Page 34 - Transformation Report 2023

5 TRANSFORMATION

GOAL

The occurrence of depression remains similar, with an grounds. Additionally, a collaborative engagement with ENSURE IMPLEMENTATION OF PROGRAMMES AND MEASURES
alarming increase in support of psychiatric disorders in CANRAD culminated in the Human Race to celebrate Hu- DESIGNED TO ACCELERATE FOCUSED RECRUITMENT, CAPACITY
2023, relative to 2022. The number of students who re- man Rights Day, demonstrating the position of Mandela DEVELOPMENT, GREATER REPRESENTATION AND RETENTION OF
ported suicide ideation remained relatively the same for University regarding the value of sport in advancing social DESIGNATED AND UNDER-REPRESENTED GROUPS IN THE ACADEMIC
2022 and 2023. justice and human dignity.
WORKFORCE, ESPECIALLY SENIOR ACADEMIC POSITIONS
The top two issues for which students sought support The campus leagues were rolled out in collaboration with
remained similar for 2022 and 2023. However, students Student Housing in response to cultivating student com- This goal should be read in conjunction with Goal 8, dian). Table 19 shows that the number of academic em-
were also clearly struggling with depression during 2023, munity and social cohesion. which is linked to implementing the employment equity ployees increased from 719 in 2022 to 723 in 2023, with an
which corresponds with the number of students who re- plan and targets. improvement in the proportion of Black academics, from
ceived support for this condition. Employees were engaged in various sporting codes over 57% in 2022 to 59% in 2023. This proportion of White em-
the past two years and earned membership of the Univer- ployees appointed as academics, 41%, differs significant-
The launch of the Alumni-in-Action@Mandela Initiative in sity Staff Sports Association (USSA). Mandela University Workforce Profile ly from the proportion of White employees in the total
March 2023 has expanded the provision of advanced psy- participated in the USSA Tournament held in Cape Town workforce, 23%. The efforts to diversify the academy, as
chosocial support to GBV survivors, with up to eight ses- from 05 – 06 October 2023. USSA continues to play a key outlined below, will hopefully result in a more represen-
sions being provided by professionals with the relevant role in promoting employee wellness. tative profile of academics. Besides the interventions
GBV-trauma clinical experience. This is a much-needed Table 18 provides an overview of the demographic profile outlined below, the natural attrition of staff from the Uni-
resource for students who require extensive counselling, Arts, Culture and Heritage of the permanently appointed Academic and Profession- versity, via retirements, will provide further opportunities
but do not have access to medical aid benefits. al, Administrative and Support Services (PASS) employ- to diversify the workforce profile, particularly at associate
ees, showing a negligible decrease from 2 577 in 2022 to
A draft Arts, Culture and Heritage Strategy was devel- 2 565 in 2023. Females comprise 59% of the employee professor and full professor levels. The retirement projec-
Madibaz Sports oped in 2023 and due to be submitted to the Arts, Cul- complement, and employees with disabilities constitute tions for academics between 2023 and 2028 amount to
ture and Heritage Committee (ACHC) for review and 3%. The number of international employees shows an 72, of which 14 and 24 will be at associate professor and
Madibaz Sport serves as an instrument for social cohe- consultation in 2024. The strategy integrates interaction upward trend from 56 in 2022 to 60 in 2023. The profile full professor levels, respectively. Retirement projections
sion, where students participate in different sporting and experience design with allied and complementary according to population groups shows that the majority, for PASS amount to 178 over the same period, with 122 at
codes. Approximately 5 000 students participate in recre- elements such as space, infrastructure management and 56%, of employees, are Black (African, Coloured and In- P10 to 17 levels, 42 at P7 to 9 levels, 13 at P5 to 6 levels.
ational and/or competitive sport, which nurtures diverse digitalisation of artefacts. Implementation of the strategy
student talents. will require that new infrastructure projects undertaken,
and/or revamping of existing infrastructure by the ISSO,
When hosting events, Madibaz Sport drives transforma- intentionally incorporates design elements to enable
tive messages that contribute to fostering human rights the revitalisation of cultural heritage and practices. The
and the valuing of humanity – particularly effective during transformation of our spaces aims to change perceptions,
televised events. In collaboration with the Transformation enabling the generation and dissemination of knowledge
Office, anti-GBV advocacy messages are communicat- through the curation of culturally and artistically diverse
ed, which included the erection of a board at the sports experiences.

Table 18: Workforce Profile According to Population Group, Gender, Disability and Nationality.

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