Defining Disability
Disability in South Africa
The prevalence of disability in a society is influenced by both political and economic factors. It is estimated that 10 – 26% of the worldwide population is regarded as living with a disability. In South Africa there are no reliable statistics regarding the incidence of disability but it is estimated that 10% of the population are regarded as living with a disability.
How is a disability acquired?
Disability is a condition caused by an accident or trauma or genetics or disease, which limits a person’s mobility, hearing, vision, speech and intellectual or emotional function.
What is a disability?
According to the Employment Equity Act people with a disability are people who have a long term or recurring physical, including sensory, or mental impairment which substantially limits their prospect of entry into or advancement in employment.
What is not considered to be a Disability?
• Exclusions include but are not limited to:
• The wearing of spectacles or contact lenses unless a person’s vision remains substantially impaired in spite of the wearing thereof
• Compulsive gambling, tendency to steal or light fires
• Sexual behaviours disorders against public policy
• Disorders that affect a person’s mental or physical state caused by the current ise of illegal drugs or alcohol, unless the person is participating in a recognized programme of treatment
Disability can be divided into four groups and can consist of one or more of these groups.
• Physical includes total or partial loss of body part or body function. Such as paraplegia, cerebral palsy or a speech disorders.
• Sensory is total or partial loss of sensory function. Such as being blind, deaf or visually impaired.
• Mental is defined as a clinically recognised condition or illness that affects the person’s thought processes, judgment, emotions or consciousness. Such as Epilepsy or Bi-Polar.
• Progressive conditions are conditions that are likely to develop, change or reoccur for example Diabetes and Arthritis. These conditions only become recognised as a disability when it starts to substantially limit the person’s ability to do the inherent requirements of their job.
Personal beliefs about disability will determine the way we approach and manage disability in the workplace. Just like individuals have a responsibility to develop an awareness of their personal belief systems that impact on the way in which they interact with persons with a disability, so do organisations have a responsibility to create a diverse and non discriminatory environment. In order to manage responses to people with disabilities and to minimize discriminatory practices it is imperative that we are aware of the guiding principles that are provided in legislation. Various legislation, codes and guidelines support, encourage and monitor the inclusion of People with Disabilities in the workplace.
These include:
• The Employment Equity Act. No 55 of 1998,
• The Code of Good Practice on Disability in the Workplace which is intended to help employers and workers understand their rights and obligations promote certainty and reduce disputes to ensure that people with disabilities can enjoy and exercise their rights at work.
• Technical Assistance Guidelines on the Employment of People with Disabilities
• The Skills Development Act (1998) was introduced to ensure that the skills of the people of South Africa were improved.
• The Skills Development Levies Act (1999) focuses on encouraging companies to spend time and resources on developing skills within the organisation and assisting new entrants into the workplace. The skills development levy is used to fund such initiatives.
Unlike physical and systematic barriers, attitudinal barriers that often lead to discrimination cannot be overcome simply through laws. The best remedy is familiarity – getting people with and without disabilities to mingle as coworkers, associates and social acquaintances. In time, most of the attitudes will give way to comfort, respect and friendship.
Progression advocates that disability is part of normal human experience and our solutions are guided by best practice and are in line with legislation.
