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.

In the modern workforce, the demand for skills in emerging technologies has rapidly increased. Industries ranging from finance and healthcare to manufacturing and retail are becoming increasingly dependent on new technologies such as artificial intelligence (AI), machine learning (ML), blockchain, and automation. While technological advancement is driving productivity and efficiency, it also presents a crucial opportunity to address a broader social issue: inclusion of people with disabilities in the workforce.

South Africa, like many other countries, faces the dual challenge of promoting economic growth while simultaneously addressing unemployment and socio-economic inequalities. A key demographic often overlooked in this equation is individuals with a disability. Empowering this group by equipping them with in-demand skills in emerging technologies offers a way to not only enhance their livelihoods but also stimulate long-term economic benefits for the country as a whole.

According to the Commission for Employment Equity, only 1.2% of employees tend to be people with disabilities, even among the most transformative businesses in South Africa. Tabea Kabinde, the Chairperson of the Commission for Employment Equity (CEE), has gone on record asking South African businesses not to overlook persons with a disability, arguing that real transformation makes business sense.

Business leaders and decision makers need to recognise the untapped potential that exists within the disability community and take proactive steps to integrate them into the workforce.

The current state of disability and employment in South Africa

The unemployment rate in South Africa is one of the highest in the world, and among people with disabilities, the situation is even more dire. As the CEE’s data reveals, only a small fraction of individuals with disabilities are employed in formal sectors, and those who are employed often face significant barriers to career growth and development. Despite the introduction of progressive policies and incentives aimed at encouraging the hiring of disabled workers, the employment gap remains.

Business leaders must rethink their approach to workforce development and diversity. Failing to invest in the inclusion of people with a disability not only perpetuates inequality but also results in a missed opportunity for businesses to leverage the unique talents and perspectives of this underrepresented group. In a competitive global economy, diversity, particularly cognitive and experiential diversity, has been proven to drive innovation, creativity, and better decision-making within companies.

The question then becomes: How can the skills gap for people with disabilities be bridged in ways that provide value to both individuals and businesses? The answer lies in emerging technologies.

Leveraging emerging technologies to empower people with disabilities

According to the report, Profiling the socio-economic status and living arrangements of persons with disabilities in South Africa, 2011-2022, assistive devices enable persons with disabilities to pursue education, training, and access employment opportunities.

Advancements in technology have provided more options for assistive devices, which in turn improve the chances of job opportunities and career access for persons with a disability.

At I Can, we know that technology can do even more. Emerging technologies present an opportunity to level the playing field for people with disabilities. Whether it’s through remote work, assistive technologies, or specialized training in fields such as cybersecurity, coding, and data analysis, technology can make meaningful employment accessible to those who might otherwise face significant physical or logistical barriers.

1. One of the key advantages of the technology-driven economy is the rise of remote work. People with disabilities, particularly those with mobility issues, have historically been disadvantaged by the need to physically access traditional workplaces. Emerging technologies now allow for telecommuting, virtual collaboration, and flexible work arrangements that mitigate these challenges. This shift opens the door for businesses to recruit disabled individuals without the need to modify physical office spaces significantly.
2. Advancements in assistive technologies, such as speech-to-text software, screen readers, and adaptive devices, allow people with a disability to engage fully in the digital economy. With the right accommodations, people who are blind, deaf, or have mobility impairments can perform tasks that were previously considered beyond their reach. Business leaders should look beyond traditional disability accommodations and explore cutting-edge tools that enable greater productivity and independence for disabled employees.
3. Another critical element in empowering workers with a disability is providing access to training in high-demand tech skills. Industries are increasingly looking for employees who are adept at coding, data management, and digital marketing. By providing individuals with a disability access to programs that teach these skills, businesses can cultivate a talent pool that is not only diverse but highly competitive. Many people with disabilities already possess the resilience, problem-solving skills, and creativity required to excel in these roles—qualities that can be sharpened with the right training in emerging technologies.

Long-term benefits for the South African economy

Investing in the technological training and integration of people with disabilities into the workforce isn’t just a matter of corporate social responsibility. It’s a sound economic strategy. A more inclusive workforce can stimulate economic growth in several key ways:

1. Addressing the skills shortage: South Africa, like many other nations, is grappling with a shortage of workers who possess skills in emerging technologies. This gap represents a significant challenge for businesses looking to remain competitive in the global market. By tapping into the disabled workforce, South Africa can develop a new generation of skilled workers who are capable of meeting the demands of a rapidly evolving economy.
2. Boosting economic participation: When people with disabilities are equipped with the skills needed to secure stable, high-paying jobs, their economic participation increases. This leads to higher consumer spending, which in turn drives demand for goods and services. As individuals with a disability gain financial independence, they contribute to broader economic growth and help reduce poverty levels.
3. Reducing dependence on social services: Currently, many people with disabilities in South Africa rely on social grants and public assistance to meet their basic needs. While these programs provide necessary support, they are not a long-term solution to economic inequality. By integrating people with a disability into the workforce, the country can reduce the financial strain on social services and direct those resources toward other critical areas such as education, healthcare, and infrastructure.
4. Enhancing corporate competitiveness: Businesses that embrace diversity and inclusion tend to outperform their peers. Studies have shown that diverse teams are more innovative and produce better outcomes. By actively recruiting, training, and retaining employees with disabilities, companies can enhance their competitiveness on the global stage. This, in turn, will attract more foreign investment and create a more robust and resilient economy.

Encouraging business leaders to take action

The journey to creating an inclusive workforce requires intentional effort from business leaders. It is not enough to wait for government policies or social programs to drive change. Instead, businesses must take the lead by developing and implementing strategies to recruit, train, and retain people with disabilities. These strategies should include:

• Inclusive hiring practices that actively seek out candidates with a disability.
• Investments in training programs that focus on emerging technologies, ensuring that individuals with disabilities are equipped with the skills needed for the future of work.
• Collaborations with disability advocacy groups and educational institutions to create pipelines for talent.
• Creating supportive workplace environments that not only accommodate but also celebrate diversity.

By taking these steps, businesses can ensure that individuals with disabilities are not left behind in the technological revolution. More importantly, they can position themselves as leaders in the movement toward a more equitable and prosperous South African economy.

How I CAN helps

I CAN is dedicated to empowering South Africans with disabilities by offering comprehensive training and skills development that align with the needs of the digital economy. Our programs focus on providing individuals with a disability access to high-quality education in fields such as information technology, coding, and digital literacy. This not only prepares them for gainful employment in industries that are increasingly reliant on technology, but also enhances their confidence and independence.

We work closely with businesses, supporting them in creating inclusive workplaces. We offer solutions for integrating employees with disabilities, from ensuring accessible work environments to helping businesses comply with disability employment equity targets. I CAN also helps businesses tap into the talents of individuals with a disability, driving home the point that a more inclusive workforce can lead to better innovation, creativity, and overall business success.

By partnering with I CAN, businesses can contribute to economic transformation while fulfilling their corporate social responsibility initiatives. In the long term, this will support the South African economy by increasing employment opportunities for individuals with a disability and fostering a more diverse and inclusive workforce.

Organisations today are constantly looking for ways to innovate, enhance productivity, and gain a competitive edge. One often overlooked strategy that can significantly contribute to these goals is the hiring and retention of employees with disabilities through inclusive leadership initiatives. This approach aligns with ethical considerations and social responsibility and presents a compelling business case that can drive organisational success.

The advantages of employing individuals with a disability extend far beyond compliance with legal requirements or fulfilling corporate social responsibility mandates. Research consistently demonstrates that diverse teams, including those with members who have disabilities, outperform uniform groups in problem-solving, creativity, and innovation. This diversity of thought and experience can lead to novel solutions, improved products, and enhanced customer service, particularly in markets where accessibility and inclusive design are becoming increasingly important.

Employees with disabilities often exhibit higher levels of loyalty and job retention compared to their non-disabled counterparts and this reduced turnover translates to significant cost savings for businesses. Prioritising the hiring of individuals with a disability taps into an underutilised talent pool, and organisations that do so access a wealth of untapped potential.

In a nutshell, by nurturing an inclusive environment that supports and values employees with disabilities, companies can cultivate a stable, committed workforce that contributes to long-term organisational success.

Laying the foundations for success

While the benefits of hiring employees with a disability are clear, the true challenge lies in creating an environment where these individuals can thrive and contribute to their fullest potential. This is where inclusive leadership initiatives play a crucial role. Inclusive leadership goes beyond accommodating employees with a disability; it involves creating a culture where diversity is celebrated, and every employee feels valued, respected, and empowered to succeed.

To effectively retain employees with a disability and harness their full potential, organisations must implement comprehensive inclusive leadership strategies. These initiatives should permeate all levels of the business, from top executives to front-line managers, creating a cohesive approach to inclusion.

One key aspect of inclusive leadership is the development of a flexible and adaptive work environment. This involves going beyond basic accessibility accommodations to create a workplace that can adjust to the diverse needs of all employees. Flexible work arrangements, such as remote work options or adjustable schedules, can be particularly beneficial for employees with disabilities who may require specific accommodations to manage their conditions effectively.

Leaders should also focus on cultivating a culture of open communication and psychological safety. Employees with a disability should feel comfortable discussing their needs and challenges without fear of stigma or negative consequences. This openness allows for proactive problem-solving and supports a sense of belonging that is crucial for long-term retention.

Professional development and career advancement opportunities are vital components of inclusive leadership, and they extend beyond managers of people with disabilities to upskilling and mapping career paths for employees with a disability. Organisations should ensure that employees with a disability have equal access to training, mentorship programs, and leadership roles. This may involve tailoring development programs to accommodate different learning styles or physical needs, and actively challenging unconscious biases that may hinder the progression of employees with disabilities.

The inclusive leadership roadmap

To create truly inclusive leadership, organisations must prioritise disability awareness and education at all levels. This goes beyond basic sensitivity training to include in-depth understanding of various disabilities, their impacts on work life, and strategies for effective collaboration. By equipping all employees with this knowledge, businesses can create a more empathetic and supportive work environment.

With the right foundations in place, inclusive leaders will champion accessibility in all aspects of the organisation:

• Physical spaces, digital tools, and company processes will be designed with universal access in mind.
• Fair and equitable performance evaluation systems will focus on outcomes and contributions rather than traditional metrics that may inadvertently disadvantage employees with disabilities.
• Inclusive leadership initiatives will be integrated into the organisation’s strategic goals and measured regularly to drive meaningful change.

Ask those most impacted to share their experiences

Leaders who are serious of inclusive leadership should ask employees with a disability to share their experiences to actively drive innovation and improve organisational processes. By soliciting input from these employees on product development, customer service strategies, or workplace policies, organisations can gain valuable perspectives that may otherwise be overlooked.

Collaboration with external disability organisations and advocacy groups can provide valuable resources and expertise to support inclusive leadership initiatives as well. These partnerships can offer insights into best practices, facilitate recruitment efforts, and provide ongoing support for both employees and employers.

Getting started

Driving organisational change to promote the hiring and retention of employees with a disability can be a strategic business decision with far-reaching benefits. However, the path to true inclusion requires commitment, education, and ongoing effort from leaders at all levels of the organisation. By implementing comprehensive inclusive leadership strategies, businesses can create environments where employees with disabilities can thrive, contribute their unique perspectives, and drive organisational success. In doing so, they not only enhance their own competitiveness but also contribute to a more inclusive and equitable society as a whole.

In recent years, there has been a growing recognition of the importance of disability inclusion in all aspects of society, particularly in the workforce. The impact of providing employment opportunities for persons with a disability extends far beyond the individuals themselves, positively affecting entire communities and businesses alike. The question is: how can businesses create and implement effective diversity, equity, and inclusion (DEI) policies that prioritise the hiring of individuals with a disability?

Benefits for businesses and individuals

Businesses that embrace disability inclusion often find themselves at a competitive advantage. By actively recruiting people with disabilities, companies gain access to a largely untapped pool of skilled and motivated workers. As mentioned earlier, diverse teams that include persons with a disability tend to be more innovative, leading to improved products, services, and processes. Companies known for their inclusive hiring practices often enjoy improved public perception and customer loyalty. Studies have shown that employees with disabilities often have higher job retention rates, reducing turnover costs for businesses.

One report from Accenture reveals that companies that employ people with disabilities see up to 28% increase in revenue, double the net income, and 30% greater profit margins than their peers. This boost in financial performance speaks to the diverse skill sets and unique perspectives that people living with disabilities bring to the workforce.

The report also indicates that these companies experience a 72% increase in employee productivity, demonstrating the positive impact of an inclusive work environment on overall operational efficiency.

For individuals with disabilities, meaningful employment offers numerous advantages. Steady employment provides the means to achieve financial independence and stability. Work experiences offer opportunities for skill development, career advancement, and personal fulfillment. The workplace provides a platform for building relationships and expanding social networks. Employment is often associated with better physical and mental health outcomes for people with disabilities. Meaningful work can provide a sense of purpose and contribute to overall life satisfaction – and that’s a win for everyone.

The societal impact of employment opportunities for persons with a disability

• Economic independence

One of the most significant impacts of disability inclusion in the workforce is the promotion of economic independence among individuals with disabilities. Employment provides a steady income, allowing people with disabilities to support themselves and their families, reduce reliance on government assistance, and contribute to the local economy as consumers and taxpayers. When people with disabilities gain financial independence, they often experience improved self-esteem and a greater sense of purpose. This newfound autonomy can lead to increased participation in community activities, further enriching the social fabric of their neighbourhoods and towns.

• Community development

This inclusion has a ripple effect on community development. As more individuals with disabilities enter the job market, there is an increased demand for accessible infrastructure, transportation, and services. This demand often catalyses improvements in urban planning and public facilities, benefiting not only persons with a disability but also older adults, parents with strollers, and others who may face mobility challenges. The visibility of people with disabilities in various roles within the community helps to break down stereotypes and misconceptions, and this increased representation nurtures a more inclusive societal mindset, promoting understanding and acceptance of diversity in all its forms.

• Innovation and problem-solving

Diversity in the workforce, including disability diversity, has been shown to drive innovation and enhance problem-solving capabilities within organisations. People with disabilities often bring unique perspectives and experiences to the table, leading to creative solutions and adaptations that can benefit entire industries. For instance, many assistive technologies developed for people with disabilities have found widespread applications, improving usability and accessibility for all users.

Creating DEI policies for hiring disabled people

To effectively include people with disabilities in the workforce, businesses need to develop and implement comprehensive DEI policies. Here are some key considerations:

• Policy development

Disability inclusion should be championed at the highest levels of the organisation to ensure its integration into company culture. It’s important to establish specific, measurable objectives for disability inclusion in hiring, retention, and advancement. The policy should cover all aspects of employment, from recruitment and hiring to accommodation and career development. DEI policies should be living documents, regularly reviewed and updated to reflect changing needs and best practices.

Best practices for implementation

Implementing effective disability inclusion policies requires a multifaceted approach. Ensure job postings, application processes, and interviews are accessible to people with various disabilities. Provide disability awareness training for all employees, particularly those involved in hiring and management. Develop clear procedures for requesting and providing reasonable accommodations. Foster an environment where diversity is celebrated, and all employees feel valued and respected. Implement programs to support the professional growth of employees with disabilities. Encourage the formation of disability-focused employee resource groups to provide support and advocate for inclusive practices.

Working with the right recruitment partners

Partnering with specialised recruitment agencies can significantly enhance a company’s ability to attract and hire qualified candidates with disabilities. When selecting recruitment partners, look for agencies with specific experience in disability recruitment and a deep understanding of various disabilities and accommodations. Ensure the agency has strong connections within the disability community and with relevant organisations. The recruitment partner should demonstrate a commitment to accessibility in their own practices and technologies. Look for partners willing to tailor their services to your company’s specific needs and goals. The best partners will offer support beyond the initial hire, assisting with onboarding and retention strategies.

Getting start

The impact of disability inclusion on communities is profound and far-reaching. By providing employment opportunities for persons with a disability, we not only empower individuals to achieve economic independence but also drive community development, foster innovation, and create more inclusive societies. Businesses that embrace disability inclusion stand to gain significant benefits, from accessing a wider talent pool to enhancing their reputation and driving innovation.

Creating and implementing effective DEI policies that prioritise the hiring of people with disabilities is a crucial step toward realising these benefits. By following best practices in policy development and implementation, and partnering with the right recruitment agencies, businesses can play a pivotal role in building more inclusive communities.

The I Can! Merrivale academy near Howick, KZN has been open for almost a year. It is the first agricultural academy in the group and has 6 classes catering for a maximum of 85 learners at full capacity.

The first group of learners, enrolled on Plant Production (NQF level 1) have almost completed their learnership. During the course of this past year they have been introduced to farming practices and have learned how to grow their own vegetables.

It was hard work at the start. The ground had to be prepared for vegetable planting and this involved many hours of weeding, digging, composting, analyzing the soil type and then adding nutrients to improve the quality of the soil. Seeds and seedlings were then planted into open vegetable gardens as well as into the newly erected vegetable tunnel.

In between class work, the learners would put on their gumboots and overalls and then tend to the rapidly growing spinach, carrot, bean and cabbage plants. Competition between groups was tough and a certain amount of bragging was noticed when some plants grew stronger than others. The learners were delighted when they realized that all harvested vegetables were theirs to take home.

We are extremely proud of our agricultural academy. It is a happy place, where you will hear songs in the morning, excited chatter throughout the day and watch a group of learners realize that you can place ABILITY before disability with astonishing results.

Watch us grow!

Rowan Robinson
Manager: Agriculture and Special Projects

As a young girl, I always knew that I would make a difference one day. I didn’t know how, what, or where I would end up; but if there was one thing I was sure of, it was that I would have a happy home and a job that I could be proud of.

Twenty years later I am married to an incredible husband, a group of the greatest supporter-friends, a bubbling little boy that is filling my life with all the shades of love, and a career that I boast about every day.

Before I joined the I Can! family, I worked in the disability sector as a program co-ordinator but I started getting so frustrated with the limited resources available for families affected by disability in the region. I decided to enrich my skills set to do something about it. Together with my number 1 supporter (my husband Charles), we enrolled into a Master’s degree in Business Administration (MBA) with the Nelson Mandela Metropolitan University Business School.

In September 2012, just under a year into the degree, I came across I Can! and knew that this was the place for me. I soon joined the company by spearheading the expansion of I Can!’s footprint into the Eastern Cape. Three years later I started academies in Port Elizabeth and East London, employed 15 full time staff members, trained 156 learners, graduated with a MBA degree and birthed a busy baby boy. People say MBA is a divorce course…well, Charles and I ended up “plus one”!

The course not only provided me with so much knowledge and insight on growing and developing a business, it equipped me with essential skills in leadership and managing a diverse team.

One of my team members brought me a note one day with the meaning of my name. It reads “Lauren, you are a believer. Regardless of what other people might think, your faith is your core devotion in life. It’s the one thing inside you that will not change even when your outside changes…”

Nothing else is truer than this. Today I am exactly the person I want to be: I am living exactly the life I had dreamed of as a little girl and day by day, bit by bit, I am making a difference.

I’ll never be able to fully express my gratitude to the management and colleagues at I Can! that have showed belief in me and helped me reach the heights I’m now soaring at.

Forever grateful,
Lauren Butler
Operations Manager: Eastern Cape

In 2012 Khulisani launched an innovative mobile IT project in partnership with an international communications company, to assist with computer instruction/training for people with disabilities living near the Vereeniging area in Gauteng. The focus – as always – was on the upliftment of individuals with disabilities. The project has run for its projected 3 years, and we are now looking for a new corporate sponsorship to help continue with this successful initiative.

We had identified Vereeniging as a suitable project-site after conducting research into the needs of the disabled community there. We advertised and engaged an IT trainer (who happened to also have a disability) and driver, and customised the training accordingly.

Khulisani purchased a Toyota Quantum van, took out the seats and created the space needed to install workstations for 6 laptops. In order to accommodate the different disabilities which each of the learners experience, we researched (and identified) different computer teaching methodologies, illustrative software (English and Afrikaans, poor to good literacy), wheelchair ramps, and suitable seating on board. The vehicle was branded according to the sponsoring clients’ specifications, creating an ideal marketing opportunity for them. Our endeavours ensured a positive outcome for all stake holders involved in the project.

By investing in this mobile IT Unit, we have been able to offer much needed computer skills and training to children and young adults living with disabilities in the Vereeniging area.

Our present objective is to continue offering this important service. To do so, we need to find a suitable sponsor who would benefit from participating in this wonderful opportunity. The sponsor would contribute with funding by using ED or SED spend. The potential sponsor could brand the vehicle according to their needs, and thereby create a unique marketing opportunity in the region of operation.

If you would like to learn more about this project, or think that it may be something which your company could support please call us: 031 5630507.

All other contact details available on our website: www.khulisani.co.za

Rachael Erskine
National Operations Manager – Khulisani