Launch of a Practical Blueprint for Change

In a significant moment for South African higher education, Nelson Mandela University (NMU) recently hosted the launch of the book Higher Education Institutional Change: Perspectives from South Africa by Dr. Joseph Besigye Bazirake. Held at the NMU Science Centre, the event underscored the urgent need for actionable strategies amid ongoing debates about institutional reform. With outgoing Chancellor Dr. Geraldine Fraser-Moleketi delivering the keynote address, the gathering highlighted how universities can move beyond rhetoric to foster genuine transformation.

The book emerges at a pivotal time, as South African institutions grapple with legacies of apartheid, demands from student movements like #FeesMustFall, and post-COVID shifts. Dr. Bazirake emphasizes that true change requires synchronizing formal policies, campus culture, and personal commitments—a layered approach that NMU is embracing through its ongoing initiatives.

Understanding Transformation in South African Higher Education

Transformation in South African higher education refers to the comprehensive shift towards equity, inclusivity, and relevance post-1994, aiming to dismantle apartheid-era structures. Key aspects include demographic representivity in staff and leadership, decolonized curricula, accessible education for underrepresented groups, and culturally responsive governance. Despite progress, challenges persist: senior academic positions remain predominantly white male, throughput rates for black students lag, and funding shortages exacerbate inequalities.

At NMU, located in Gqeberha (formerly Port Elizabeth) in the Eastern Cape, these issues are acutely felt. Serving around 33,000 students, the university has diversified its student body, with black African, Coloured, and Indian students comprising over 70% in recent years. However, staff equity trails, with targets set for 2026 under the Institutional Employment Equity Plan. This context frames the new roadmap as a timely intervention.

NMU's Transformation Office: Driving Institutional Equity

The Transformation Office at Nelson Mandela University plays a central role in advancing diversity, equity, and inclusion (DEI). Led by Director Dr. Ruby-Ann Levendal, it oversees programs on social inclusion, equality promotion, and cultural change. Initiatives include workshops on toxic masculinity, 16 Days of Activism against gender-based violence, and fostering respectful learning environments.

Recent efforts focus on aligning with the university's Institutional Transformation Plan (2023-2027), which outlines goals like diversifying staff demographics to match national profiles—aiming for 80% black African representation overall by 2027. The office also supports the Chair for Critical Studies in Higher Education Transformation (CriSHET), which produced the launched book through years of research.

Through these structures, NMU positions itself as a leader in humanizing education and promoting social justice, core tenets of its ethos inspired by Nelson Mandela.

Vision 2030: NMU's Strategic Foundation Under Review

Nelson Mandela University's Vision 2030 serves as the long-term strategic roadmap, guiding contributions to society through student-centric education, impactful research, and transformative engagement. Adopted after extensive stakeholder consultations, it emphasizes an inclusive institutional culture, addressing global megatrends like digital disruption and inequality.

Currently undergoing a mid-term review (2021-2025), the process evaluates progress against key performance indicators (KPIs), celebrates successes, and identifies gaps for the 2026-2030 cycle. Stakeholders—including staff, students, alumni, local government, and NGOs—provide inputs via surveys, focus groups, and dialogues. This review ensures alignment with transformation goals, such as improving graduate employability and campus equity.

The roadmap from Dr. Bazirake's book complements Vision 2030 by offering practical tools for implementation, particularly in humanizing learning and leveraging active heritage.

Photo by Oscar Omondi on Unsplash

The Three Pillars of the New Transformation Roadmap

Dr. Bazirake's book proposes a pragmatic blueprint structured around three interconnected pillars:

• Formal Structures: Reforming governance, language policies, and mandates to embed equity institutionally. This involves updating employment equity reports and aligning with Department of Higher Education and Training (DHET) targets.
• Institutional Culture: Addressing unwritten rules, historical legacies, and daily interactions. NMU examples include curriculum decolonization and anti-bias training.
• Individual Agency: Building trust and buy-in among staff and students through leadership modeling and participatory change.

Integration of these pillars prevents siloed efforts, ensuring sustained progress. As Dr. Bazirake notes, "Universities do not change through policies alone or through protests alone. Real change happens when structures, cultures, and people shift together over time."

Insights from the Keynote and Collaborations

Dr. Geraldine Fraser-Moleketi, NMU Chancellor until April 1, 2026, praised the book in her keynote, drawing parallels with her collaborations with Dr. Bazirake on public administration and societal recovery. She highlighted how NMU's Vision 2030 embodies these principles, shifting from managerial models to people-centered approaches.

The event also reflected on #FeesMustFall and COVID-19, which exposed structural resistances but lacked implementation guides. Fraser-Moleketi stressed treating equity as a value, not compliance, urging universities to analyze racial and linguistic dynamics proactively. Read more on the NMU news site.

Progress and Challenges in Equity Profiles

NMU has made strides in equity. In 2023, employee demographics showed 77% black (African, Coloured, Indian) and 59% female. Student equity varies by faculty: 62% black in some, up to 77% in others. Dropout profiles indicate better retention among diverse groups, supported by NSFAS funding for 70% of applicants in 2026.

Challenges remain: high student-to-staff ratios in certain fields, slow senior academic diversification, and infrastructure gaps like housing (only 5,340 beds for 33,000 students). The Institutional Plan targets further diversification by 2027, with annual DHET reports tracking progress.

Programs like Thuthuka bursaries aid black female doctoral candidates, with 82% black and 73% women among grant holders.

Stakeholder Perspectives and Broader Impacts

Students, staff, and external partners view the roadmap positively. The Transformation Office's dialogues reveal enthusiasm for cultural shifts, while DHET oversight ensures compliance. In the Eastern Cape, NMU collaborates with TVET colleges and local metros on skills alignment.

Broader implications include enhanced graduate employability, reduced inequalities, and positioning SA universities as Global South leaders. For job seekers, this means more inclusive hiring; academics benefit from decolonized research environments.

• Benefits: Improved retention, innovation through diversity.
• Risks: Resistance if not participatory.
• Comparisons: NMU outperforms some peers in student equity but lags in professoriate.

Photo by Oscar Omondi on Unsplash

Future Outlook: Implementing the Roadmap

Looking ahead, NMU's 2026-2030 plans will integrate the roadmap, accelerating Vision 2030. Priorities include AI-driven career guidance, postgraduate reforms, and partnerships like with VLIR-UOS for sustainable livelihoods.

Actionable insights for leaders: Start with audits of culture, invest in agency-building workshops, and monitor via KPIs. For students and professionals, engage via career advice resources. This initiative signals NMU's resolve to lead transformation, fostering a just, innovative higher education landscape in South Africa.

As Dr. Bazirake concludes, "Institutional change is slow and sometimes frustrating, but ideas shape how societies imagine their futures." NMU is turning ideas into reality.