JOB ACCESS STRATEGIC FRAMEWORK

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JOB ACCESS STRATEGIC FRAMEWORK
National Steering Committee 04 October 2007
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Presentation Outline

• Background
• Purpose and objectives
• Set targets
• Trends in the employment of people with
  disabilities
• Conceptual Framework for Disability Management
• Legal and Policy Framework
• Vision
• Core Principles
• Process Pillars
• Functional Pillars
• Structure for Implementation Processes/ Drivers

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Background

• The Job Access Strategic Framework is a concerted
  effort to advancing and fast tracking the
  achievement of set targets through addressing
  several challenges faced by persons with
  disabilities.
• The array of priorities have been derived through
  a consultative process with relevant
  stakeholders, and the review of available
  documents and international instruments
  pertaining to employment of people with
  disabilities, and the challenges faced in the
  employment arena.

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Background cont.

• The Job Access Strategic Framework is premised on
  increasing representation of and participation by
  persons with disabilities in all work place
  activities, but also increasing access to
  opportunities for employment, skills development
  and upward mobility in the workplace.
• It encourages the removal and elimination of all
  barriers to advancement and development for
  persons with disabilities.
• It focuses fundamentally on promoting and
  protecting the human rights and human dignity of
  persons living with disabilities.

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Background cont.

• It deals with measures that departments must put
  in place to ensure that they meet numeric
  targets for people with disabilities by specified
  dates.
• In order to become disability competent, each
  department must equip itself with a whole range
  of competencies across the organisation, these
  include ensuring that various components are
  involved in the implementation of the framework.

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Background cont.

• It outlines a strategic approach for advancing
  people with disabilities within the Public
  Service in terms of recruitment, employment,
  retention, and skills development.
• It therefore promotes the way in which issues of
  disability should be addressed/ integrated in
  recruiting, employing and retaining persons with
  disabilities within the Public Service.

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Purpose and Objectives

• To advance an effective enabling environment
  within the Public Service through the adoption of
  progressive policies, establishment of relevant
  institutional mechanisms and development of key
  operational processes to ensure a transformed,
  non-discriminatory and fully inclusive Public
  Service.
• The ultimate aim is to ensure that all people of
  South Africa, irrespective of race, sex, creed,
  age or disability are able to enjoy their
  fundamental freedom and human rights.

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Set Targets

• 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 2009
• Cabinet further approved the minimum target of 2
  by March 2008 for PSETA learnerships for
  unemployed PWDs

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Trends in the employment of people with
disabilities within the Public Service

• - March 2002 - 0,11 across all sectors
• - December 2005 - 0,16
• - April 2007 - 0,17
• There is a 0.06 percentage point increase from
  2002 to 2007, indicating a slow pace of growth.
  The Public Service did not meet its set target
  by 2005. The reviewed target date for a 2
  minimum representation has been extended to March
  2009.

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CONCEPTUAL FRAMEWORK FOR DISABILITY MANAGEMENT
A VISION FOR DISABILITY MANAGEMENT
A transformed Public Service that is free of
discrimination, inequalities and barrires to self
reliance
CREATING A NON-SEXIST, NON-RACIST AND INCLUSIVE
PUBLIC SERVICE
CAPACITY BUILDING INITIATIVES
ORGANIZATIONAL SUPPORT INITIATIVES
GOVERNANCE INITIATIVES
ECONOMIC GROWTH AND DEVELOPMENT INITIATIVES
Enabling Environment
Equality of opportunities
Mainstreaming of Disability
Barrier free Workplace
4 Critical Pillars of Action for Promoting
Disability Management
10 Core Principles underpinning Disability
Management
LEGISLATIVE FRAMEWORK AS A FOUNDATION
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Vision of the Job ACCESS Strategy

• To create a transformed, inclusive Public Service
  that is free of discrimination, inequalities and
  barriers to self reliance, and where persons with
  disabilities enjoy their rights and privileges as
  equal citizens.

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CORE PRINCIPLES
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Functional Pillars

• Pillar 1 Enabling environment
• Pillar 2 Equity (Equal opportunities)
• Pillar 3 Mainstreaming disability
• Pillar 4 Barrier free workplace

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Transversal Process Initiatives

• Capacity Building and Development Initiatives
  These initiatives are represented in those
  activities which add value in strengthening the
  ability to build human capital.
• Organisational Systems and Support Initiatives
  The success of the Job ACCESS Strategy in the
  Public Service depends on the extent to which
  pertinent organisational support structures and
  systems in place are properly utilised.
• Governance and institutional arrangements
  Initiatives The manner in which the Job ACCESS
  Strategy will be promoted, governed and supported
  in the Public Service. It is the manner in which
  strategic leadership will be provided in order to
  ensure successful implementation of the Strategic
  Framework.
• Economic Growth and Development Initiatives
  Increased skills development in order to increase
  employability, and in turn increasing the chances
  of economic growth to the country.

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Role of the Departments

• Promote an enabling occupational health and
  safety environment
• Encourage management to prioritise the
  procurement of equipment that would enhance the
  working capacity of people with disabilities
• Assist in the removal of barriers experienced by
  people with disabilities in their working
  environment
• Ensure that all programmes reasonably accommodate
  people with disabilities
• Create an enabling environment for all
  departments to recruit, employ and retain PWDs

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Thank You!
An all inclusive workplace where all employees
are respected, including those with disability