Page 39 - SAMRC Annual Performance Plan 2026-27

Table 8: Senior Management Demographics

Male 1 2.04%
2022 3 6.12%
Female 2 4.08%
African
Male 4 6.67%
2025 14 23.33%
Female 10 16.67%
Male 4 8.16%
2022 8 16.33%
Female 4 8.16%
Indian
Male 2 3.33%
2025 7 11.67%
Female 5 8.33%
Male 4 8.16%
2022 10 20.41%
Female 6 12.24%
Coloured
Male 7 11.67%
2025 16 26.67%
Female 9 15.00%

Male 11 22.45%
2022 22 44.90%
Female 11 22.45%
White
Male 5 8.33%
2025 15 25.00%
Female 10 16.67%
Male 4 8.16%
2022 6 11.54%
Female 2 4.08%
Foreign
National
Male 4 6.67%
2025 8 13.33%
Female 4 6.67%
The table above excludes Top Management

9.3.6 Transformation workforce. Similarly, there has been a marked rise
The SAMRC’s ongoing pursuit of organisational in the number of Black and Black African recipients
transformation, scientific advancement, and of scholarships, research grants, and Extramural
leadership development remains central to Research Unit designations.
our strategic vision. A decade-long review of The SAMRC’s transformation plan encompasses
SAMRC's transformation efforts underscores key pillars such as employment equity, personal
significant demographic shifts toward equity across and interpersonal development, professional
various intramural and extramural dimensions. training programmes, Broad-Based Black Economic
Notably, there has been a substantial increase Empowerment, and interinstitutional collaboration.
in the representation of Black and Black African We are confident these pillars will fortify SAMRC's
individuals within the SAMRC Board, the Executive resilience amid the prevailing uncertainties,
Management Committee, and throughout our ultimately benefiting all stakeholders.

SAMRC ANNUAL PERFORMANCE PLAN 2026/27 37