Page 45 - Transformation Indaba Report

I understand how we need to capture that information in Economic Sciences Faculty. Yet in my department I don’t
terms of government regulations and I’m not arguing about have a single Coloured male employee, and I’m not al-
that.Let’s accept it as is but the point is how we then lowed to appoint a Coloured male because the Faculty has
interpret it as an institution. Example: We say we are over- a 5% over-representation. It is a completely rigid appli-
representing Cloured males by 5% in the Business and cation of the policy. (Janet)

That is why it’s going to be important that when we deal numbers / who is missing in HR. I agree with the rigidity
with employment equity we always have practice notes problem, but I think it’s a matter of us looking overall at
that assist because you look within the faculty, look in the institution. Because at the end of the day, as an insti-
the department, look overall at the university. Because tution, we need to demonstrate diversity. Of course, the
at the end of the day when we are measured in terms of legislation does allow for deviation, but you must be able
employment equity we are measured as the university. Per- to explain and document any deviation from your targets.
sonal experience: In HR we are so many African women, I think this is an area that we really need to you know to be
but we want to diversify the HR team. We are serving advocating and going out there in terms of interpretation.
Coloureds, Indians, Black and White. We’re looking at the (Nandipha)

inClusive institutionAl Culture; vAlues AdherenCe; ProgrAmmAtiC

interventions; ConsequenCe mAnAgement

dAy 1, breAkAwAy room 5 │ Facilitated by DVC E&T Prof André Keet

Over the past 10 to 12 years, various studies were done – of transformation. So, we did a meta-analysis – which takes
some for the Office for Institutional Strategy and some in a high-level perspective, of looking across longitudinally at
other domains of the university as well – including the all those different studies completed to identify any com-
VC’s Listening Campaign (2018) and those of you who were mon themes emerging. Based on those recurring themes,
in university at the time will remember how expansive that we assessed how far we have come; what still needs to be
was in terms of listening to stakeholders and what they done; the gaps; and if moving slowly, where we need to
had to say. Other similar studies included an Institutional accelerate progress in terms of responding to the issues
Racism Survey (2014). raised. At the beginning of last year (2021) we held wide-
ranging engagements to formulate V2030. What was inter-
Many findings of these past studies are still relevant for esting was to see what emerged from those engagements,
today. Then there were also several Courageous Conver- (which are very recent in terms of institutional history) and to
sations held within the university, across different domains compare results with previous studies (over the last decade),
such as Campuses. We heard from colleagues at the George to check for similar/persistent issues and consider what the
campus about particular issues experienced there in terms university should be doing to respond to those issues. (H Nel)

NelsoN MaNdela UNiversity • traNsforMatioN iNdaba • 2022 39