Beside discovering something incredible waiting to be known, what else do Galileo, Sir Isaac Newton, Louis Pasteur, Marie Curie, Albert Einstein, Robert Gallo, Stephen Hawking and Roger Penrose have in common?
They all worked at universities and institutes, engaged in scholarly research. However, Africa’s system of research and innovation is not yet robust enough. Scholarly research is not as strong as in developed nations, and funding for academic research still limited. Yet, who understands the contexts and unique nature of issues shaping African challenges better than Africans themselves?
While SU has the highest research output per academic staff member in the country, one of the highest percentages of postgraduate students and South Africa’s second highest number of researchers rated by the National Research Foundation, its research-productive cohort of academic staff is predominantly white, male and rapidly nearing retirement.
In terms of staff success it is the University’s vision to build and strengthen research and scholarship. The aim is to rejuvenate and diversify the research corps by facilitating a significant increase in black, Coloured and Indian academic staff; increase the percentage of postgraduate students by 2,5% per year to a 60:40 ratio by 2015 and halve the average time taken to complete a postgraduate qualification; and establish a greater number of Endowed Chairs and revenue-funded Chairs in key departments to promote relevant and excellent research development.
Like students, academics require a vibrant, stable and supportive infrastructure in which they can pursue success. Collegial environments that mentor and support young scholars as they embark on their careers are vital to creating replenishing pools of talent in academic research. SU’s solutions stretch along the whole pipeline of potential talent, from the beginning of an academic career to the top-end of scholarship represented by Chairs.
This includes a Postgraduate Bursary Fund to support talented postgraduate students; a structured programme for Research Capacity Development and Mentoring via research skills training and formal mentorship programmes; a Legacy Project aimed at fundamental change to staff diversity by securing funding for senior faculty appointments; Endowed and Revenue-funded Chairs around research areas where SU is recognised as a leader in the field; and the Dean’s Discretionary Fund to support staff and student success by allocating resources according to evolving needs.