Humanities & Social Sciences
University Secretary Tasks CHUSS to Research Makerere University Policy Issues and Staff Anger
Makerere University’s Secretary, Mr. Yusuf Kiranda, has tasked the College of Humanities and Social Sciences (CHUSS) with investigating university policies and the causes of increasing anger among staff, which he says is impacting morale and productivity. Kiranda made this call during the CHUSS Retreat held on November 1, 2024, where he outlined key concerns about outdated policies, missing frameworks, and a lack of effective communication around new initiatives.
Kiranda highlighted that Makerere’s Council had directed the university management to evaluate its policy ecosystem thoroughly, noting, “There are some policies we have that are rather outdated and need to be reviewed, while others may no longer be necessary.” He emphasized the need for policies addressing emerging issues within the university, urging CHUSS to utilize the Research and Innovation Fund and to collaborate with the university’s Guild of Academic and Support Staff Union (GAMSU) for deeper insights.
A primary concern raised was the prevalent frustration and discontent among university staff, which, according to Kiranda, has been a recurring issue in management and budget discussions. He shared his observations on the rising negativity, stating, “There is anger among staff, from professors to administrative staff, and we are failing to understand why. We hope CHUSS can help us scientifically explore the roots of this dissatisfaction.”
In response, CHUSS Principal Prof. Helen Nkabala Nambalirwa assured Kiranda that the college would prioritize this task, with the School of Psychology taking the lead on the research. “The assignment was entrusted to the right college, and we are committed to understanding these issues,” Prof. Nkabala said, indicating that a dedicated team would be assembled to handle the investigation.
Kiranda also spoke about recent policy initiatives, like the biometric attendance system, which he described as a tool for accountability rather than a “policing mechanism.” He acknowledged the need for clearer communication about such policies, noting, “The narrative presented around biometrics has painted it as a restrictive measure, but it’s meant to enhance accountability and allow for better time management.” Kiranda urged CHUSS to delve into the psychological impact of such policies and explore why they are met with resistance, suggesting that inadequate consultation and misconceptions around policy changes may be fueling resentment.
On a broader note, Kiranda called for a shift in how policies are perceived, encouraging staff to focus on potential benefits rather than drawbacks. Citing an example from the recent grants management policy, he noted, “Every time a policy is introduced, the focus often leans towards what it takes away rather than its intended advantages.”
In his concluding remarks, Kiranda reiterated the Council’s commitment to prioritizing staff welfare and fostering a positive work environment. “Human resources are our most critical asset, and if we can address the underlying anger among staff, it will not only benefit Makerere but also improve the university’s overall contribution to Uganda’s higher education sector,” he stated.
This initiative marks a collaborative step towards refining Makerere University’s policy landscape and enhancing the work environment, with CHUSS taking an active role in shaping solutions.
CHUSS Staff Express Concerns on Policy Decisions, Staffing Issues, and Staff Contracts
In response to to the University Secretarry’s call to an investigation, CHUSS staff voiced growing concerns about policy decisions, staffing challenges, and post-retirement contracts, issues they say, are contributing to a demotivated work environment. The staff described a disconnect between policy decisions made at the top levels of administration and the on-the-ground realities faced by academic and support staff.
One senior staff member from the Department of Literature raised concerns over the recent merging of departments without consultation, describing the impact on morale. “When we got that kind of information, it felt like a funeral in our department,” she said, emphasizing that such unilateral decisions leave staff feeling undervalued. She added, “The Department of Literature is the face of CHUSS; such decisions impact our identity and motivation.”
The issue of post-retirement contracts emerged as another source of discontent. Some staff members who have served Makerere University for decades expressed frustration over perceived disrespect in how contract renewals are handled. “People who have served diligently for over 40 years feel they are not treated with respect,” a department head remarked, linking the feeling of indignity to broader anger among staff. He pointed out that the contracts issue and lack of consultation fuel a sense of helplessness among staff, describing it as “an emotion that comes from a sense of helplessness.”
Referring to the recent staff associations concerns, a staff echoed these sentiments, urging for clarity on the terms of new staff contracts, which they described as demotivating. “As association members, we are against those contracts because of how they came about—no one was consulted,” said one representative, who also defended the association’s recent prayer gathering, explaining, “When you feel you’re fighting a power you cannot change, sometimes you resort to God.”
In addition to contract and policy grievances, staff highlighted chronic under-staffing, especially in administrative roles. The College’s registrar, Ms. Florence Birawa, was singled out as an example, managing tasks for multiple schools due to the lack of support. A staff member from the School of Liberal and Performing Arts explained, “She leaves the office at 9 or 10 in the night, works throughout the weekend, yet our requests for additional support have gone unaddressed.” Staff have had to volunteer to assist with her workload, taking minutes in PhD and master’s defenses to manage the backlog.
The conversation also touched on the assumption that new staff could readily replace retiring faculty for specialized course units. One staff member disputed this notion, pointing out that certain subject areas are highly specialized, and not all qualified faculty are equipped to teach them. “There is an assumption that a pool of qualified PhD staff is available, but the reality is different. Some course units remain untaught due to a lack of specialized staff,” he said, emphasizing the need for targeted training in specialized academic areas.
The retreat provided a space for CHUSS staff to openly discuss their grievances and propose actions, including the university’s proposed research into the causes of staff discontent. Staff were appreciative of the Makerere Secretary’s acknowledgment of these challenges, with one staff member concluding, “Instead of telling us to leave if we are angry, it’s good that there is going to be a study on this issue. We need to get to the bottom of the matter and address the real causes of dissatisfaction.”
The University Secretary, Mr. Yusuf Kiranda, reassured staff that their voices would be considered as Makerere University seeks solutions to these pressing issues.
Staff Clarified on Housing, Retirement Policies, and Academic Freedom
In the discussion,Mr. Yusuf Kiranda clarified critical issues concerning housing for staff, post-retirement contracts, and academic freedom, urging for increased transparency and understanding in policy implementation.
Kiranda expressed empathy for custodians, registrars, and security staff who work long hours and travel far to get to campus. “It is a special request,” he noted, “to consider housing provisions for these individuals who work late and sometimes face challenging commutes.” He proposed that instead of staff housing points being based on factors like marital status or family size, points should reflect the service staff provide to the university.
He also addressed the complexities surrounding post-retirement contracts, stressing the need for transparency. Originally, these contracts aimed to retain valuable senior staff due to talent shortages, he explained. “This was never meant to be an entitlement for everyone upon reaching retirement age,” Kiranda said, adding that departments must now demonstrate that retaining a staff member does not disadvantage others awaiting promotion. “The earlier we understand that a post-retirement contract comes at a cost to those who must rise, the quicker we will appreciate the complexity of this issue,” he emphasized.
On the topic of academic freedom and staff perceptions, Kiranda assured employees of their right to speak freely within the university. “There is freedom to express yourself here at Makerere; no one has been sanctioned for merely speaking,” he noted. However, he acknowledged the importance of managing public perceptions, which can affect morale. Kiranda encouraged staff to engage in constructive dialogue while recognizing that academic freedom has reasonable boundaries, especially when it pertains to respectful discourse.
He concluded by affirming the administration’s dedication to supporting staff while balancing the university’s broader operational needs, adding that policies are not static and can be revisited to address evolving challenges.
CHUSS Retreat Foster Staff Engagement, Collaboration, and Well-being
On 1st – 2nd November, 2024, the College of Humanities and Social Sciences (CHUSS) held a retreat at Nican Resort to provide an opportunity for staff to engage in discussions about policies and work environments that affect their daily lives and overall well-being.
The Principal Assoc. Prof. Helen Nkabala, emphasized the importance of such gatherings, noting that they create a platform for staff to shape the future direction of the college together.
“This retreat is about engagement, because it’s in environments like this that we determine our own future and how we want to move together,” Nkabala stated. She highlighted that the retreat allows leaders and staff across various categories, including support and administrative staff, to share their perspectives. “We’ve invited different groups, from college leaders to support staff, to discuss their issues and work on fostering a supportive and inclusive environment,” she added.
Nkabala pointed out that creating a positive work environment is essential for maintaining good health and mental well-being, noting that stress and dissatisfaction at work can lead to health issues. “If we’re not happy at work, life becomes harder. We want to find ways to support each other, even if it’s not always financially,” she said. The retreat encouraged staff to contribute ideas on improving their work environment and well-being, with a focus on community, collaboration, and mental health.
Reflecting on CHUSS’s goal to set an example for excellence across the university, Nkabala acknowledged the contributions of CHUSS leaders and coordinators in supporting quality assurance and improving work processes.
The retreat featured presentations and discussions on e-timetabling and biometrics system by DICTS, Higher degrees’ matters, examinations and internships. Other aspects covered were Quality Assurance and Academic policies and implementation by the Quality Assurance Directorate, Human Resource policies and implementation by the Directorate of Human Resources, Audit and accountability, office etiquette and practical team-building, games and health walks among others.
Humanities & Social Sciences
Mak Reviews Bachelor of Chinese and Asian Studies Program to Address Key Gaps
The School of Languages, Literature, and Communication at Makerere University held a stakeholders’ workshop to review the Bachelor of Chinese and Asian Studies (BICAS) program. The workshop, held on 5th December, 2024 aimed at refining the curriculum to meet the evolving academic and professional needs of students and employers.
The Dean of the School, Associate Professor Saudah Namyalo emphasized the significance of engaging stakeholders in the curriculum review process. She noted that feedback from students, employers, and academia is crucial for identifying gaps and improving the program.
“It’s a very important stage in our curriculum review to ensure that we have stakeholders’ workshops. This is an opportunity to hear from potential employers, students, and academic experts. Today, for example, we’ve learned that many of our graduates are not fully grounded in the science of the language, and because of that feedback, we are going to improve on it,” she said.
The Dean highlighted gaps in the current curriculum, such as limited focus on linguistic aspects like syntax, morphology, phonology, and semantics, which are essential for students pursuing advanced degrees. Additionally, the cultural component of Chinese language education was found to be inadequate.
“There’s no way you can teach a language detached from its culture. We are going to introduce courses emphasizing the culture of the Chinese so that the two go hand in hand,” she added.
The review aims to address these gaps by incorporating courses that build linguistic competence and cultural understanding. The program will now cater to both beginners and advanced learners, allowing graduates to pursue academic careers, including master’s and PhD programs, in Chinese linguistics. It will also strengthen the Asian Studies strand, enabling students to specialize in either Chinese language or broader Asian studies.
Dr. Enock Sebuyungo: Aligning Uganda’s Needs with Global Opportunities
Dr. Enock Sebuyungo, Head of the Department of European and Oriental Languages, underlined the growing importance of Chinese proficiency in Uganda. He noted that China’s rise as a global economic superpower has strengthened ties with Uganda in trade, education, and infrastructure development.
“Chinese companies dominate Uganda’s major infrastructure projects, and increasing numbers of Ugandans engage in trade and studies in China. Proficiency in Chinese offers competitive advantages for accessing the Chinese market,” he said.
Despite this, students under previous programs faced challenges achieving desired proficiency levels in international tests like HSK3. Employers expressed dissatisfaction with graduates’ language skills, and scholarships for study in China remained underutilized. The proposed BICAS program aims to bridge these gaps by producing graduates proficient in Chinese, knowledgeable about Asia’s economic and geopolitical landscape, and skilled in business, tourism, and diplomacy.
The BICAS program aligns with Makerere University’s expertise in foreign language instruction and supports Uganda’s strategic need to engage with Asia’s rapid development. It is expected to attract students from Uganda and East Africa, where Chinese is currently offered only as a short course. The program projects an annual revenue increase of UGX 865 million from an estimated 200 enrolled students. Partnerships with Chinese companies will provide scholarships for 10-15 students per intake, ensuring financial sustainability and accessibility.
Uganda joins a growing list of countries incorporating Chinese studies into higher education, with similar programs established in Botswana, Australia, and the United States. Makerere University, which already trains secondary school Chinese teachers, is poised to create a critical mass of experts to sustain Chinese language education and strengthen Uganda-China bilateral relations.
Dr. Sebuyungo expressed gratitude to Associate Professor Helen Nkabala, Principal of the College of Humanities and Social Sciences (CHUSS), for her moral and financial support in organizing the workshop. He also thanked the Confucius Institute and Xiangtan University for their invaluable contributions to the program.
“Confucius Institute and Xiangtan University sent us professors who reviewed this course. What we are looking at is a revised course done by professors from Xiangtan University, and we deeply appreciate their support,” he said.
The Bachelor of Chinese and Asian Studies program positions Makerere University as a regional leader in language and cultural studies. It prepares graduates to address gaps in trade, diplomacy, and cultural exchange while enhancing Uganda’s ability to benefit from China’s global influence. The workshop marked a pivotal step in ensuring the program aligns with both local and international demands.
Humanities & Social Sciences
Inaugural CHUSS Non-Academic Staff Retreat Highlights Customer Care, Quality Services and Professionalism to Improve University Image
The College of Humanities and Social Sciences (CHUSS) at Makerere University held its first-ever non-academic staff retreat on December 7-8, 2024, at the Grand Global Hotel in Kikoni, a Kampala suburb. The retreat focused on customer care, quality assurance, professional work ethics, and human resource management. This landmark event, organized under the guidance of CHUSS Principal Prof. Helen Nambalirwa Nkabala, was aimed at fostering teamwork, reflecting on work practices, and strategizing ways to enhance service delivery and the university’s overall image.
The retreat brought together administrative and support staff to build networks, improve working environments, and align individual efforts with the university’s strategic goals. “We are here to learn, dialogue, and strategize together to improve our services in line with the university’s strategic direction. It starts with us,” said Prof. Nkabala in her opening remarks. She emphasized the collective responsibility of staff in achieving Makerere University’s vision.
Prof. Nkabala also highlighted challenges such as inadequate staffing, particularly among security personnel and custodians, and called for the Human Resources Directorate to reconsider housing policies to support this vital group of workers.
In addition to formal sessions, the retreat featured interactive dialogues between staff and management, work place role plays, team-building exercises, and fitness training. A fireplace dinner provided a relaxed setting for staff to share concerns and suggestions. Activities like these rejuvenate the spirit and promote a sense of belonging.
Key Presentations and Insights
The retreat featured presentations from Makerere’s Director of Human Resources, Deus Tayari Mujuni; Chair of the CHUSS Quality Assurance Committee, Prof. Sylvia Nanyonga Tamusuza; Dr. Dickson Kanakulya, Head of the Department of Philosophy; and Dr. Gilbert Gumoshabe, Head of the Department of African Languages.
Love Your Work and Serve Clients Diligently- Dr. Gilbert Gumoshabe
Dr. Gilbert Gumoshabe, the Head of the Department of African Languages, presented on the importance of customer care in the workplace, focusing on how staff should attend to clients, particularly students, and the behavior expected of them while on the job. He began by emphasizing the importance of loving one’s work, regardless of the role. “Love your work. You applied for it. If you’re a secretary, PR, cleaner, or messenger, love your job. There is nothing more rewarding than people trusting you. Do your work with a smile,” he advised.
Dr. Gumoshabe discussed several key aspects of professional conduct, beginning with the importance of time management and serving clients diligently. He also highlighted the need for staff to leave personal beliefs, especially those related to witchcraft, outside the workplace. “Leave your beliefs like witchcraft behind the office. Witchcraft is real, and it moves in families. If you’re bewitching, what will happen when you’re bewitched? Always do to others what should be done to you. Avoid being jealous of those who do their work. If you focus on doing your job well, you won’t be chased, but if you indulge in witchcraft, you will be deceived. Sometimes you condemn yourself and slander others,” he said.
He also stressed the importance of professionalism in the workplace. Dr. Gumoshabe lectured staff on maintaining confidentiality, being polite in communication, greeting people with respect, and handling personal problems privately. He emphasized the need for staff to be friendly, responsible, and cooperative with colleagues and their leaders. Furthermore, he advised staff on maintaining personal hygiene and cultivating good habits. “Dress appropriately and be mindful of your shopping. Look for what fits you. No matter how much you want to attract love, your dressing matters. Avoid talking negatively about your supervisors, as all information that goes around comes around. There is no perfect person, and administrators want results,” Dr. Gumoshabe concluded.
Upholding Quality Standards: There must be a change in the image of our college and university- Prof. Tamusuza
Professor Sylvia Antonia Nanyonga Nakimera Tamusuza, the Chair of the CHUSS Quality Assurance Committee, addressed staff on the essential role of quality assurance in enhancing service delivery and improving the university’s reputation. She emphasized that quality begins with personal responsibility, encouraging staff to reflect on their work environments and professional conduct. “Quality is about doing things the best way and ensuring they meet the required standards,” she remarked, highlighting that teamwork, cleanliness, and attention to detail are vital components in maintaining high standards.
Professor Tamusuza warned against complacency and urged staff to embrace continuous improvement. She explained that quality assurance not only leads to better services and a more conducive working environment but also reduces complaints. “When there is quality, we will always smile when things are done well,” she said. She added that quality assurance contributes significantly to the university’s reputation, resulting in happier students and staff, and fostering a sense of pride within the university community.
To further elaborate, Professor Tamusuza highlighted the principles of quality assurance. She emphasized the importance of doing the right things consistently, checking work to ensure it aligns with assigned tasks, correcting mistakes, being efficient, managing time effectively, and promoting clear communication and teamwork. “We cannot change what we do unless we improve the quality of what we do. Let us think about efficiency and time management, and we should be people who pay attention to detail,” she stressed.
In addition, she underscored the critical role of staff in maintaining quality assurance, including keeping offices clean, greeting visitors politely, filing documents properly, ensuring cleanliness in toilets and compounds, arriving on time, and maintaining self-discipline at work. Creating a daily checklist for tasks, she suggested, is another way to ensure quality.
“Remember, you hold the quality of the work in the place where you work. Whether it’s a professor, student, or visitor, please handle them properly because we are here because they are here,” Professor Tamusuza emphasized. She concluded by stressing the need for a shift in the image of the college and university, noting that this change starts with each individual. “There must be a change in the image of our college and university because of the services we offer. It begins with me,” she declared.
Offering motivational advice, she shared that quality is not just an action but a habit that everyone must cultivate. “Every small thing makes a difference. Doing your work well helps you remain healthy. Your work helps Makerere shine,” she concluded.
Work Ethics and Professionalism by Dr. Dickson Kanakulya
Dr. Dickson Kanakulya delivered a compelling session on the importance of work ethics and professionalism, emphasizing that a strong work ethic is the foundation for high performance and institutional success. He discussed how attitude, ethical behavior, and professionalism are integral to creating a productive and harmonious work environment.
In his presentation, Dr. Kanakulya underscored the transformative power of a positive attitude, describing it as essential for workplace success. “A negative attitude is like a flat tire—you won’t get anywhere until you change it,” he remarked. He explained that cultivating a positive outlook not only boosts personal engagement but also fosters productivity and collaboration among colleagues.
Dr. Kanakulya also reminded staff of the importance of aligning their actions with Makerere University’s core values of integrity, accountability, and respect. Ethical conduct, he emphasized, is critical for building trust, strengthening teamwork, and enhancing the university’s reputation as a global knowledge hub. “Ethical conduct builds trust, strengthens teamwork, and contributes to Makerere’s standing as a global knowledge hub,” he stated, highlighting how these principles serve both the individual and the institution.
He further stressed the importance of efficient use of time, urging staff to manage their schedules effectively and ensure that their tasks are completed in a timely manner. Efficiency, he noted, is a hallmark of professionalism and a vital component of high performance. Additionally, he encouraged staff to pay close attention to detail in their work, explaining that professionalism requires care and precision to uphold the university’s high standards.
Through his engaging presentation, Dr. Kanakulya illustrated how embracing ethical principles, maintaining a positive attitude, and demonstrating professionalism can enhance individual performance while contributing to Makerere University’s strategic vision.
HR Reforms to Streamline Operations– Chief HR Deus Mujuni
Chief Human Resource Officer, Deus Tayari Mujuni detailed Makerere University’s revised Human Resources policies, aimed at enhancing efficiency and compliance with employment laws. Addressing the retreat, he outlined updates from the amended 2009 HR Manual, which emphasize recruitment protocols, leave management, and payroll accuracy.
Mujuni reported that Makerere University has rolled out significant updates to its Human Resources (HR) policies, aiming to streamline staff management and ensure compliance with labor laws. The changes, unveiled by the university’s Human Resources Director, Deus Tayari Mujuni, focus on recruitment, leave management, performance evaluation, and payroll systems, as detailed in the revised 2009 HR Manual.
“The manual consolidates policies, procedures, and practices to guide the recruitment, development, and retention of staff,” Tayari explained, emphasizing its critical role in defining the responsibilities of the University Council and employees.
A key reform mandates that, starting FY 2024/2025, unit-level appointments funded by non-wage budgets will be prohibited, ensuring such funds prioritize teaching and research. The University Council reaffirmed this during its May 9, 2024, meeting, emphasizing that all salaries must align with the designated wage budget.
Tayari also underscored the expanded duties of line managers, which include monitoring performance, overseeing leave compliance, and ensuring accurate payroll management. Notably, staff on study leave must now submit signed bonding agreements and periodic progress reports, with failure to return from leave classified as misconduct under Section 9.6 of the HR Manual.
The revisions also enhance payroll accuracy by requiring timely updates about inactive staff receiving salaries. Occupational safety and health measures have been bolstered to comply with the Occupational Health and Safety Act.
“These updates aim to propel Makerere into becoming a high-performance institution by aligning individual and organizational goals,” Tayari concluded. The reforms are expected to improve efficiency, accountability, and institutional alignment with Makerere’s strategic vision.
Participants react
The retreat underscored the critical role of non-academic staff in achieving Makerere University’s vision as a global knowledge hub. The event concluded with a collective commitment to apply the insights gained, ensuring that CHUSS remains a model of excellence within Makerere University.
Participants expressed gratitude for the retreat and praised its relevance to their roles.
Sunday Seezi, Chief Custodian, shared:
“This retreat was a first of its kind for us as non-teaching staff. Many times, we hear of workshops for academic staff, but this time we felt seen and valued. The activities were well-organized, and we left with valuable lessons to implement in our daily work. We appreciate our Principal for this initiative.”
Rebecca Talikaza, another custodian, added:
“We are indeed happy to be included in such an event. The choice of the hotel was excellent—we slept well, ate well, and learned a lot. The presentations were rejuvenating, and I believe everyone who attended has a changed mindset. However, I suggest that next time, participants be given certificates of attendance. It would mean a lot to many of us who don’t have formal academic qualifications.”
Annet Nakaye, a cleaner and messenger, noted:
“This was my first time attending such a workshop. I learned a lot about how to improve my work and serve better. I am grateful to our Principal for thinking about us. We promise to improve where we have been falling short.”
The retreat reaffirmed that achieving institutional goals requires the dedication and collaboration of every member of the university community.
Humanities & Social Sciences
Makerere University’s KISH Initiative Makes Strides in Combating Sexual Harassment
Makerere University has recorded significant progress in addressing sexual harassment through its Kicking Sexual Harassment Out of Higher Education Institutions (KISH) project. Findings from the project’s endline dissemination, held on December 5, 2024, revealed the positive impact of interventions designed to create a safer academic environment.
Launched in 2020, the KISH project was a collaboration between the School of Women and Gender Studies, the School of Psychology, and the School of Computing and Informatics Technology at Makerere University. Funded by Uganda’s Makerere University Research and Innovation Fund (Mak-RIF), the project adopted a whole-university approach to tackle sexual harassment holistically by involving all stakeholders and implementing diverse interventions tailored to different groups.
The project introduced several key components, including KISH Student Clubs for female students, an online sexual harassment course for students and staff, the Men’s Hub targeting male participants, and an innovative online reporting and response system. The initiative aimed to empower students and staff with life skills, increase awareness of sexual harassment policies, and establish accessible channels for reporting and addressing harassment.
During the online dissemination event Prof. Grace Bantebya Kyomuhendo, the project’s Principal Investigator (PI), highlighted the need for a systemic approach to tackle sexual harassment. “This issue cannot be resolved through isolated interventions. We designed KISH to address every aspect of the university system, engage all stakeholders, and foster collective responsibility,” she said. Prof. Bantebya emphasized the project’s focus on including men as part of the solution, stating, “Men are often labeled as perpetrators, but they need to be engaged as allies and advocates for change.”
Findings from the project’s baseline survey showed that over 75% of staff and 80% of students acknowledged that sexual harassment was common at Makerere University. Female students were the most frequent victims, while male students and staff were identified as the primary perpetrators. However, a culture of silence prevailed, with over 80% of female staff and 91% of female students who experienced harassment failing to report their cases. Factors such as fear of retaliation, normalization of harassment, and lack of trust in existing reporting mechanisms were identified as barriers.
The endline survey demonstrated a shift in attitudes and practices. Knowledge about sexual harassment and confidence in responding to incidents had increased among students and staff. The online reporting system was lauded for its ease of use, anonymity, and smartphone accessibility, providing a confidential platform for victims and whistleblowers. The KISH Men’s Hub emerged as a pivotal initiative, engaging male participants in dialogue about masculinity, gender equality, and their role in eliminating harassment.
Prof. Florence Muhanguzi, Project Co-PI, emphasized the transformative impact of these interventions. “The KISH initiative has empowered the university community by equipping them with tools to identify and address sexual harassment,” she said. While acknowledging the progress made, Prof. Muhanguzi stressed the need for sustained efforts to raise awareness and integrate KISH activities into broader university programs.
Representing the Chairperson Grants Management Committee, Ms. Phoebe Lutaaya Kamya commended the project for its high impact. “This initiative stands out as a life-changing innovation, and we hope it will extend beyond Makerere to other higher education institutions in Uganda,” she said.
The workshop was moderated by Prof. Julius Kikooma who is also Project Co-PI and featured presentations from other Co-PIs and panel discussions. Key recommendations from the dissemination meeting included incorporating sexual harassment training into orientation programs for new students, expanding awareness campaigns to reach all university units, and mainstreaming KISH initiatives into existing safeguarding policies. The project team also proposed seeking additional funding to enhance and sustain the initiative.
As the project concludes, it leaves a legacy of actionable strategies, robust systems, and an empowered community committed to fostering a safe and inclusive academic environment. Prof. Bantebya underscored the broader vision, stating, “The fight against sexual harassment requires a collective effort. Together, we can create a culture of respect, dignity, and zero tolerance for harassment in higher education.”
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