Without considering the complexities of B-BBEE but simply looking at the generic scorecard of the B-BBEE Act, focusing on employment equity and skills development, the targets set to be achieved by year five and then again by year ten are notable with reference to black people with disabilities.

For employment equity in terms of the B-BBEE Act, the relevant measure is black people with disabilities. To be awarded full B-BBEE points for the zero-to-five-year period, the measured entity needs to have employed 2% of its total workforce as black people with disabilities. To be awarded full B-BBEE points for the six-to-ten-year period, the measured entity needs to have employed 3% of its total workforce as black people with disabilities. The value of reaching these targets is two B-BBEE points.

For skills development in terms of the B-BBEE Act, the skills development expenditure on learning programmes, as specified for black employees with disabilities as a percentage of the leviable amount, is 0,3%. This, in effect, means that to receive maximum B-BBEE points here, the measured entity must use 0,3% of its leviable amount on (so specified) learning programme for black employees who have disabilities. The value of reaching these targets is three B-BBEE points.