Policy for women applications and entry

The University of Johannesburg (UJ) is committed to promoting gender equality and ensuring equitable access and participation for women across all facets of university life. This commitment is articulated through comprehensive policies and strategic frameworks designed to support women’s applications, acceptance, entry, and ongoing involvement within the institution.

Non-Discriminatory Admissions Policy

Central to UJ’s approach is its Policy on Admission and Selections, which underscores the university’s dedication to fairness and inclusivity. This policy explicitly states that no prospective student shall face prejudicial treatment based on gender or other personal attributes:

“Within the confines of the specified admission procedures and selection criteria, the University is committed to ensuring that no potential student receives prejudicial treatment on the basis of race, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language or birth…” 

This clause ensures that women applicants are evaluated solely on their academic merits and potential, fostering an environment of equal opportunity.

Gender Equity Framework

To further entrench its commitment to gender equality, UJ has developed a comprehensive Gender Equity Framework. This framework serves as a strategic guide for implementing gender-focused initiatives across both academic and support divisions. Key objectives include:

• Promotion of Gender Initiatives: Implementing programmes that support gender equity, including those addressing the needs of LGBTQ+ communities and combating gender-based violence.
• Policy Development and Review: Translating gender equity legislation into actionable policies to ensure the university meets statutory requirements and fosters an inclusive environment.
• Monitoring and Evaluation: Assessing the impact of gender-related interventions to inform continuous improvement and ensure meaningful progress. 

Dedicated Gender Equity Unit

UJ has established a dedicated Gender Equity Unit within its Transformation Division. This unit is tasked with:

• Programme Design and Support: Creating and implementing initiatives that address gender disparities and provide support to those affected by gender-based issues.
• Case Management: Developing systems for reporting and managing incidents of discrimination, harassment, and gender-based violence, ensuring support for complainants and respondents.
• Research and Policy Implementation: Conducting research to inform best practices in gender equity and translating findings into effective policies and programmes. 

Supportive Policies for Women

In addition to the overarching frameworks, UJ has instituted specific policies to support women within the university community:

• Maternity and Paternity Leave: Providing fair and equitable leave policies that consider diverse family structures, including provisions for LGBTQ+ individuals, commissioning, and adoptive parents. 
• Non-Discrimination Policies: Firmly rejecting any form of unfair discrimination, whether direct or indirect, on grounds including gender, ensuring a respectful and equitable environment for all.

Through these comprehensive policies and dedicated structures, the University of Johannesburg actively promotes and facilitates the applications, acceptance, entry, and full participation of women in all aspects of university life, reflecting its unwavering commitment to gender equality and inclusivity.

Refer to page 11 (point 5.4) of the UJ Admission and Selections Policy for the University’s statement on non-discrimination in the admission procedures and selection criteria:

“Within the confines of the specified admission procedures and selection criteria, the University is committed to ensuring that no potential student receives prejudicial treatment on the basis of race, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language or birth, or is disadvantaged by requirements, the attitudes of peers and employees or behaviour that cannot be seen as reasonable and justifiable in an open and democratic society based on human dignity, equality and freedom.”

Refer to pages 4 and 6 of the UJ Teaching and Learning Policy:

Page 4 (point 5.3):

“Diversity: defined for the institution as including inter alia race, age, gender, religion, sexual orientation, culture, ethnicity, socio-economic status, geographic location, and nationality.”

Page 6 (point 7.1.3):

“Teaching and learning should be “fit for purpose”, that is, its underlying premise is be informed by the University’s commitment to “teaching the students we have”. This requires developing curricula and pedagogy which take into account prior learning, accommodates the full diversity of students’ social, economic, educational and cultural backgrounds.”