September 13, 2023

PHEIs play a growing role in research

The private higher education sector has witnessed remarkable growth over the past decade. Between 2010 and 2021, private higher education institutions saw a remarkable 156.6% surge in student enrolment. According to the report "Statistics on Post-School Education and Training in South Africa: 2021", released by the Department of Higher Education and Training (DHET) this year, private higher education institutions (PHEIs) now account for nearly 18% of the total number of student enrolments. However, their contribution to the country's research output has been notably more modest.


While no recent statistics are available regarding the research outputs of PHEIs, it is safe to conclude that the current status of research at PHEIs in South Africa remains relatively limited. However, as the PHEIs sector develops and matures, and given that PHEIs are known for their relevance and close ties to industry, the sector can significantly enhance its contribution to national research in the future.


We have approached a few SAPHE members to provide their insights on the current research landscape at PHEIs, as well as the challenges and opportunities that private providers encounter in the realm of research.


Current research landscape at PHEIs in South Africa

 

Dr Tinaye Chivizhe, Head of Programme: Law at Eduvos believes the research landscape PHEIs is undergoing a transformational phase and that private institutions are making substantial strides in in this area. 

 

Says Dr Chivizhe: “We are witnessing a surge in research activity, driven by a commitment to innovation and knowledge advancement. Research is more focused on providing innovative solutions to industry challenges. The evaluation of research output is shifting towards assessing whether published articles are of practical use to industry, given that practical experience sometimes outpaces academic knowledge. Private institutions are carving their niche by focusing on emerging interdisciplinary areas, and are known for their agility and responsiveness to societal needs.”

 

Roelanie Boersema, Quality Assurance Officer at AROS, concurs that research within the private Higher education sector is growing. This growth is likely due to many PHEIs having reached a stage in their development where teaching and learning are well-established, freeing up more resources for research. AROS encourages academic staff to pursue further qualifications up to the doctoral level and promotes research for publication purposes, whether in journals, books, or conference presentations.


While funding for research at PHEIs often remains limited, Boersema advises that it must be wisely allocated to best support knowledge development in focus areas that are relevant to the institution and national interest. She suggests that by focusing on research within an institution's niche areas or specialised qualifications, the national body of knowledge can expand, keeping institutions at the forefront of their respective fields.


Nonetheless, the challenge of securing adequate resources and funding for research remains a prominent concern. Prof Elmarie Sadler, Dean: Research, Internationalisation and Community Engagement at Stadio, believes that research outputs may remain relatively low due to limited incentives and a lack of subsidies from the NRF or the government.

 

Opportunities and challenges

 

Dr Chivizhe highlights that PHEIs have the advantage of flexibility in shaping research agendas and responding swiftly to market demands. They can establish robust industry partnerships and seize opportunities for impactful research that addresses societal needs. However, challenges include resource allocation, cultivating a research-oriented culture, and gaining national and international recognition.

Unlike public universities, which often receive substantial government funding, private institutions rely heavily on tuition fees and external partnerships for financial sustenance. Consequently, private institutions must carefully balance limited budgets while striving to meet escalating demands for research infrastructure, faculty support, and student engagement. Dr Chivizhe suggests that actively cultivating strong relationships with industry partners, securing grants from governmental and non-governmental organisations, and fostering alumni engagement can enhance financial capacity for research initiatives.


Private institutions are working to establish their research identity, a challenge compared to public institutions with established historical legacies and a broader public perception of academic excellence. Dr Chivizhe believes that publishing in academic journals and participating in high-impact conferences can help private institutions carve out a distinctive research identity and gain recognition in the sector.


Contributors to advancing knowledge

 

Prof Sadler suggests a way that PHEIs can establish themselves as significant contributors to the advancement of knowledge is by supporting and introducing high-quality postgraduate qualifications and offering bridging programmes for students who cannot access public institutions.


Another strategy to put the spotlight on PHEIs contribution towards knowledge generation would be to showcase experienced and innovative researchers within private institutions. Boersema believes the forthcoming SAPHE conference can serve as a platform for researchers to showcase their work.


Offering another perspective, Dr Chivizhe highlights the opportunity for private institutions to engage in impactful research that offers innovative solutions and influences policy-making.

 

Cultivating a dynamic research environment 


Moreover, collaboration often sparks innovative research and assists in cultivating a dynamic research environment. To achieve this, Prof Sadler suggests hosting webinars, appointing supervisors from public universities and industry for postgraduate qualifications, and inviting stakeholders to Research and Academic Conferences.


Collaboration through internal networks, research centres, cross-disciplinary research group and external partnerships would also serve to nurture such an active research environment, emphasises  Dr Chivizhe.


Aligning research agendas with national needs


South Africa's unique sociopolitical context presents specific research priorities and, therefore, PHEIs’s research agendas should also be considerate of the nation's needs.


Prof Sadler stresses the need for constant collaboration and awareness of national research and industry research agendas. She says establishing and participating in stakeholder committees for various industries can be pivotal in this regard.

Dr Chivizhe advocates for inclusive research that prioritises addressing societal inequalities, historical legacies, and economic disparities. Policy engagement and research that respects and integrates indigenous knowledge systems and diverse cultural perspectives are essential components of inclusive research.


Future growth 


From the responses it is evident that PHEIs in South Africa are witnessing a growth in research activities. While they face some challenges, they have the advantage of flexibility, industry partnerships, and the potential for impactful research and establish themselves as significant contributors to advancing knowledge in the HE sector and country. 

August 12, 2025
In celebration of Women’s Month , SAPHE spoke to Dr Marianne Louw , Executive Dean at Cornerstone Institute, leadership specialist, and author of Leading Experts: How to bring out the best in clever team members. Dr Louw brings a wealth of experience and insight to the conversation on women in leadership. Navigating leadership: Challenges women face According to Dr Louw, women leaders tend to face two broad categories of challenges: environmental and internal. Understanding both is key to creating more equitable and empowering workplaces. Environmental challenges , she explains, are often systemic. “Many women struggle to get ahead at work because they continue to carry a disproportionate share of household and family responsibilities compared to their male spouses and colleagues.” This burden is exacerbated by the outdated notion of the “ideal worker” — someone fully devoted to work and constantly present in the office. Such a model excludes many women from key leadership opportunities. She says research also shows that women take on the majority of ‘office housework’ – spending time (often beyond their official responsibilities) helping colleagues maintain work-life balance and championing diversity and inclusion. This important work is rarely formally recognised and adds further stress on women in leadership roles. How can this be addressed? Dr Louw believes that organisations must take deliberate steps: “Senior management should recognise the value of this work and ensure these responsibilities are acknowledged and rewarded. Creating workplaces that are both flexible and predictable in terms of schedules can also make a major difference.” We should challenge the outdated ‘ideal worker’ model that undervalues those who cannot conform to it.” Overcoming internal barriers Furthermore, women also often have to contend with internalised norms and communication habits that can undermine their leadership presence. Dr Louw highlights that women who communicate in traditionally feminine ways — with inclusivity and tentativeness — may find it harder to gain the respect of colleagues who favour a more assertive, masculine style. “In meetings, many women tend to preface their contributions with phrases like, ‘Sorry, I just want to add…’ or ‘I’m not sure if this is relevant, but…’” she says. “While these approaches are well-intentioned, they can come across as a lack of confidence — and in leadership, confidence is still closely tied to credibility.” Women are also more likely to believe that their work will speak for itself, and tend to apply for leadership positions only when they meet all the listed criteria — unlike many men, who apply even when underqualified and often succeed. Any advice? “Since these are internal challenges, they must be tackled internally. Communicating with confidence is not arrogance. Stop apologising. Speak up about your contributions and make sure decision-makers are aware of your value. Don’t wait to be perfect before stepping forward. Dare to take risks, to ask, to try. What’s the worst that could happen? Inspiring the next generation How can today’s women leaders empower the next generation? For Dr Louw, the most powerful inspiration is often a living example. “Women are widely recognised for their grit and empathy, and when confidence – balanced with humility – is added to the mix, it can be truly transformative. She emphasises the importance of intentional mentorship , encouraging leaders to help younger or more junior women see beyond day-to-day tasks and to actively look for opportunities to contribute meaningfully to their organisations and communities.” Dr Louw says, ”We must share the success stories of women who’ve gone before us – from our own lives and from research now demonstrating the tangible benefits of female leadership on team performance, organisational culture, and yes – even the bottom line. In short: show and tell. Show and tell”. An unexpected career in Higher Education Reflecting on her own journey into higher education, Dr Louw admits it was never part of the plan — but it turned out to be exactly the right path. “I was a young journalist working at a struggling newspaper when I took a job as a junior lecturer at the University of Johannesburg. I quickly discovered I loved it,” she recalls. Years later, after stepping away from academia, she reluctantly agreed to teach one module at the then Monash University South Africa. “One year later, I was permanently appointed as an academic head. I’ve since moved institutions, but I’ve never left higher education again.” Final thoughts  Dr Louw’s reflections remind us that the journey toward more inclusive, representative leadership is ongoing — but possible.
July 22, 2025
The Faranani session on 17 July examined assessment from various perspectives. With just two carefully crafted questions, David Maclean, facilitator and founder of Learning Advisory, created a space for lively conversation and engagement on the real purpose and value of assessment. The first question, What would assessment look like if it served learning rather than sorting?, prompted reflection on the difference between ‘assessment for learning’ and ‘assessment of learning’. Participants explored the role of continuous assessment as a compass that guides learning, rather than a tool for ranking or gatekeeping. The second question, How do we truly know when learning has occurred at the deepest level?, encouraged participants to share personal experiences and teaching practices that reveal meaningful learning beyond surface-level achievement. The session reframed assessment by focusing on its potential to enhance learning and support development, moving beyond its traditional role as a final evaluation tool.  Embodying the spirit of a wisdom circle, the Faranani session offered space for collective reflection, shared insights, and mutual learning.
July 17, 2025
SAPHE’s first Research Community of Practice (CoP) meeting took place on Monday, 30 June, marking an important step toward strengthening research capacity and collaboration within private higher education. As research is a core pillar of higher education, SAPHE members welcomed the opportunity to engage on research-related matters. The first session focused on supporting those who have made submissions for the upcoming SAPHE Conference. A highlight of the session was a presentation on the use of AI in research. From sparking ideas to helping with literature reviews and writing, AI was framed as a powerful research tool, similar to a calculator for a mathematician or a camera for a photographer. But, the message was clear: AI can assist, but the researcher remains the author!  True to the spirit of a Community of Practice, this new SAPHE initiative creates a collaborative space for sharing, questioning, and growing together. We look forward to many more engagements as this CoP evolves.