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Anthea Jeffery
Helping or Hurting?
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Wits, for one, has thus been conservative in the targets it sets for African representation at management level (30%) and among professors (4%), associate professors (5%), senior lecturers (8%), lecturers (15%), and associate lecturers (22%). African representation has nevertheless generally lagged behind the targets identified. At the professorial level, for instance, African representation rose to 2% in 2012 against the 4% target set, while among associate professors it reached 3% rather than the 5% target specified. In August 2013 Habib said ‘the principles of academic freedom’ had wrongly been invoked in the past ‘by some university leaders … to stop transformation’. He thus planned to achieve greater racial diversity among academic staff through the use of ‘explicit or implicit racial quotas’.67 More recently, however, he has modified his views, instead stressing the need for a balance between ‘addressing the disparities of the past [and] continuing to be cosmopolitan … and globally competitive’.68
At the University of KwaZulu-Natal, by contrast, 67% of its academic leadership was black in 2011, compared with 38% in 2004. As for other formerly ‘white’ universities, UCT plans to increase its proportion of black staff at the professorial and associate professor level from 12% in 2009 to 22% by 2015. It also aims to bring black representation among senior lecturers and lecturers up from 30% to 36% over the same period. The University of the Free State had a general target of 40% representation for ‘designated’ groups (black people, women, and the disabled) at senior levels, to be attained by the end of 2013. In 2010, when it adopted this target, the representation of these groups stood at 19% at the professorial level, 25% among associate professors, and 30% among lecturers and researchers. Its 55% target for junior lecturers and researchers had already been attained.69
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