‘Did I say that?’ A follow-up study of the shifts in black and women staff experiences of institutional culture in the Health Sciences Faculty of the University of Cape Town

Ismail, Salma

doi:10.1080/02533950708628744

Cited by 4 publications

(7 citation statements)

References 3 publications

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“…Nonetheless, despite the room for selection and measurement error, the findings from this study appear consistent with results from other research in the faculty investigating questions of race, gender and transformation [ 30 , 51 , 59 ] and from feedback discussions with registrars following the study. The percentage of respondents reporting personal experiences of discrimination was similar to that found in the UCT climate surveys of staff across faculties [ 57 , 60 ].…”

Section: Discussionsupporting

confidence: 86%

A survey of trainee specialists experiences at the University of Cape Town (UCT): Impacts of race and gender

2009

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Background: Efforts to redress racial and gender inequalities in the training of medical specialists has been a central part of a dedicated programme in the Faculty of Health Sciences at the University of Cape Town (UCT). This study aimed to describe trends in race and gender profiles of postgraduate students in medical specialties (registrars) from 1999 to 2006 and to identify factors affecting recruitment and retention of black and female trainees.

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Section: Discussionsupporting

confidence: 86%

A survey of trainee specialists experiences at the University of Cape Town (UCT): Impacts of race and gender

2009

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“…Drawing on the above analysis it appears that there is evidence that institutions can change, and pertinent to this reflective article is whether the institution can sustain change given the competing demands of the neo-liberal market and transformation (Higgins 2007;Ismail 2007). The tension between structure and agency was most pronounced in the 2007 follow-up study, which reflected the competing policies which management had to balance and implement, such as co-governance and corporate styles of management, 'affirmative action policies and changing the institutional culture which can be readily undermined by the persistence of past prejudices' (Hall 2007, 3).…”

Section: Future Research: Empowerment and Advocacymentioning

confidence: 99%

“…This article focuses on three qualitative studies of transformation undertaken at a previously white South African university in 2000, 2002 and 2007 (Ismail 2000(Ismail , 2002(Ismail , 2007. The first study (2000) was a university-wide study exploring the university community's experiences of institutional culture, with specific focus groups chosen by gender and race.…”

Section: Introductionmentioning

confidence: 99%

“…The institutional culture is often described as chauvinistic, cold and competitive, and is often cited as a barrier to attracting and retaining black staff and students. Other factors which add to the complexity of the institutional culture are a great divide of rank between junior and senior academic staff, and between administrative and academic staff (Ismail 2007). Many black and female staff are employed at the lower ranks in both academic and administrative posts.…”

Section: Introductionmentioning

confidence: 99%

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Researching transformation at a South African university – ethical dilemmas in the politics of representation

Ismail

2011

Studies in Higher Education

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This article focuses on the complexity of researching institutional culture and the ethical dilemmas posed in representing staff according to race and gender, drawing on three qualitative studies undertaken at a previously white South African university between 2000 and 2007. During the research process, issues of representation became a concern both for participants and the researcher; specifically, some participants contested how they were categorised in interview transcripts and draft articles. Based on the empirical data of the three studies and using critical social theory and constructionist, feminist and post-colonial critiques, this article asks whether researchers can describe the lives of others without violating their reality, and argues for ethical representation that allows for advocacy and empowerment.

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“…Academics moving from such arenas bring with them experience, insights and commitment to train health professionals to be sensitive to health and human rights issues and to inspire students to work in the public and NGO sectors. In addition, incorporating findings from research investigating discrimination within the university into teaching programmes (Perez & London 2004;Ismail 2007;London et al 2009a) has played an important role in informing the university's own strategies for transformation as well as locating research directly in a rights context within the institution.…”

Section: Outreach and Advocacy In Health And Human Rightsmentioning

confidence: 99%

Health and Human Rights: New challenges for social responsiveness

2009

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South Africa’s struggle against apartheid discrimination, including struggles in the health sector, laid the basis for a vibrant engagement of staff and students in human rights research, teaching and outreach in the Health Sciences Faculty at the University of Cape Town (UCT). This article provides a brief overview of this background context, then shows how this engagement has continued with new challenges emerging in the post-apartheid democratic period. Teaching at undergraduate and postgraduate levels has been complemented by a programme of ‘Training the Trainers’ in health and human rights. The programme targets teachers of health professionals at institutions in South and Southern Africa, resulting in national adoption of human rights competencies as an essential component of health professionals’ skills base. Research has also extended lessons learnt from the apartheid period into work with vulnerable groups, such as rural farm workers and the deaf, and seeks to build the capacity of marginal populations to change the conditions of their vulnerability in order to realize their rights. Partnerships with civil society organisations have been a strong thread, creating new knowledge and new ways of joint work towards realizing the right to health, including advocacy engagement in civil society movements and regional networks. Further, a focus on health professionals’ practice, in terms of dealing with potential dual loyalty conflicts and their role as gatekeepers in the health services on matters of patients’ rights, has shaped the research agenda. This article illustrates how knowledge production for the public good extends beyond notions of enhancing economic productivity for national development and provides a base for transdisciplinary and transinstitutional engagement. Additionally, non-traditional forms of knowledge networking and transfer have also been explored, including engagement with policy-makers and health managers. Finally, it is shown how the portfolio of social responsiveness activities in the health and human rights envelope has offered significant and novel mutual benefits to the University and the community.

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‘Did I say that?’ A follow-up study of the shifts in black and women staff experiences of institutional culture in the Health Sciences Faculty of the University of Cape Town

Cited by 4 publications

References 3 publications

A survey of trainee specialists experiences at the University of Cape Town (UCT): Impacts of race and gender

A survey of trainee specialists experiences at the University of Cape Town (UCT): Impacts of race and gender

Researching transformation at a South African university – ethical dilemmas in the politics of representation

Health and Human Rights: New challenges for social responsiveness

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