Embracing our cultural diversities

Did you know that South Africa has 12 Public Holidays in a year? That would be one holiday a month if they were fairly distributed in the year. South Africa would be ranked in 12th place alongside Finland and Russia if we were also added to the statistics of countries with the most public holidays. I cannot believe Cambodia has 28 public holidays in a year, must be nice living there especially since they are even ranked the 59th safest country in the world. Anyways enough about Cambodia and their nice life problems. I am talking about public holidays because just last month we celebrated National Women’s Day and now this month we are celebrating Heritage Day.

We celebrate Heritage Day in South Africa every year on the 24th of September, as a reminder of the nation’s cultural diversity and gives us a chance to express our unity as a nation. Forgive my ignorance but I just recently found out why we celebrate Heritage Day and how it came about (my brain can only process so much information at a time, knowing why we have pubic holidays was never on my list of things to know). Now that I do know, I will share with you.

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The first Heritage Day was only instituted in 1995, this was after the first free election that spelt the end of apartheid and the beginning of a new, non-racially based democracy. However, what is more interesting about the roots of Heritage Day is that it precedes 1995. Before the 24th of September became a South African public holiday, it was just a Zulu holiday that was celebrated in KwaZulu-Natal only. This holiday was the remembrance to Shaka Zulu. When the bill was being passed in 1995 however, the Zulus were not happy that “Shaka Day” was not included. After long and tiring negotiations (I’m guessing), a compromise was reached where they would keep the date but broadened the meaning to include the celebration of not just the Zulus but all heritages of the South African people. And thus became the public holiday Heritage Day.

Do you know what else brings people together, other than democracy?

Research.

What makes research so beautiful is that it brings people from all over the world together for a common goal. This reminded me of Sesetu’s March blog post about “The beauty of diversity….perspective from an interdisciplinary study”. A great example of this would be the international collaborators that we have. For my Master’s research project, we collaborated with a research institute at the University of Madrid. I had the opportunity to visit their facilities to conduct experiments but the rest of the work was done via email. International collaborations are a norm when it comes to research. Having attended a few international conferences, I was astonished the first time that we could have people from all over the world in one room share research in the same field. I did not realize until then how research can bring people together from all over the world who all share the same common interest.

The cultural diversity that I see in just our department is remarkable. We have a good representation of the world in just one building amongst the lecturers, post-doctoral and postgraduate students. With the majority of my colleagues being of African descent; we have students from Egypt, Morocco, Zimbabwe, Lesotho, Kenya, Nigeria and the Democratic Republic of Congo (if you are from the Physics department and are reading this, I am sorry if I didn’t mention your country). I have learnt so much from every single one of them, from their cultures to their traditions and just about them in general.

In June 2017, I was part of the South Africa- Joint Institute for Nuclear Research (SA-JINR) student practice. The student practice involved taking a group of students from different Universities to a two weeks program at the Joint Institute for Nuclear Research in Dubna, Russia. The aim of the program is to expose postgraduate students to the facilities, gain experiences and hopefully form collaborations with researchers from the institute.  As part of the program, we celebrated International Day where all the participants had the opportunity to share their cultures starting from what we eat to how we dress and traditional dances. This was a great opportunity to learn about the different cultures in South Africa and from around the world.

So when we celebrate Heritage Day, we don’t just celebrate the South African cultural diversity but the cultural diversity of the world as a whole because these are the people we spend most of our time with on a daily basis. Science has brought me together with a diverse group of people I would have taken a lifetime to get to know and I embrace each and every single one of them.

Women’s role in decision-making: Lessons from Captain Marvel

Superhero movies attract increasing attention from viewers of all ages. Recent ones such as Black Panther triggered discussions on current societal challenges. The most recent example is that of Captain Marvel – the first movie of the Avengers series with a female protagonist. Although the female heroes are not entirely missing from other movies of the series, here, the movie’s focal character is Captain Marvel and how she discovers her power, her role in the war, and her new-found responsibility to save the world (as with any other superhero of course).

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But how are we doing in the real world when it comes to real-life Captain Marvels?

In the movie, Captain Marvel is abducted after an accident. Her unique powers were hidden from her and trapped to be used only for the benefit of her captors. The real-life Captain Marvels seem to be underutilized globally, firstly within the labour force, but even more so, as leaders in strategic positions; their true potential is locked too. A study published in 2018 by Catalyst looked at women in the C-suite (executive positions CEO, CFO, COO, etc.) in Standard and Poor 500 companies. It paints a dismal picture for Captain Marvels, or in other words female game-changers, globally. Women in these companies are just 5% of Fortune 500 CEOs; not only an extremely low share but a decrease from 2017. Women hold only 10% of top management positions in 1500 S&P companies, and 19% of overall board seats. The potential of women is locked behind historical norms, perceptions and background.

Unleashing the power of the real-life Captain Marvels can provide new sources of powers and strengths in the global fight against the world’s problems. Unique and innovative solutions in these problems require multiple perspectives in decision making which can be sourced, among others, from gender inclusivity. An example of this is provided by Prof Catherine Mitchell from the University of Exeter, who discusses how low gender diversity in the past has made the energy industry less open to new ideas, and maybe even more reluctant move to lower-carbon energy systems, and even slowing down the energy transition. Captain Marvel is rebuked by her trainers and fellow soldiers for allowing her emotions to guide her decision-making process. She only realises her full potential when she understands that her approach to leadership is not wrong, it is just different.

Does this mean that the real-life Captain Marvels have to fight against everyone they meet? In the last battle, Yon-Rogg tempts her to fight against him but she refuses. Captain Marvel argues that she has nothing to prove to anyone. That is a message to real-life Captain Marvels, that even though the current leaders will prompt you to fight and lose your energy, you should be assertive about contribution and loyalty to the common goal of moving towards a better future – it is not about who is going to achieve it.

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Captain Marvel teaches us the value of a good team – a key concept in leadership. Are Captain Marvels completely independent? What assistance do real Captain Marvels have or what are the potential catalysts for change? One of the greatest challenges of the society is how to reach, inspire and prepare young, future Captain Marvels.

This can be done by promoting strong role models through mentoring and by speaking to something very important for young female professionals – their pride. We do not want to be chosen because we are women ONLY, but we do not want to be rejected because of that either. Initiatives, such as Future Africa, and the Africa Science Leadership Programme, that promote a polyphony in decision-making, nurtures a variety of approaches in leadership, and that enable gender inclusivity are necessary for future change.

And as Captain Marvel promises at the end of the movie, women in decision-making, have the potential to make a difference towards a sustainable future for the planet.