Page 47 - Transformation Report 2023

7 TRANSFORMATION

GOAL

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

39 TRANSFORMATION REPORT TRANSFORMATION REPORT 40