Abstract
Since the dawn of democracy, South Africa has experienced some reforms in higher education. The inclusion of Black women in university management positions has become a significant area of interest for researchers. Regardless of the number of Black women obtaining PhDs in post-apartheid South Africa, the representation of these women in management positions remains starkly low. This underrepresentation hinders their ability to ascend to higher university positions since it requires extensive teaching and research experience.
This research endeavours to examine the efforts that black women in university management make to advance transformation by promoting other black women in senior leadership positions. It uses Nirmal Puwar’s concept of "space invaders" to highlight how Black women who break the traditional mold of white male leadership, are perceived as intruders in their roles. I contend that this perception is a key factor contributing to their marginalization. Often, this discrimination presents itself through institutional cultures that make Black women feel as outsiders in these institutions. Issues such as being back reverted from decision making processes and given limited access to resources are typical cases. These also hinders women from engaging in the transformation discourse.
The study contributes to this specific body of knowledge by examining the extent through which Black women in university management roles influence transformation efforts. This study focuses on the ascendance of Black women and their roles in management positions at three universities in Gauteng: the University of Johannesburg, the University of Pretoria, and the University of South Africa. A total of 11 Black women were interviewed for the study.
A qualitative approach was employed, utilizing verbal analysis to explore how these women have influenced transformation within their institutions. Purposive sampling was used to specifically target Black women in management roles, such as heads of department (HODs), vice deans, and deans. Data was collected through semi-structured interviews, which were recorded and later transcribed for analysis. Interview questions included topics such as: "How have you contributed to the process of transformation?" and "What is your vision for transformation in your institution, particularly regarding inclusivity and diversity.