The role of diversity management in the employment of people with disabilities at the University of Limpopo.

Abstract

This study investigates the role of diversity management in the employment of people with disabilities at the University of Limpopo in South Africa. Despite progressive national frameworks such as the Employment Equity Act and the National Development Plan, the practical integration of people with disabilities into the workforce remains limited, especially within higher education institutions. Guided by the aim to explore how diversity management strategies impact the employment experiences of employees with disabilities, the study focused on two key variables: diversity management and people with disabilities. A qualitative research design was adopted, involving semi-structured interviews with 18 participants: both with and without disabilities from academic and administrative departments. The data was analysed thematically to explore employee experiences, institutional practices and areas for improvement. Findings revealed that existing diversity management practices at the University of Limpopo are often inconsistently implemented and inadequately address the needs of employees with disabilities. Only 0.41% of staff identified as having disabilities, well below the national 2% target, pointing to critical barriers in recruitment, selection and career advancement. Respondents reported limited reasonable accommodation, sporadic diversity initiatives, and a lack of awareness among leadership and staff. Social integration challenges and insufficient assistive technologies further limited employee satisfaction. The results address the study's objectives by evaluating current diversity strategies and highlighting their limited effectiveness in creating a satisfactory and inclusive work environment. Demonstrating a lack of equal employment opportunities across recruitment, promotion and retention processes. Identifying actionable recommendations such as establishing a Disability Resource Centre, strengthening training on inclusion, investing in accessible infrastructure, and embedding universal design and disability mainstreaming in workplace practices. The study concludes that for the University of Limpopo to meaningfully support employees with disabilities, diversity management must shift from policy compliance to intentional, sustained inclusion.