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Exposed: UB top academics bullying juniors

University of Botswana (UB) which is regarded as the best institution of higher learning in the country is engulfed with bullying and academic mobbing by top academics over junior staff members. 

According to one of the victims of bullying and academic mobbing at the institution, the experience is traumatizing and rife. In her research paper titled ‘Auto ethnography and cognitive adaptation: two powerful buffers against the negative consequences of workplace bullying and academic mobbing’ University of Botswana lecturer Dr. Mpho Pheko from the department of Psychology stated that managers and supervisors bully them.

The experience of working is not always pleasant and the research is an exploratory study which used auto ethnography to investigate experiences of academic bullying and mobbing, and relates the practices to power structures in academic institutions. Specifically, the author shares personal experiences and explores the physical and emotional pain of being bullied and mobbed.

“In chaotic organizations such as my employing organization (UB), where (even) protective policies are nonexistent, managers and supervisors seem to have legitimate power to bully others,” she stated in the research paper released this week.

“I wish to start by noting that the type of bullying and mobbing I incurred could be profiled as supervisory bullying or academic mobbing because all three of the primary perpetrators in my story had been the heads of the academic department at one point or another,” Pheko asserted. Furthermore, she said, all were still sitting on higher university committees where hiring, firing, promotion and compensation decisions were made.

She continued in her ordeal that she was also aware, as it was public knowledge in the university (UB) that the head of the institution was in a relationship with one of the perpetrators in her department. “This relationship complicated the situation even further because my attempts to report the matter to the university higher offices and committees were met with contempt, which ultimately forced me to seek justice through the Botswana courts of law—a decision that almost bankrupted me emotionally, financially and physically.”

Dr. Pheko said the head of the institution was later forced to resign from his position because of different allegations of maladministration. She narrated in the academic paper that her experience of being bullied began earlier than 2013. “At that time, I had worked for the university for several years, completed my doctoral degree and had a few publications under my belt.

Prior to this period I had never been verbally or formally warned for any form of indiscipline. My official performance records also showed that I was a diligent worker and a high performer, by all standards used,” the UB lecturer said. For many academics, and different academic institutions, quantity and quality of publications have been identified as the single most important criterion for tenure decisions, and the same applied to UB, she explained in the study.

With this understanding, she observed that a year before the bullying and mobbing practices intensified, “six of my colleagues and I, who had noticed practices of unfairness in the department, decided to form a group to facilitate research and publication collaboratively. In 2013, looking purely at the standards and the university’s criteria for the appointment, promotion and review of academic staff at the university; a number of us qualified for promotion.”

Therefore, sometime in 2013, she said a colleague and herself submitted applications for promotion from the position of lecturer to senior lecturer. The UB lecturer emphasised that, having noted their efforts, the three senior staff members teamed together in a mob-like fashion and forged a plan to exclude, punish and humiliate the seven of them.

“We later learnt, through a secret report, that the three perpetrators had carefully designed and launched a plan to ruin our reputations and dismiss us from work, by manufacturing stories and relaying them to the higher offices of the institution.” Fortunately or unfortunately, she highlighted that most of the other victims were on contract; therefore, it was easy for their contracts to be terminated. Unfortunately or fortunately for her, she pointed out “I had been hired as a permanent and pensionable staff member; therefore, the mob could not easily dispose of me. To fire me, they needed to be more creative.”

Dr. Pheko continued: “because of this employment status, the three senior staff members carefully crafted well-planned propaganda which entailed writing secret reports and letters which contained fictitious incidents, incorrect statements, subjective evaluations, doctoring of minutes, professional character assassination and libellous insinuations, and presented them to the highest offices in the institution. Most of these letters were written and submitted in secret, and my supervisors falsely claimed that they had copied me in to the letters and other official documents.”

According to Pheko in the department of Psychology, she only received most of the documentation when the university was forced to produce them by the courts of law. She said “I noticed then that most of the reports had been collectively and carefully handpicked, nit-picked and selectively assembled to devalue my contribution to scholarship as well as to discredit me personally, all done with the intention of raising doubts among the promoting bodies regarding both my credibility and my abilities as a scholar.”

Another painful and humiliating incident she said entailed her head of department coming into one of her classes to inform her—in front of students—that she was getting kicked out of the class. The Psychologist also noted that the UB management perpetrators were the only psychologists sitting on the university committee responsible for promotion. Therefore, all the other committee members (who were non-psychologists) relied on their expertise when promotion and remuneration decisions were made, she highlighted.

As the case progressed, she implied that the head of the institution used his power and authority to dissolve the sitting disciplinary committee, which had been generally fair towards the matter, and handpicked personal friends and associates to sit on a new committee that he formed.

“Colleagues alerted me to this and suggested that I resign from my job. I refused to resign because I knew that I was not guilty of any offence that I was being accused of. Throughout these experiences, I felt like a criminal and kept asking myself: “I have worked for this university for years. My head of department only had six months’ tenure with the university.”

Before him, the lecturer reminisced that she never had even one single verbal or written warning for any form of indiscipline. “Why do all these seemingly smart people believe that I have started doing all these crazy things that my supervisor is claiming that I have done?”

Following the constitution of the new committee, she received yet another letter indicating that she was being suspended from work indefinitely because she was “under investigation”. The suspension letter indicated that she was not allowed to enter any building belonging to the institution—a public institution, for that matter.

Furthermore, she said in the research paper that when studying the letters and emails and preparing court documents, it became clear that there were major partialities and a lack of consistency in the application of the university’s procedures, rules and regulations. “Therefore, when your employing institution is like mine, you are also likely to experience feelings of anger and rage about the lack of procedural fairness and even legal remedies,” she asserted. 

Through psychotherapy and writing therapy, the UB author realized that for many months she just could not fathom or comprehend how a group of psychologists, university professors and seemingly sane-looking people could intentionally team up and unanimously agree to hurt, target, intimidate, humiliate, suppress, exclude, malign, discredit and intentionally fabricate stories about another human being. It is important to note that more than one worker experienced the mobbing, and that their experiences are equally important and relevant, she highlighted.

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DIS blasted for cruelty – UN report

26th July 2022
DIS BOSS: Magosi

Botswana has made improvements on preventing and ending arbitrary deprivation of liberty, but significant challenges remain in further developing and implementing a legal framework, the UN Working Group on Arbitrary Detention said at the end of a visit recently.

Head of the delegation, Elina Steinerte, appreciated the transparency of Botswana for opening her doors to them. Having had full and unimpeded access and visited 19 places of deprivation of liberty and confidentiality interviewing over 100 persons deprived of their liberty.

She mentioned “We commend Botswana for its openness in inviting the Working Group to conduct this visit which is the first visit of the Working Group to the Southern African region in over a decade. This is a further extension of the commitment to uphold international human rights obligations undertaken by Botswana through its ratification of international human rights treaties.”

Another good act Botswana has been praised for is the remission of sentences. Steinerte echoed that the Prisons Act grants remission of one third of the sentence to anyone who has been imprisoned for more than one month unless the person has been sentenced to life imprisonment or detained at the President’s Pleasure or if the remission would result in the discharge of any prisoner before serving a term of imprisonment of one month.

On the other side; The Group received testimonies about the police using excessive force, including beatings, electrocution, and suffocation of suspects to extract confessions. Of which when the suspects raised the matter with the magistrates, medical examinations would be ordered but often not carried out and the consideration of cases would proceed.

“The Group recall that any such treatment may amount to torture and ill-treatment absolutely prohibited in international law and also lead to arbitrary detention. Judicial authorities must ensure that the Government has met its obligation of demonstrating that confessions were given without coercion, including through any direct or indirect physical or undue psychological pressure. Judges should consider inadmissible any statement obtained through torture or ill-treatment and should order prompt and effective investigations into such allegations,” said Steinerte.

One of the group’s main concern was the DIS held suspects for over 48 hours for interviews. Established under the Intelligence and Security Service Act, the Directorate of Intelligence and Security (DIS) has powers to arrest with or without a warrant.

The group said the “DIS usually requests individuals to come in for an interview and has no powers to detain anyone beyond 48 hours; any overnight detention would take place in regular police stations.”

The Group was able to visit the DIS facilities in Sebele and received numerous testimonies from persons who have been taken there for interviewing, making it evident that individuals can be detained in the facility even if the detention does not last more than few hours.

Moreover, while arrest without a warrant is permissible only when there is a reasonable suspicion of a crime being committed, the evidence received indicates that arrests without a warrant are a rule rather than an exception, in contravention to article 9 of the Covenant.

Even short periods of detention constitute deprivation of liberty when a person is not free to leave at will and in all those instances when safeguards against arbitrary detention are violated, also such short periods may amount to arbitrary deprivation of liberty.

The group also learned of instances when persons were taken to DIS for interviewing without being given the possibility to notify their next of kin and that while individuals are allowed to consult their lawyers prior to being interviewed, lawyers are not allowed to be present during the interviews.

The UN Working Group on Arbitrary Detention mentioned they will continue engaging in the constructive dialogue with the Government of Botswana over the following months while they determine their final conclusions in relation to the country visit.

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Stan Chart halts civil servants property loan facility

26th July 2022
Stan-Chart

Standard Chartered Bank Botswana (SCBB) has informed the government that it will not be accepting new loan applications for the Government Employees Motor Vehicle and Residential Property Advance Scheme (GEMVAS and LAMVAS) facility.

This emerges in a correspondence between Acting Permanent Secretary in the Ministry of Finance Boniface Mphetlhe and some government departments. In a letter he wrote recently to government departments informing them of the decision, Mphetlhe indicated that the Ministry received a request from the Bank to consider reviewing GEMVAS and LAMVAS agreement.

He said: “In summary SCBB requested the following; Government should consider reviewing GEMVAS and LAMVAS interest rate from prime plus 0.5% to prime plus 2%.” The Bank indicated that the review should be both for existing GEMVAS and LAMVAS clients and potential customers going forward.

Mphetlhe said the Bank informed the Ministry that the current GEMVAS and LAMVAS interest rate structure results into them making losses, “as the cost of loa disbursements is higher that their end collections.”

He said it also requested that the loan tenure for the residential property loans to be increased from 20 to 25 years and the loan tenure for new motor vehicles loans to be increased from 60 months to 72 months.

Mphetlhe indicated that the Bank’s request has been duly forwarded to the Directorate of Public Service Management for consideration, since GEMVAS and LAMVAS is a Condition of Service Scheme. He saidthe Bank did also inform the Ministry that if the matter is not resolved by the 6th June, 2022, they would cease receipt of new GEMVAS and LAMVAS loan applications.

“A follow up virtual meeting was held to discuss their resolution and SCB did confirm that they will not be accepting any new loans from GEMVAS and LAMVAS. The decision includes top-up advances,” said Mphetlhe. He advised civil servants to consider applying for loans from other banks.

In a letter addressed to the Ministry, SCBB Chief Executive Officer Mpho Masupe informed theministry that, “Reference is made to your letter dated 18th March 2022 wherein the Ministry had indicated that feedback to our proposal on the above subject is being sought.”

In thesame letter dated 10 May 2022, Masupe stated that the Bank was requesting for an update on the Ministry’s engagements with the relevant stakeholder (Directorate of Public Service Management) and provide an indicative timeline for conclusion.

He said the “SCBB informs the Ministry of its intention to cease issuance of new loans to applicants from 6th June 2022 in absence of any feedback on the matter and closure of the discussions between the two parties.”  Previously, Masupe had also had requested the Ministry to consider a review of clause 3 of the agreement which speaks to the interest rate charged on the facilities.

Masupe indicated in the letter dated 21 December 2021 that although all the Banks in the market had signed a similar agreement, subject to amendments that each may have requested. “We would like to suggest that our review be considered individually as opposed to being an industry position as we are cognisant of the requirements of section 25 of the Competition Act of 2018 which discourages fixing of pricing set for consumers,” he said.

He added that,“In this way,clients would still have the opportunity to shop around for more favourable pricing and the other Banks, may if they wish to, similarly, individually approach your office for a review of their pricing to the extent that they deem suitable for their respective organisations.”

Masupe also stated that: “On the issue of our request for the revision of the Interest Rate, we kindly request for an increase from the current rate of prime plus 0.5% to prime plus 2%, with no other increases during the loan period.” The Bank CEO said the rationale for the request to review pricing is due to the current construct of the GEMVAS scheme which is currently structured in a way that is resulting in the Bank making a loss.

“The greater part of the GEMVAS portfolio is the mortgage boo which constitutes 40% of the Bank’s total mortgage portfolio,” said Masupe. He saidthe losses that the Bank is incurring are as a result of the legacy pricing of prime plus 0% as the 1995 agreement which a slight increase in the August 2018 agreement to prime plus 0.5%.

“With this pricing, the GEMVAS portfolio has not been profitable to the Bank, causing distress and impeding its ability to continue to support government employees to buy houses and cars. The portfolio is currently priced at 5.25%,” he said.  Masupe said the performance of both the GEMVAS home loan and auto loan portfolios in terms of profitability have become unsustainable for the Bank.

Healso said, when the agreement was signed in August 2018, the prime lending rate was 6.75% which made the pricing in effect at the time sufficient from a profitable perspective. “It has since dropped by a total 1.5%. The funds that are loaned to customers are sourced at a high rate, which now leaves the Bank with marginal profits on the portfolio before factoring in other operational expenses associated with administration of the scheme and after sales care of the portfolio,” said the CEO.

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Botswana ranked 129 in female MPs representation

26th July 2022
Minister of Finance & Economic Development Peggy Serame

The Global Gender Gap Index, a report published by the World Economic Forum annually, has indicated that Botswana is among countries that fare badly when it comes to representation of women in legislative bodies.

The latest Global Gender Gap Index, published last week, benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index which tracks progress towards closing these gaps over time since its inception in 2006.

This year, the Global Gender Gap Index benchmarked 146 countries. Of these, a subset of 102 countries have been represented in every edition of the index since 2006, further providing a large constant sample for time series analysis.

Botswana ranks number 66 overall (out of 146 countries), with good rankings in most of the pillars. Botswana ranks 1st in Health and Survival, 7th in the Economic Participation and Opportunity, 22nd in Educational Attainment, and 129th in Political Empowerment.

The Global Gender Gap Index measures scores on a 0 to 100 scale and scores can be interpreted as the distance covered towards parity (i.e. the percentage of the gender gap that has been closed). The cross-country comparisons aim to support the identification of the most effective policies to close gender gaps.

The Economic Participation and Opportunity sub-index contains three concepts: the participation gap, the remuneration gap and the advancement gap. The participation gap is captured using the difference between women and men in labour-force participation rates. The remuneration gap is captured through a hard data indicator (ratio of estimated female-to-male earned income) and a qualitative indicator gathered through the World Economic Forum’s annual Executive Opinion Survey (wage equality for similar work).

Finally, the gap between the advancement of women and men is captured through two hard data statistics (the ratio of women to men among legislators, senior officials and managers, and the ratio of women to men among technical and professional workers).

The Educational Attainment sub-index captures the gap between women’s and men’s current access to education through the enrolment ratios of women to men in primary-, secondary- and tertiary-level education. A longer-term view of the country’s ability to educate women and men in equal numbers is captured through the ratio of women’s literacy rate to men’s literacy rate.

Health and Survival sub-index provides an overview of the differences between women’s and men’s health using two indicators. The first is the sex ratio at birth, which aims specifically to capture the phenomenon of “missing women”, prevalent in countries with a strong son preference. Second, the index uses the gap between women’s and men’s healthy life expectancy.

This measure provides an estimate of the number of years that women and men can expect to live in good health by accounting for the years lost to violence, disease, malnutrition and other factors.
Political Empowerment sub-index measures the gap between men and women at the highest level of political decision-making through the ratio of women to men in ministerial positions and the ratio of women to men in parliamentary positions. In addition, the reported included the ratio of women to men in terms of years in executive office (prime minister or president) for the last 50 years.

In the last general elections, only three women won elections, compared to 54 males. The three women are; Nnaniki Makwinja (Lentsweletau-Mmopane), Talita Monnakgotla (Kgalagadi North), and Anna Mokgethi (Gaborone Bonnington North). Four women were elected through Specially Elected dispensation; Peggy Serame, Dr Unity Dow, Phildah Kereng and Beauty Manake. All female MPs — save Dow, who resigned — are members of the executive.

Overall, Botswana has 63 seats, all 57 elected by the electorates, and six elected by parliament. Early this year, Botswana Democratic Party (BDP) secretary general and Gaborone North MP, Mpho Balopi, successfully moved a motion in parliament calling for increment of elective seats from 57 to 61. Balopi contented that population growth demands the country respond by increasing the number of MPs.

In Africa, Botswana play second fiddle to countries like Rwanda, Namibia, South Africa, Burundi, and Zimbabwe who have better representation of women, with Rwanda being the only country with more than 50 percent of women in parliament.

The low number of women in parliament is attributed to Botswana’s current, electoral system, First-Past-the-Post. During the 9th parliament, then MP for Mahalapye East tabled a motion in parliament in which she sort to increase the number of Specially Elected MPs in parliament to augment female representation in the National Assembly.

The motion was opposed famously, by then Specially Elected MP, Botsalo Ntuane, who said the citizens were not in favour of such a move since it dilute democracy, instead suggesting the Botswana should switch to Proportional-Representation-System. Botswana is currently undergoing Constitutional Review process, with the commission, appointed in December, expected to deliver the report to President Mokgweetsi Masisi by September this year.

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