DURBAN INDABA VII

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DURBAN INDABA VII

• Presentation by
• themai_at_premier.limpopo.gov.za

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TABLE OF CONTENTS

• Introduction
• Background
• Vision and mission
• Situational analysis
• Demography
• Strategies to improve employment equity
• Strategic approach to sustain employment equity.
• conclusion

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INTRODUCTION
Limpopo Province

• This report will provide the viewer with a
  comprehensive overview of the Limpopo Province
  social process that promotes a comprehensive ,
  integrated concept of equality that is consistent
  with our constitution.
• It also encompasses the lessons leant,
  impressions we had on the realization of rights
  of people with disabilities to be treated equally
  and enjoy the same rights as all citizens.

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BACKGROUND

• In 1994, the new democratic Government committed
  itself to eradicating all forms of such
  discriminatory practices, and repealed all laws
  that formed the basis for such discrimination.
  This necessitated a complete overhaul of the
  Public Service towards being truly transformed,
  representative and inclusive, with committed
  goals towards redressing inherited imbalances,
  inequalities.
• In this regard, Government adopted the White
  Paper on the Transformation of the Public Service
  in 1995 that outlined Governments commitment to
  achieve a minimum of 2 representation of persons
  with disabilities in the Public Service by 2005.
  However, as at December 2005, people with
  disabilities constituted a mere 0.16 of Public
  Service personnel, which was well below the set
  target.

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BACKGROUND

• As a result, in 2005, Cabinet reviewed and
  maintained the minimum 2 employment equity
  target for people with disabilities within the
  Public Service, to be achieved by 31 March 2010.
  Furthermore, Cabinet approved the minimum target
  of 2 Public Sector Education and Training
  Authority (PSETA) learnerships for unemployed
  persons with disabilities by 31 March 2008

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BACKGROUND

• The Limpopo Provincial administration established
  the Office on the Status of Disabled in June 1999
  with a constitutional mandate to amongst others
  develop a management system for coordination
  ,facilitation , monitoring and evaluation of the
  implementation of government programmes and
  projects in line function departments.
• The key priorities within the Governance and
  Administration sector Cluster for 2006/09 in
  respect of the economic growth is an increase of
  the number of people with disabilities in gainful
  employment to 2 in the public service
  administration.

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VISION Good Governance, Integrated Planning and
Sustainable Growth Development
MISSION Providing Innovative and Strategic
Leadership and Management for Service Excellence
e-Governance Vision ICT enabled service
excellence, transformation and sustainable
development
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SITUATIONAL ANALYSIS
South Africa is divided into nine provinces,
each province sub divide into districts and sub
districts. Geographically Limpopo is situated in
the Northern eastern part of our country, sharing
International boarders with Botswana, Zimbabwe
and Mozambique and national boarders with North
West, Gauteng and Mpumalanga. Limpopo covers an
area of 123 910 kilometer squared, representing
10 of the country area. The population density
is about 44 people per kilometer squared.  The
Province has 5 districts and 25 local
municipalities.  In terms of the 2001 Census
estimates the size of the population in the
Province to be 12,1 of the countries population.
Women tend to account for a larger proportion of
the population. 56,6 of the Province are women,
this translate into about 2,88 million of the
5,27 million people in the province. People with
disabilities population in the province stands at
6.2
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SITUATIONAL ANALYSIS
Total population 5,27 m
Women population 56,6
Aged(65) Population 36,9
Disability Population 6,2
Urban/Rural distribution 11/89
Limpopo Province
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Distribution of population
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Distribution Disability
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Access to Education for people with disabilities.
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• White paper on the Integrated National Disability
  strategy.
• the way to build a sustainable, just and
  developed society is by the empowerment of people
  with disabilities
• As government we have shown our unswerving
  commitment by enacting Developmental and
  progressive legislation.
• Constitution
• Employment Equity Act
• Labor relations Act.
• Skills development Act
• Transformation white paper
• Preferential Procurement Act
• The white paper on the Integrated National
  Disability strategy

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Development of intervention strategies

• Lobby for political and executive management
  support
• Role clarification in respect of employment
  support by machinery partners
• Development of a monitoring and evaluation tool
• Establishment of partnership.
• Development of a capacity building for people
  with disability in the public service.
• Development of an advocacy program for
  recruitment and employment for people with
  disabilities.

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Challenges

• Definition of Disability.
• People with disabilities are not applying for
  advertised posts
• People with disabilities in the public service
  not disclosing their disability on PERSAL.
• Lack of understanding of disability management in
  departments.
• Average age of SMS in the public service

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Definition of Disability.

• The World Health Organization ( WHO) in the
  context of its health experience, makes the
  following distinction between impairment,
  disability and handicap which was indicated in
  the world Programme of Action
• Section 1 of the South African Employment Equity
  Act ( No 55 of 1998) defines people with
  disabilities as people who have long term or
  recurring physical or mental impairment which
  substantially limits their prospect of entry into
  or advance in employment
• South African Employment Equity Act ( No 55 of
  1998) Code of Good practice on the Employment of
  People with Disabilities defines impairment as
  either physical or mental or a combination of
  both.
• These definitions cover physical disability,
  hearing , visual intellectual disability of
  severe mental health difficulties.

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Government Challenge Halve poverty
employment by 2014
ASGISA Accelerated Shared Growth Initiative of
SA
Infrastructure Investment
JIPSA JOINT INITIATIVE ON PRIORITY SKILLS
ACQUISITION
Growth Sectors
Skills Development
Small Business Dev.
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• Engineering planning skills for network
  industries (transport, communications, energy)

• City, urban and regional planning engineering

• Artisan technical skills

• Management planning in education, health,
  municipalities

• Skills needed by priority sectors Tourism,
  business outsourcing, bio-fuels, metallurgy,
  agribusiness, etc.

• Skills relevant to Local Economic Development

• Disabled people under-represented in these areas
• Lack of exposure to career choices in growth
  areas
• Lack of access to role models in these careers
  for majority of communities

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Improved Employment Equity
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STRATEGIES TO IMPROVE EMPLOYMENT EQUITY.

• Disabled Public Servants forum
• Development of a Job Access Database
• Public Education Awareness Program

• The establishment of a forum functions as a lobby
  and advocacy groups in sector departments.
• The database comprise of unemployed and employed
  people with disabilities with a diversity of
  skills to enable departments, municipalities and
  public enterprises to have a pool of capable
  PWDs
• A detailed advocacy program on both media and
  electronic media is coordinated by Office on the
  Status of Disabled people.

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STRATEGIES TO IMPROVE EMPLOYMENT EQUITY.

• Partnership with Civil Society
• Organizations
• The development of a Provincial Job
• Access Strategy.
• Monitoring and Evaluation

• A cooperation agreement exist between Federal
  structures of people with disabilities,
  Institutions of higher learning and district
  committees of disabled people to distribute
  information to people with disabilities including
  adverts from departments to their members.
• The Province is in the process of developing this
  strategy with the hope of enhancing government
  initiatives to recruit , employ and retain people
  with disabilities.
• Office on the Status of Disabled is represented
  in the Human Resource forums and the skills
  Development team to effectively monitor and
  evaluate training and recruitment of people with
  disabilities.

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STRATEGIC APPROACH TO ADVANCING PERSONS WITH
DISABILITIES IN THE PUBLIC SERVICE

• The strategic approach adopted in the province
  prioritized main elements. These
• Key elements are
• Employability helping more people with
  disabilities into jobs
• Equality of opportunity in the workplace
• Improving health and well-being of persons with
  disabilities in the work place
• Retention of people with disabilities within the
  public service by creating better jobs, improving
  accessibility and developing skills and capacity
  and
• Fostering collaborative partnerships between
  government departments and disabled peoples
  organizations.

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STRATEGIC APPROACH TO ADVANCING PERSONS WITH
DISABILITIES IN THE PUBLIC SERVICE

• Employability Helping more people into jobs

• Providing effective early support and guidance to
  those who need it to overcome barriers to work
• Improving the skills and access to in-work
  support needed to enhance employability of people
  with disabilities (learnerships, internships,
  mentorships, coaching, or awarding of bursaries
  to people with disabilities).
• Engaging departments to improve their attitudes
  towards people with disabilities and their
  understanding of what it means to employ a person
  with a disability

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STRATEGIC APPROACH TO ADVANCING PERSONS WITH
DISABILITIES IN THE PUBLIC SERVICE

• Equality of opportunity in the workplace

• Departments are acting to identify the disabling
  environments, attitudes, and disproportionate
  social barriers.
• All staff in the department are be engaged on
  identifying and agreeing on the barriers in
  attitudes, policy, physical environment, and
  communication and tangible commitment for
  shared ownership of solutions.
• Resources be made available to provide support
  to meet additional needs where appropriate
• Departments are creating a culture of inclusion
  and remove barriers that have an effect of
  excluding and / or discriminating against people
  with disabilities

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STRATEGIC APPROACH TO ADVANCING PERSONS WITH
DISABILITIES IN THE PUBLIC SERVICE

• Improving health and well-being

• The key aim of the Health and Wellness Programme
  is to promote governments policies and
  programmes to reduce inequality in health and
  well-being. Medical services and good health
  should accessible to all, including people with
  disabilities, hence the Job ACCESS Strategy.
  Quality of work life and wellbeing, providing
  better policy and advice allow persons with
  disabilities who require advice on benefits and
  social care services access to expert advisors
  from the Health and Wellness team.

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STRATEGIC APPROACH TO ADVANCING PERSONS WITH
DISABILITIES IN THE PUBLIC SERVICE

• Road map for equalization of employment
  opportunities for people with disabilities

• Development of Job access database on the
  provincial website.
• Development of the Provincial Job Access strategy
• Improving capacity of people with disabilities in
  public service.
• Finalizing a skill capacity assessment audit on
  all Pwds in provincial administration
• Strengthening partnerships with universities in
  the province.
• Put EE program on the Governance Administration
  cluster and the Premiers mayors forum.
• Strive to improve the provincial target to reach
  an employment Equity target of 6 in line with a
  demographic representation.
• Lobby for more budget allocation for programs
  that supports Pwds in the workplace.

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Conclusion

• Providing innovative leadership for service
  excellence
• Thank you
• M E R C I

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