Employment Equity Profile of Unisa Staff

1. Employment Equity Profile of Unisa Staff Presented to Staff Assembly 27 March 2008 Associate Professor George Subotzky Executive Director, Department of Information & Strategic Analysis

2. Purpose of Profile • Background document for Employment Equity Plan • Provides detailed examination of staff profile • Aim is to identify over- and under-representation regarding race, gender and disability in key areas of Unisa’s occupational structure • This quantitative analysis complements the quantitative analysis of barriers and obstacles to employment equity • Together, overall purpose is to inform and guide strategies & interventions to improve employment equity

3. Factors shaping the profile • Institutional Context • Merger & HR issues: restructuring, conditions of service, placements, VSP & ER, resignations • Higher Education Institution • Parallel academic & administrative occupational structure • South African Institution • Racially divided social structure & gendered division of labour reproduced within • ODL Institution • Temporary staff: tutors & admin • Huge support staff: Production, despatch, UCC, ICT • Impact of HIV/AIDS • Market Forces

4. Analysis • Under- and over-representation measured against: • External reference points: • National demographics: race and gender • Economically active population: race and gender • Internal reference points: • Total Staff • Permanent Staff • Academic staff • Profile vs staff mobility figures

5. Structure of the Profile • Overview of Unisa Staff Complement • Current Staff • Vacancies • Staff Profile by: • Race • Gender • Race & Gender • Disability • Personnel Categories • Post Grade • Age • Academic Staff Profile By • Rank • Highest Qualifications • Profile of reasons for leaving Unisa

6. Information • Sources • HEMIS information: 2004-7 • Stats SA • Views • Snapshot • Trends • Data integrity issues

7. Overview of Unisa Staff, 2007

8. Current Vacancies by Portfolio and College

9. Permanent and Temporary Staff by Race, 2007

10. Permanent and Temporary Staff by Gender, 2007

11. Proportion of Race/Gender Groups of Permanent and Temporary Staff, 2007

12. Permanent and Temporary Staff by Race & Gender, 2007

13. Permanent Disabled Staff by Race and Gender, 2007

14. Permanent Staff by Personnel Categories and Race, 2007

15. Total Staff by Personnel Categories and Gender, 2007

16. Post Grades by Race, 2007

17. Permanent Academic Staff by Rank and Race, 2007

18. Permanent Academic Staff by Rank and Gender, 2007

19. Selected Highest University-type Qualifications among Permanent Academic Staff by Race, 2007

20. Selected Highest University-type Qualifications among Permanent Academic Staff by Race, 2007

21. Total Staff by Age Groups, 2004 and 2007

22. Total Staff by Age Group and Race, 2007

23. White Staff by Personnel Categories & Age Groups, 2004 and 2007

24. Reasons for Staff Leaving Unisa, 2007

25. Conclusion • Findings suggest that effective employment equity planning should rest on the two key strategies: • 1. Recruitment • Several combined opportunities for improving EE profile:  • 1 453 vacancies • Potential retirees (esp white male) • Future vacancies: routine turnover of staff • Overall Target: African women • Detailed Targets: Specific areas of under-representation

26. Conclusion • 2.Retention, succession planning, mentoring, accelerated promotion, training and development: systematically and purposefully‘Growing our own timber’ • Retention: Range of measures incl differentiated COS (?) • Succession planning: essential to offset a sudden and damaging haemorrhage of institutional capacity • Mentoring: (draft proposals published last week) • Incentives & accountability (KPAs & performance) • Training and development: (especially young) staff from the designated groups • Overall Targets: African males & new recruits • Detailed Targets: Specific areas of under-representation

27. Thank you