HSRC Integrated Annual Report 2018/2019

Indicator ref. No. Performance indicator description Contribution to the national priority/entity mandate Cumulative target (for the year) Cumulative output (for the year) Variance <over/ (under)> Challenges/comments Response to challenges/ remedial action 5 T– Institutional transformation For all of the indicators related to strategic outcome oriented goal “T”, contributions are made towards addressing: NDP priorities: 13 HSRC Act: Section 3(d) Objective 5A: Ensuring ongoing transformation at the level of senior researchers 5.1 Percentage South African senior researchers who are African 1 (Programme 2: RDI) NDP priorities: 13 HSRC Act: Section 3(d) 56% 37.65% (32/85) (18.35%) This is a very challenging target. An improvement in relation to Q1 was evident. The pool of senior researchers who are African is very small and universities and other research institutions are competing for it. The HSRC remains committed to ensure representivity throughout the organisation, and will continue to single out the group of senior researchers by setting high targets for African (not only black) representation. In the recruitment process, the appointment of African researchers at senior levels is prioritised. Retention, accompanied by internal promotion, of senior African staff is also a priority. Remark: The percentage of senior researchers from designated groups who are black, in accordance with EE legislation, was 42.24% at 31 March 2019. 5.2 Percentage senior researchers who are female (Programme 2: RDI) NDP priorities: 13 HSRC Act: Section 3(d) 50% 43.53% (37/85) (6.47%) This is a very challenging target. The small reduction in percentage, compared with Q3 is because only one additional appointment (African male) had been made – there was no change in the actual number of female senior researchers. The pool of this resource is very small and universities and other research institutions are competing for it. The HSRC remains committed to ensure representivity throughout the organisation, and will continue to single out the group of senior researchers by setting high targets for female representation. In the recruitment process, the appointment of female researchers at senior levels is prioritised. Retention, accompanied by internal promotion, of senior female staff is also a priority. Remark: The percentage of senior researchers from designated groups who are female, in accordance with EE legislation, was 37.65% at 31 March 2019. 1 This target refers to the StatsSA classification of ‘African’ in terms of population group reporting, i.e. black persons of African origin. It is intended to redress past inequalities and associated backlogs in representivity and access, by promoting capacity building and career development of Black African South African researchers; it is not intended to perpetuate past divisions based on racial classifications. PART B: PERFORMANCE OVERVIEW 50 / HSRC INTEGRATED ANNUAL REPORT 2018/19