R68m is earmarked for SU diversity

STELLENBOSCH University (SU) will invest close to R70 million to address transformation “with a sense of urgency” over the next three years.

SU rector and vice-chancellor Wim de Villiers said the R68.6m would be spent on diversifying the university’s staff. “We are focusing on transformation… We are intent on making our institution more inclusive and accessible. By setting funds aside specifically for a more diverse staff corps, we shall be able to attract and develop the required human resources,” De Villiers said.

But student activist movement Open Stellenbosch (OS) slammed the initiative yesterday, saying the university was still not bringing down the “real barriers” at SU.

OS had handed a memorandum to De Villiers during a university gathering at Rooiple in on May 13.

The memorandum highlights various transformation issues raised by students and staff members, including concerns about SU’s language policy, which had been approved by council last November.

University spokesperson Martin Viljoen said one of the institution’s mission statements was to create an academic community characterised by social justice and equal opportunities.

“This stems from SU’s commitment to redress and development, as well as the view that a diversity of people and ideas promotes academic excellence,” he said.

“Due to the serious country-wide shortage of human resources from the designated groups, as well as the attractive remuneration packages offered by the private sector and the state, South African universities generally struggle with staff diversity.”

Viljoen said in 2014, black, coloured and Indian (BCI) permanent employees at SU made up 43.2 percent of the university’s staff compared to 37.6 percent in 2008.

“So, the trend is upwards, but SU will have to accelerate its pace to reach its goal of 53 percent by 2020.”

OS spokesperson Akhona Kuali said: “Management cannot keep talking about the university as a corporate body but must meet the staff and students to hear their grievances.

“The university must acknowledge that language and institutional culture, like meetings being in Afrikaans, which opposes diversity and inclusivity of staff, are the real barriers.

“Transformation ought to be quantitative so money shouldn’t be the measure but rather the things you’re willing or not willing to let go of.”