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Transformation, Monitoring and Evaluation

  • The University ensures that any employee who makes a disclosure in terms of this policy will not suffer any occupational detriment. However, an employee who does not act in good faith or makes an allegation without having reasonable grounds for believing it to be substantially true, or makes it for purposes of personal gain, or makes it maliciously or vexatiously may be subject to disciplinary proceedings.
  • The University ensures that any student who makes a disclosure in terms of this policy will not suffer any detriment. However, a student who does not act in good faith or makes an allegation without having reasonable grounds for believing it to be substantially true, or makes it for purposes of personal gain, or makes it maliciously or vexatiously may be subject to disciplinary proceedings.
  • If a student perceives that he / she has been affected by racism and/or unfairly discriminated against, he/she must follow the recourse that is available to students for lodging a complaint with the office of the Director – Organizational Transformation and Equity (D-OT&E), via the Student Representative Council [SRC], who will submit the complaint to an external independent jurist, as appointed by the Vice-Chancellor.
  • If an employee perceives that he / she has been affected by racism and/or unfairly discriminated against, he / she may follow the grievance procedure (as per the Grievance policy) or alternatively submit a formal complaint, via the office of the D-OT&E, who will submit the complaint to an external independent jurist, as appointed by the Vice-Chancellor.
  • If any other third party, other than the abovementioned, should perceive himself /herself to be unfairly discriminated against, he / she may lodge a complaint directly with the office of the Department of Organisational Transformation & Equity, after which the complaint will be processed as per the procedure stipulated in section 8 below.