Ndp disability Disaggregation Document

Disability and the Specific Objectives of the NDP

The NDP states that success will be measured by the degree to which the lives and opportunities of the poorest South Africans are transformed in a sustainable manner¹⁷. The key pillars of success are stated as:

• 
  Participation of all South Africans in the process of achieving their own development
  
• 
  Redressing past injustices effectively
  
• 
  Faster economic growth and achieving higher levels of investment and employment
  
• 
  Rising standards of education, healthy population and effective social security
  
• 
  Strengthened link between economic and social strategies
  
• 
  An effective capable government
  
• 
  Collaboration between the private and public sectors
  
• 
  Leadership from all sectors of society¹⁸
  

Persons with disabilities have, for decades advocated for these outcomes. The key chapters 3-15 of the NDP were analysed and matched to the needs and aspirations of people with disabilities in South Africa. The key objectives of each chapter were briefly analysed with a summary of approaches and strategies that would ensure that people with disabilities are not left out as the NDP is implemented.

This report analyses the key targets set in each chapter and presents proposals for mainstreaming of disability in key indicators of the NDP.

3. ANALYSIS OF DISABILITY AND NDP CHAPTERS

1. Introduction and Rationale

The NDP states that:

‘Disability must be integrated into all facets of planning, recognising that there is no one-size-fits-all approach. In line with the priorities of the plan, people with disabilities must have enhanced access to quality education and employment. Efforts to ensure relevant and accessible skills development programmes for people with disabilities, coupled with equal opportunities for their productive and gainful employment, must be prioritised’ (NDP 2030)

Each chapter of the NDP was analysed and outcomes/results related to disability were set. The targets are broadly in the areas of employment opportunities, access to service delivery, skills development and procurement opportunities. The targets set in this policy paper are meant to address identified in a number of reports including the SSA 2011. The latter found out:

1. 
   Highest level of education
   

The high number of people with difficulties among the population has low education. People with Matric (Grade 12) have the lowest rate of difficulties. The reason for the slight increase in difficulties for the group with tertiary education is not clear, but could be associated with these people also being older. The high number of people with difficulties in the group with no or less than primary school education can be attributed to two main reasons. The first is about low education levels being an outcome of disability, whilst the second sees disability as an outcome of low education. In terms of the former, people with disabilities tend to have lower educational achievement and so more severe disability is associated with low education levels. In terms of the latter, low education levels are associated with higher levels of poverty, poor access to services and lower levels of health. These all in turn can lead to disability (e.g. untreated injury can lead to permanent disability; lack of treatment for a chronic condition can lead to disability) (SSA, 2011).

2. 
   Population group
   

Black Africans have the highest prevalence of ‘A lot of difficulty’ (10,95%) and ‘Unable to do’ (2,64%). Indian/Asians have the lowest rate of ‘Some difficulty’ (12,27%) and almost the same levels of ‘A lot of difficulty’ (11,20%), indicating that with this population group a problem is probably more likely to be seen as resulting in ‘A lot of difficulty’ than in only ‘Some difficulty’.

3. 
   Employment status
   

Employment status was calculated using employed versus unemployed and/or economically inactive. This is the broader definition of unemployment including people who are no longer looking for work. The results show that amongst unemployed or economically not active persons there was a higher proportion of persons with ‘A lot of difficulty’ or who ‘Unable to do’ were. This reflects the relatively low level of employment among people with more severe disabilities. This finding is consistent with other findings on employment levels for people with disabilities.

Equity is an essential principle for the transformation of the economy relations broadly, and education/ training are important if people with disabilities are to contribute to economic growth and benefit from the results of such growth.

The CEE Annual Report also provides useful insights into the gaps and inequality in the South African labour force. For instance, of the 86 481 or 1.4% (total disability / total workforce) of the total number of employees (6 153 334) reported only 1.8% were people with disabilities in top management positions. 1.6% was in senior management distributed as reflected in Table 4 below:

Table 4: Workforce profile at the top and senior management level in terms of race, male and disability (note balance in percentage represents foreign nationals)

Race	Men as a Percentage of Total Number of Employed Persons with disabilities at Top Management	Workforce profile for men with disabilities only in senior management
African	10%	11.1%
Coloured	3.4%	5.2%
Indian	9.2%	12.0%
White	54.7%	41.3%

(Source: CEE Annual Report: 2012-2013)

The race and gender population distribution of people with disabilities represented at this level is very similar to that of the total workforce at this level, with White and male representation (54.7%) dominating by a huge margin. 10% were African male while 9.2% were Indian male, 3.4% coloured male employees.¹⁹

The disparities and inequality along gender lines are also evident in the distribution of female employees with disabilities as reflected in Table 5 below. The CEE Annual Report for 2012 concludes that:

‘The existing patterns only indicate that inequities in the representation in terms of race, gender and disability at this level will remain for a number of decades to come’.²⁰

Table 5: Workforce profiles-population distribution at the top and senior management level in terms of gender and disability (note balance in percentage represents foreign nationals)

Race	Women as a Percentage of Total Number of Employed Persons with disabilities at Top Management	Workforce profile for women with disabilities only in senior management
African	4%	5.3%
Coloured	2.4%	2.4%
Indian	2.4%	2.9%
White	12.1%	17.6%

(Source: CEE Annual Report: 2012-2013)

Evidence from the CEE report also highlights inequality and disparities in the different provinces and across all industrial sectors (at top, senior management levels and among skilled workforce) of South Africa. The general trend is that of male, white people with disabilities being represented more than other racial groups. African people with disabilities feature prominently in most of the sectors at the skilled level, with their noticeable representation in the Community, Social and Personal Services and the Agricultural sectors. White people with disabilities still feature though in the Manufacturing, Electricity, Gas and Water Supply and the Wholesale Trade Sectors. Male people with disabilities are more favoured than their female counterparts at the skilled level as they are more represented at this level than women.²¹

In its concluding remarks, the CEE notes that even for disability:

‘The gridlock into a racialised-male-dominated path has stubbornly reared its head to characterise the country’s approach to disability.’²² and

‘Unless the recruitment, selection; promotion, skills development patterns change and become pro-equity and pro-transformation, it is folly for us to expect to see different results.’²³

Thus, in order to address inequality and disparities that presently exist, there is a need increase the level of ambition and targets related to the NDP for the benefit of all racial groups women, men, youth and children with disabilities taking into account the need to ensure equality among the different/diversified population of people with disabilities.

Previous reports of the CEE and other research evidence highlight the fact that discrimination exists and that employers ‘employ those easier to employ’ and avoid employing people from certain disability groups or those who require personal assistance/reasonable accommodation measures.
The key proposals and indicators are part and parcel of the targets already set in the NDP and should address these new forms of discrimination, marginalisation and inequality. Proposals aim to progressively achieve development and human rights of people with disabilities based on, among other variables, gender balance, equality generally and within the population of people with disabilities, equal access to and utilisation of opportunities in all sectors of the economy in all provinces of South Africa.

The key proposals outlined in the NDP include:

1. 
   Increasing exports: Ensuring that people with disabilities are actively participating in key NDP economic sectors such as mining, construction, mid-skill manufacturing, agriculture and agro-processing, higher education, tourism and business services.
   
2. 
   A more efficient and competitive infrastructure: Persons with disabilities benefit from infrastructure projects that contribute to growth and job creation. There is a need to ensure inclusive planning that guarantees equal business opportunities and access to key services such as commercial transport, energy, telecommunications and water, while ensuring their long-term affordability and sustainability.
   
3. 
   Persons with disabilities are part of all strategies to reduce the cost of living for low-income and working-class households. Such strategies should take into account the diversified needs of different segments within the population of people with disabilities.
   
4. 
   Reduced cost of regulatory compliance should be extended to businesses that are owned and managed by people with disabilities and their families.
   
5. 
   A larger, more effective innovation system should ensure that skills development and businesses owned by people with disabilities are included and supported.
   
6. 
   Support for small businesses that are owned and managed by people with disabilities
   
7. 
   An expanded skills base that achieves the current target of 4% set in the NSDS and progressively increase this to 15% by 2030 in line with the increasing number of people with disabilities.
   
8. 
   Strengthened financial services to bring down their cost and improve access for small- and medium-sized businesses. Such services should be available to people with disabilities and their business enterprises on an equitable basis.
   
9. 
   A commitment to public and private procurement that fosters the growth of disability empowered business and those owned/managed by people with disabilities.
   
10. 
    A higher rate of investment should create employment and business opportunities for people with disabilities.
    
11. 
    A labour market that is more responsive to economic opportunity should take into account the need ensure that people with disabilities are included without discrimination on the basis of disability, race, geographical location or gender. Labour market strategies should embed disability at each level of the value chain, particularly with regards to ensuring that people with disabilities benefit from reviewed regulations and standards for small and medium enterprises; addressing public sector labour relations; strengthening the application of minimum standards on the employment of people with disabilities among employers, ensuring that innovative recruitment processes target people with disabilities; strengthening compliance with disability components of active labour market policies.
    
12. 
    Enhanced commercial diplomatic services should position disability as an integral component of investment and foreign policy.