Page 46 - Transformation Indaba Report

Many of those issues are quite deep-seated, relating to point (which the report does) of developing a set of recom-
institutional culture. The meta-analysis also showed us how mendations for Manco and people reporting into MANCO
institutional culture (a slippery concept!) can include many members, to see how we take this forward, so that we can
different things such as how our infrastructure is set up, deepen a truly transformative and values-driven institutional
our signage, issues of language, issues of inclusion versus culture, as we set out to do in Vision 2030. (H Nel)
exclusion, and so forth. Ultimately, we aimed to reach a

ITP subheadings/areas that this breakaway group needs to check:
o embed desired institutional culture
o employee Wellness
o enhancing social cohesion through the arts, culture and heritage programs
o staff engagement platforms
o student engagement.
o positive transformative culture and employee relations environment.

I’ll share the meta-analysis and its suggestions, which may feed into Day 2.
Let me throw out this for wider discussion and I would love for people to be unruly / ill-disciplined / interrupt in whatever way
you would like.

The lessons learned / identify what worked / what did not work in the first three years of the ITP implementation. What in your
opinion are the major ‘sticking points’ when it comes to advancing a transformative institutional culture?

I’ll share the meta-analysis and its suggestions, which may feed into Day 2. Let me throw out this for wider discussion and I
would love for people to be unruly / ill-disciplined / interrupt in whatever way you would like.

The lessons learned / identify what worked / what did not work in the first three years of the ITP implementation. What in your
opinion are the major ‘sticking points’ when it comes to advancing a transformative institutional culture? (A Keet)

The Marketing and Communications Dept is a custodian tional culture) and the staff/students’ lived experience once
of the Mandela University’s brand. I’m deeply troubled by inside the institution. Therefore, in terms of embedding
the huge discrepancy between what we are about (our institutional culture, how do we ensure we indeed “walk-
nice values/our aspirations/our vision in terms of institu- the-talk”, inside the university? (Zandile)

The issue of recognition is central, recognition that we are are advancing unity/inclusivity/equity and social cohesion?
living in a diverse society. I understand we have a language If we do the alignment and we view languages as a resource,
policy, but has it been reviewed so that it can be aligned with then everyone will be feeling at home and inclusivity/
the language policy framework of 2020, to ensure that we social cohesion/unity will be realised. (Saki)

NelsoN MaNdela UNiversity • traNsforMatioN iNdaba • 2022 40