transformation report 2020 - st stithians college...rene kruger/ hr arrangement july 3 girls’...

ContentsDIVERSITY & TRANSFORMATION PLAN OF ACTION / ACTIVITIES

FROM 01 JULY 2020 Pg. 1

1. SCHOOL DIRECTORS & STAFF WORK Pg. 3

2. STRUCTURING SOCIAL JUSTICE LESSONS WITH A FOCUS ON

DIVERSITY & RACIAL LITERACY Pg. 4

3. GOVERNANCE Pg. 5

4. STRATEGIC PROJECTS – TRANSFORMATION TASK TEAMS Pg. 5

5. DEMOGRAPHIC TRANSFORMATION & EMPLOYMENT EQUITY Pg. 6

6. RESEARCH Pg. 7

7. TEACHING & LEARNING Pg. 7

8. INSTITUTIONAL CULTURE Pg. 7

9. TRANSFORMATION PLANS FOR 2020/2021 Pg. 8

1 BOYS’ COLLEGE - 2 DAYSFACILITATION – RACIAL LITERACY LOVELYN NWADEYI JULY

2EQUITY COMMITTEETRAINING & FACILITATION 1H30 MINUTES

RENE KRUGER/ HR ARRANGEMENT JULY

3 GIRLS’ COLLEGE – 2 DAY FACILITATION – RACIAL LITERACY LOVELYN NWADEYI JULY

4 1 HOUR PRESENTATION/BRIEF TO GIRLS’ PREP PARENT GROUP BUSI DLAMINI JULY

5GIRLS’ PREP PARENT SUPPORT GROUP (EXTEND INVITATION TO PARENTS)

NOMA SHANGEBUSI DLAMINI JULY

6 GIRLS’ PREP – 2 DAY FACILITATION DIVERSITY & RACIAL LITERACY BUSI DLAMINI KIRSTEN KLOPPER JULY

7 JUNIOR PREP – 1 DAY FACILITATION DIVERSITY & RACIAL LITERACY BUSI DLAMINI KIRSTEN KLOPPER AUGUST

8 BOYS’ PREP – 1 DAY FACILITATION DIVERSITY & RACIAL LITERACY BUSI DLAMINI KIRSTEN KLOPPER AUGUST

9 BSF [BOYS’ COLLEGE – ALUMNI] & OSANOMA SHANGE ISRAEL SKOSANA GAVIN TILO

AUGUST

10BOYS’ COLLEGE - ALL STAEKEHOLDER ENGAGEMENT [TRANSFORMATION STRATEGY]

DAVID DU TOIT RESHMA LEKHA-SINGH TUMI MORAKENOMA SHANGE NOMVULA MARAWA

AUGUST

11 IBSC WEBINAR EQUITY, BELONGING AND INCLUSION NOMA SHANGE SEAN TUNMER AUGUST

12 BOYS’ PREP – 2nd DAY FACILITATION DIVERSITY & RACIAL LITERACY BUSI DLAMIN KIRSTEN KLOPPER SEPTEMBER

13 EXCO & STRAT PLAN FULL DAY WORKSHOPLOVELYN NWADEYI BUSI DLAMINI SEPTEMBER

14GIRLS COLLEGE ALL STAKEHOLDER WORKSHOP “RACE & RACISM”

KOPANYA INSTITUTE SARAH PING NIE JONESJENNI TSEKWA

SEPTEMBER

15

GIRLS COLLEGE SURVEY ON DIVERSITY & TRANSFORMATION “SENSE OF BELONGING & WELCOME”

KOPANYA INSTITUTE SARAH PING NIE JONESJENNI TSEKWA

SEPTEMBER

DIVERSITY & TRANSFORMATION PLAN OF ACTION/ACTIVITIES FROM 01 JULY 2020

16 EE FEEDBACK BARRIER ANALYSIS RENE KRUGER HR TEAM SEPTEMBER

17 ALUMNI FEEDBACK

SHAMIMA GABIE SALLY JAMESNOMA SHANGE ALUMNI

SEPTEMBER

18ISASA – CURRICULUM FOR SOCIAL JUSTICE WITH FOCUS ON DIVERSITY & RACIAL LITERACY 1

NOMA SHANGE COLLABORATION ISASA SCHOOLS SEPTEMBER

19 BUILDING BELONGING NOMA SHANGE DIRECTORS SEPTEMBER

20ISASA – CURRICULUM FOR SOCIAL JUSTICE WITH FOCUS ON DIVERSITY & RACIAL LITERACY 2

NOMA SHANGE COLLABORATION ISASA SCHOOLS OCTOBER

21CAMPUS DEPT CONVERSATIONS/WORKSHOP HR/OPS/FINANCE/ADVANCEMENT

BUSI DLAMINI NOMA SHANGE OCTOBER

22 SUPPORT STAFF/GROUND/PRINTING BUSI & NOMA OCTOBER

23 POLICY UPDATE MEETING OLD & NEW POLICIES OCTOBER

24 SOCIAL JUSTICE CURRICULUM WORKSHOP

PROF. TERRY SACCO & CAMPUS D&T COMMITTEE & RELEVANT STAKEHOLDERS

OCTOBER

25 BOOKCLUB LAUNCH ALL STAKEHOLDERS NOMA SHANGE OCTOBER

26 ALL STAKEHOLDER ENGAGEMENT FINALISING SOCIAL JUSTICE MATERIAL PROF. TERRY SACCO & WHOLE TRANSFORMATION TEAM NOVEMBER

27 SUMMARISE & CONSOLIDATE: ALL TASKFORCE WORK NOMA SHANGE & ALL TASKFORCE CHAIR’S NOVEMBER

CAMPUS DIVERSITY & TRANSFORMATION 1. SCHOOL DIRECTORS & STAFF WORK

1.1. All school directors have produced an Action Plan for their schools, aligned with the Campus plans.

1.2. Most of the school plans were aligned with the Transformation Workplan, which has since been changed to fit the needs of the highlighted issues by our Alumnae and Parent Support Groups.

1.3. The School workshops required the Directors to create a survey form which was going to inform what work and support needed to be design next.

1.4. Staff have been enthusiastic about the ongoing learning and support from the College.

1.5. The common themes that have been identified by the Directors are the following:

(a) Racial Micro-aggression (b) Sexual Orientation Micro aggressions(c) Disability Micro aggressions (d) Gender Micro aggressions (e) Environmental Micro Aggressions

These micro aggressions can be: • Deliberate micro aggressions • Unconscious micro aggressions

(f) Micro insults (g) Micro assaults (h) Micro invalidations

1.6. The Workshops have addressed these micro aggressions.

1.7. Staff development programmes are going to continue addressing the problem and triggers that come with Micro aggressions.

1.8. Case Studies are being developed for Café’ style group conversations that will happen on the topic of Micro aggressions.

1.9. The departmental goals will be set by staff in their groups for better understanding of the topic.

1.10. A webinar for parents will be hosted by our Junior Preparatory School, in the topic of Micro Aggressions.

NB: The Campus D&T Committee will continue to work tirelessly with all stakeholders to deliver a promise of a safe space and non- discriminatory environment for our Saints Community.

2. STRUCTURING SOCIAL JUSTICE LESSONS WITH A FOCUS ON DIVERSITY & RACIAL LITERACY

The School Directors and all staff involved in the development of the following Social consciousness lessons:

2.1. Junior Prep – SOCIAL JUSTICE LESSONS WITH A FOCUS ON DIVERSITY LITERACY

2.1.1 The themed lessons will be age appropriate and will engage us and our children on topics such as, “Who am I.”

2.1.2 These lessons will also be aligned with subject matter that will be taught on a day to day basis.

2.1.3 The lessons will allow the children to identify and celebrate difference.

2.1.4 Resources will be available for parents to engage their children with methodologies of how to hold the conversations.

2.2. GIRLS’ PREP & BOYS’ PREP – SOCIAL JUSTICE LESSONS WITH A FOCUS ON SOCIAL, EMOTIONAL AND DIVERSITY LITERACY

2.2.1 These lessons will be themed, and students will be able to engage their teachers on where the focus should be for their own benefit.

2.2.2 The lessons will have some sections of children’s rights

2.2.3 The lessons will also empower our students to be socially and emotionally competent in dealing with uncomfortable situations but also to address them the right way.

2.2.4 Safe spaces will be created for learners to engage without fear of being called names such as “snitches” or telling on.

2.2.5 Students will also get an opportunity to learn about “good allyship” for current and future conversations.

2.3. GIRLS’ COLLEGE & BOYS’ COLLEGE SOCIAL JUSTICE LESSONS WITH FOCUS ON RACIAL AND DIVERSITY LITERACY

2.3.1 These lessons will be introduced to Grade 8 and 9 classes and will be timetabled.

2.3.2 These lessons have been designed to:

(a) help students acquire an awareness of their own racial socialization, (b) encourage kindness, bravery and empathy, (c) to develop a more inclusive and positive perspective of self and others,(d) to analyse some history and social assertions (e) to critique the biological fallacy of race & unpacking social truths.

2.3.3 Girls’ and Boys’ College will be emphasising the Racial Literacy, focusing mainly on areas that have been identified by the students as areas of concern.

Some of the topics of interest, include, but not limited to;(a) A celebration of (skin) colours (b) Encouraging kindness and social awareness(c) How one voice can change a community (d) The danger of a single story (e) Diversity around the world

3. GOVERNANCE

3.1. COUNCIL TRANSFORMATION COMMITTEE

We welcome our newly appointed Chair of the Transformation Committee, Mrs Reshma Lakha-Singh who has been in a deputy position for well over three years and has served on the PTA structure of Girls’ College as well. Part of her mandate will be to decide on the composition and review the terms of reference of this Committee. She will assist in viewing and advancing the transformation work plan, and make sure that the Committee has;

(a) Gender representation and diversity (b) Ensure that the Campus Committee functions optimally(c) Reviewing of policy documents on Diversity and Transformation (d) Choosing 3 themes as areas of focus for 2021

• These themes will have timeframes • There will also be accountability and transparency • There will be measurable outcomes

3.2. CAMPUS DIVERSITY & TRANSFORMATION COMMITTEE (GOVERNANCE)

The Campus Director, school directors and Campus representatives use this platform for sharing of knowledge, challenges and good practice with regards to cultural change and activities and interventions that further transformation, a sense of belonging, and diversity in each setting.

The Campus D&T Committee adopted terms of reference from Council but need to review and create a standard one aligned with its vision. The Work Plan will be developed further to align with the strategic framework for Diversity and Transformation, and this will assist the schools in having a shared vision and goal for Transformation.

For 2020 and 2021 we will continue to strengthen the work of D&T Committees and focus on ways to recognise and reward excellence in diversity and transformation.

4. STRATEGIC PROJECTS – TRANSFORMATION TASK TEAMS

To further advance the Transformation work, the Task Teams will continue whilst the Directors within each school will continue to deliver on the Campus Transformation Work Plan and the Individual Schools Plan, in alignment.

4.1. Student Care; • to advance with Mental Health issues, including drafting a Mental Health policy.

4.2. Curriculum Transformation; • seminars with scholars

4.3. Discipline and Mediation;• code of conduct/advancing behavioural psychology to correct learnt behaviours that are

toxic

4.4. Staff Transformation;• Equity work and continued staff development projects

4.5. Accountability and responsibility;• measuring success on initiatives driven and outcomes of promised institutional change.

4.6. Gender and Sexuality; • focus group to advance LGBTQI & working on a Sexuality Policy

4.7. Works of Art & Culture;• focus group which will enable our institution to review how best to represent SA in our Art/

Images around the school.

4.8. Coaches and Sports; • focus group which will assist in the training and unpacking conscious and unconscious bias

in sports, for both full time and part time staff.

4.9. Multilingualism Project (an introduction);• to eliminate the wide range of forms of discrimination; caused by accents; considering that

the issue of language is linked to issues of racial discrimination and racial inequality.

NB: Noting genuine barriers to learning as a lack of access to accent varieties

NB: All the work done will be inclusive of student representatives.

5. DEMOGRAPHIC TRANSFORMATION & EMPLOYMENT EQUITY

5.1. Recruitment, Development and Retention Programme (HR)

* The Directors from each school have been tasked with assisting the Heads with the recruitment process, and to participate in the conversation of succession planning.

• The importance of having mentors who will assist the staff with adjusting to the culture of St Stithians;

• A developer or coach who would assist with managing and advancing the holistic nature of the person joining our institution.

• Staff development sessions and opportunities provided by the institution to grow beyond your subject matter.

6. RESEARCH

To improve research transformation and inclusivity, all demographic data which challenge demographic gaps are to be addressed through innovation, strategically.

• Encouraging our staff to get involved in research work, including publishing educational papers. • Post- graduate funding also available in most universities globally, through online research projects

as well.

Diversity and Transformation work to be on the forefront for us to make visible and meaningful change. This will allow us to have the next generation of academics, being cultivated and nurtured to contribute towards St Stithians College’s teaching, learning and research practice.

NB: Research work to be extended to College students as well, in partnership with Universities Projects as well.

7. TEACHING & LEARNING

7.1. CURRICULUM REFORM

• Reviewing the Curriculum in line with IEB requirements but adjusting and adding information which will enable every student to see themselves in examples used in class in a positive way.

• The staff and students are to have meaningful conversations/dialogues on critical curriculum transformation.

• The focus on curriculum breadth and depth, through the decolonization of learning spaces, pedagogic practices, cultural symbols and academic traditions, must be explored.

8. INSTITUTIONAL CULTURE

• The College has recognised that students of colour experience some barriers and exclusionary practices whilst at the College.

• It is important for each school to review its practices for the institutional culture to shift or change to include and welcome students of colour for them to feel the sense of belonging.

• The College realizes that this will not happen overnight, and the process will begin with courageous conversations and actively work towards affecting changes to the physical environment to create more inclusive areas.

• Departmental conversations will be useful in finding out what would best serve the students, or what will allow them to feel included in the different lessons.

8.1. OPERATIONAL TRANSFORMATION WORK

8.1.1 CULTURAL CHANGE, PREVENTION AND EDUCATION• Peer education• Student training and capacity building • Cultural change initiatives

• Staff-student cohesion• Curriculum infusion• Monitoring and evaluation

8.1.2 DISABILITY • Advocacy • Accessibility• Educational psychologists• Evaluation and monitoring

8.1.3 EDUCATION AND STUDENT CAPACITY BUILDING • Training for whole staff • Smaller group training and workshops especially departmentally

THEMES

9. TRANSFORMATION PLANS FOR 2020/2021

9.1. Develop St Stithians’ gender diversity response and related policy.

9.2. Work with HR on addressing the barriers highlighted by staff for EE and addressing those barriers with respect to targeted intervention in the recruitment, staff development and retention.

9.3. Build on the training programme for employment equity representatives and work on interventions for unconscious bias in processes such as recruitment, promotions and development dialogues.

9.4. Continue to strengthen the work in the area of student mental health and wellness and finalise mental health policy.

9.5. Continue to collaborate with the Teaching and Learning team to develop interventions that will ensure students success.

9.6. Collaborate with Wits on research projects for academic rigor.

9.7. Continue to work on institutional climate, culture and decolonisation. Facilitate institutional culture survey of students and staff to establish baseline for institutional culture at St Stithians.

9.8. Continue to support the work of Staff Diversity and Transformation Committees; Students Committees as well as Parent Support Groups.

• Gender• Patriarchy • Sexual harassment • Sexual assault • Gender-based violence • Rape culture

• Toxic masculinity • Sexual diversity • Intersectionality & Curriculum infusion• Staff – student cohesion• Cultural change and diversity

9.9. Work towards establishing a school’s transformation forum; investigate ways in which excellence in transformation can be recognised and awarded.

9.10. Launch a full programme of social justice classes inclusive of activities and guest speakers that will engage our students from Junior Prep to the Colleges.

9.11. Continuation in partnering and collaborating workshops, learning Projects within schools and Campus representatives.

9.12. Engage other neighbouring schools and empower our other partner schools through the Thandulwazi office.

9.13. Our 7th school for outdoor education, Kamoka Bush School has been part of our ongoing engagements in workshops as we thrive to make sure that inclusivity and a great sense of belonging is felt in all our spaces.

The diversity and transformation project is a long but exciting journey at St Stithians which strives to create an institutional culture of belonging that embrace a social justice work, and the core functions of teaching and learning, research can take place in a constructive, meaningful and supportive environment.

Our staff and students can flourish, with all stakeholders feeling a sense of belonging. We look forward on building on the current ongoing work and advance the processes at St Stithians that enables full inclusiveness and a true and meaningful sense of belonging.

DIVERSITY & TRANSFORMATION PLAN OF ACTION/ACTIVITIES FROM 01 JULY 20201.SCHOOL DIRECTORS & STAFF WORK 2.STRUCTURING SOCIAL JUSTICE LESSONS WITH A FOCUS ON DIVERSITY & RACIAL LITERACY 3.GOVERNANCE 4.STRATEGIC PROJECTS – TRANSFORMATION TASK TEAMS 5.DEMOGRAPHIC TRANSFORMATION & EMPLOYMENT EQUITY 6.RESEARCH 7.TEACHING & LEARNING 8.INSTITUTIONAL CULTURE 9.TRANSFORMATION PLANS FOR 2020/2021

transformation report 2020 - st stithians college...rene kruger/ hr arrangement july 3 girls’...

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