5% of the population.

• Employment Rates: Despite the availability of learnerships, employment rates among PWDs remain alarmingly low. For instance, only 1% of individuals with disabilities are employed, highlighting the ineffectiveness of current initiatives.

Challenges Faced by PWDs in Learnerships

1. Lack of Genuine Employment Opportunities:

Many learnerships do not lead to permanent positions, leaving PWDs in a perpetual state of uncertainty.

2. Inadequate Support and Accessibility:

Challenges such as inaccessible transportation and workplaces hinder the full participation of PWDs in learnership programs.

3. Stigmatization and Discrimination:

PWDs often face biases and misconceptions in the workplace, affecting their confidence and performance.

To break the cycle of tokenism and ensure that disability learnerships fulfill their intended purpose, a multifaceted approach is necessary:

1. Policy Reform:

Revise existing policies to ensure that learnerships are not merely compliance tools but are geared towards genuine skill development and employment outcomes.

2. Employer Accountability:

Implement measures to hold organizations accountable for the post-learnership

employment of PWDs, ensuring that these programs lead to sustainable employment.

3. Enhanced Support Systems:

Provide adequate support, including accessible transportation and workplace

accommodations, to facilitate the effective participation of PWDs in learnerships.

4. Awareness and Sensitization:

Conduct training sessions to educate employers and employees about disability rights and the importance of inclusivity, aiming to reduce stigmatization and create a more supportive work environment.

Disability learnerships in South Africa hold the potential to be powerful tools for empowerment and inclusion. However, to realize this potential, it is imperative to move beyond tokenistic practices and commit to meaningful reforms that prioritize the genuine development and integration of PWDs into the workforce. By doing so, South Africa can set a precedent for true inclusivity and equality in the workplace.

For more information, please visit www.ichaftraining.co.za | www.devan-moonsamy.com

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