Date.: 24 Apr 2013

Mr C D Kekana (ANC) to ask the Minister for the Public Service and Administration:

What successes is she in a position to report with regard to the mainstreaming of issues of (a) women and (b) people with disabilities insofar as (i) employment practices and (ii) the creation of enabling environments are concerned?



The DPSA has mainstreamed issues of women and people with disabilities and created an enabling environment for both women and people with disabilities through the following interventions:

    1. The Public Service Act No 103 of 1994 with amendments protects the rights of women and people with disabilities. Section 11 (1) provides for the making of appointments and filling of posts in the public service to make due regard to the principles of equality and other democratic values and principles enshrined in the constitution of the Republic of South Africa.
    2. The Public Service Regulations of 200, part (5) under 'compensation for employees' provides for the remuneration in the public service to support "equal pay for work of equal value and other labour standards"
    3. The Public Service Resolution 1 of 2012 outlines the following improvements that benefit women and people with disabilities in the workplace:
      • Section 14 provides for 5 working days family responsibilities leave that employees can take per annual leave cycle if their child is sick or if an immediate family member dies.
      • Section 15 provides for eight (8) working days pre-natal leave per pregnancy for women, including those with disabilities to attend doctor's check up.
      • Section 19 (19.2) provides for the employer to give employees a monthly housing allowance of R900.
    4. The Determination & Directive on Leave of Absence in the Public Service (August 2012) outlines the benefits for women on leave benefits:
      • Part 4 provides amongst others that an employee, who adopts a child that is younger than two years, shall qualify for adoption leave to a maximum of 45 working days.
      • Part 14 (1) indicates that every employee of the Public Service is entitled for 36 working days sick leave with full pay over a three year cycle.
      • Part 15 and 16 provides guidelines for the application and granting of temporary and permanent incapacity leave for employees in the public service after the normal sick leave within a sick leave cycle is exhausted.
      • Part 18 (1.) provides for the Head of Department to grant normal sick leave to employees with disabilities to attend training related to a disability and when sending equipment used for disability for maintenance.
    5. The Public Service, through the Public Service Leadership and Management Academy (PALAMA) provides training on gender mainstreaming and disability management for employees to ensure that they understand the concepts and are able to mainstream gender and disability issues into the core functions of departments effectively.
    6. Human Resource Strategic Framework for the Public Service - the strategic framework provides a guide for human resource development in the public service, which includes amongst others skills development, provision of bursaries, internships and learnerships.

    In an effort to create an enabling work environment, the DPSA has developed the following strategic frameworks:

    1. a) HOD 8 -Principle Action Plan for Women's Empowerment & Gender Equality, 2007 - the action plan was launched by the Minister for Public Service and Administration to enable the public service to systematically and programmatically address gender inequality to achieve progress in the elimination of gender inequality and achievement of gender equality.
    2. b) Gender Equality Strategic Framework for the Public Service, 2009 - the strategic framework provides departments with a framework on developing interventions to create an enabling work environment through various mechanisms.
    3. c) Handbook on Reasonable Accommodation for People with Disabilities in the Public Service (handbook), 2007 - the handbook provides guidelines for the employment, retention and provision of reasonable accommodation for employees with disabilities in the public service.
    4. d) JobACCESS Strategic Framework for the Appointment, recruitment and Retention of People with Disabilities, 2009 - the tool assists departments to develop interventions to eradicate barriers that exist in the employment of people with disabilities in the public service
    5. e) Policy on reasonable Accommodation and Assistive Devices, 2012 - the draft policy is developed to assist departments to plan for and implement reasonable accommodation measures for employees with disabilities. The policy is currently en-route to Cabinet.
    6. f) Guide for Employment Equity in the Public Service, 2011 - the guide assists departments in the implementation of the Employment Equity Act to achieve employment equity in the public service, by ensuring that equity targets for the public service are achieved.
    7. g) Employee Healthy & Wellness Strategic Framework for the Public Service, 2008 - the framework guides departments to address employee health ad wellness issues systematically through four identified pillars that include health and productivity, HIV/AIDS, wellness and occupational health and safety
    8. h) Guidelines on Child Care Facilities, 2012 - these guidelines assist departments to establish child care facilities in the workplace, to ensure a conducive work environment.
    9. i) Gender Sensitive and Rights - Based Mainstreaming of HIV/AIDS in the Public Service, 2012 - these guidelines assist departments to mainstream HIV/AIDS interventions in a gender sensitive and rights oriented manner.

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