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workplaces. Promotion refers to the organisational culture that recognises employees performing above the standard. It is characterised by changes in job titles, increased pay, and more power and responsibilities (Potgieter et al. 2016). Sometimes people with disabilities are employed based on equity targets rather than their competencies. Hence, they need help to advance in their careers. This is due to the lack of understanding of disability on the part of the employer and, therefore, discrimination against people with disabilities in career advancement opportunities. (Potgieter et al. 2017). Sensitising the workforce can assist in shifting the focus from disability to ability (Kulkarni and Gopakumar 2014). Career advancement is one strategy to retain employees with disabilities in the workplace.
Conclusions
In conclusion, people with disabilities are primarily excluded from the public service. Several policies have been developed to ensure the inclusion of people with disabilities. The study has identified the barriers and facilitators to employing people with disabilities in the public service. The literature was reviewed on barriers and facilitators that included, among others, assistive technology, personal factors, attitudes towards disability, the built environment and mobility. Several studies were reviewed as the researcher still needs to collect the field data. Strategies to access and retain employment of people with disabilities were identified as social support, reasonable accommodation, and career advancement.
Supplementary materials: There are no supplementary materials for this paper.
Statement on data availability: The study used extant literature.
funding: Funding is not needed for this study. declaration of interest: There is no author’s conflict of
interest.
authors’ contributions: The first author wrote the manuscript, while the second author mentored and guided the process.
appendices: All appendices referenced in the manuscript should be included here.
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