From teaching psychology in conqueror South Africa to teaching African swa moya in the psychology curriculum: critical reflections and experiences in a Masters Clinical Psychology programme

2020 ◽  
pp. 008124632095430
Author(s):  
Lesiba Baloyi

The democratic transition in conqueror South Africa in 1994 from the colonial and apartheid education system to the current epoch did not transform and address the epistemological and ethical injustices embedded in the psychology curriculum. This is despite the Constitutional provision for the exercise and enjoyment of cultural rights by the multiple ethnic groups existing in the country. Despite the fact that most departments of psychology in conqueror South African are led by Blacks and the staff and students composed mainly of Black African bodies, the philosophies, methodologies, and theories which are taught in the psychology curriculum still reflect the dominance of the conqueror’s epistemological paradigm manifesting in the exclusion of African swa moya (life discerning power of the soul). From the viewpoint of the conquered, the epistemological and ethical justification on which African experiences are excluded from the psychology curriculum are questionable. In order to fully gain legitimacy, relevance, and reflect the multiplicity of the realities of the current student population, and to serve the local communities, psychology in Africa in general and conqueror South Africa in particular must be premised on swa moya curriculum. Swa moya (life discerning power of the soul) is the resolute reaffirmation of African humanness. It also recognises the humanisation of the colonial conqueror and its posterity. In this article, I present the epistemological and ethical basis for an authentic African swa moya, as well as the development and practical implementation of swa moya curriculum in the Master of Science in Clinical Psychology training programme that is currently being taught at Sefako Makgatho Health Sciences University.

2003 ◽  
Vol 33 (1) ◽  
pp. 52-60 ◽  
Author(s):  
Anthony L. Pillay ◽  
Anne L. Kramers

The current study investigated race, gender and the “brain drain” in the Midlands Hospital (Pietermaritzburg) intern clinical psychology training programme. During the 20-year period between 1981 and 2000 a total of 128 interns were accepted into the programme. Almost three-quarters of the interns were White, and the majority of the sample was unskilled in the predominant language spoken in the region. Approximately 60% of the interns trained were female. No significant increase in the intake of Black interns was observed during the post-apartheid period (i.e.1994 to 2000). However, a significant increase in female interns was noted during that period. At the time of writing this article, almost one-quarter of the interns were working outside South Africa, the majority in Europe. Considering the findings, it is imperative that the profession re-examines its goals in post-apartheid South Africa, and makes concerted efforts to develop the mechanism to attain these. In addition, the profession and government need to take very seriously the “brain drain” problem and jointly develop acceptable ways of alleviating it.


2009 ◽  
Vol 105 (3) ◽  
pp. 697-700 ◽  
Author(s):  
Anthony L. Pillay

An analysis of race and sex of clinical psychology interns was undertaken at a major training hospital complex during the Apartheid and Postapartheid periods. 7 of 87 (8.1%) interns trained in the apartheid period were Black African. Significantly more Black Africans and women were trained during the Post-apartheid period. The results were discussed within the context of South Africa's social and political transition, as well as international trends relating to sex and professional psychology.


2020 ◽  
Vol 17 (3) ◽  
pp. 433-444
Author(s):  
Amanuel Isak Tewolde

Many scholars and South African politicians characterize the widespread anti-foreigner sentiment and violence in South Africa as dislike against migrants and refugees of African origin which they named ‘Afro-phobia’. Drawing on online newspaper reports and academic sources, this paper rejects the Afro-phobia thesis and argues that other non-African migrants such as Asians (Pakistanis, Indians, Bangladeshis and Chinese) are also on the receiving end of xenophobia in post-apartheid South Africa. I contend that any ‘outsider’ (White, Asian or Black African) who lives and trades in South African townships and informal settlements is scapegoated and attacked. I term this phenomenon ‘colour-blind xenophobia’. By proposing this analytical framework and integrating two theoretical perspectives — proximity-based ‘Realistic Conflict Theory (RCT)’ and Neocosmos’ exclusivist citizenship model — I contend that xenophobia in South Africa targets those who are in close proximity to disadvantaged Black South Africans and who are deemed outsiders (e.g., Asian, African even White residents and traders) and reject arguments that describe xenophobia in South Africa as targeting Black African refugees and migrants.


Author(s):  
Wilbur Kraak ◽  
Hanno van Vuuren ◽  
Karen Welman

Concussions are an inherent part of rugby; however, subsequent concussions can be decreased by following the appropriate post-concussion return-to-play (RTP) protocols. The aim of this study was to compare stakeholders’ perceptions regarding their roles and responsibilities in terms of the implementation of post-concussion RTP in community club rugby in the Western Cape, South Africa. The results of a post-concussion RTP implementation questionnaire revealed limited knowledge of the recommended 6-stage BokSmart™ RTP protocol among players. Although not essential that players have knowledge of this protocol, this can be indicative of coaches’ disregard of the importance of communicating concussion knowledge. Coaches were identified as having a major role to play in post-concussion RTP, being responsible for monitoring matches and training sessions for concussion. They were also considered the most knowledgeable stakeholders on post-concussion return-to-play guidelines. Yet, coaches and administrative staff demonstrated a relatively low ability to advise on when to safely return to play. Only two thirds of coaches and a third of administrative staff were found to implement the recommended protocol, while less than half of medical staff and only a third of coaches demonstrated the ability to implement the protocol correctly, revealing inadequate knowledge. Hence, the study underscored the significance of education focusing on the practical implementation of post-concussion RTP protocols within community club rugby.


Author(s):  
Motlhatlego Dennis Matotoka ◽  
Kolawole Olusola Odeku

Black African women in South Africa are poorly represented at managerial levels in the South African private sector since the advent of democracy. Their exclusion at these occupational levels persists despite the Employment Equity Act 55 of 1998 (EEA) requiring that the private sector must ensure that all occupational levels are equitably represented and reflects the demographics of South Africa. The South African private sector demonstrates its lack of commitment to proliferating black African women into managerial positions by deliberately engaging in race-based recruitment and failing to develop and promote suitably qualified women into managerial positions. As such, the private sector is failing to create upward mobility for black African women to break the glass ceiling. The EEA requires the private sector to apply affirmative action measures in order to achieve equity in the workplace. It is submitted that since 1998, the private sector has been provided with an opportunity to set it own targets in order to achieve equity. However, 22 years later, black African women are still excluded in key managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets.This approach has failed to increase the representation of black women in managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets. Whilst this approach seeks to afford the private sector importunity to set its own target, this approach has failed to increase the representation of black women in managerial positions. Employing black African women in managerial levels enhances their skills and increases their prospects to promotions and assuming further leadership roles in the private sector. This paper seeks to show that the progression of black African women requires South Africa to adopt a quota system without flexibility that will result in the private sector being compelled to appoint suitably qualified black African women in managerial levels.


2015 ◽  
Vol 64 (1) ◽  
pp. 170-176 ◽  
Author(s):  
E. Patricia Owen ◽  
Reinhard Würzner ◽  
Felicity Leisegang ◽  
Pierre Rizkallah ◽  
Andrew Whitelaw ◽  
...  

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