UJ The Transformer Magazine (April 2023)

THE TRANSFORMER

Foreword: Mr Mike Teke

Editor’s Note: Dr Mpume Mkize

From the desk of the Executive Director for HCM: Ms Tokoza Kwinana

The Transformation Unit

UJ Management Executive Committee Members

Leadership Development

UJ Women Leadership Development Programme

UJ Young Leaders Development Programme

Institutional Culture Culture Survey

UJ Staff Day 2022

360⁰ Leadership Assessment

Reviewing of Institutional Transformation Plan (ITP) Transformation Committees

Editorial

A Focus on UJ Students

Capacity Building Workshops with Student Leadership Culture Integration Workshops

A Focus on Gender Equity

GBV and Sexual Diversity

(LGBTIQ+) E-Learning Module

Gender-Neutral Bathrooms

Pronouns and Prefix Projects

Gender-Based Violence Awareness

UJ Harassment, Sexual Harassment and Rape

Incident Reporting System

UJ Sports

GBV Pop-Up Activation Campaign

Student Welfare Expo

Safety and GBV Awareness Campaign/ Campus Activation

Public Lecture on GBV With Prof Dalal

16 Days of Activism Against Gender-Based Violence

UJ Gender Forums

UJ Women’s Forum

UJ Men’s Forum

UJ Queer Forum

A Focus on Diversity and Inclusion

International Mother Language Day

Human Rights Day

Gender, Sexual Identity and Indigenous Languages

UJ Diversity and Inclusivity Book

Witnessing - From The Rwandan Tragedy To Healing In South Africa By Author Pie-Pacifiquev Kabalira-Uwase

Understanding Disability

UJ Sport Conference: Equity in Sport and Inclusiveness in Sport (Panel Discussion)

Disability Awareness/Sensitivity Games/Casual Day Fundraising

A Quick Reference Guide to Identities and Biases Terminology

Embedding an Ethical Culture & UJ Values

Significant Days and Events Calendar

Foreword

“I enjoyed my tenure as Chairperson of UJ Council and I was privileged to learn and understand why institutions of higher learning exist (their raison d’etre) and how they operate. The trust that was bestowed on me to be chairperson of UJ is something I will cherish for years to come. While I found it beneficial to have participate in several university activities, I was particularly honoured that the Transformation Unit invited me to address students in some of their programmes. I also found that beneficial and rewarding in that I got to interact with a lot of young talented students. It was really enriching to interact with such a diverse cohort of young students.

My life is driven by the desire to make an impact on the present generation of young people and the next generation through mentorship, coaching, general impartation of knowledge and ideas, formally and informally, but most importantly actively participating in programmes that make a difference in young people’s lives. The future beckons and my clarion call to the youth, adults and everyone associated with UJ is to be ready by studying hard and equipping yourselves with great skills and qualifications, improve your skills and behaviours and sharpen your work ethic and remain optimistic about the future.

The Transformation Unit at the University of Johannesburg is one vehicle that can be used to implement programmes that make us the best in participating in the future of our country and the world. You can produce entrepreneurs, academics,

scholars, and a myriad of professionals who are sharper, smarter and equipped with a strong work ethic, razor sharp intellects and great attitudes. The development programmes that are delivered by the Transformation Unit are popular and appeal to the right audience. Knowing just how the scourge of gender-based violence in South Africa and the entire world is, the Unit cannot afford to drop its commitment to this issue, let alone stop initiatives like the UJ Men’s Forum.

The Unit has benefitted a lot of young people by providing them with fresh perspectives on life and how to grow, appreciate and respect each other. This is no insinuation that it’s only men with problems. I believe the word transformation is often misunderstood, which leads to it being intimidating to a lot of people. What it means is that our lives are not stagnant, and that change is the only constant. Transformation makes us appreciate diversity, makes us understand each other better and it creates the readiness to embrace the future comfortably. Life is not about yesterday, but tomorrow and it will continue to transform.

The University of Johannesburg has experienced amazing improvements in its performance in different areas, which include research and the global rankings have attested to this. The Transformation Unit of a University must be at the cutting edge at all times by identifying programmes that will empower and enrich the future generations. Such programmes should address issues of today in preparation for tomorrow.

Mr Mike Teke, CEO: Seriti

Editor’s note

Transformation is woven into the social, intellectual and structural fabric of the University of Johannesburg. It owes its existence to the agenda of the national government to achieve transformation of higher education in South Africa through, among other means, the merging and restructuring of existing higher education institutions embedded in the apartheid ideology. Its character and identity reflect the vibrancy and the social, ethnic and class diversity of the Johannesburg metropolis, and its students and employees are as diverse as the society it serves.

“Transformation at UJ is an ongoing, dynamic and qualitative process to enhance the development of knowledge in an environment that recognises diverse lived experiences for social responsibility.”

The University recognises both the internal and external challenges that this diversity creates, but also the many opportunities it presents to establish and to sustain a process of transformation that will result in positive social change and the full embodiment of the democratic values of the Constitution in the institution. In ensuring that the Institutional Transformation Agenda is fulfilled, the Transformation Unit remains committed to creating, for all UJ stakeholders, an inclusive, diverse and enabling culture that embraces change and reflects the UJ values.

Highlights for 2022

Successfully implemented the 360º Leadership Assessment, UJ Women’s Leadership Development Programme and UJ Young Leadership Development Programme.

• Successfully rolled out the UJ culture survey and provided feedback to leadership, some faculties, and divisions.

• UJ Council’s approval of the UJ Ethics Charter and online ethics training with a completion rate of 5 044 to date.

• Facilitated culture integration workshops with UJ students across all UJ residences.

• Successfully implemented and promoted the UJ GBV Online Reporting Tool, which is accessible to both staff and students.

• Successfully presented on the annual UJ Staff Day event, after the COVID-19 pandemic.

• Hosted several advocacy and social justice webinars and events.

Since its establishment, the Gender Equity Office, anchored within the Transformation Unit, has facilitated numerous online campaigns relating to gender-based violence, training programmes and support interventions. It has been very intentional on the implementation of LGBTIQ+ and SGBV support and prevention programmes in the

Dr Mpume Mkhize, Director: Transformation Division (UJ)

From the desk of the Executive Director for Human Capital Management, Ms Tokoza Kwinana

First and foremost, I wish you and your family good health and an enjoyable year full of blessings and happiness!

Reflecting on the achievements and challenges of the Human Capital Division, I am so humble and appreciative of all the efforts of my staff and you, our clients. Looking back at 2022, we have successfully attracted and retained 371 new staff (129 academics and 241 support staff) to the University, including processing 85 academic promotions. We also filled key executive positions, including Vice-Chancellor and Principal, Registrar, Deputy Vice-Chancellor: Academic, and Executive Dean for the College of Business and Economics. The recruitment process for the Executive Director for Facilities Management is still in process. However, Mr Snyden Abraham has been appointed in the interim in an acting capacity. The reappointment and review process for the positions of Deputy Vice-Chancellor: Research and Internationalisation, Chief Financial Officer and extension of the contract for Senior Executive Director: University Relations, Student Affairs and UJ Sport were finalised. Recommendations from the 21st Century Organisational Design Project were implemented.

Learning and development are crucial to our strategy as an institution. With the assistance and guidance of the Organisational Development and Transformation Units, we have seen and experienced many achievements, including the continued and dedicated focus on staff wellness, gender-based violence interventions, etc.

• We successfully rolled out the Women in Leadership programme 2022, which included a cohort of 19 women.

• The Emerging Leaders programme graduated 25 staff members.

• Through training and development, 97 training programmes were rolled out. These interventions included vital programmes such as Performance Management systemtraining, 4IR-awareness training, various computer training programmes, leadership and managerial training, and selfdevelopment interventions consisting of stress management, time management, conflict management and others.

• The most important interventions, however, focused on learnerships, which changed the level of skills in the University and added value to our B-BBEE reporting. A total number of seven learnerships were implemented.

In support of the GES 4.0 strategy, the Human Capital Management Division continued identifying change management interventions that will empower staff members on digitisation and the world of technology. Some rolled-out initiatives included conversations with Facilities Management Division staff members. Various campus-specific sessions were successfully held where staff members shared their understanding and impressions on the Fourth Industrial Revolution within their work environment.

We still have a long road to travel to ensure an inclusive workplace where diverse needs require our attention and critical focus to ensure the accommodation and inclusion of all our people experiencing discriminatory practices affecting their wellbeing and welfare. Our ER and Wellness Team worked effortlessly to roll out wellness-related interventions and programmes to ensure awareness of ER policies and processes. Unfortunately, we also lost a cohort of staff members due to disciplinary action that had to take place. This is one area we will continue focusing on to ensure awareness of processes.

Also, we remember those colleagues and friends who have passed on. They will always be with us, and I wish

to pass my condolences and comforts to the family and friends of loved ones.

We started the 2023 academic year with the annual performance management contracting process, and final contracts were completed on 28 February 2023.

Transformation interventions will continue to be our focus, as well as a dedicated focus on ensuring that crucial executive positions (Executive Deans for the Faculties of Health Sciences, FADA and Science) are filled. Reappointment and performance reviews are planned for three executives in 2023.

Several training and change management initiatives are also in the pipeline; please look for the annual training calendar for updates.

We remain committed to providing efficient and effective services to you.

Quoting our new Vice-Chancellor and Principal, Professor Mpedi, “My promise, to lean into UJ’s tagline, is that we will continue to re imagine the future at every tier at UJ”. I wish you all the best for 2023!

Ms Tokoza Kwinana

The Transformation Unit leads and coordinates institutional transformation processes as well as related initiatives that contribute towards the creation of a unique culture in support of the University’s vision, strategic objectives and the enhancement of global excellence and stature.

Meet the UJ Transformation Unit

Mr Warren Johannes Legal officer

Meet the UJ Management Executive Committee Members

Vice-Chancellor: Prof Letlhokwa Mpedi

Deputy Vice-Chancellor: Academic Prof Sehaam Khan

Deputy Vice-Chancellor: Research & Internationalisation Prof Saurabh Sinha

Chief Financial Officer: Ms Nolwazi Mamorare

Chief Operating Officer: Dr Mpoti Ralephata

Outgoing Registrar: Prof Kinta Burger

Incoming Registrar: Prof Bettine Jansen van Vuuren

General Counsel: Mr Dries Pretorius

Senior Executive Director: Dr Nolitha Vukuza

LEADERSHIP DEVELOPMENT

The UJ Women’s Leadership Development Programme (UJWLDP)

The UJWLDP is one of the institution’s flagship programmes. This is seen through how the programme has benefited diverse delegates from both academic and support domains. Some delegates have since been promoted to senior positions within the University.

In conclusion, the delegates presented an Action Learning (AL) Project. The AL Project is an integrative business challenge that requires a solution using business research methodology. In making a relevant and informed business decision, participants were required to conduct an environmental scan internally and externally on the business challenge and find a benchmark pertinent to create an ideal state to work

towards. They were required to do a SWOT, derive the key issues, and put forward recommendations integrating the experiential learning from the agreed module/content.

All delegates were allocated into four syndicate teams to present their ALP projects, followed by a detailed document to the UJ executive team and project sponsors held on Friday, 4 November 2022. Delegates presented outstanding presentations, which can be recorded as a successful day after months of preparations. A successful graduation ceremony was held at JBS Park on Friday, 4 November 2022.

UJ WOMEN’S LEADERSHIP DEVELOPMENT PROGRAMME

The University of Johannesburg

Programme design and learning themes:

Programme (UJ

is a comprehensive learning opportunity that aims to broaden participants’ knowledge of management, individual leadership, strategic thinking, and tactical strategy implementation. The programme aims to motivate participants to develop future-ready leadership ethos and to provide them with the tools necessary to undergo personal transformation and experience sustained growth.

The UJ WLDP places a strong emphasis on leadership development within a particular context. Because of this, the program establishes connections between the content and the UJ leadership ethos, career development processes, and performance management systems. Senior executives from UJ are invited to participate when appropriate and help create links between business school theory and current best practices.

JBS draws on enduring relationships and top minds with knowledge in the advancement of senior female leaders. The end result is a profoundly transformative leadership development program for women that focuses on converting leadership intention into leadership impact so that women leaders can succeed in both their professional and personal lives. Participants can explore different strategies for enhancing self-awareness and self-regulation to overcome damaging office politics and glass ceilings through the various immersive learning experiences. The program’s narrative is strongly influenced by neuroscience, and it is linked by a number of learning themes, such as:

Women’s Leadership Development

WLDP)

UJ | TRANSFORMATION DIVISION

LEADERSHIP DEVELOPMENT

UJ Young Leaders Development Programme (UJYLDP)

“Developing our young leaders today … for tomorrow.”

The Transformation Unit, in collaboration with Student Affairs and the Department of Industrial Psychology and People Management (IPPM), invited UJ students from various student leadership groups within the University (i.e. Student Representative Council, house committees, student societies) as well as top academic achievers to apply for the UJYLDP 2022.

The UJYLDP involves the empowerment and preparation of Young Leaders to be social change agents by developing their understanding of others and self-awareness of their roles and responsibilities as leaders in different contexts. The aim of this six-month programme is to help participants develop a basic understanding of what it takes to be a masterful leader.

The programme’s conceptual framework was based on the three-dimensional leadership universe: Me, We, World. Five competencies of masterful leadership – character, competence, caring, commitment and connected: and five intelligences of masterful leadership – intra- and interpersonal, conceptual, spiritual, action and contextual. The programme was offered fully online in partnership with Higher Education Partners South Africa (HEPSA).

The UJYLDP 2022 cohort was made up of UJ students either from the UJSRC, house committees, student societies or top academic achievers. The UJYLDP 2022 was concluded in October 2022 through a formal graduation ceremony to celebrate the young leaders for successfully completing the programme.

FOCUS ON INSTITUTIONAL CULTURE

INSTITUTIONAL CULTURE

UJ Culture Survey Journey: 2008-2022

The UJ Culture Survey was launched in November 2021 and closed in February 2022. To date, the Transformation Unit has been providing feedback to faculties and divisions, with the aim of crafting domainspecific initiatives and or interventions in response to areas that have been highlighted for improvement from the results.

The process of sharing the survey results includes quantifying the institution’s feedback and engaging leadership and staff members on how we can create a positive culture free from blaming, bullying and other related limiting themes; to a culture that promotes collegiality and living by the institution’s values. The Transformation Unit has conducted feedback sessions with all the key stakeholders in the institution.

~ Measured the success of the merger process and the degree of cultural integration achieved by the University of Johannesburg during the formation years of the merger process.

~ Measured the degree of institutionalisation (‘embeddedness’ in the hearts and minds) of the initiatives at that time that supported the new direction of UJ’s institutional growth and transformation strategies.

~ The impact of challenges identified in the Higher Education Sector (e.g., sexual harassment, xenophobia and incidents of racism on campuses, etc.) and to establish its impact on shaping the UJ culture.

~ Used same survey instrument than in 2013/2014

~ In 2016, interventions have taken place with various faculties and divisions

~ At end of 2018 and 2019, a culture dipstick survey was done with the faculties and divisions concerned to measure improvement

~ Identified the need to respond and adapt to a continually changing educational landscape together with global challenges and the realities of the Fourth Industrial Revolution

~ Identified need to create a culture that support the strategic intent of UJ

~ Identified the need for a new bespoke survey instrument that measures specific themes identified

2008-2012 2013-2014 2016, 2018 & 2019 2021-2022

INSTITUTIONAL CULTURE

UJ Staff Day

The Transformation Unit organised and presented the annual Staff Day 2022 event on Friday 30 September 2022 at the UJ West Sports Fields in Westdene from 09:00 until 15:00. The event’s primary aim was to create cultural integration and promote diversity among the constituencies of the UJ community. In addition, the vision for the day was for our UJ community to truly connect and spend the day applying the principles of ubuntu. The theme for the 2022 event was “Humans Before Boxes”. This theme was in line with UJ’s values of Imagination and Conversation. The event catered to a crowd size of 3 000 employees from all structures in the University.

INSTITUTIONAL CULTURE

360° Leadership Assessment

The 360º Leadership Development Assessment for the Senior Leadership Group (SLG) was launched in 2022. Development programmes extracted value from diversity in a complex environment that creates leadership competencies that served as the foundation for multiple leadership talent-management systems. Owing to the slow response, we extended the system’s closure to 27 June 2022. The institutional report was presented to MEC to provide the University leadership with an overview of the findings and overall score. In addition, findings were shared with the Johannesburg Business School (JBS) so as to incorporate certain themes within the newly proposed Executive Leadership Development Programme (ELDP).

Reviewing of Institutional Transformation Plan (ITP)

In 2016, the Institutional Forum recommended in its first meeting that the Institutional Transformation Plan should be re-evaluated in five years’ time. The University of Johannesburg reviewed the Institutional Transformation Plan (ITP) in April 2022 and mapped a way forward on the pillars of ITP and implementation.

The Transformation Unit proposed pillars of the ITP that to be reviewed and identified key stakeholders (or champions) who would be considered as subject matter experts, to be responsible for leading the process of reviewing a particular pillar and be critical in driving the process forward. It was evident that each pillar would also need to be sponsored and driven by MEC in order for the review and implementation process to be successful.

MEC approved this recommendation to sponsor the various pillars, therefore, they would responsible for supporting the team in allocating necessary resources to help the institution achieve the proposed mandates. This project is ongoing and due for completion in 2023.

Transformation Committees (Faculties and Divisions)

The Transformation Unit hosted a dialogue with UJ Transformation Committee members at the School of Hospitality and Tourism (Kerzner Building – Conference Room 1 & 2), Bunting Road Campus, on 4 August. The objective of the dialogue was to tackle and engage in matters/areas of concern and interest: vision for transformation at UJ, Institutional Culture Survey results, barriers to transformation and driving transformation, and terms of reference. Guest presenters on the day included Dr Mpoti Ralephata (Chief Operating Officer, UJ) and Nene Molefi (Chief Executive Officer, Mandate Molefi).

FOCUS ON STUDENT CULTURE

Capacity Building Workshops with Student Leadership (House Committees, Mentors and Residence Academic Advisors)

The Transformation Unit, in partnership with Student Affairs, facilitated capacity building workshops on each of the UJ campuses with house committees, mentors and residence academic advisors.

Culture Integration Workshops (with First-Year Residence Students)

Culture Integration Workshops (with First-Year Residence Students) took place in March 2022. The workshops were aimed at assisting first-year students with transitioning smoothly from their respective high schools into the University. These workshops engaged the hearts and minds of the students sharing with them issues topics that are linked to Risky Student Behaviour (RSB) and the University’s culture; equipping them with life skills and tools whilst ensuring they are fully aligned with the culture of the institution.

FOCUS ON GENDER EQUITY

GENDER RELATED INITIATIVES

The Transformation Unit in partnership with the UJ Technical Services embarked on a project that looks into introducing gender-neutral bathroom across the UJ campuses. Site visits were conducted across the campuses and bathrooms that are to be converted were then identified. Technical drawings of conversion plans as well as the implementation strategy/ plan which highlights targets and timelines is being finalised for approval, and execution in 2023.

Pronouns and Prefix Projects

As part of creating an inclusive environment for all staff and students, the MEC has mandated that the Transformation Unit to explore how the institution can implement suitable pronounces (Her, Him, They) and prefixes (Mr, Ms, Mx, Dr, Prof) to align to preferred identities for our various members of the UJ community. To date, the Transformation Unit has met with internal stakeholders (Human Capital Management, Information Systems and Communications and Central Academic Administration) to explore how internal systems can be manipulated and/or reengineered to accommodate new prefixes/titles and/or omit them on certain formal communications. The project is ongoing.

GBV and Sexual Diversity (LGBTIQ+) E-Learning Module

The University completed the development of the GBV and Sexual Diversity (LGBTIQ+) e-learning module. The module focuses on creating awareness and sensitising the UJ community on issues of GBV and LGBTIQ+. The module is accessible through uLink/Blackboard, making it easy for the community to access as the University uses Blackboard for teaching and learning. UJ staff members are enrolled on the community module CM0452 Gender-Based Violence (GBV) and Sexual Diversity (LGBTIQ+) Transformation Unit. The students will be enrolled in the fourth block.

GENDER BASED VIOLENCE AWARENESS

UJ Harassment, Sexual Harassment and Rape incident reporting system

The University launched the gender-based violence (GBV) and discrimination reporting system on 29 March 2022. The reporting system is designed to provide the survivor, victim, and witness with the option to stay anonymous while retaining all key information pertaining to the reported matter. Once the report has been successfully completed, it will provide a randomised and unique reference number to enable future follow-ups on progress and gives the option to submit additional information and attachments.

The reporting page facilitates the effective capturing of information while being intuitive to navigate and easy to use. Only relevant questions are prompted to avoid unnecessary delays and frustrations typically associated with reporting processes by using conditional escalation procedures.

Furthermore, the page makes available a range of contact details for the UJ support division/departments and other stakeholders as determined by the client.

The reporting system is available on numerous internal UJ online platforms (uLink: https://ulink.uj.ac.za/Staff; intranet: https://ujac.sharepoint. com/SitePages/ProjectHome.aspx) and has been developed to ensure compatibility with mobile browsers.

GENDER BASED VIOLENCE AWARENESS

Student Welfare EXPO

UJ Sports GBV Pop-Up Activation Campaign

29 August 2022

APK Campus Library

30 August 2022

APB Campus Library

6 September 2022

SWC Campus Library

7 September 2022

DFC Campus Library

Reconnect with your campus life – meet and network with your peers and campus support services. Watch

The Transformation Unit joined the Student Welfare Expo, which was coordinated and presented by the UJ Library across the UJ campuses per the dates below. The Expo provided the Unit with an opportunity to introduce the UJ community to the Transformation Unit and promote the GBV Reporting Tool.

In collaboration with UJ Sport, the Transformation Unit presented a pop-up activation on 11 August 2022 at a televised soccer match on the Soweto Campus (SWC), which aims to promote the GBV Reporting Tool and raise awareness against GBV.

GENDER BASED VIOLENCE AWARENESS

Safety and GBV Awareness Campaign/ Campus Activation

The Transformation Unit partnered with Protection Services to participate in a Safety and GBV Awareness Campaign/ Campus Activation, which took place at the Student Centre on the APK Campus on 6 May 2022. Students were provided with flyers informing them of the new GBV online reporting tool that has been established to assist with a more efficient way of reporting incidents related to rape, harassment, sexual harassment, and discrimination.

Public Lecture on GBV with Prof Dalal

The Transformation Unit, in partnership with the UJ Library and the Faculty of Humanities hosted a public lecture focused on GBV at the APK Library (Nadine Gordimer) on 10 August. Professor Koustuv Dalal presented the public lecture on “The need for multi-disciplinary collaboration for addressing gender-based violence at academic institutions”. Professor Dalal is a well-known academic and leading researcher in health economics and systems, violence and injury prevention and safety promotion.

INVITATION

The Transformation Unit in partnership with the UJ Library and the Faculty of Humanities at the University of Johannesburg, invite you to a Public Lecture presented by Professor Koustuv Dalal on: The need for multi-disciplinary collaboration for addressing gender-based violence at academic institutions.

Date: 10 August 2022 | Time: 13:00 – 14:30

Location: https://zoom.us/s/94441927004

Nadine Gordimer Auditorium, Level 5 Kingsway Campus Library, University of Johannesburg

PROFESSOR KOUSTUV DALAL: A well-known person and leading researcher in the field of health economics and systems, violence and injury prevention and safety promotion. He is the Senior Advisor of the International Safe Community Certifying Centre (formerly WHO CCCSP). He was the Director of the Centre for Injury Prevention and Safety Promotion (CIPSP – a support center for WHO CCCSP), Örebro University, Sweden. Koustuv is/was a senior Health Economist at the School of Health Sciences, Mid Sweden University; School of Health and Medical Science/Orebro University; Centre for Medical Technology Assessment/ Linkoping University and Karolinska Institutet (world rank 8), Sweden. He is currently a professor at the Mid Sweden University, also a distinguished professor of al-Farabi Kazakh National University (QS World rank 162), and an Invited/ Visiting professor of several world-famous universities.

RESPONDENTS:

PROFESSOR CORNÉ DAVIS: A known genderbased violence (GBV) and gender identity activist, lecturing undergraduate and postgraduate modules at the Department of Strategic Communication at UJ.

#ujlibrary @ujlibrary

PROFESSOR RAMNEEK AHLUWALIA: A seasoned, trained and qualified physician & a Health Systems,Policy & Management Specialist.

The 16

GENDER BASED VIOLENCE AWARENESS 16 Days of Activism against Gender-based Violence

against Gender-based Violence is an annual international campaign that runs from 25 November to 10 December 2022. The global theme for this year is “UNITE! Activism to end violence against women and girls”.

In addressing GBV (and femicide), the University of Johannesburg (UJ) is committed to providing an institutional environment where its staff and students may study and perform their duties and other activities free from all forms of verbal or sexual harassment, rape, intimidation, or exploitation. UJ employees and students were once again reminded to make use of the online reporting tool to report bullying, discrimination, harassment, sexual harassment, and rape.

UJ GENDER FORUMS

UJ Women’s Forum

Ms Tumisang Nkosi from the Johannesburg Business School led the first virtual forum meeting on 8 March 2022. Professor Boitumelo Diale, President of Convocation, was invited to deliver a keynote address in celebration of International Women’s Day, under the theme “gender equality today for a sustainable tomorrow”. The forum was wellreceived and attended by UJ staff members and students.

Through the UJ Women’s Forum, the Transformation Unit hosted a virtual intergenerational leadership dialogue on 31 August, in commemoration of Women’s Month, under the theme, “Generation Equality: Realising Women’s Rights for an Equal Future”. The purpose of the dialogue was to bridge the intergenerational gap between women in leadership at UJ and to foster collaboration between women in different spheres/levels of leadership at UJ. The dialogue was facilitated by Dr Sadi Seyama, a senior lecturer in the Department of Education Leadership and Management at the University of Johannesburg and the Chairperson of the Faculty of Education’s Transformation Committee.

held virtually on 9 March 2022 under the theme “Men Unboxed”. Discussions were led by Mr Mike Teke, former Chairperson of Council at the University of Johannesburg, deliberated on various challenges that affect men’s progress and success, thus shining the light on mental health that results in most men taking their lives.

UJ GENDER FORUMS

UJ Queer Forum

The University of Johannesburg joined the rest of the global community to educate communities about lesbian, gay, bisexual, transgender, intersex, and queer+ issues (LGBTIQ+), advocating for sensible policy, service delivery, and support for LGBTIQ+ people. In doing so, the Transformation Unit hosted a UJ Queer Forum meeting under the theme “Our Bodies, Our Lives, Our Rights”. The forum was hosted virtually on 26 May 2022 to commemorate the International Day against Homophobia, Transphobia and Biphobia.

FOCUS ON DIVERSITY AND INCLUSION

DIVERSITY AND INCLUSION INITIATIVES

(PUBLIC LECTURES/ SEMINARS/ WEBINARS/ BOOK DISCUSSIONS)

International Mother Language Day

International Mother Language Day (IMLD) is celebrated every year on 21 February with the overall objective to promote linguistic diversity and multilingual education. The theme for 2022 was “Fostering multilingualism for inclusion in education and society” as communicated by the United Nations.

Artwork was designed in collaboration with the Multilingual Language Services Office to commemorate the significant day. The artwork was converted into a round sticker, and these were shared with the UJ community at the various UJ campus entrances. Additionally, the same artwork was placed on the UJ Website, Intranet, email banner and Facebook.

Human Rights Day

Human Rights Day is a national day annually commemorated on 21 March to remind South Africans about the sacrifices that accompanied the struggle for the attainment of democracy in South Africa. Artwork was designed and shared on social media to remind the UJ community to commemorate the day.

Gender, Sexual Identity and Indigenous Languages

The Transformation Unit in collaboration with the following internal stakeholders hosted a panel discussion under the title Gender, Sexual Identity and Indigenous Languages on Wednesday 23 February 2022 via Zoom. Following which, the Transformation Unit partnered with the Multilingual Language Services Office to create a short video clip as a guideline on how to formulate words in relation to students and staff members who wish to make contributions towards the UJ Diversity and Inclusivity Dictionary

DIVERSITY AND INCLUSION INITIATIVES

(PUBLIC LECTURES/ SEMINARS/ WEBINARS/ BOOK DISCUSSIONS)

Understanding Disability

The Disability Council, a UJ student society that advocates for the support and inclusion of students with disabilities at the University, partnered with Student Affairs and the Transformation Unit to host a hybrid webinar on “Understanding Disability”. The hybrid webinar took place on 23 May 2022 virtually via Zoom and in person at the Nadine Gordimer Auditorium, Level 5 of the UJ APK Library. The hybrid book discussion was facilitated by Dr William Rowland, a Council member of the University of Johannesburg

DIVERSITY AND INCLUSION INITIATIVES (PUBLIC LECTURES/ SEMINARS/ WEBINARS/ BOOK DISCUSSIONS)

UJ Diversity and Inclusivity Dictionary

South Africa is made up of a linguistically and culturally diverse society. According to Stats SA’s Community Survey of 2018, nationally, just over one quarter (25,3%) of individuals spoke isiZulu at home, while 14,8% of individuals spoke isiXhosa, 9,7% Sesotho, 12,4% Sepedi and 12,2% spoke Afrikaans. It is interesting to note the lack of evolution in indigenous languages to describe sexual and gender identity. The absence of gender and sexual identity terminology and concepts in all South African languages has perpetuated hate and unfair discrimination as the community continues to use derogatory words such as isitabane and sisi-bhuti to articulate different gender orientations.

South Africa is the first country in the world to prohibit unfair discrimination on the grounds of sexual orientation. How could this be carried through if there is no evolution on languages spoken by the locals to ensure that there is no exclusion and unfair discrimination? In partnership with the Department of Strategic Communication in the Faculty of Humanities, the Transformation Unit worked towards normalising indigenous African languages as languages of research and learning about gender and sexual orientation in the institution.

Gender, Sexual Identity and Indigenous Languages Panel Discussion

The Transformation Unit, in collaboration with Department of Strategic Communication, Multilingual Languages Services Office, Department of Anthropology and Development Studies, Faculty of Education and the UJ Library, presented a panel

discussion under the title Gender, Sexual Identity and Indigenous Languages on Wednesday 23 February 2022 via Zoom.

The panel discussion was inspired by the absence of gender and sexual identity terminology and concepts in most South African languages, which can often exclude individuals within the queer community. It seems the lack of evolution on languages spoken by the locals continues to perpetuate exclusion and unfair discrimination.

Prof Corné Davis facilitated the panel discussion with the following guest speakers: Prof Anthony Brown, Dr Gcobani Qambela, and Kristen Landsberg. Following the panel discussion, the Transformation Unit partnered with the Multilingual Language Services Office to create a short video clip as a guideline on how to formulate words that could be submitted into the UJ Queer Dictionary, which is a sub-section of the UJ Diversity and Inclusivity Dictionary.

UJ Queer Dictionary Launch

The UJ Queer Dictionary, a sub-section of the UJ Diversity and Inclusivity Dictionary, was subsequently launched at the APK Library (Nadine Gordimer Auditorium) on 16 September 2022. The Queer Dictionary was launched as a panel discussion that focused on the importance of creating new and empowering words, especially in indigenous languages. The panel discussion was presented in partnership with the UJ Library and facilitated by Dr Letitia Smuts, a senior lecturer and HOD (Acting) in the UJ Department of Sociology.

DIVERSITY AND INCLUSION INITIATIVES (PUBLIC LECTURES/ SEMINARS/ WEBINARS/ BOOK DISCUSSIONS)

INVITATION

The UJ Transformation Unit and the Institute for PanAfrican Thought and Conversation (IPATC), in collaboration with the UJ Library and NB Publishers invite you to an Africa Month book discussion with Pie-Pacifique Kabalira-Uwase, author of the title:

Witnessing – From the Rwandan tragedy to healing in South Africa

ABOUT THE BOOK ¡ Witnessing is a harrowing, yet inspiring account of a young Rwandan boy, PiePacifique Kabalira-Uwase, who witnessed genocide, had to flee his home in search of a better future and went on to become a successful businessman in South Africa.

ABOUT THE AUTHOR ¡ Pie-Pacifique Kabalira-Uwase is the director of PEM Afurika. He survived the Rwandan war and was a refugee car guard in Durban. He enrolled at University of Natal and was awarded the Mandela Rhodes Scholarship. Besides his Business and Leadership activities, he is also an international Keynote and Motivational Speaker. He lives in Pretoria.

FACILITATOR ¡ Prof Siphamandla Zondi

Director: Institute for Pan-African Thought and Conversation (IPATC)

Lecturer: Department of Politics and International Relations, Faculty of Humanities, UJ

DATE ¡ 10 May 2022

TIME ¡ 14:00

ZOOM LINK ¡ Please use https://zoom.us/j/91787378319 to join.

Witnessing - From the Rwandan Tragedy to Healing in South Africa by author Pie-Pacifique Kabalira-Uwase

The Transformation Unit partnered with the UJ Library and the Institute for Pan-African Thought & Conversation to host a hybrid book discussion on the book titled Witnessing - From the Rwandan tragedy to healing in South Africa by author Pie-Pacifique Kabalira-Uwase, as part of observing and celebrating Africa Month. The hybrid book discussion was held on 10 May 2022. Some delegates attended virtually via Zoom, and others did so in person by visiting the Nadine Gordimer Auditorium at Level 5 of the UJ APK Library.

DIVERSITY AND INCLUSION INITIATIVES

(PUBLIC LECTURES/ SEMINARS/ WEBINARS/ BOOK DISCUSSIONS)

UJ Sport Conference: Equity in Sport and Inclusiveness in Sport (Panel Discussion)

UJ Sport, in partnership with the Transformation Unit, UJ Library and the Faculty of Health Sciences (Department of Sport and Movement Studies), hosted a hybrid panel discussion under the theme “Equity and Inclusivity in Sport”, which took place at the APK Library (Nadine Gordimer Auditorium) on 20 September 2022. The panel discussion contributed to a two-day programme presented as part of the third UJ Sports Hybrid Conference on 19 and 20 September 2022.

Disability Awareness/Sensitivity Games/Casual Day Fundraising

The Transformation Unit, in partnership with Student Affairs and the UJ Disability Council, responded to the call made by the National Council of and for Persons with Disabilities (NCPD) for the nation to celebrate the 28th Casual Day, celebrated annually every first Friday of September. This year, the theme for Casual Day 2022 was #ICelebrateSA!, which called on the nation to start a conversation about everything going right for us and our country.

The Transformation Unit and the internal stakeholders outlined above supported the Casual Day initiative by coordinating sticker sales across the UJ campuses in August before 2 September 2022. Additionally, the Transformation Unit presented various disability sensitivity games to UJ staff and students on the UJ APK Campus (Student Centre), encouraging them to buy stickers to support this fundraising event for Persons with Disabilities (PWD).

Asexual

A person who is sexually not attracted to others or does not have a sexual orientation.

Allyship

A practice of unlearning and re-evaluating beliefs and actions, in which a person seeks to build relationships based on trust, consistency, and accountability with marginalised groups.

Bisexual

A sexual orientation that is attracted to both men and women.

Cisgender

A person whose gender identity matches the sex that they were assigned at birth.

Disability

A condition that may restrict a person’s mental, sensory, or mobility functions to undertake or perform a task in the same way as a person who does not have a disability.

Colonisation

Colonisation is the act of setting up a colony over territories beyond its borders or settling among and establishing political control over the indigenous people of an area.

Coloniality

Coloniality refers to long standing patterns of power, practices and legacies of European colonialism in social orders and forms of knowledge, advanced in postcolonial studies.

Decolonisation

The call for the decolonisation of educational institutions in South Africa emanates from the persistent marginalisation, devaluation, silencing and alienation of local and indigenous knowledges and practices; the continued privileging of Eurocentric knowledge, worldviews, cultures and ways of being that render the experience of the academy as disempowering for the majority of the community it is intended to serve.

(UJ Charter on Decolonisation)

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Ethnicity

A social group that has a common national or cultural tradition.

Feminism

The feminism movement’s aim was to ensure equality of sexes in all spheres – legally, socially, and economically – ending sexism, sexist exploitation and oppression through a system of patriarchy.

Gender

Gender is the range of characteristics pertaining to, and differentiating between, masculinity and femininity.

Gender identity

Gender identity is a personal sense of one’s own gender.

Heterosexual

People who are sexually attracted to people of the opposite sex.

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Homosexual

A person who is emotionally, romantically, and/or sexually attracted to a person of the same sex.

Intersex

A general term used for several variations in sex characteristics a person is born with, including reproductive organs, sexual anatomy or chromosomes that are not considered “standard” for either male or female.

LGBTQIA

An acronym used for those who identify as lesbian, gay, bisexual, transgender, queer, intersex and asexual.

Micro aggression

Micro aggression is a term used for unconscious commonplace daily verbal, behavioural, or environmental indignities, which often unintentionally disempower someone based on a marginalised group.

Multiracial

A term used for people that relates to two or more races; a person whose biological parents are of two or more different race groups.

Queer

Queer is an umbrella term for sexual and gender minorities who are not heterosexual or cisgender.

Race

Race refers to a grouping of human populations or groups based on shared physical or social qualities and genetic ancestry.

Rape culture

Rape culture is a sociological concept for a setting in which rape is pervasive and normalized due to societal attitudes about gender and sexuality. Behaviors commonly associated with rape culture include victim blaming, slut-shaming, sexual objectification, trivializing rape, denial of widespread rape, refusing to acknowledge the harm caused by sexual violence, or some combination of these.

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Religion

A system of beliefs, usually spiritual in nature, and often in terms of a formal, organised denomination.

Sex

Sex is separate from gender; this term refers to the two main clusters of biological, chromosomal, anatomical features associated with maleness and femaleness into which humans and most other living things are divided, based on their reproductive functions.

Sexual harassment

Sexual harassment is unwanted conduct of a sexual nature. The unwanted nature of sexual harassment distinguishes it from behaviour that is welcome and mutual. (2) Sexual attention becomes sexual harassment if: (a) The behaviour is persisted in, although a single incident of harassment can constitute sexual harassment; and/or (b) The recipient has made it clear that the behaviour is considered offensive; and/or (c) The perpetrator should have known that the behaviour is regarded as unacceptable. (SA Labour Guide)

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Ableism

Ableism is the discrimination or prejudiced thoughts and actions based on differences in physical, mental and/or emotional ability against people who have disabilities, usually by able?bodied/minded persons.

Anti-Semitism

Antisemitism is the fear, hostility, prejudice, discrimination or hatred of Jews, Judaism and related symbols.

Biphobia

Biphobia is the dislike, fear, hatred or prejudice of persons perceived to be bisexual.

Classism

Sexual orientation

Refers to the sexual, emotional and physical attraction towards genders (same, opposite or other) that a person has.

Transgender

Mostly used as an umbrella term that refers to a person whose sense of personal identity and gender does not correspond with their assigned gender at birth or the binary gender system.

Transsexual

This refers to a person who experiences a gender identity that is inconsistent with the sex they were born as and the sex they actually identify with. In many cases, medical assistance (including hormone replacement therapy) is considered.

Victim blaming

Victim blaming is a degrading act where the victim of a crime or accident is held entirely or partially responsible for the crime/wrongful act committed against them.

Discrimination

Discrimination is a conscious or unconscious prejudice, discrimination and treatment of a person based on the group, class, or category to which the person is perceived to belong.

Hate crime

Hate crime legislation often defines a hate crime as involving violence that is motivated by prejudice on the basis of the actual or perceived race, colour, national origin, ethnicity, religion, gender, disability or sexual orientation of any person.

Heterosexism

Heterosexism is the bias and discrimination in favour of opposite-sex sexuality and relationships, thus demeaning other sexual orientations.

Classism is the prejudiced thoughts and discrimination against people belonging to a particular social class, such as their socio?economic status, income, etc., usually by upper classes against lower classes. 12

Homophobia

Homophobia is the negative attitudes, feelings, fear and/or hatred of homosexuality or people who are identified as being lesbian, gay, bisexual or transgender.

Implicit bias

Implicit bias refers to the attitudes or stereotypes that unconsciously affect our understanding, actions, and decisions.

Islamaphobia

Islamaphobia is the fear or hatred of Muslims, Islam and related symbols.

Othering

Othering is the process whereby one makes a distinction based on group identities, including but not limited to, religion, sex, race, ethnicity, socioeconomic status (class), disability, sexual orientation, and skin tone. While not entirely universal, the core mechanisms that engender marginality are largely similar across contexts. Individuals or groups are then classified as “not one of us”.

Oppression

Oppression refers to a system of power and privilege in society where one person or group benefits at the expense of another; oppression is the use of power and the effects of domination denying people their human rights.

Patriarchy

Patriarchy is a social system in which men have all or most of the power, importance and authority in a society or group. Patriarchy manifests itself politically, religiously, socially, economically, politically and culturally, etc.

Prejudice

Prejudice is a preconceived judgment about a person or group of people, usually indicating negative bias.

Racism

Racism is the prejudiced thoughts, discrimination or antagonism directed towards someone based on difference in race/ethnicity believing that their own race is superior.

Sexism

Sexism is the prejudiced thoughts, stereotyping and discrimination based on difference in sex/ gender, typically against women, usually by men against women.

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Silencing

Silencing is a conscious or unconscious process by which opposite voices are caused to become silent by prohibiting or preventing them from speaking.

Stereotype

Stereotype refers to the overgeneralised/ oversimplified belief about members of certain groups based on their identities, real or perceived. They are typically negative, generalised and based on little information.

White privilege

White privilege (or white-skinned privilege) refers to the inherent advantages or unearned privileges white people experience (often unconsciously), because of their race in a society that is characterised by racial inequality and injustice.

Xenophobia

Xenophobia is the fear, distrust or hatred of that which is perceived to be foreign (foreigners) or strange.

ETHICS AND VALUES

Embedding an Ethical Culture

The UJ Council approved the UJ Ethics Charter at its meeting on 31 March 2022. The Transformation Unit submitted a proposed Ethics Implementation Plan to the MEC in March 2022. Appropriate timelines were developed for implementation from the beginning of April 2022.

UJ identified ‘Ethical Foundation’ as one of its four values, thus, living this value by nurturing and actively promoting an ethos of honesty, transparency, accountability, and fairness in the institution. Because of our commitment, UJ is raising its ethics performance to encourage further and celebrate our ethical culture.

To effect this commitment, the ELG approved the Ethics Implementation Strategy at the end of 2019. Since then, the following actions have been completed:

a) A set of UJ Ethical Values were approved and communicated on various platforms.

b) The UJ Council approved the UJ Ethics Charter on 31 March 2022.

The Ethics Charter is available on the intranet. The University introduced the online Ethics Awareness Training Programme in May 2022, which was to be completed by all employees on LMS Blackboard. All UJ employees were required to complete the three ethics awareness modules. Once accessed, the construct of each of the three modules is short videos followed by a short assessment.

All employees were required to read and acknowledge that they have read the Ethics Charter before proceeding with the programme.

UJ Ethics Awareness Training Campaign

UJ has identified ‘Ethical Foundation’ as one of its four values, driven by nurturing and actively promoting an ethos of honesty, transparency, accountability and fairness in the institution.

Because of UJ`s commitment, the institution is raising its ethics performance to promote further and celebrate an ethical culture. To give effect to this commitment, the ELG approved an Ethics Implementation Strategy at the end of 2019. Since then, the following actions have been completed:

 A set of UJ Ethical Values was approved and communicated on various platforms. These values can be accessed here: https://www.uj.ac.za/about/transformation-unit/ethics-management/

 The UJ Council approved the UJ Ethics Charter at their meeting on 31 March 2022. The Ethics Charter is available on the intranet: https://ujac.sharepoint.com/Documents/Forms/AllItems.aspx?id=%2FDocuments%2FUJ%5FEthics%5FCharter%5FPOSTER%5FMarch2022%5FONLINE%2Epdf&parent=%2FDocuments

Ethics Online Training: The programme is made available to all employees through LMS Blackboard. The Blackboard platform also provides access to full mobile compatibility via smartphone devices. All UJ employees are required to complete the three ethics awareness modules. Once accessed, the construct of each of the three modules is short videos followed by a short assessment. You will be required to read and acknowledge that you have read the Ethics Charter before proceeding with the programme.

FOLLOW THE LINK BELOW TO ACCESS THE UJ ETHICS AWARENESS TRAINING PROGRAMME https://uj.blackboard.com/ultra/organizations/_40417_1/cl/outline

Please log in under “Third Party Account”.

The courses, after logging in, resides at CM0448 (ETHICS AWARENESS AT UJ)

Please refer to the instructions on the following pages to access Blackboard. Should you experience any difficulty, please contact Blackboard assist via email at uhelp@uj.ac.za or call x3580.

SIGNIFICANT DAYS AND EVENTS CALENDAR

SIGNIFICANT DAYS AND EVENTS CALENDAR

University of Johannesburg VISION MISSION

Imagination Conversation

An international University of choice, anchored in Africa, dynamically shaping the future.

Inspiring its community to transform and serve humanity through innovation and the collaborative pursuit of knowledge.

LIVING/EMBRACING AND PROMOTING THE VALUES THROUGH:

We encourage and inspire free, independent and critical thought aimed at developing a better future for UJ and society by:

ß Shaping the future by encouraging an imagination-driven vision of the future;

ß Developing a cosmopolitan identity and a culture that embrace diversity;

ß Exhibiting ambition and drive;

ß Creating an environment conducive to free, independent and critical thought that inspires ‘bright ideas’ for the enhancement of our academic and community uplifting endeavours.

Through facilitating open, respectful and meaningful dialogue, we encourage an inclusive environment that embraces diversity by:

ß Leading consultatively and constructively and making wise decisions collectively;

ß Learning together from and through our diversity;

ß Providing platforms and opportunities for meaningful engagement with one another and our stakeholders through mutual respect and listening;

ß Creating an inclusive environment and nurturing the diversity of cultural expression through processes of mutual interaction, support and empowerment.

Regeneration

We are dynamic, progressive, responsive and innovative in our endeavour to provide access to global academic excellence and to promote the common good in a sustainable way by:

ß Developing sustainably through creative contribution and renewal;

ß Making positive change through innovating for the common good;

ß Taking advantage of opportunities;

ß Providing access to students to excellent educational opportunities across a wide range of fields and disciplines and at various levels;

ß Constantly working to enhance the quality of our programmes and services;

ß Providing a rich extra-curricular environment for students;

ß Pushing boundaries, overcoming barriers with courage and surpassing expectations.

Ethical Foundation

We nurture and actively promote an ethos of honesty, transparency, accountability and fairness in all our endeavours by:

ß Treasuring academic freedom;

ß Seeking balance in the pursuit of knowledge;

ß Earning trust through credible and principled conduct;

ß Acting responsibly by being fair, consistent and transparent;

ß Participating in and developing the community;

ß Being truthful and trustworthy at all times;

ß Conducting our business ethically, in good faith and to the best of our ability;

ß Honouring our commitments;

ß Honouring information that is private and confidential;

ß Client Advocacy – we serve our clients with distinction.

THE TRANSFORMATION UNIT

Physical Address

B5 Building, Room 154, Auckland Park Kingsway Campus, Corner University Road and Kingsway, Auckland Park Telephone

011 559 7789 Email transformation@uj.ac.za gender@uj.ac.za Facebook @UniversityofJohannesburgTransformationUnit