Page 46 - Transformation Report 2023

7 TRANSFORMATION
GOAL
ENSURE THAT THE UNIVERSITY ENVIRONMENT AND EXPERIENCE
FOR EMPLOYEES, STUDENTS, AND EXTERNAL STAKEHOLDERS
REFLECT RESPECT FOR HUMAN DIGNITY, INCLUSIVITY, DIVERSITY,
AND A HUMAN RIGHTS CULTURE
Institutional Culture Transformation Office
The Institutional Culture and Equality Working Group The Transformation Office (TO) started working on sus-
approved a proposal for a signature culture socialisation tainability plans for projects related to gender-based vio- unable to meet such demands.
programme sponsored by HR to be initiated in the fourth lence (GBV). One such project is the online first respond-
quarter of 2023. HR, in partnership with the Office for In- er course, which empowers participants with knowledge
stitutional Strategy, crafted a conceptual framework to and skills to provide support to persons who have expe-
underpin the development of an Institutional Culture rienced trauma such as GBV. This online course is being
Strategy. developed into an online SLP, enabling its accessibility to
different internal and external stakeholders dealing with
A baseline Climate/Culture and Employee Engagement trauma.
Survey will be presented to the Institutional Culture and
Equality Working Group and MANCO in March 2024, as Several events and training programmes were conduct-
part of a draft Institutional Culture Conceptual Frame- ed to promote inclusivity and address issues related to
work, Strategy and Programmatic Interventions. There- discrimination. Some of these initiatives were conducted
after, it will be rolled out and, via feedback received, an in collaboration with internal and external stakeholders,
organisational development plan will flow. It is envisaged including advocacy during the student health week; staff
that this process could be concluded by Q3 of 2024. wellness day; student festivals; unconscious bias work-
shops for academic departments and on- and off-campus
Communications and Marketing will work in conjunction student residences; LGBTQI+ sensitisation workshops;
with HR in conducting an online survey. facilitation of self-defence classes conducted by an exter-
nal tactical expert and weekly seminars on topics which
are linked to themes emanating from equality-related
complaints.
39 TRANSFORMATION REPORT
The provision of a programme, Singamadoda? Redefin-
ing Positive Masculinity, continues to focus on promot- Employee Health and Wellness
ing gender equality. The open dialogue sessions have
highlighted the need to include joint sessions between
male and female students to provide a safe space to An Integrated Health and Wellness Strategy for employ-
discuss gender role expectations and toxic masculinity. ees and students is being developed, involving HR, LT
Since the terms ‘masculinity’ and ‘femininity’ exist as po- and Student Health Services. The strategy will be broadly
lar opposites on a scale, one is threatened if the other consulted via the relevant governance structures.
starts changing its position. These gender role expec-
tations may include material demands females place on An Institutional Culture Conceptual Framework, Strate-
males and the threat of, or actual, rejection if they are gy, and Programmatic Interventions is being developed.
A proposed signature programme called “The Third
Space” is aimed at providing a place for individuals to
The Human Rights series provides students with an op- take a break, meet, relax and engage in various activities
portunity to engage with Chapter 2 of our Constitution, that will stimulate one’s being holistically and positively
with themes being associated with the DHET Calendar of impact overall wellness. With the increase in stress-re-
Significant Days. These discussion and interactions aim lated and mental illnesses, the creation of such spaces
to provoke and stimulate students to become socially will provide social places where people can reflect on
conscious and exercise their civic agency to contribute their experiences and engage in social interactions that
towards addressing the social challenges locally, region- help create a sense of belonging. Literature suggests that
ally and nationally. third spaces foster broader, more creative interaction for
personal and collective enrichment. The tone of conver-
Members of inquiry panels continue to receive training sation in third spaces is usually light-hearted, and people
on the jurisprudence of discrimination and harassment, feel welcome and included. Therefore, this space should
including examples of case law to enhance their capacity be where students and staff can find healing, reflection,
to evaluate the evidence reflected in the investigation re- and enriching transformative encounters.
ports. Another cohort of mediators was trained according
to the social justice mediation framework and a media- Implementation of the above strategy and intentional
tion SLP is being developed to provide broader access to monitoring of the effects of these initiatives on the over-
this framing of mediation. all health and wellness of our employees, will be a critical
element of the strategy.
TRANSFORMATION REPORT 40