Be an agent of change and transformation. That’s one of the core tenants of the Adcorp Group, and nowhere is our purpose clearer than in I CAN, our Group’s brand that focuses on solutions to support Diversity, Equity and Inclusion in the Adcorp Group and for its clients.
At a time in history when Diversity, Equity and Inclusion (DEI) is being challenged in some corners of the world, Adcorp continues to stand firm. At the heart of our commitment to inclusive workplaces is I CAN, whose mission is simple yet profound: to find, support, upskill and place people with disabilities in South African workplaces. We do this not because it’s trendy, nor because it ticks boxes. We do it because it’s right, it uplifts and it delivers business results.
This unwavering dedication to inclusion reflects a deep-rooted belief: that diversity, in all its forms, is not a threat but a strength. At I CAN, we understand that diversity drives innovation, enhances performance, and builds organisations that are prepared for the future. We’ve also witnessed firsthand how employing people with disabilities doesn’t just empower individuals—it positively transforms entire workplaces and the communities around them.
The business case for inclusion
Global data from 2022 to 2024 leaves little room for doubt: diversity is good for business. According to McKinsey, companies in the top quartile for gender diversity on executive teams are 21% more likely to outperform their peers financially. That figure jumps to 33% when it comes to ethnic diversity. And companies in the bottom quartile? They are 66% less likely to outperform financially. In other words, ignoring diversity is not just a missed opportunity; it’s a competitive disadvantage.
Beyond profitability, diversity drives productivity and innovation. For example, companies with above-average diversity in leadership generate 19% more innovation revenue. Diverse teams make better decisions 87% of the time and are 70% more likely to access new markets. These aren’t just theoretical gains — they’re practical outcomes tied to real business performance.
This is why DEI has become a strategic lever for organisations worldwide. From Microsoft to Mastercard, companies that embed inclusion into their operations are seeing measurable returns in revenue, employee satisfaction, and brand trust. In a global economy facing disruption on all fronts (from digital transformation to climate change) diverse teams are better equipped to adapt and thrive.
How disability inclusion is often an overlooked opportunity
While many organisations have made strides in gender, race, and cultural inclusion, disability remains an often-overlooked component of DEI. This is not only a moral oversight but a missed economic opportunity. According to the World Health Organization, over one billion people globally live with some form of disability. That’s roughly 15% of the global population, and in South Africa, where unemployment remains a major challenge, people with disabilities are disproportionately affected.
At I CAN, we challenge this status quo. We see ability, not disability. And we know that people with disabilities bring invaluable qualities to the workplace: resilience, creativity, attention to detail, loyalty, and diverse ways of thinking that enhance team performance and foster inclusive innovation.
Importantly, hiring people with disabilities is not charity; it’s smart business. Studies have shown that employees with disabilities have equal or higher job performance, lower absenteeism, and better retention. They help build empathetic, cohesive teams and often boost workplace morale. They also bring a level of lived experience that improves customer insight, especially in sectors where accessibility and user experience are key.
Inclusion is also a social imperative. When we hire people with disabilities, we do more than diversify our workforces; we transform lives. Employment offers dignity, independence, and purpose. For individuals who have long been marginalised or underestimated, a meaningful job can be the catalyst for social and economic upliftment, not just for themselves, but for their families and communities too.
South Africa’s journey toward economic equity cannot leave people with disabilities behind. True transformation requires that we look beyond the narrow definition of talent and embrace the full spectrum of human potential. It requires that we confront systemic barriers — physical, attitudinal, and institutional — and replace them with bridges of access, opportunity, and support.
At I CAN, we work hand-in-hand with our clients to make this possible. We don’t just match CVs to vacancies. We identify potential, provide skills development, offer workplace readiness training, and ensure ongoing support for both the employee and the employer. We partner with businesses to create inclusive environments that are not only compliant but empowered.
How to get started
For organisations looking to make disability inclusion part of their DEI strategy, the first step is commitment. It starts with recognising that inclusion is not about lowering standards, but about removing barriers.
Here’s how to begin:
- Audit your workplace for accessibility. This includes physical access, communication formats, recruitment processes, and IT systems. Inclusion starts with access.
- Partner with experts. Organisations like I CAN provide support across the entire employment lifecycle, from candidate identification and training to placement and retention.
- Train your teams. Sensitisation workshops and unconscious bias training can help shift mindsets and build inclusive cultures where people with disabilities can thrive.
- Set clear goals. Inclusion needs to be intentional. Set targets, measure progress, and celebrate success stories to embed inclusion into your organisational DNA.
- Embrace universal design. From physical spaces to digital tools, design with accessibility in mind from the start, not as an afterthought.
Inclusion is leadership
As the global conversation around DEI becomes more polarised, now is the time for leadership, and leadership, in this case, means standing firm in the belief that everyone deserves a seat at the table.
At I CAN, our commitment to inclusion is not reactive or opportunistic. It’s foundational. We are proving that when businesses embrace disability inclusion, they unlock not only human potential but powerful business outcomes.
We understand that change takes more than policy. It takes purpose. It takes partnership. And it takes action. So, while others may retreat from DEI, we double down, because inclusion isn’t just the right thing to do, it’s the smart thing to do, and through I CAN, we’re proud to lead the way.
