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Tokenised celebrations of black womanist leaders negate their success

17 November 2020 | Story Nombulelo Shange | Photo Pixabay

tokenised_web read more — Two black women made history recently, but while celebrating these women, we have done a disservice to them. Maybe without intending to we have tokenised them, focusing more on the fact that they are black women, instead of on their remarkable career achievements and victories.

History has been made globally and here at home. In the US, Kamala Harris became the first black woman to become vice president, while locally we celebrate the appointment of Prof Puleng LenkaBula’s appointment as the first black female Vice-Chancellor of the largest university in Africa, the University of South Africa (Unisa). When both announcements were made, I was personally filled with hope and joy that transformation is possible and we are all living witnesses to it. But while celebrating these women in the media, in our communities, within academia and social media, we have done a disservice to them. Maybe without intending to we have tokenised them, focusing more on the fact that they are black women, instead of on their remarkable career achievements and victories that have built them up to the powerful roles they hold today.

Representation is important for young black girls

Listen, I am not saying we must not celebrate when black women make it into leadership positions. They have to be celebrated because representation is so important for young black girls who are often told by the world that they are not important or will never amount to anything great. We have to celebrate them as black women because they often have to work 10 times harder to get half the recognition. And this is the point that I am making. These women and many others before them who were/are “firsts” in their fields have worked much harder than male or white predecessors. They have had to work harder while also fighting the patriarchal whiteness woven into our systems and workplaces.

The systems constantly find new and creative ways to negate black womanist labour and achievements, while trying to keep black women at the same level. Many of us in these situations feel powerless and give up and become content with “just getting by”. Or we end up skipping from job to job, often to find the new environment is more toxic than the last. So when black women are successful in battling these aggressions while making remarkable strides in their careers we have a responsibility to celebrate their accomplishments and list their endless achievements in the same way we do for men. This is also important because often when women and people of colour occupy positions of power, there is often the assumption that they are purely “transformation” or “BBBEE” hires and are/were not the most suitable candidate for the position.

Celebrate her work and scholarly contribution

So I want to take this opportunity to move beyond celebrating Prof Puleng, the black woman, I want to celebrate her work and scholarly contribution. I have followed and admired her work, especially her scholarly contribution and leadership style. In her role as Deputy Vice-Chancellor responsible for Institutional Change, Student Affairs, and engaged scholarship at the University of the Free State (UFS), she has demonstrated the kind of leadership that encourages critical dialogue. She fights for the empowerment of all, while pushing the door open for others who are marginalised by violent epistemology that often limits the involvement of black people, women, LGBT+ and disabled groups and individuals in higher education.

Prof Puleng encourages young people to transform the spaces they find themselves in, while advancing themselves in their work and intellectual engagement. There are many instances where she has done this for junior colleagues and even students, but one example that comes to mind is the August 2019 Universities in Dialogues engagement. The dialogue was hosted at the University of Pretoria, with the UFS, University of Cape Town and the University of Witwatersrand Skyping the debate and making contributions on the motion; “South Africa requires a feminist government to advance gender equity and equality across all sectors of society.” What really showed me she is a leader who not only cares for the discourse, but for people, was her insistence that we still work together beyond the engagement. As busy as she was, she pushed us to continue the discussion, meeting in her offices to write reflections on the process and share with them with stakeholders we identified as important within UFS and externally. We had long debates amongst ourselves long after the dialogue, where she motivated us to make sense of this topic and how it links to our lived experiences, using the existing contributions by feminist scholars like Bell Hooks, Amina Mama, Audre Lorde, Mercy Oduyoye, and many others to help us analyse and build on our own theorising.

When it comes to her own strong scholarly contributions, she is too shy to recommend her own work as an important resource to draw from when we navigate systems. But within her scholarly contributions, she disrupts the status quo in similar ways to how she has created disruption by becoming Unisa’s first black female vice-chancellor. Her contributions are disruptive because she intentionally cites black theorists and writers, not just because they are black, but because their contributions are the most important for the African context. She did this knowing that it could potentially have a negative impact on her career, as the academy will always question; “where are the founding fathers?” when scholarly work does not represent the works of white men writing centuries ago about their European contexts. Instead of trying to squeeze African experiences and challenges into western boxes, she draws from far more capable African scholars.

Black women fought to get in

She also disrupts predetermined academic categorisations that confine scholars to their respective disciplines. She realises that life does not exist in the predetermined vacuum that academia creates. Life has complex intersecting systems that influence each other and people. This is how society should be researched and analysed, with the intersecting complexities in mind. This is reflected in many of her contributions. One example is “Beyond Anthropocentricity – Botho/Ubuntu and the Quest for Economic and Ecological Justice in Africa”. This paper cuts across multiple disciplines, including ecological justice, the economy and the African humanist philosophy of botho.

Globally she has also made her mark. She has worked as a visiting Professor at the University of Toronto and Emmanuel College. She has also acted as a consultant for global movements such as the World Communion of Reformed churches, the World Council of Churches and the Council for World Mission, which are at the forefront of progressive thinking about ecological, economic and gender issues.

This piece could easily turn into a thesis if I had to list and discuss all of Prof Puleng’s accomplishments. So, as we celebrate Prof Puleng the black woman, let us also remember to celebrate her journey, battles, victories and even losses. Let us also do this for other black women who will break the glass ceiling to transform places which will also want to be celebrated for finally allowing black women in, when the truth is that black women fought to get in and their institutional efforts are long overdue.

Opinion article by Nombulelo Shange, Lecturer in the Department of Sociology, University of the Free State

News Archive

Questions about racial integration in residences answered

2007-07-31

Answers to frequently asked questions about the racial integration of student residences at the UFS

1. Why does the UFS want to change the current situation in the student residences?

There are many reasons why a new approach to placement in the student residences is necessary. However, the main reason is of an educational nature. As a university, the UFS should create an environment in its residences where students can learn to appreciate and respect the rich diversity that is on offer at the university. A university accommodates students from many different backgrounds in terms of race, language, religion, economic status, culture and other aspects. If a student can learn to appreciate the value in this rich diversity at university, he or she will also be able to appreciate the value of this diversity in the workplace and broader society.

The current situation of predominantly white and predominantly black residences has not been able to cultivate such an appreciation for diversity and respect for one another as human beings, and will not equip students with the knowledge and skills required to manage diversity.

Besides this, there are many other areas of life in the residences that need attention. For one, we need to urgently establish a human rights culture in the residences so that the rights of all students can be respected. We need to address the abuse of alcohol, provide disabled students with their rightful place, and last but not least, really entrench a culture of learning in student residences.

Let us make the residences places we can be proud of – places of learning, of diversity, of respect; places of growth and development. This is the ideal we should all strive to achieve.

2. Why does the management want to force us to integrate?

It is a false argument to debate the issue in terms of “force”. Any decision by a University, or any other organisation, regarding matters of policy, rules and regulations implies a restriction on the choice of an individual and an obligation to comply. What we should focus on is whether this decision of the Council is in the best interests of our students.

The management of the university believes that it has a responsibility to give students the best education possible, not only in terms of what you learn in the lecture rooms, but especially in the residences as well. The residences can be very powerful places of learning about matters of great importance, both academic and non-academic.

The parallel-medium language policy separates students into largely white/Afrikaans and black/English classes. Efforts are being made to bridge this divide in the classroom, but we can also try to eliminate it in the residences.

The university is committed to building a new culture for the entire institution that is based on values and principles – such as an academic culture, non-racialism, respect for human rights and diversity – among staff and students.

In the context of student residences, the application of these values and principles still allows substantial room for the voluntary exercising of choice by individuals as well as by Residence Committees, notably with regard to the placement of students (they can still place 50 percent of first-year students), as well as the determination of the future character and traditions of a diverse residence.

Furthermore, students can still choose their residences (subject to availability of places), can choose a roommate, and so forth.

3. What about freedom of association?

The rights we enjoy in a democracy must be balanced against other rights, as well as the laws of the country. This means that the right to freedom of association must be balanced against laws that make it illegal to discriminate against other people on the basis of race, language or religion, for instance.

Freedom of association pertains to the right of individuals to form voluntary organisations such as clubs or private boarding houses, or their right to join or not join existing organisations. You exercise that right when you decide to become a student of the UFS, and again when you choose to live in one of its residences.

However, once you have decided to join an organisation voluntarily, you cannot subsequently demand that that organisation should provide a “club” or residence to your liking where, for instance, you only associate with your choice of co-members. You must accept the policies of that organisation.

In any case, how would that right of yours be balanced against the right of another individual who wishes to associate with a different set of co-members? (For instance – what about the freedom of a student to associate with students NOT from his own background, but indeed from another language, cultural, racial or economic background?)

The constitutional right to freedom of association can, in any case, not be used to exclude or discriminate on the basis of race or religion (Section 18 of the Bill of Rights).

Besides, the new policy guidelines will still make provision for freedom of association. This right can be exercised freely within a diverse residence with regard to friendships, joint academic work, socialising, sport, etc.

4. Will residences not lose their traditions?

The University appreciates that there are many valuable elements of tradition in residences. However, we must bear in mind that the traditions and character of student residences have evolved and changed over time, and they will continue to evolve and to change. In addition, we do not need to accept all aspects of residence life purely on the basis of tradition, including the unacceptably high level of alcohol abuse and unsavoury, humiliating and discriminatory orientation practices. The new approach to integrated residences provides the opportunity to retain the positive aspects of the current traditions and character, but also to develop new traditions and give residences a new character.

We can now establish a tradition and a character for each residence that are reconcilable with the values of the University as a place of scholarship and are aligned with the human rights approach of our country’s Constitution, the laws of our country and the strengths and diversity of the students in a particular residence.

5. Have students been involved in this process? Is there a role for them to play after the decision has been taken by the Council of the UFS?

In the first semester of 2007, during two rounds of consultations, the primes, SRC and student organisations were consulted about the proposed new placement policy to increase diversity in residences. Some residences also made written submissions on the matter (such as Madelief, Soetdoring, Wag-'n-bietjie, Vergeet-my-nie, Emily Hobhouse). Other residences requested and were granted more time, but did not make any submissions in the end (such as Reitz and Armentum).

Management also had several meetings with the above-mentioned structures to hear first-hand from students their concerns and solutions regarding possible challenges presented by integration in residences.

During these interactions, several excellent ideas and proposals were put forward by students. These views had a definite impact on the eventual proposal that was taken to the University Council, in particular regarding the minimum level of diversity (30%) in junior residences and the fact that residences still want to have a say in the placement of students, rather than the placement decision being left in the hands of Management alone (hence the 50% placement portion of residences). Management values the effort that was put into the process by the primes and residence committees, and thanks them for their contributions.

However, it should be stressed that consultation should not be understood as a process of negotiation, nor does it imply that consensus must be reached. What it means is that Management must take a considered decision after hearing the views of stakeholders.

Management would like students to continue to provide input and ideas regarding the implementation details of the policy guidelines. Task teams have been established and students will be informed about how they can interact with the task teams on an ongoing basis.

6. But integration in the residences was tried in the past (in the late 1990s), and then it failed. Why will it work now?

Yes, the University of the Free State did integrate its residences as far back as 1993, and for a few years it worked. The UFS did it at that time and is now doing so again, because it is the right thing to do. Yet it is important to understand why the previous attempt at racial integration in residences was not successful.

Firstly, both black and white students were much polarised because of the apartheid past. Secondly, there was insufficient management support for students in the residences, the student leaders generally as well as residence heads, in terms of dealing with diversity and related issues. Thirdly, the institutional culture of the UFS and the residences in particular was not addressed as part of broader transformation and integration in residences, whereas it is now being addressed.

In addition, the current decision to integrate residences has the benefit of being implemented after several more years of integration in schooling, sport, workplaces and other aspects of life.

This decision is also based on Management’s commitment to give all the possible support it can to this process.

This is a very important initiative that the UFS is undertaking. Management, in co-operation with students, must ensure that it succeeds. Integrated residences that produce high-quality graduates equipped to deal with the challenges of the workplace and our society is a worthwhile ideal we should all strive to achieve.

If you would like to make a proposal regarding the implementation and practical aspects of the new policy, please send it to the following email address: rector@ufs.ac.za

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