richardw@workforce.co.za

In a recent “Monthly Chat with Thinus” at Training Force, two shining examples of successful learnership journeys, Wayne Dickens and So-Andrea Maarman, shared their experiences and insights. Both started as learners and are now pivotal Senior Project Coordinators, demonstrating the transformative power of learnerships in combating youth unemployment in South Africa.

The Learnership Advantage: Gaining Experience and Qualifications

Wayne and So-Andrea’s stories highlight the unique benefits of learnerships. So-Andrea, who was working in retail, learned about Training Force through a friend. She was drawn to the opportunity to gain both a qualification and practical experience – a crucial combination often missing from traditional academic routes. Her Generic Management Level 5 learnership provided her with valuable insights into management styles and workplace administration, preparing her for the fast-paced environment at Training Force.

Wayne’s journey was different, marked by a personal tragedy that left him temporarily disabled. He found Training Force through a former colleague and embarked on a Business Administration Level 3 learnership. Despite his mechanical background and initial nervousness, his facilitator provided extensive support, literally “holding his hand” through the learning process. Wayne emphasized how the learnership, combined with his workplace experience at Training Force, provided him with a new direction and valuable skills.

Both credit their time as learners for equipping them with essential tools, such as prioritizing tasks and enhancing computer skills, especially with programs like Excel and Word. They also acknowledge the significant mentorship they received from their manager, Menecia Hendricks, who they jokingly called “the main tool.”

Overcoming Challenges and Seizing Opportunities

The transition from learner to permanent employee wasn’t without its challenges. So-Andrea noted that the biggest shift was the increased responsibility and accountability that comes with being an employee compared to a learner. Wayne, too, faced the personal hurdle of overcoming trauma while adapting to a new professional environment.

However, their success stories underscore the importance of attitude and perspective. Thinus Oelofse, the host of the chat and a key figure in their employment at Training Force, revealed the turbulent period during which Wayne and So-Andrea joined. Amidst leadership changes, retrenchments, and the uncertainties of COVID-19, Training Force needed dedicated individuals. Wayne, So-Andrea, along with two other learners, Courtney and Iman, were “thrown in the deep end,” taking on diverse responsibilities from recruitment and administration to project coordination and even assisting with invoicing. Their willingness to step up, be present daily, and assist wherever needed set them apart.

A Message to Unemployed Youth: Focus Beyond the Stipend

Wayne and So-Andrea passionately advocate for unemployed youth to view learnerships as a significant opportunity for growth rather than just a source of income. Wayne stressed: “Don’t focus on the stipend. Focus on the qualification… it’s actually the first stepping stone of your career.” He urged learners to build themselves, grow, and groom for their future.

So-Andrea echoed this sentiment, advising youth to embrace all available opportunities, whether learnerships or short courses, and to see them as pathways to career progression. She encouraged those who complete a learnership to consider pursuing a higher-level learnership if immediate employment isn’t possible, as this can lead to absorption by a company.

Both emphasized the power of community and spreading positive messages. Wayne believes that if individuals motivate their friends and communities to take advantage of such opportunities, it can collectively lower the unemployment rate and create better communities. So-Andrea added that spreading “good news” about learnerships, similar to how gossip spreads, can significantly impact the youth.

Learnerships: A Vital Alternative to Traditional Education

Thinus highlighted a critical point: learnerships are an often-overlooked alternative to traditional university or college education, especially for the significant percentage of South African youth who do not complete matric. With an estimated 12% school leaving rate, many individuals feel their future is limited without a matric certificate. Learnerships offer a viable route to gain practical experience and a qualification, addressing the common employer requirement for experience. As Thinus, a triple degree holder, noted, traditional degrees often provide theoretical knowledge but lack real-world workplace experience.

Wayne and So-Andrea’s journey serves as a powerful testament to the fact that with dedication, a positive attitude, and the right opportunities, learnerships can indeed pave the way from unemployment to successful, fulfilling careers.

Many people living in South Africa’s rural and remote areas still face major barriers when it comes to accessing skills training. While training opportunities are widely available in urban centres, rural communities are often left behind due to limited infrastructure, resources, and access to accredited providers. However, offering structured, job-specific training in these areas is essential—not only for individual development, but for broader economic growth and improved employment outcomes.

Training in rural areas helps reduce unemployment, supports local industries, and improves productivity. Many people in these regions are willing to learn but often lack access to formal institutions or suitable training options.

Programmes that are aligned to industry needs and delivered within the community—such as mobile units, onsite training, and short practical courses—can address this gap. These help learners gain skills relevant to sectors like construction, agriculture, mining, and logistics, which are often active in rural areas.

This approach also supports local businesses by improving staff capability and ensuring compliance. Importantly, it allows individuals to develop skills and find work within their own communities, reducing the need to relocate in search of opportunities.

In this angle, Daniel Orelowitz, MD at Training Force will emphasise that with the right training methods and a clear understanding of local needs, training providers can help close the gap between urban and rural workforce readiness. Orelowitz will discuss that this contributes to stronger communities, better business performance, and a more inclusive economy overall.

Talking Points:  

• What are some of the key challenges that rural and remote communities face when it comes to accessing skills training in South Africa?
• Why is it important to prioritise structured, job-specific training in these areas?
• How can mobile training units, onsite facilitation, and short practical courses help close the training gap in rural regions?
• Which industries or sectors benefit the most from skills training delivered in rural communities?
• In what ways does community-based training improve business operations and workforce capability in rural areas?
• How does providing training closer to home impact the social and economic stability of rural communities?
• What role should training providers play in aligning their programmes with the specific needs of remote areas?
• How can expanding rural training contribute to a more inclusive and balanced national economy?
• What are the 3-5 key messages that you would like to emphasise in this opinion piece?

By Daniel Orelowitz, Managing Director at Training Force

In South Africa, there is much talk about transformation, equality and empowerment. Yet when it comes to hiring people with disabilities, many businesses still fall short. Too often, hiring is done to tick boxes or boost a B-BBEE scorecard, not because of a genuine belief in the value that people with disabilities can bring to the workplace. It’s time to shift our focus. We need to start “seeing the abled within the disabled” by recognising talent, not ticking compliance boxes.

Because in truth, many South Africans living with disabilities do not lack capability, but the opportunity.

Stop hiring for targets, start hiring for talent

For the most part, the hiring of people with disabilities is still approached as a compliance issue. There’s a push to meet employment equity targets or improve scorecard ratings, but often without the right support, structures or mindset in place. As a result, these hires can feel tokenistic and unsupported.

The Employment Equity Act and B-BBEE codes are designed to encourage transformation, and they are without a doubt necessary. But using them purely as a yardstick for numbers, rather than for real inclusion, misses the point. It should not be about how many people with disabilities a company employs, but about how meaningfully they are included, supported and enabled to contribute to business objectives. South Africa has many talented individuals who live with disabilities – what they need is for employers to see beyond their label and start seeing skills, experience and potential.

Disability is not inability

There is a persistent misconception that people with disabilities cannot work as effectively as able-bodied employees when many roles do not depend on physical mobility at all. Think about sectors like customer service, administration, IT, content creation and finance, where mental focus, communication and consistency matter most.

In South African call centres, for example, people with disabilities often excel when given the right tools and training. While a person who uses a wheelchair might not be suited to a factory floor, but in an office environment, whether remote or in person, they can outperform expectations in the right role.

The key is not to focus on what someone cannot do, but to identify where their strengths lie and place them in roles where they can shine. That is the foundation of inclusive, effective hiring.

Build workplaces that work for everyone

Creating a disability-inclusive workplace in South Africa doesn’t require deep pockets. Small changes, such as accessible desks, flexible hours or assistive technologies, can go a long way toward levelling the playing field.

However, physical infrastructure is only one part of creating an inclusive workplace. Cultural and organisational readiness is equally important and this includes leadership commitment, internal education, and proactive support policies. This is important because when these elements are aligned, inclusion becomes a sustainable practice rather than a symbolic gesture. In many South African organisations, unconscious bias and a lack of disability awareness continue to limit integration efforts. Employees may be unsure how to engage with colleagues who have disabilities, and those with disabilities may feel hesitant to request necessary accommodations. Training, clear policies, and open dialogue are essential to closing this gap.

True inclusion benefits everyone. By building workplaces that are welcoming, accessible, and focused on strengths, companies will benefit from higher engagement, lower turnover, and stronger brand reputation as an enterprise that takes diversity to heart.

Shifting focus from disability to ability

Although deep pockets are not mandatory, the deepest change required will be that of mindset. When the focus shifts from seeing the disability to finding the ability, the hiring process becomes more human and more effective. As such, inclusion should not be based on charity or scorecards but come from a genuine attempt to build diversity in the workplace. Leadership must actively support disability inclusion and ensure that structures are in place for meaningful participation. This can look like working with training providers in setting realistic and measurable inclusion goals and investing in long-term skills development strategies.

It’s important to point out that people with disabilities are not seeking special treatment. They are seeking fair treatment and equal access to opportunity. In recognising the abled within the disabled, South African employers can build workforces that are not only more inclusive, but also more capable, resilient and representative of South Africa’s broader society.