Page 102 - Transformation Indaba Report

Social structure of Studying and analysing the • Quantitative indicators (shift in demographic profiles
the academy mechanics of Institutional Culture of committees)
steered by an analysis of the six • Qualitative assessment of strategies (shifts in
economies that set up the social networks; inclusive distribution of resources and
structure of the academy to opportunities
identify patterns of privilege and • Identification of socially unjust systemic and structural
in/exclusion patterns and responses to deal with it

Social inclusion/ Studying the meaning and • Number and nature of studies
exclusion/ experiences of inclusion/ exclusion • Institutional social inclusion policy
cohesion and affiliation/ disaffiliation • Number of social inclusion projects
• Solidarity-generating initiatives (e.g. support across
Ensuring inclusive learning spaces; universities for students facing financial exclusion)
diversified workplaces, and • Perceptual measures
hospitable environments across its • Levels of participation
campuses • Perceptions of engagement
• Perceptions of satisfaction
Developing and implementing • Perceptions of affiliation (not belonging)
innovative and cross-cutting • Number and patterns of disciplinary, harassment and
programs to improve the discrimination cases
institutional culture for diverse • Number of diverse student and staff associations
students, staff and visitors
• Number of campus ‘incidents’
• Number of affinity organisations (e.g. LGBTI)
• Number of transformation articles in campus media
Language and Develop inclusive language policies • Policy, and levels of inclusivity it generates
Symbols informed by the needs of students

Develop policy on university • Policy, and levels of inclusivity it generates
symbols, and naming processes
Equity and Access and Recruiting, promoting and • Number of staff appointed to advance demographic
Redress success retaining diverse faculty and staff – representation across universities (e.g. ‘Black’
(focus on ‘race’, disability and dominated staff profiles - universities to recruit and
gender/ be mindful of the ‘white’ retain ‘white’ academics and staff; and the other way
female diversity trap) around)
• Number of transformative academic communities
Conducting studies of human • Diversity levels in recruitment search processes
resource conceptualisations and • Number and distribution of development grants
practices that facilitate/ inhibit • Analysis of patterns of disciplinary cases
equity • Initiatives at transforming recruitment practices
• Targeted focus on STEM related recruitment of diverse
Studying the composition of staff
recruitment and promotions • Levels of integration between academic and ‘service’
committees on all levels and the staff
patterns of decisions ensuing from • Perception studies of ‘service’ staff
it • Number of targeted interventions for ‘service’ and
administrative staff
Linking equity with the
diversification and transformation
of knowledges
Support and Establishing university-based • Number of targeted interventions supporting staff
opportunity development programmes • Nature of resource and academic support

Consciously designing efforts for
inclusive and equity driven
opportunities
Diversity and Developing and maintaining • Development of a diversity index; and f efficacy of
inclusivity diverse and inclusive staff profiles strategies to meet the demands of the index
Research, Knowledge Studying intellectual communities • Number of study programmes:
scholarly and transformations within the academy and its o First nation studies
post- national and international o Africa studies
graduate networks, and the patterns of in/ o Gender studies
studies exclusion relating to participation, o Ethnic studies
engagement, opportunity and o Disability studies
funding o Area studies
o Diverse Histories of STEM
Exploring the continued political o Etc.
constructions of disciplines; and • Number of full-time or affiliated staff in these
the ways it generate in/ exclusions programmes, and their equity profiles
and possibilities of self- • Presence of transformation and diversity-themed
transformation research

23

NelsoN MaNdela UNiversity • traNsforMatioN iNdaba • 2022 97