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06 September 2021 | Story Leonie Bolleurs | Photo Mpendulo Myeni
Lucien le Grange, architect and urbanist, delivered the 32nd Sophia Gray Lecture this year. The online event was hosted in the Oliewenhuis Art Museum, where an exhibition of his work was also on display.

The Department of Architecture at the University of the Free State (UFS) presented the 32nd Sophia Gray Memorial lecture at the Oliewenhuis Art Museum on 26 August 2021.

The speaker at this year’s event – presented online – was Lucien le Grange of Lucien le Grange Architects and Urban Planners. Some of his work includes the Nelson Mandela Gateway to Robben Island, the Prestwich Street Memorial, and the architecture and urbanism of District Six. 

Le Grange was part of the staff of the Cape Town School of Architecture from 1978 to 2011, where he taught Design and History and Theory of Architecture at undergraduate and postgraduate level. Most of his work was also conducted in the Western Cape.

Purposeful thinking and purposeful action

He believes a time such as this, marked by so many environmental and public health challenges, demands of us purposeful thinking and purposeful action. “The recent social disruption in our country specifically requires honest reflection of the kind of social system we seek to create for ourselves as a nation.”

“We are at a crossroads that gives us an opportunity to seriously and honestly confront our shortcomings as a society. We need to find ways to restore confidence in ourselves and to fashion a new national urban development strategy,” he continues.

Le Grange is of the opinion that the social unrest in July is important for architects and urban designers to reflect upon. He elaborates: “In different ways, the sight of unrest stretching from Phoenix to Soweto shows that the apartheid city format remains very much intact. There has in fact been very little reconstruction and development. Our cities remain unsustainable, inequitable, and inefficient. These spaces are still conglomerations where there is no choice, no sense of place, no sense of safety, and no sense of security.”

For him as an architect and urbanist, the images of freeway landscapes summarise much of the shortcomings of our South African cities. He feels that it demonstrates a dependency on the private motor vehicle at the expense of safe and secure public transport. “It illustrates an environment full of physical barriers, which segregates communities in the isolated, monofunctional informal settlements that populate our urban landscapes,” he says. 

Le Grange is convinced that this condition – all over our nation’s towns and cities – is an inditement against our dysfunctional state. “It is astounding that 27 years since the birth of our democracy, the apartheid city planning model still prevails,” he says. 

Projects contributing to the social fabric

Much of the work he displayed during the lecture was done in the first decade after 1994. He says in the early years of our new democracy, the aspirations and ambitions of the RDP somehow influenced how our social services programmes were conceived and how they were delivered. The projects were executed in a manner that allowed greater social interpretation in terms of its design and execution. Facilities were expected to serve a broader social role, and its construction very often incorporated training and employment opportunities. 

“It was an exciting time, although short-lived.”

He grouped his work into three overlapping areas of concern – architecture and the city, architecture and history, and architecture and community – which have informed the understanding of various contextual challenges and inspired his design ideas. 

“These areas have assisted us to develop strategies that assist city building, urban design, engagement with user communities, the making of buildings, and the treatment and use of building materials,” he says. 

Talking about architecture and the city, he discussed the urban design for the old Klipfontein Road Corridor. The project consists of an activity corridor along 35 km of landscape and is envisioned as a space that will allow for various development opportunities. The project also aims to break down the barriers that divide much of the urban landscape in Cape Town and to populate it with nodes, coinciding with activity areas such as a stadium, schools, or shopping malls.

Le Grange’s portfolio also includes projects that investigate a revitalisation of destroyed and forgotten sites or landscapes in District Six.

As an urbanist, he investigates how cityscapes should perform to retain integrity and a kind of density that allows mixed-use development. He points out some of the opportunities that come with dense urban living, offered by structures such as major routes, punctuated with urban landmarks and streets. Multi-purpose in their function, he believes streets are social spaces where children can play and where communities can gather during a carnival or a protest. “It is also a place of finer intimacies, from which to be seen and into which one can look onto,” he adds. 

“One must also remember the existence of natural features; in this case the presence of Table Mountain that is like a mantle wrapped around Cape Town,” says Le Grange.

The declaration of the Group Areas Act in 1966 meant the end of this vibrant and highly liveable quarter in the city, and was followed by a period of destruction, implemented between the mid-1970s through to the 1990s.

Le Grange says there was, however, not a full removal. Places of worship and the schools were still occupied. When requested to develop a first-phase housing development for people to return to this area, it was around these particular social spaces that he worked. 

The first nine houses built for this project were privately funded by the developers and were constructed without any approval from the authorities. The occupants of these houses were the first claimants to be moved back to District Six after being forcibly removed by the apartheid regime. 

The Klipfontein and District Six projects are but two on the list of projects in which Le Grange – who believes all of humanity has a right to a life of dignity – was involved to better the lives of communities around him. 

Other projects he touched on during his lecture include the Genadendal Heritage, Conservation, and Restoration project, the Ocean View Community Hall, and the Hanover Park Market. 

View the complete lecture and access the virtual exhibition here. A live exhibition is also on display in the Oliewenhuis Art Museum. 

News Archive

UFS agreement on staff salary adjustment of 7.5%
2011-11-10

 
At this year's salary negotiations were from the left, front: Mr Lourens Geyer, Director: Human Resources; Ms Ronel van der Walt, Manager: Labour Relations; Ms Tobeka Mehlomakulu, Vice Chairperson: NEHAWU; Prof. Johan Grobbelaar, convener of the salary negotiations; back: Mr Ruben Gouws, Vice Chairperson of UVPERSU, Ms Esta Knoetze, Vice Chairperson of UVPERSU, Mr David Mocwana, fultime shopsteward for NEHAWU; Mr Daniel Sepeame, Chairperson of NEHAWU, Prof. Nicky Morgan, Vice-Rector: Operations; Prof. Jonathan Jansen, Vice-Chancellor and Rector of the UFS; Ms Mamokete Ratsoane, Deputy Director: Human Resources and Ms Anita Lombard, Chief Executive Officer: UVPERSU.
Photo: Leonie Bolleurs


Salary adjustment of 7,5%

The University of the Free State’s (UFS) management and trade unions have agreed on a general salary adjustment of 7,5% for 2012.
 
The negotiating parties agreed that adjustments could vary proportionally from a minimum of 7,3% to a maximum of 8,5%, depending on the government subsidy and the model forecasts.
 
The service benefits of staff will be adjusted to 9,82% for 2012. This is according to the estimated government subsidy that will be received in 2012.
 

UVPERSU and NEHAWU sign
 
The agreement was signed (today) Tuesday 8 November 2011 by representatives of the university’s senior leadership and the trade unions UVPERSU and NEHAWU.
 

R2 500 bonus
 
An additional once-off, non-pensionable bonus of R2 500 will also be paid to staff with their December 2011 salary payment. The bonus will be paid to all staff members who were in the employment of the university on UFS conditions of service on 31 December 2011 and who assumed duties before 1 October 2011. The bonus is payable in recognition of the role played by staff during the year to promote the UFS as a university of excellence and as confirmation of the role and effectiveness of the remuneration model.
 
It is the intention to pass the maximum benefit possible on to staff without exceeding the limits of financial sustainability of the institution. For this reason, the negotiating parties reaffirmed their commitment to the Multiple-year, Income-related Remuneration Improvement Model used as a framework for negotiations. The model and its applications are unique and have as a point of departure that the UFS must be and remains financially sustainable. 
 
 
Capacity building and structural adjustments
 
Agreement was reached that 1,54% will be allocated for growth in capacity building to ensure that provision is made for the growth of the UFS over the last few years. A further 0,78% will be allocated to structural adjustments.
 
Agreement about additional matters such as funeral loans was also reached.
 
“The Mutual Forum is particularly pleased that a general salary adjustment of 7,5 % could be negotiated for 2012. Taken into account the world financial downturn, marked cuts in university subsidies and the growth of the university, this is a remarkable achievement,” says Prof. Johan Grobbelaar, Chairperson of the Mutual Negotiation Forum. 
 

Increase for Professors, Deputy and Assistant Directors
 
According to Prof. Grobbelaar the Mutual Forum is also pleased that Professors and Deputy and Assistant Directors will benefit from the structural adjustments. These increases will align the positions with the median of the higher education market. The 1,54% allocated for growth will ensure that appointments can be made where the needs are the highest. The special year-end bonus of R2 500 is an early Christmas gift and implies that the employees in lower salary categories receive an effective increase of almost 9,5 %.
 
“The UFS is in a unique position when it comes to salary negotiations, because the funding model developed more than a decade ago, has stood the test of time and ensured that the staff receive the maximum possible benefits. Of particular note is the fact that the two majority unions (UVPERSU and NEHAWU) work together. The mutual trust between the unions and management is an example of how large organisations can function to reach specific goals and staff harmony,” says Prof. Grobbelaar. 

The implementation date for the salary adjustment is 1 January 2012. The adjustment will be calculated on the total remuneration package.

 

 

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