At I CAN, we’ve always been proudly South African, but every so often, there’s a policy shift or national milestone that deepens that pride — one that reaffirms our shared values as a country striving for dignity, fairness, and inclusion. The increase in the employment equity target for persons with disabilities from 2% to 3% is one of those moments.

While many countries are quietly rolling back equity and inclusion initiatives, South Africa is doing the opposite: doubling down on its commitment to building a truly representative and empowered workforce. This is more than a legislative change; it’s a statement of intent and we applaud it. Having worked with people with disabilities for over two decades, we’ve seen the immense contributions these individuals bring to the workplace. Equally, we’ve seen the profound ripple effect that gainful employment has on families and communities where disability is a daily reality. Employment isn’t just about economic independence; it’s about dignity, belonging, and hope.

A landmark shift in South African employment equity

The increase in the employment equity target forms part of the Employment Equity Amendment Act No. 4 of 2022, which officially came into force on 1 January 2025. The amended Act mandates a range of updates to South Africa’s equity framework, including the introduction of five-year sector-specific numerical targets across 18 key economic sectors.

On 15 April 2025, the Department of Employment and Labour released the final Employment Equity Regulations and sector targets, following extensive consultation with business, organised labour, and the Commission for Employment Equity (CEE). The updated target for persons with disabilities — now set at 3% across all sectors — is one of the headline outcomes of this new framework. It signals a firm commitment from the state to make disability inclusion a priority across all spheres of employment.

Are employers ready?

While the increase from 2% to 3% may look incremental on paper, in practice it’s a significant step, especially considering that many businesses have struggled to meet the 2% mark. Persistent challenges include limited awareness of disability rights, ongoing misconceptions about the nature and scope of disability, and insufficient workplace accommodations.

The road to genuine inclusion demands more than updated spreadsheets or recruitment drives. It requires companies to rethink their existing structures, policies, and — perhaps most importantly — cultures. Employers must take stock of their current strategies for attracting, supporting, and retaining employees with disabilities. This includes auditing hiring processes, upgrading infrastructure for accessibility, and ensuring that reasonable accommodations are actively provided and understood.

It’s also time for businesses to leverage partnerships with disability-focused recruitment agencies and skills development providers. The right partnerships can open access to a rich talent pipeline of qualified, committed, and capable individuals, many of whom remain excluded not because of their ability, but because of an outdated view of what ability looks like.

Beyond policies and quotas lies the deeper issue of organisational culture. In many workplaces, disability inclusion efforts stall not due to malice but due to a lack of understanding or visibility. This is particularly true for invisible disabilities, which encompass a wide spectrum of conditions like mental health disorders, chronic illnesses, learning disabilities, and neurological differences.

Many employees living with these conditions do not disclose their disability for fear of stigma or career repercussions. If we are to reach not only compliance but inclusion, employers must create safe spaces where individuals can share their needs without fear of being penalised.

That means investing in ongoing disability sensitisation training for leadership and staff. It means normalising open conversations around mental health and wellbeing. It means ensuring managers are equipped not just with technical knowledge, but with the empathy and competence to lead inclusive teams.

South Africa’s 3% target must therefore be approached with a nuanced understanding of disability. Many people with disabilities are already part of the workforce, contributing daily while managing conditions that may be hidden to others. Employers who overlook this risk excluding a critical segment of their team.

Workplace readiness must therefore include flexible work arrangements, wellness programmes, and a clear reasonable accommodations policy. A modern, inclusive employer understands that support doesn’t mean lowered expectations; it means creating the conditions under which every team member can thrive and perform at their best.

Tying disability inclusion to B-BBEE

The new equity target also intersects with South Africa’s Broad-Based Black Economic Empowerment (B-BBEE) framework. Companies that align with disability inclusion efforts can boost their B-BBEE scorecard performance in several meaningful ways:

• Employment equity: Under the Management Control element, companies currently earn points if at least 2% of their workforce consists of black persons with disabilities. It is expected that this threshold will be updated to reflect the new 3% target, aligning employment equity and B-BBEE more closely.
• Skills development: Businesses can earn up to four points by spending 0.3% of their annual payroll on skills development for black individuals with disabilities, including unemployed learners.
• Ownership and preferential procurement: Additional scorecard points are available for businesses that are at least 51% owned by black persons with disabilities, or that procure from such suppliers. This approach not only supports inclusivity but broadens economic participation.
• Socio-economic development: Companies can earn up to five points for supporting non-profits that serve people with disabilities. This can include education, training, mobility, and care initiatives that improve quality of life.

The I CAN difference

At I CAN, we’ve worked with people with disabilities for over 20 years, placing candidates, building inclusive training programmes, and helping employers reshape their cultures to be more inclusive

and welcoming. We understand the practical steps required to meet the 3% target, and we understand the human stories behind every data point.

Whether you’re at the beginning of your disability inclusion journey or looking to strengthen your existing strategy, we can support your organisation with:

• Targeted recruitment and placement services
• Disability sensitisation training for leaders and teams
• Accessibility audits and planning
• Compliance guidance aligned to EE and B-BBEE requirements
• Tailored support for candidates and employers

You don’t have to do it alone. Let’s make this new 3% target more than just a number; let’s make it a commitment to a stronger, more inclusive South Africa.

Visit https://www.ican-sa.co.za/ to learn more.