During 2018, the South African Human Rights Commission (SAHRC) was requested to hold investigation hearings at the University of South Africa (Unisa). The purpose was, among other things, to provide solutions to problems relating to the lack of meaningful transformation in employment in the institution. Before the finalisation of the investigation hearings, Unisa management began the process of amending the institution’s Employment Equity plan. This contribution, against the setting of the recommendations made for Unisa, considers the different measures that could be implemented to speed up the transformation of the academic workforce in South African universities. After scrutinising the relevant pedagogic, legal and social implications of the implementation of different affirmative action measures, several potential pitfalls or potentially negative consequences of affirmative action measures not promoting the academic project are identified. It is concluded that developing an individual into a mature academic should not be forced or fast-tracked because of the possible negative consequences for both individuals and the academic project as a whole. Moreover, making academic appointments and promotions without considering crucial factors such as experience, publications and knowledge is bound to have a devastatingly negative impact. Enhancing the skills of employees in the designated groups would appear to be the best way of levelling the academic playing field.

中文翻译：

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高等教育中的就业平等：快速学者的陷阱

在2018年期间，南非人权委员会（SAHRC）被要求在南非大学（Unisa）举行调查听证会。除其他事项外，其目的是为与该机构的就业缺乏有意义的转变有关的问题提供解决方案。在调查听证会结束之前，Unisa管理层开始了对该机构的就业平等计划的修订过程。与针对Unisa提出的建议不同，这项贡献考虑了可以采取的不同措施，以加快南非大学学术人员队伍的转变。在仔细研究了实施不同的平权行动措施的相关教学法，法律和社会影响之后，确定了不促进学术项目的平权行动措施的几个潜在陷阱或潜在负面后果。结论是，由于对个人和整个学术项目都可能产生负面影响，因此不应强迫或快速将个人发展为成熟的学者。此外，在不考虑诸如经验，出版物和知识等关键因素的情况下进行学术任命和晋升必将产生毁灭性的负面影响。增强指定群体中员工的技能似乎是平衡学术竞争环境的最佳方法。结论是，由于对个人和整个学术项目都可能产生负面影响，因此不应强迫或快速将个人发展为成熟的学者。此外，在不考虑诸如经验，出版物和知识等关键因素的情况下进行学术任命和晋升必将产生毁灭性的负面影响。增强指定群体中员工的技能似乎是平衡学术竞争环境的最佳方法。结论是，由于对个人和整个学术项目都可能产生负面影响，因此不应强迫或快速将个人发展为成熟的学者。此外，在不考虑诸如经验，出版物和知识等关键因素的情况下进行学术任命和晋升必将产生毁灭性的负面影响。增强指定群体中员工的技能似乎是平衡学术竞争环境的最佳方法。