Welcome To The DiSA Information Desk

Unlocking The Shackles of Your Disability Using the Key of Knowledge

Frequently Asked Questions

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A Little About Our Information Desk

Welcome to the DiSA Information Desk, your one-stop gateway to reliable, practical disability-related support in South Africa — Whether you need guidance, services, or solutions, this hub connects you instantly to the right information to empower your independence and inclusion.

The DiSA Information Desk is a “Free Information Service for disability related issues in South Africa.

Started in 2015, DiSA has become the “Go-to-Information” portal for persons with disabilities, by:

– Providing reliable, up-to-date information and guidance on disability-related services, disability policies, disability rights, assistive devices, and support networks across South Africa.
– Creating a link between persons with disabilities and the companies, clubs and organisations that are available to assist them.

As per “The White paper on the rights of persons with disabilities”, the Information Desk is ‘categorised’ into five groups: Physical; Sensory; Intellectual; Psychosocial and Neurological impairments.

Key Objectives of the Information Desk include:

– Providing support and assistance to Persons with Disabilities and their families.
– Providing advertising opportunities to disability related Service and product suppliers.
– Aiding Companies employing or seeking to employ persons with disabilities.

“Unlocking The Shackles of Your Disability Using the Key of Knowledge” embodies our belief that knowledge is power, with the correct information at our fingertips, we can break free of our barriers to reach our goals and dreams.

What Are You Looking For?

1. What is a disability?
– What is an Impairment?
– Disability vs Impairment
2. Categories of Impairments
– Models of Disability
– Disability as Defined in South Africa
– What is considered a Disability in South Africa?
3. What Assistance Benefits do I qualify for?
4. Legislation, Policies and Disability Rights
– According to the Constitution
– According to the PEPUDA
– Looking for a policy that can assist me
5. Disability and Language
– People First Language
– Key Terms and Definitions
– Disability and Language According to PEPUDA
– Terminology and Definitions
6. Disability Statistics and Rates
7. Frequently Asked Questions

1. What is a Disability

What is An Impairment?

According to the White Paper on The Rights of Persons with Disabilities –

An Impairment is a perceived or actual feature in the person’s body or functioning that may result in limitation or loss of activity or restricted participation of the person in society with a consequential difference of physiological and/or psychological experience of life. For example, the International Classification of Disease (ICD) could be utilised for purposes of defining physical, sensory, intellectual, psychosocial and neurological impairments.

Download the White Paper on the Rights of Persons with Disabilities

Disability vs an Impairment

While the terms disability and impairment are often used interchangeably, they do in fact have very different meanings.

An impairment is something that has happened to the body which cannot be changed, such as a condition, disease or injury.

A Disability happens to the person with an impairment when society puts barriers in their way, fails to uphold their rights or does not provide reasonable accommodations.

Still Confused? Let’s Unpack That a little more:

Disability is a complex and evolving concept, and defining it must take into account the following reality:
– Current definitions of disability have evolved over time and reflect a more progressive view of disability than was the case in the past.
– To date there is no single definition of disability that has achieved international consensus.
– There are various definitions of disability.
However, all the rights-based definitions share certain common elements even if they emphasise or word them differently.

Common elements include:
– The presence of impairment.
– Internal and external limitations or barriers which hinder full and equal participation,
– A focus on the abilities of the person with a disability
– Loss or lack of access to opportunities due to environmental barriers and/or negative perceptions and attitudes of society.
– Disabilities can be permanent, temporary or episodic.

Disability therefore results from the interaction between persons with impairments and attitudinal and environmental barriers.
It is important to note that persons with disabilities should be defined within the context of defining the beneficiary group for purposes such as affirmative action, protection against discrimination, service delivery, reasonable accommodation support measures, social security, etc.
It therefore requires a degree of self-definition, where the individual determines whether he/she is disabled or not, based on environmental factors and contexts.

Within this context, the UNCRPD recognises disability as an evolving concept and states that “disability results from the interaction between persons with impairments and attitudinal and environmental barriers that hinders their full and effective participation in society on an equal basis with others”.

To clarify a physical Impairment, as per the information above: –
The classification of a physical condition as a disability depends on the extent to which it limits a person’s ability to function in daily life.

For example, the amputation of a toe may not necessarily be considered a disability if it does not significantly impact mobility, balance, or overall function. However, if the loss of the toe leads to substantial difficulties in walking, standing, or performing essential tasks, particularly in combination with environmental barriers, it may be regarded as a disability.

This distinction highlights that it is not merely the presence of a physical condition that defines disability, but rather the degree to which it affects participation in society due to attitudinal and environmental factors.

2. Categories of Impairments

As per “the white paper on the rights of persons with disabilities”, per the definition of disability, there are 5 types of impairments:

1. Physical Impairments

Injuries, conditions, or diseases that impair a person’s mobility, dexterity, or motor functions and/or physical appearance, affecting their ability to participate equally in society. Examples include Spinal Cord Injury (SCI), Cerebral Palsy, Amputation. Visit our Physical Impairments section to find out more >

Double chevron arrow indicating a click action is required should the reader wish to learn more about Physical Impairments

2. Sensory Impairments

Conditions that affect one or more of the senses, including sight, hearing, smell, touch, taste, and spatial awareness. Visit our Sensory Impairments section to find out more >

Double chevron arrow indicating a click action is required should the reader wish to learn more about Sensory Impairments

3. Intellectual Impairments

Developmental conditions that limit a person’s cognitive functioning and learning ability.
Example: Down Syndrome. Visit our Intellectual Impairments section to find out more >

Double chevron arrow indicating a click action is required should the reader wish to learn more about Intellectual Impairment

4. Neurological Impairments

Limitations or impairments to the nervous system and brain function that can affect a person’s ability to perform certain tasks. Example: Epilepsy, Multiple Sclerosis (MS). Visit our Neurological Impairments section to find out more >

Double arrow indicating a click action is required should the reader wish to learn more about Cross Disability Organisations

5. Psychosocial Impairments

A psychosocial impairment, also known as a mental disorder, is a clinically significant disturbance in a person’s cognition, emotional regulation, or behaviour. Example: Depression, Schizophrenia. Visit our Psychosocial Impairments section to find out more >

Double chevron arrow indicating a click action is required should the reader wish to learn more about Cross Disability Organisations

Please Note:
1. Some persons with impairments are affected by more than 1 type of impairment, whereby either one or both can be considered as disabling.
2. Conditions and diseases are NOT disabilities but can lead to an impairment.
3. Not all impairments may lead to disabilities.

How can we help you?

At Disability Info South Africa (DiSA), we are committed to provide a One-Stop Access Solution to create a more inclusive society.

Guidance & Support

We provide personalised guidance and practical support to help individuals with disabilities navigate accessibility challenges and available resources in South Africa.

Accessibility Audits

Be part of the solution not part of the problem. Get a professional Accessibility Audits to assess report, and recommend improvements for creating inclusive, barrier-free environments.

Disability Awareness Training

Do you employ persons with disabilities? DiSA provides Disability Awareness Training to educate and empower businesses, staff, management and communities to foster inclusive, respectful, and accessible working environments.

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Advocacy & Resources

Do you have a problem? Contact DiSA, we connect individuals with the right legislation and support networks to help them on their journey.

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Don’t overlook talented individuals with disabilities— ability comes in many forms. We have specialized recruitment companies that can assist. Get in touch with us today!

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Together, we can create a world where independence has no limits!

Models of Disability

There are different ways to understand and define disability:

1. Medical Model

Views disability as a problem to be “fixed” or cured.

2. Human Rights Model

Focuses on the dignity and rights of persons with disabilities to full participation in society.

3. Biopsychosocial Model

Combines biological, psychological, and social factors to understand disability holistically.

4. Social Model

Recognizes that disability arises from barriers in society rather than the individual.
South Africa has adopted the social Model of disability. The social model does not locate the “problem” within the person with impairment; rather it acknowledges and emphasizes barriers in the environment which disable the person with the impairment aimed at inclusion rather than exclusion of persons with disabilities from mainstream life.

The Social Model Explained:

The social model acknowledges that disability is a social construct and assesses the socio-economic environment and the impact that barriers have on the full participation, inclusion and acceptance of persons with disabilities as part of mainstream society. It is a model that focuses on the abilities of persons with disabilities rather than their differences, that fosters respect for inability and that recognizes persons with disabilities as equal citizens with full political, social, economic and human rights.

The social model does not locate the “problem” within the person with impairment; rather it acknowledges and emphasizes barriers in the environment which disable the person with the impairment aimed at inclusion rather than exclusion of persons with disabilities from mainstream life. It emphasises the need for broader systemic and attitude changes in society; the provision of accessible services and activities; and the mainstreaming of disability to ensure full inclusion of persons with disabilities as equals.

The model further encourages that persons with disabilities must actively participate in transformation processes that impact on their lives. Also, it does not deny the reality of “impairment”, (an incident of human diversity), nor the impact this may have on the individual.

Key features of the Social Model are:
– Acknowledging that the social context within which persons with disabilities live impacts on their full participation, inclusion and acceptance into mainstream society;
– Acknowledging that disability is a social construct that results from the interaction of various actual or perceived impairments with barriers in the environment;
– Focusing on the abilities of persons with disabilities; respecting their diversity and aiming to address the social barriers that result in discrimination;
– Promoting broader systemic and attitude changes in society;
– Promoting mainstreaming of disability; and reinforcing the importance of being part of transformation processes to improve the quality of life of persons with disabilities.

Disability as Defined in South Africa

Disability is imposed by society when a person with a physical, psychosocial, intellectual, neurological and/or sensory impairment is denied access to full participation in all aspects of life, and when society fails to uphold the rights and specific needs of individuals with impairments. – White Paper on the Rights of Persons with Disabilities (WPRPD)

What is considered a Disability in South Africa?

Disability is a complex and evolving concept.
South African law and policy define disability using a social model, which focuses on the interaction between individuals with impairments and societal barriers. The White Paper on the Rights of Persons with Disabilities (WPRPD) defines disability as a barrier to participation in society that is imposed by society. This barrier occurs when people with impairments face discrimination and barriers in their environment.

The Constitution of the Republic of South Africa, 1996 guarantees equality (Section 9) and the right to dignity (Section 10) for all persons, including those with disabilities. It prohibits unfair discrimination and mandates the state to take measures to protect and advance disability rights.

The Promotion of Equality and Prevention of Unfair Discrimination Act (PEPUDA), 2000 defines disability as “a long-term or recurring physical, mental, intellectual, or sensory impairment which, in interaction with various barriers, may substantially limit one or more of an individual’s major life activities.”

The South African government is developing a national disability law to make the rights enshrined in the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and the Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Persons with Disabilities in Africa (Africa Disability Protocol), law in South Africa.

South Africa ratified the UNCRPD in 2007. It defines persons with disabilities as those who have “long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others.”

The Africa Disability Protocol was ratified by South Africa in 2021, mirroring the UNCRPD definition and emphasizing the rights to dignity, autonomy, and inclusion for persons with disabilities in Africa.

3. What Assistance Benefits do I qualify for?

The Social Assistance Act, 2004 (Act No. 13 of 2004) defines disability as “a moderate to severe limitation of a person’s ability to function or perform daily activities as a result of a physical, sensory, communication, intellectual, or mental impairment, if the limitation has lasted or is likely to last for a period of at least 12 months.”

The main qualification criteria for disability-related grants are:

Disability Grant
To qualify, an applicant must:
– Be a South African citizen, permanent resident, or refugee residing in South Africa.
– Be between 18 and 59 years old.
– Undergo a medical or functional assessment confirming a disability.
– Provide a medical report confirming the disability.
– Meet the Means Test (income and asset limits apply).
– Not be cared for in a State-funded institution
– Not receive another social grant in their own name.

Grant-in-Aid (Additional support for beneficiaries requiring full-time care)
To qualify, an applicant must:
– Already receive an Older Persons Grant, Disability Grant, or War Veteran’s Grant.
– Require full-time care due to a physical or mental disability.
– Not be cared for in a State-funded institution
– Undergo a medical or functional assessment confirming the need for regular assistance

Care Dependency Grant (For children with severe disabilities requiring full-time care)
To qualify, an applicant must:
– Be a South African citizen, permanent resident, or refugee
– Be the parent, primary caregiver, or foster parent of a child with a disability.
– The child must be under 18 years old
– Provide a medical report confirming the child’s severe disability.
– Meet the Means Test (except for foster parents).
– The child must not be permanently cared for in a State-funded institution.

How to Apply:
– Visit your nearest South African Social Security Agency (SASSA) office.
– Provide medical proof of your disability.
– Complete the application form and submit the required documents.

Income Tax Act, 1962 (Act No. 58 of 1962) – Section 18(3) defines disability in terms of tax deductions, as “a physical or mental impairment which substantially limits a person’s ability to perform one or more of the basic activities of daily living, and which has lasted or is expected to last for a continuous period of at least 12 months.”

Under Section 18(3) of the Income Tax Act, 1962, you may qualify for tax deductions if:
– You have a moderate to severe limitation in your ability to function or perform daily activities due to a physical, sensory, communication, intellectual, or mental impairment.
– The limitation must last or have a prognosis of lasting more than a year and must be diagnosed by a duly registered medical practitioner.

The tax benefits are attached to an assessment of the functional impact rather than just the medical diagnosis. It includes specific criteria for vision, hearing, speech, physical, intellectual, and mental disabilities.

Examples of Deductible Expenses:

Medical Expenses and Assistive Devices
– Medical consultations, treatment, and therapies related to the disability
– Prescribed medication
– Specialist consultations, including those from optometrists, audiologists, physiotherapists, occupational therapists, and psychologists
– Medical procedures and surgeries necessary due to the disability
– Hospitalization costs related to disability treatment

Assistive Devices
– Wheelchairs, crutches, walking frames, and prosthetics
– Hearing aids and cochlear implants
– Vision-related aids, such as braille devices and screen readers
– Augmentative and alternative communication (AAC) devices, including speech-generating devices

Home and Vehicle Modifications
– Home modifications to improve accessibility (e.g., ramps, widened doors, grab bars, adapted bathrooms)
– Vehicle modifications, such as hand controls, wheelchair lifts, and adapted seating

Caregiver and Personal Assistance Costs
– Fees for caregivers, nurses, or assistants providing daily support
– Special education and remedial schooling costs for children with disabilities
– Therapy and rehabilitation programs

Transport and Mobility Costs
– Specialized transport services for persons with disabilities who cannot use public transport
– Travel costs for medical treatment when specialized treatment is not available locally

Special Needs Education and Training
– Schooling and tuition fees for learners with disabilities in institutions that cater to special needs
– Learning aids, such as braille materials, talking books, and computer software for persons with disabilities

Consult a tax professional or the South African Revenue Service (SARS) for more details. [ *INSERT LINK]

The Employment Equity Act (EEA), 1998 (as amended in 2023) defines “people with disabilities” as those who have “a long-term or recurring physical, mental, intellectual, or sensory impairment which, in interaction with various barriers, may substantially limit their prospects of entry into, or advancement in, employment.”

Under the Act, you have the right to:
– Reasonable accommodation:
Your employer must make adjustments (e.g., modifying workspaces, providing assistive devices) to enable you to perform your job.
– Protection from discrimination:
You cannot be unfairly treated because of your disability.
– Equal opportunities:
Employers must implement affirmative action measures to promote the employment and advancement of persons with disabilities.

If your rights are violated, you can lodge a complaint with the Commission for Conciliation, Mediation, and Arbitration (CCMA).

Equally important policy instruments are two Codes of Good Practice.

Every employee has the right to a fair, respectful, and accessible workplace. The Code of Good Practice on the Employment of Persons with Disabilities (2015) and the Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace (2023) set out guidelines to ensure that persons with disabilities are treated with dignity, provided equal opportunities and protected from discrimination and harassment.

Employment Rights of Persons with Disabilities:
Persons with disabilities have the right to equal treatment in hiring, promotion, and workplace policies. Employers must:
– Ensure non-discrimination—hiring and workplace practices must be fair and inclusive.
– Provide reasonable accommodation—this may include assistive devices, flexible work arrangements, or workspace modifications.
– Respect confidentiality—employees are not required to disclose their disability, but if they do, employers must handle it with sensitivity.
– Develop inclusive policies—workplaces must actively support disability inclusion and consultation with disabled employees.

What is Workplace Harassment?
Harassment is any unwanted behavior that demeans, excludes, or intimidates someone. Persons with disabilities often face:
– Ableist harassment—mocking, questioning, or dismissing someone’s disability.
– Bullying—verbal abuse, exclusion, or setting unrealistic expectations.
– Denial of reasonable accommodations—refusing to adjust workspaces, schedules, or duties to accommodate disability-related needs.
– Online harassment—offensive messages, social exclusion, or inappropriate jokes.

Employer Responsibilities:
Employers must take proactive steps to create a harassment-free and disability-inclusive workplace by:
– Implementing clear anti-harassment and disability inclusion policies.
– Training staff on disability rights and appropriate workplace behaviour.
– Investigating and addressing harassment complaints immediately.
– Providing safe and accessible reporting systems for employees who experience or witness harassment.

What Can You Do?
– Know your rights—you deserve a workplace free from discrimination and harassment.
– Request accommodations—employers must make reasonable adjustments to support your work.
– Report harassment—if you experience or witness harassment, speak to HR, a manager, or a trusted workplace representative.
– Advocate for inclusion—raise awareness and support a culture of respect, accessibility, and equal opportunity.

Reasonable accommodation involves making necessary and appropriate modifications to ensure that persons with disabilities can enjoy their rights on an equal basis with others. The National Strategic Framework on Reasonable Accommodation for Persons with Disabilities (2023) provides comprehensive guidelines to facilitate this process.

The Strategic Framework provides for:
– Individualized Support: Recognizes that reasonable accommodation measures are often specific to the individual’s impairment and personal circumstances.
– Comprehensive Measures: Includes assistive devices, technology, personal assistance, and environmental adaptations to promote independence and participation.
– Standardized Procedures: Encourages the development of service charters and standards across all sectors to ensure consistent and equitable access to accommodations.

Examples of Reasonable Accommodation:
– Adjusting Work Hours or Duties: Modifying schedules or job responsibilities to align with an individual’s needs.
– Providing Assistive Technologies: Supplying tools such as screen readers, ergonomic chairs, or other devices to enhance accessibility.
– Making Physical Spaces Accessible: Implementing changes like ramps, elevators, or modified workstations to ensure mobility and comfort.
– Offering Live Assistance: Providing services such as personal aides, sign language interpreters, or guide dogs to support daily functions.

How to Request Reasonable Accommodation:
– Disclosure: Communicate your specific needs to the relevant authority. While disclosure is voluntary, providing detailed information can facilitate appropriate accommodations.
– Assessment Reports: Offer medical or professional documentation that outlines your disability and the recommended accommodations.
– Confidentiality: Employers are obligated to handle all personal information with the utmost confidentiality.
– Interactive Process: Engage in open dialogue to identify effective and reasonable accommodations.
– Timely Implementation: The framework emphasizes prompt action to ensure that accommodations are provided without unnecessary delays.

Entrepreneurs with disabilities and disability-owned businesses can access various benefits, support programs, and preferential procurement opportunities in South Africa. These benefits aim to promote economic inclusion, access to funding, and business growth.

Preferential Procurement Opportunities
The Preferential Procurement Policy Framework Act (PPPFA) and Public Procurement Act (PPA) provide opportunities for businesses owned by persons with disabilities to secure government contracts.

However, eligibility is influenced by Broad-Based Black Economic Empowerment (B-BBEE) policies:
Black-owned businesses (Africans, Coloureds, and Indians with disabilities) qualify for preferential procurement points and reserved contracts.
White-owned businesses with disabilities are not eligible for B-BBEE preferential procurement under the amended framework.

Key benefits include:
– Reserved procurement opportunities for disability-owned businesses.
– Enterprise development and supplier programs for black disability entrepreneurs.
– Financial incentives for companies that subcontract or partner with black-owned disability businesses.

Access to Funding and Financial Support
Entrepreneurs with disabilities may qualify for business funding, grants, and bursaries through various programs, including:
– National Empowerment Fund (NEF) – Disability Empowerment Fund: Provides financial assistance and equity funding for black entrepreneurs with disabilities.
– Small Enterprise Finance Agency (SEFA): Offers business loans and support services tailored for entrepreneurs with disabilities.
– National Treasury’s Preferential Procurement Programs: Provides funding incentives and partnerships for disability-inclusive businesses.

There are specific benefits available for financially qualifying students with disabilities at public post-school education and training facilities through the National Student Financial Aid Scheme (NSFAS).

The NSFAS Disability Bursary Programme is designed to provide comprehensive support, ensuring that students with disabilities have equitable access to higher education opportunities at public universities and TVET colleges.

To qualify for NSFAS funding, students with disabilities must have a combined household income not exceeding R600,000 per annum (2025).

NSFAS Disability Bursary Benefits (2025):
– Tuition and Registration Fees:
Full coverage of tuition and registration costs at public higher education institutions.
– Living Allowance:
An annual allowance of R20,000 to assist with daily living expenses, including meals.
– Learning Materials Allowance:
University students receive R6,000 per academic year for essential learning materials. (Note: For TVET college students, learning material costs are included in the general allowance.)
– Assistive Devices:
A once-off allowance of up to R50,000 for devices that facilitate learning, such as wheelchairs, hearing aids, or specialized computer software. If a student’s needs change, additional devices may be considered, provided the total amount does not exceed the stipulated limit during the study period.
– Repairs and Maintenance:
An allowance of R2,000 for the repair and maintenance of assistive devices due to normal wear and tear.
– Human Support:
Up to R50,000 per academic year for necessary human support services, including caregivers, scribes, tutors, or sign language interpreters. This support must be recommended by a registered medical professional and approved by the institution’s Disability Unit and NSFAS
– Assessment Costs:
A one-time allowance of R2,000 to cover expenses related to assessing the need for assistive devices or human support.

How to Access These Benefits:
When applying for NSFAS funding, ensure that you declare your disability status.

Complete Annexure A: Fill out the Disability Annexure A form, providing detailed information about your disability and required accommodations. This form should accompany your NSFAS application.

Provide Supporting Documentation – Medical Assessment: Submit a recent medical report or assessment from a registered healthcare professional detailing the nature of your disability and the necessity for specific accommodations or assistive devices.

Additional Support Services:
Beyond financial assistance, many educational institutions offer various support services to ensure an inclusive learning environment:
– Academic Support: Specialized tutoring, mentoring programs, and adaptive learning materials tailored to individual needs.
– Counselling Services: Access to psychological support to address any personal or academic challenges.
– Accessibility Services: Ensuring that campus facilities, libraries, and resources are accessible to all students.
To fully benefit from these services, it is advisable to contact the Disability Unit or Student Support Services of your chosen institution directly. They can provide detailed information on available resources, assist with the NSFAS application process, and ensure that your specific needs are met effectively.

4. Legislation, Policies and Disability Rights

In South Africa, laws and policies are designed to uphold the Constitution, promote equality, and address social and economic challenges.

While legislation provides the legal foundation, policies serve as implementation tools. They guide government departments, businesses, and organisations in meeting legal requirements.

Policies help shape programs, allocate resources, and set priorities for national development.

Understanding legislation and policies is essential for individuals, businesses, and advocacy groups to ensure compliance, promote rights, and contribute to an inclusive and just society.

In the foreground of this image is an open book of the law, with a gravel laid upon its open pages. In the background are lawyers discussing the law.

“Everyone is equal before the law and has the right to equal protection and benefit of the law. Equality includes the full and equal enjoyment of all rights and freedoms. To promote the achievement of equality, legislative and other measures designed to protect or advance persons or categories of persons, disadvantaged by unfair discrimination may be taken.”

Download The Constitution of the Republic of South Africa Here

According to Chapter 2 Section 6 of the 2003 Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000

Prohibition of unfair discrimination on ground of disability Subject to section 6, (Neither the State nor any person may unfairly discriminate against any person.) no person may unfairly discriminate against any person on the ground of disability, including:

(a) denying or removing from any person who has a disability, any supporting or enabling facility necessary for their functioning in society.
(b) contravening the code of practice or regulations of the South African Bureau of Standards that govern environmental accessibility.
(c) failing to eliminate obstacles that unfairly limit or restrict persons with disabilities from enjoying equal opportunities or failing to take steps to reasonably accommodate the needs of such persons.

Download The Promotion of Equality and Prevention of Unfair Discrimination Act (PEPUDA) here

Looking for a Policy That Can Assist You?

Visit the categories listed below to find a policy that can assist you, or your company.

These policies cover Human Rights, Equality and Protection against discrimination, they include:

1. The Constitution of the Republic of South Africa

The Constitution of the Republic of South Africa, 1996, was approved by the Constitutional Court (CC) on 4 December 1996 and took effect on 4 February 1997.

The Constitution is the supreme law of the land. No other law or government action can supersede the provisions of the Constitution. It states: –
“Everyone is equal before the law and has the right to equal protection and benefit of the law. Equality includes the full and equal enjoyment of all rights and freedoms.
To promote the achievement of equality, legislative and other measures designed to protect or advance persons or categories of persons, disadvantaged by unfair discrimination may be taken.”

Download the Constitution of the Republic of South Africa

2. Promotion of Equality and Prevention of Unfair Discrimination Act, 2000 (PEPUDA)

The Promotion of Equality and Prevention of Unfair Discrimination Act, 2000 (PEPUDA or the Equality Act, Act No. 4 of 2000) is a comprehensive South African anti-discrimination law.

It prohibits unfair discrimination by the government and by private organisations and individuals and forbids hate speech and harassment.

The act specifically lists race, gender, sex, pregnancy, family responsibility or status, marital status, ethnic or social origin, HIV/AIDS status, colour,
sexual orientation, age, disability, religion, conscience, belief, culture, language and birth as “prohibited grounds” for discrimination.

It also contains criteria that courts may apply to determine which other characteristics are prohibited grounds.

Download The Promotion of Equality and Prevention of Unfair Discrimination Act (PEPUDA)

3. The White Paper on the Rights of Persons with Disabilities (2006)

The White Paper on the Rights of Persons with Disabilities (WPRPD) is a South African government policy document that outlines the rights of people with disabilities. The WPRPD was published by the Department of Social Development.

Purpose
– To create a just and free society that includes people with disabilities as equal citizens.
– To promote equality, integration, and full inclusion for people with disabilities.
– To improve the quality of life for people with disabilities and their families.

Download the White Paper on the Rights of Persons with Disabilities (WPRPD)

4. Broad-Based Black Economic Empowerment Act 53 of 2003

This Act deals with economic empowerment of black women and men and persons with disabilities. The Act gives priority to issues such as employment equity and equalising opportunities.

Download the Broad-Based Black Economic Empowerment Act here

These Policies cover Labour, Employment and include Laws ensuring fair treatment in the workplace.

1. The Employment Equity Act, no 55 of 1988

The Employment Equity Act, no 55 of 1988 covers employees in both the public and private sectors as well as applicants for employment and training. The Acts outlaw discrimination in work-related areas such as pay, vocational training, access to employment, work experience and promotion.

Download the Employment Equity Act here

2. The Skills Development Act

The Skills Development Act of 1998 (Act 97 of 1998) in South Africa aims to improve the skills of the workforce. This is done by increasing investment in education and training, and by creating opportunities for people to learn new skills. The Act also aims to improve employment prospects for people who have been disadvantaged by unfair discrimination.

Download the Skills Development Act here

3. The “Technical Assistance Guidelines on the Employment of People with Disabilities” (TAG)

The “Technical Assistance Guidelines on the Employment of People with Disabilities” (TAG) is a document designed to help employers, employees, trade unions, and people with disabilities understand and implement the Employment Equity Act, specifically regarding non-discrimination and affirmative action measures for people with disabilities in the workplace;
It provides practical guidance on how to ensure fair employment practices for individuals with disabilities by outlining reasonable accommodation measures and other key considerations

Download the Technical Assistance Guidelines on the Employment of People with Disabilities (TAG) here

4. Code of Good Practice on the Prevention and Elimination of Harassment

The Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace (Code) aims to eliminate all forms of harassment in the workplace by providing guidance on the policies and procedures to be implemented in the event that harassment occurs in the workplace.

Download the Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace here

Under the section of Children and Education, there are various policies covering the rights of children, including the right to education, such as:

1. The South African Schools Act

The South African Schools Act was created to provide a uniform system for the organizations, governance and funding of the country’s schools. It is structured into seven chapters on the structure of schools, their funding, the organization of the different types of schools and the structure of the educational process.

Download The South African Schools Act here

2. White Paper 6 on Inclusive Education

White Paper 6 is a policy developed by the Department of Basic Education in 2001 that envisaged an inclusive education system premised on the principles of non-discrimination and the human dignity of all children.

Download the White Paper 6 on Inclusive Education here

Accessibility, Environmental and Infrastructure Regulations includes Policies guiding sustainable development, including laws ensuring equal access to facilities and services, such as the:

1. National Building Regulations (SANS 10400 Part S)

The SANS 10400-S is a section of the South African National Building Regulations that sets out requirements for accessible building facilities. It refers to the section within the South African National Building Regulations, specifically designated as “Part S”, which outlines the requirements for designing buildings to be accessible for people with disabilities, ensuring they can safely and conveniently use the facilities within a building, including features like ramps, wider doorways, and appropriate bathroom fixtures.

Download the National Building Regulations (SANS 10400 Part S) here

2. National Environmental Management Act

The National Environmental Management Act was created to provide for co-operative, environmental governance by establishing principles for decision-making on matters affecting the environment, institutions that will promote co-operative governance and procedures for co-ordinating environmental functions exercised by organs of state; and to provide for matters connected therewith.

Download the National Enviromental Management Act here

Health and Social Welfare Policies ensure access to Healthcare, Social Security and include:

1. The National Health Act

The National Health Act 61 of 2003 is a South African law that established a framework for the country’s health system. The act aims to improve the health system and ensure equitable access to health care, to:
– To create a uniform health system across the country
– To promote cooperation between public and private health providers.
– To ensure quality health care services
– To train and retain health care professionals
– To regulate the minimum standard of care

Download the National Health Act here

6. Disability and Language

“Words reflect as well as influence the way people think”

Language plays an important role in reinforcing values and attitudes that lead to discrimination and segregation of groups in society.

Language can therefore be used as a powerful tool to facilitate change and bring about new values, attitudes and social integration

Words have power. Be careful how you use them!

Image of women screaming, with bullets coming out of her mouth. This is the impact of words.

People-First Language (PFL) is a respectful way of referring to persons with disabilities, emphasizing the individual before their disability. This approach aligns with the principles of the White Paper on the Rights of Persons with Disabilities (WPRPD) in South Africa, which promotes dignity, equality, and non-discrimination.

Key Principles of the WPRPD Related to Language:
– Respect and Dignity – Persons with disabilities should be acknowledged as individuals first, not defined by their impairments.
– Non-Discriminatory Language – Avoid derogatory, outdated, or offensive terms.
– Equality and Inclusion – Language should reflect the full participation of persons with disabilities in society.

Examples of People-First Language in Line with WPRPD:
Incorrect: “Disabled person” | Correct: Person with a disability
Incorrect: “Wheelchair-bound” | Correct: Person who uses a wheelchair
Incorrect: “Autistic child” | Correct: Child with autism
Incorrect: “Blind person” | Correct: Person with a visual impairment

Why is People-First Language Important?
– It promotes respect and inclusion.
– It prevents stereotypes and discrimination.
– It aligns with legal and policy frameworks advocating for the rights of persons with disabilities.

Negative words and stereotypes are a barrier to understanding the reality of disability. Misguided language and many prevailing attitudes promote out- dated beliefs that persons with disabilities are suffering, sick, disadvantaged, needy, and, in general, not like “us”, and have juxtaposed persons with disabilities with those who are ‘able-bodied’.

Impairment: A problem in body function or structure, such as loss of a limb, blindness, or hearing loss.
Disability: A restriction in participation or activity due to impairment and environmental barriers.
Handicap (Outdated Term): Previously used to describe disability but now considered inappropriate. It suggests a disadvantage imposed by society rather than the interaction between an individual and their environment.
Persons with Disabilities (PWD): A respectful and widely accepted term that emphasizes the person before the disability (e.g., “person with a visual impairment” instead of “blind person”).

Disability-Inclusive Language & Terminology
Don’t use: Handicapped person – Use Instead : Person with a disability
Don’t use: Crippled – Use Instead – Person with a mobility impairment
Don’t use: Mentally retarded – Use Instead : Person with an intellectual disability
Don’t use: Deaf and dumb – Use Instead : Deaf person / Hard of hearing
Don’t use: Wheelchair-bound – Use Instead : Wheelchair user
Don’t use: Suffers from… – Use Instead : Lives with… (e.g., “lives with cerebral palsy”)

The Promotion of Equality and Prevention of Unfair Discrimination Act, 2000, outlaws hate speech on, among others, the basis of disability.

Section 10 of the PEPUDA deals with prohibition of hate speech, states that it is prohibited to publish, propagate, advocate or communicate words against any person that could reasonably be construed to demonstrate a clear intention to be hurtful, be harmful or to incite harm, or to promote or propagate hatred.

Read more about The Promotion of Equality and Prevention of Unfair Discrimination Act, 2000

Terminology and Definitions

Discrimination is any act or omission, including a policy, law, rule, practice, condition or situation which directly or indirectly (a) imposes burdens, obligations or disadvantages on; and/or (b) withholds benefits, opportunities or advantages from, any person on one or more of the prohibited grounds, which include disability and any other ground that might disadvantage a person, undermines human dignity or adversely affects an individual’s rights and freedoms.

Discrimination on the basis of disability means any distinction, exclusion or restriction of persons on the basis of disability, which has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise, on an equal basis with others, on all human rights and fundamental freedoms in the political, economic, social, cultural, civil, or any other field. It encompasses all forms of unfair discrimination, whether direct or indirect, including denial of reasonable accommodation.

Disablism Describes the negative attitudes, behaviours, practices and environmental factors which discriminate (intentionally or unintentionally) against people with disabilities and create barriers to their equal participation in mainstream society.

Equality refers to the full and equal enjoyment of rights and freedoms as contemplated in the Constitution and includes equality according to the law and in terms of outcomes. It ensures that individuals or groups of individuals are treated fairly and equally and no less favourably, specific to their requirements.

It is the right of different groups of people to have respect for their social position and receive equitable treatment in society. Equality is the removal of discrimination that ensures all opportunities and life chances are available to persons with disabilities on an equitable basis with others.

Measurements of equality might address changes in the outcomes of a particular policy, programme or activity or changes in the status or situation of persons with disabilities, such as levels of poverty or participation.

The equality indicators must be responsive to age, disability, gender, race and income differences. Equality indicators will be used to hold institutions from all sectors of society accountable for their commitments.

‘Equality’ under PEPUDA includes “the full and equal enjoyment of rights and freedoms as contemplated in the Constitution and includes de jure and de facto equality and also equality in terms of outcomes”.

Disability Service Organisations, or DSOs focus on service delivery (rehabilitation, habitation, counselling, training, employment support etc.) to persons with disabilities, and are not necessarily membership-based organisations. They are run by service providers and/or community members.

Exclusion refers to the act of socially isolating or marginalizing an individual or groups on the basis of discrimination by not allowing or enabling them to fully participate and be included in society and enjoy the same rights and privileges.

This devaluation of and exclusion of individuals or groups results in keeping “others” outside from the prevailing social system and thus restricting their access to material, social, economic and political resources and rights.

Exclusion consists of dynamic, multi-dimensional processes driven by unequal power relationships interacting across economic, political, social and cultural dimension and at different levels including individual, household, group, community, country and global levels.

It results in a continuum of exclusion often characterised by unequal access to resources and material inequalities, extreme loneliness, loss of self-esteem, etc.

6. Disability Statistics and Rates

Stats SA, using the Washington Group Model, estimates an impairment prevalence of 7.5% derived from the 2011 National Census.

This however excludes, among others, children between 0-4 years, persons with disabilities in residential care and school boarding facilities and
persons with psychosocial, neurological and/or emotional disabilities.

Stats SA’s 2011 Census shows that the percentages of persons with disabilities that have severe difficulties and cannot do anything at all in terms of their general health and functioning are very low, i.e.:

– 0.8% are unable to perform self-care functions.
– 0.2% experience difficulties with remembering/concentrating.
– 0.1% experience difficulties with hearing.
– 0.2% experience difficulty with walking/climbing stairs, and
– 0.2% have difficulty with communication

The same 2011 Census shows the following proportions of persons with disabilities who have some difficulties in terms of their general health and functioning:

– Seeing (9.4%),
– remembering/concentrating (3.3%),
– hearing (2.9%),
– walking/climbing stair (2.6%),
– self-care (2.0%) and
– communication (1.1%)

– Disability by Race Groups
– Employment of Persons with Disabilities
– Disability and Education
– Disability and Income
– Disability and access to housing and basic services

To find to find out more about disability statistics of the categories listed above, visit Category 1.3.1 of White Paper on the Rights of Persons with Disabilities (WPRPD) starting on page 33.

7. Frequently Asked Questions

We thought we would make your life just a little easier. And for your convenience have collated some of our most frequently asked questions here, in one place.
If you have a question, not addressed within the list below, please feel free to contact us directly at info@disa.org.za

How can we help you?
At Disability Info South Africa (DiSA), we are committed to provide a One-Stop Access Solution to create a more inclusive society.

Guidance & Support
We provide personalised guidance and practical support to help individuals with disabilities navigate accessibility challenges and available resources in South Africa.

Accessibility Audits
Be part of the solution not part of the problem. Get a professional Accessibility Audits to assess, report, and recommend improvements for creating inclusive, barrier-free environments.

Disability Awareness Training
Do you employ persons with disabilities? DiSA provides engaging Disability Awareness Training to educate and empower businesses, staff, management and communities to foster inclusive, respectful, and accessible working environments. – Let’s Make South Africa More Accessible – Together we can! – Let’s Chat. We Can Help!

Advocacy & Resources
Do you have a problem? Contact DiSA, we connect individuals with the right legislation and support networks to help them on their journey.

Looking to employ the best person for the job?
Don’t overlook talented individuals with disabilities—ability comes in many forms. We have specialized recruitment companies that can assist. Get in touch with us today!

Be inspired, Educated and Informed!
Contact DiSA for a powerful motivational talk or an engaging disability awareness video today!

Looking to access the disability market and reach persons with disabilities?
Look no further! Advertise with us today and become part of our community!

Together, we can create a world where independence has no limits!

1. How do I get a Disability Certificate or Disability Card?

In South Africa, there is no Disability Card issued by the government, however there are several ways to obtain official recognition of your disability for different purposes. Here’s how you can get a Disability Certificate or equivalent documentation:

A. Medical Disability Certificate – Letter from your Doctor

If you need proof of your disability for employment, grants, or insurance, you must get a medical letter from a registered medical professional (doctor, specialist, or occupational therapist).

Steps to get a Disability Certificate:

– Visit a doctor or specialist – A general practitioner (GP) may refer you to a specialist, such as a neurologist or orthopedist, depending on your condition.
– Medical assessment – The doctor will assess your condition and determine if it meets the legal definition of disability.
– Obtain the certificate – If eligible, the doctor will issue a certificate (Letter) stating your diagnosis, level of impairment, and whether it is temporary or permanent.

SASSA Disability Grant (for financial support)

If you need financial assistance, you can apply for a Disability Grant from the South African Social Security Agency (SASSA).

Steps to apply:

– Visit your nearest SASSA office.
– Undergo a medical assessment by a SASSA-appointed doctor.
– Submit your ID, medical records, and proof of income (if applicable).
– If approved, you’ll receive a grant and a SASSA card, which can be used as proof of disability.

Disability Parking Disk (For Accessible Parking)

If you need a disabled parking permit, apply at your local municipality. You’ll need:

A doctor’s letter confirming your disability.
A completed application form (available from the municipality).
A copy of your ID.
4. Recognition for Employment & Tax Benefits
If you need recognition of your disability for employment equity purposes or tax benefits, you may need to submit medical proof to:

Your employer (for workplace accommodations).
SARS (for tax deductions related to disability expenses).
Would you like help with any specific application process?

How do I know if I have a disability?

This depends on why. You are applying why you would like to know if you have a disability In other words are you applying for assessor grant.

What are my Rights as a Person with a Disability?

South Africa’s WPRPD aligns with the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD), ensuring:

•             Equal Access to Education & Employment – No person with a disability should be excluded from schools, universities, or workplaces.

•             Reasonable Accommodation – Employers, businesses, and public services must make adjustments to enable participation.

•             Accessibility & Universal Design – Buildings, transport, and services must be designed to be inclusive.

•             Protection from Discrimination & Abuse – Disability rights are protected under the Promotion of Equality and Prevention of Unfair Discrimination Act (PEPUDA).

What legal protections exist for persons with disabilities?

Key laws include:

The South African Constitution – Protects against discrimination.
The Employment Equity Act – Ensures fair treatment in workplaces.
The Promotion of Equality Act – Prohibits unfair discrimination based on disability.

Where can I report discrimination?

You can file complaints with:

•             The South African Human Rights Commission (SAHRC)
•             The Commission for Conciliation, Mediation, and Arbitration (CCMA)
•             The Equality Court
•             Contact Us

What is a disability card for the Deaf in South Africa And how do I get it?

In South Africa, the Disability Card for the Deaf is usually issued by organisations that support the Deaf and Hard of Hearing community, rather than the government. These cards serve as identification to indicate that a person is Deaf or Hard of Hearing, helping with communication and accessibility in public spaces.

Who Issues the Deaf Disability Card?

DeafSA (Deaf Federation of South Africa) – They provide a Deaf ID Card to help Deaf individuals identify themselves and request communication accommodations.
How to Get a Deaf ID Card from DeafSA

Contact DeafSA:

Visit their website: www.deafsa.co.za
Email: info@deafsa.co.za
Visit a regional office near you.
Provide Documents:

A certified copy of your ID or birth certificate.
A medical or audiologist’s report confirming your hearing loss.
Passport-size photos (if required).
Application Processing:

DeafSA will process the application and issue a Deaf ID Card.
This card can be used to indicate that you are Deaf, helping with communication in hospitals, police stations, and other public spaces.
Other Benefits of Having a Deaf ID Card
Easier access to interpreters in public services.
Eligibility for disability benefits (if applicable).
Assistance with workplace accommodations under employment equity laws.
Would you like help finding a DeafSA office near you?

Disclaimers and References

DiSA is committed to promoting the rights, dignity, and inclusion of persons with disabilities as outlined in the White Paper on the Rights of Persons with Disabilities. We strive to ensure that all content on our website reflects appropriate, respectful, and inclusive language in alignment with these principles.

However, we also provide a platform for companies and organisations to advertise their services and products. While we encourage advertisers to adhere to correct terminology and inclusive practices, DiSA cannot guarantee the accuracy or appropriateness of the language used by external parties in their content.

Please note: Any views, language, or terminology used in advertisements, promotional material, or external links do not necessarily represent the views of DiSA.

DiSA disclaims any responsibility for inaccuracies or language that may not align with the White Paper or best practices for disability terminology.

Should you however encounter language or content that you believe is inappropriate or offensive, we encourage you to contact us at info@disa.org.za, so that we can address the issue.

DiSA remains dedicated to fostering a respectful and inclusive environment for all individuals. We appreciate your understanding and collaboration in supporting our mission.

While we strive for accuracy and clarity, AI-generated visuals may not always reflect real-life conditions or representations.
In addition, we feature authentic images and videos of actual instances, events, circumstances that have occurred, as well as products and services supplied by companies who advertise with us.

These authentic visuals are intended to accurately depict our content or the offerings of our advertising partners.
If you have any questions or concerns about the content displayed on this site, please feel free to contact us.

DiSA provides a platform for companies and organisations to advertise their products and services to assist persons with disabilities and their families. While we make every effort to list reputable and credible service providers, the inclusion of any company, organisation, product, or service on our website does not constitute an endorsement or guarantee by DiSA.

Please note the following: DiSA is not involved in the delivery, quality control, or customer service of any product or service offered by advertisers listed on our platform.

Any agreements, purchases, or arrangements made between users of this website and advertisers are solely between those parties. DiSA is not responsible for the outcome of such interactions.

DiSA disclaims any liability for dissatisfaction, damages, or disputes arising from products or services supplied by companies or organisations listed on our website.

We encourage users to thoroughly research and verify any service provider or product before engaging with them. If you have concerns or encounter issues with an advertiser listed on our platform, please let us know at: info@disa.org.za. We value your feedback to help maintain the integrity of our platform.

DiSA is committed to providing accurate and up-to-date information to assist persons with disabilities and their families. However, the nature of online content and external resources means that information can change frequently.

Please note the following: DiSA cannot guarantee the accuracy, completeness, or reliability of all information on our website, particularly information obtained from external sources or links to third-party websites.
External websites may update or remove content without notice, which can result in broken links or outdated information. DiSA is not responsible for the content, accessibility, or functionality of external websites.

While we make every effort to keep our information current, some content may become outdated over time.
We encourage users to verify information directly with the relevant third parties or organisations before making any decisions based on the information found on our platform.

If you encounter a broken link or outdated content, please notify us at: info@disa.org.za and we will address it as soon as possible.
Thank you for understanding and helping us maintain a reliable and accessible platform.

The Information services and website that we offer free of charge, is privately run and funded and is not run or funded by the government. We rely on advertising, paid services and donations to supply and improve this Free information service that we do provide.

The Companies, Clubs, Schools and Organisations that are listed on this site, have advertised or made donations to the Website and have therefore assisted us be able to provide this free Service.
Please support them as they have supported Us and please contact us via info@disa.org.za, if you can advertise with us or would like to make a donation. Alternatively, visit our “Support Us” page to find out how you can support us or acquire our services. – Thank You.

If you encounter a broken link or outdated content, please notify us at: info@disa.org.za and we will address it as soon as possible.
Thank you for understanding and helping us maintain a reliable and accessible platform.

Please Note: We do assist with inquiries via email but may need to send or copy your details and inquiry to various other organisations, companies or government departments, that we sometimes consult, so that we can help you in the best way possible.
If you have any objection to us sharing your query or contact details, please notify us in your email. We will only share your information to assist you and will never sell or use your personal information for any other purposes.

DiSA waivers any liability for what happens if information is shared or used for marketing or other purposes by other organisations who do have consent to view such information.

Please note that this website uses images and videos that are AI-generated and created to visually represent certain information, concepts or scenarios for illustrative purposes.

Disability Info South Africa (DiSA) is committed to protecting your personal information in compliance with the Protection of Personal Information Act (POPIA), Act No. 4 of 2013. By using our free information service, you acknowledge and agree to the following:

Collection of Personal Information:
DiSA may collect and process your personal information (such as name, contact details, and inquiries) solely for the purpose of assisting you with your requests and providing relevant information or support.

Use and Storage:
Your personal information will only be used for the purpose it was collected for, we may need to send or copy your details and inquiry to various organisations, companies or government departments, that we sometimes consult, so that we can assist you in the best way possible.
If you have any objection to us sharing your query or contact details, please notify us in your email. We will only share your information to assist you and will never sell or use your personal information for any other purposes.
DiSA implements appropriate measures to secure your personal information against unauthorized access or loss.

Consent:
By submitting your details through our Contact Form, or contacting us via our email address, you consent to allow DiSA to process your information as outlined in this disclaimer. If you are not comfortable with DiSA sharing your information for the above purposes, please contact us directly at info@disa.org.za.

Access and Updates:
You have the right to request the deletion of your personal information at any time.
To do so, please contact us at: info@disa.org.za.

Third-Party Websites:
DiSA is not responsible for the privacy practices of external websites linked on our platform. Users are encouraged to review the privacy policies of third-party sites before sharing personal information.
For any queries or concerns regarding the handling of your personal information, please contact us at: info@disa.org.za.
Thank you for trusting DiSA to support you with accessible, inclusive, and reliable information.

1. SASSA – South African Social Security Agency: https://www.sassa.gov.za
2. Department of Social Development (DSD): https://www.dsd.gov.za
3. Black Sash – Social Justice Organisation: https://www.blacksash.org.za
4. Legal Aid South Africa: https://www.legal-aid.co.za
5. Social Assistance Act No. 13 of 2004: https://www.gov.za/documents/social-assistance-act
6. Disability support forums, community clinics, and case studies across South Africa
7. DiSA internal resources and partner input

Simplified Summary

The DiSA Information Desk Page provides easy access to disability-related information, resources, services, and support to help people with disabilities and their families find what they need. From this page you are easily able to navigate to the various sections of the website to easily find what you are looking for.

Sometimes we all just need a helping hand from someone who gets it!

Anonymous

Now You Know Where To Find It!

Intelligence is not the ability to store information, but to know where to find it.

Albert Einstein

Lighting the Way to an Inclusive Society

Now You Know Where To Find It!

Intelligence is not the ability to store information, but to know where to find it.

Albert Einstein

Welcome To The DiSA Information Desk

Frequently Asked Questions

Access Is The Key To Inclusion

Support DiSA

How Can We Help You?

Resource Pages

Search Facility

Contact Centre

A Little About Our Information Desk

What Are You Looking For?

1. What is a Disability

What is An Impairment?

Disability vs an Impairment

Still Confused? Let’s Unpack That a little more:

Disability versus Impairment Unpacked

2. Categories of Impairments

How can we help you?

Guidance & Support

Accessibility Audits

Disability Awareness Training

Advocacy & Resources

Looking for talented staff?

Access the Disability Market

Models of Disability

The Social Model Explained:

The Social Model to Addressing Disability

Disability as Defined in South Africa

What is considered a Disability in South Africa?

Disability as defined by South African Law and Policy

3. What Assistance Benefits do I qualify for?

4. Legislation, Policies and Disability Rights

According to the Constitution of the Republic of South Africa

Prohibition of Unfair Discrimination Act (PEPUDA)

Looking for a Policy That Can Assist You?

6. Disability and Language

People-First Language (PFL):

Key Terms and Definitions

Disability and Language According to PEPUDA

Terminology and Definitions

Discrimination

Disability Discrimination

Disablism

Equality

Disability Service Organisations

Exclusion

6. Disability Statistics and Rates

According to Stats South Africa

Other Disability Statistics included in the WPRPD

7. Frequently Asked Questions

Frequently Asked Questions – What Does DiSA Do In A Nutshell?

Frequently Asked Questions – For Persons with Disabilities

Frequently Asked Questions – For Companies Looking To Employ Persons with Disabilities

Disclaimers and References

Terminology Disclaimer

Referral Disclaimer

Accuracy of information Disclaimer

Disclaimer about free information website that we provide

Disclaimer: Ai images and videos

POPI Act Disclaimer

References: Where Our Information comes from

Simplified Summary