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DEEP and seriously researched Recommendations and Implementation of the structural issues at the University of windsor within the

Jordan Afolabi Case and Delta Chi ,

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Observation Data
Windsor Demographics
While conducting our research on diversity for the University of Windsor, we thought it
would be important to first get a better understanding of the demographics in the Windsor region
as a whole. We believed comparing this data would further help us analyze common problems and
gaps we see with diversity and conclude our report with recommendations to these issues.
Figure 1 and the data it contains is based upon Statistics Canada 2016 Census for the City
Windsor census subdivision. We began examining the demographics of our population along with
its first languages. It is evident that non-visible minorities, which include Caucasians and those
from European origins makeup over seventy-two percent of Windsor’s population. This means
that minority groups roughly only make up the remainder twenty-eight percent. Regarding first
language, out of the two-hundred and fourteen thousand counts that were recorded and
documented, about ninety-four percent of the population’s first language is English and eighty
eight percent can only speak English. Due to this, the majority of workplaces and schools only
speak and teach in the English language. The 2016 census shows that very few use French, Semitic
languages (Arabic) and Chinese languages and no workplace speak aboriginal languages. An
economic profile series for Windsor states, “The 2016 census data places Windsor 11th overall in
Canada for the highest percentage of immigrants” (CBC News, 2017). According to the census, as
of 2016 there were almost sixty thousand immigrants making up about twenty-seven percent of
the population.
With a growing foreign population, workplaces and schools in Windsor should be
introducing more diverse languages to give a greater percentage of the population the privilege to
speak in their mother tongue when at work.
University of Windsor Demographics
Now that we have a more vast and better understanding of Windsor’s population
demographics and statistics, we can compare similarities from what we found to the demographics
at the University of Windsor.
In figure 3, we look at the Fall 2019 full-time enrollment of students and where they
originate from. Out of the ten thousand students recorded, ninety-two percent were domestic and
from North America (Canada and U.S.A). Those who come from Chinese, Indian and African
background origin were the second highest percentage, but only making up a total of about five
percent. In our research, we could not find an exact number of Indigenous students who enrolled
that semester. The Faculty of Law conducted a survey of about 223 students (figure 4) and in that
survey we examined that from 2017 to 2020, there was only a 0.05% increase in Indigenous
identified students in the Law program. Continuing on with figure 3, we discuss the diversity in
senior administration and the board of governors at the University of Windsor. Within the senior
administration of twelve people, ten identify as white, seven of them being female, there is also
one male who identifies as Chinese and one female who identifies as black (Administration &
Governance, 2021). Since eighty-three percent of senior administration does not identify as a
minority, we can conclude that this level of governance displays very little diversity in regard to
ethnicity and race. As for the Board of Directors, out of the thirty members, twenty-five are white,
and just ten being female. There are only three members who identify as Indian and two who
identify as black. Compared to senior administration, this level of governance is also lacking
diversity regarding ethnicity and race but also in gender as well.
Final Findings
The statistical and quantitative data we have compiled on the diversity and demographics
of Windsor and University of Windsor helps us compare and generate a compelling study that
analyzes and explains the dynamics of the situations we have examined. We have discovered
different findings when comparing Windsors demographics to those at the University of Windsor.
While Windsors’ growing population continues to welcome those of minority groups into the city,
the university lacks in these operations. Those of African origin make up almost five percent of
Windsor’s population in 2016 (figure 1), but on the senior administration and board of governors,
in 2021, there are only a total of three black identified individuals. This is also to say for other
ethnicities. Those of Middle Eastern origin make up a greater part of Windsor’s population than
African Origin does yet there is not one Arabic identified person on either of the University of
Windsor administration and governance team. Here we see similar results in the lack of diversity
on campus. A large sum of students enrolled and those in senior positions identify as white.
Immigration is important to Windsor, making up almost thirty percent of the population
(figure 2). When comparing the number of immigrants and visas we have in Windsor, the amount
of visa and international faculty from 2017-2020 (figure 5) has been continuously low compared
to domestic faculty. In fact, the number of visas and international faculty actually decreased over
the four years.
Windsor has a “growing Indigenous population” (CBC News,2017). According to the 2016
census, indigenus groups make up almost five percent of Windsor’s population. Unfortunately, we
could not find much information on which aboriginal groups many of indigenous students originate
from and identify as. Although they identify as Canadian Citizens it is important to understand the
different groups they belong to and celebrate their backgrounds in the workplace and on campus.
In conclusion, the large population of non-minorities in Windsor is a big reflection on the
lack of diversity we see at the Windsor campus, in both students and faculty. As Windsor becomes
more diverse with more international students/faculty and working visas, we thought we could
conclude this would positively influence diversity on campus and welcome more culture and
experience, but were we mistaken? The uprising trends we see in Windsors diverse demographics
are not being followed by the University of Windsor. These statistics and findings show that
Windsor’s Campus needs to operate at a more diverse level, further evidence based actionable
recommendations to solve this issue can be found below.
Jordan Afolabi Case
University campuses across Ontario are filled with young adults that are often stressed,
overwhelmed, and busy juggling their many responsibilities and tasks. In settings like these,
conflict that sometimes leads to verbal or physical abuse are merely inevitable. Jordan Afolabi, a
27 year old student at the University of Windsor had found himself in a situation at the Odette
School of Business that led to a physical fight between him, a black male, and another male, who
was a white-passing student.
This situation- a simple fight between two students led to reveal a side of the University of
Windsor that has been hidden, and neglected for decades on end. It revealed the systemic racism
and inequalities that have been embedded, but silenced in universities not only on a provincial
level, but on a national scale as well. The case presented reveals so much more than a fight between
two students that were having a bad day. The reactions, response, and approach that the
administrative team of the University of Windsor took in handling Jordan Afolabi’s concerns was
inappropriate, insensitive, and incredibly unprofessional.
This trend was clearly shown from the beginning, when Afolabi approached his professor
for advice. The professor laughed off the situation, telling him that “he wanted nothing to do with
1841311217). The other student went to the Windsor Police reporting the incident, and even
arrested Afolabi and held him overnight. Afolabi was then banned from campus outside of his
class times, and was treated very poorly by administrators of the University of Windsor. The
actions of the staff and leaders of the University were incredibly inappropriate regardless of if
Afolabi was a visible minority or not. Since Afolabi has been in instances where he has felt racially
profiled when doing day-to-day tasks, he was not surprised by the reaction of the secretary who
felt threatened by his presence, or when people spoke to him with judgement in their tone.
Although university officials claimed that none of their actions were racially motivated,
that statement holds no value. There is a greater issue that stands in this case. The lack of empathy
for Jordan and his disappointment in the University of Windsor show that there needs to be change
in the structural organization of the University of Windsor. There is not enough black
representation within University of Windsor officials, and as we have stated previously in this
analysis, the higher up we get in the University of Windsor’s administration team, the more
common we see white, middle aged men in power. The great majority of University officials have
simply never had to experience the challenges a young black man or woman will have to face in
their day to day lives, and are simply failing to recognize their privilege as a white person in North
Flannagan’s life experiences have never led him to feel the need to record conversations
he is having in meeting times or with secretaries. He has never walked into a bank, a gas station,
or alone at night and had people feel threatened by his presence solely based on the colour of his
skin. The fight between two students on campus is not the crisis, as this happens on campuses
across north america all the time but rarely ever makes it to national news. The crisis is the
organizational structure, the way the University of Windsor handled the spill-out from the fight,
and the lack of empathy towards the issues that racialized people will face in their day to day lives
(toronto star citation***).
If there is no representation, there will be no insight. It is understood that the representation
needed is not an overnight solution, however, leaders at the University of Windsor should, at the
bare minimum, empathize with people of colour, listen to their concerns, and immediately take
action in ensuring that these situations are handled in an appropriate manner.
The leadership and administration team of the University of Windsor does not look like the
community it is serving, and this is a major issue today in 2021. University administrators are
responsible for ensuring that ALL students are treated with dignity, yet they are failing to do so,
and the Jordan Afolabi case clearly demonstrates this. Considering the fact that Afolabi did not
violate the University Student Code of Conduct, treating Afolabi as an active threat is a prime
example of anti-black racism (Citation, open letter in support of jordan******).
As previously stated, the lack of black representation in the administrative roles at the
University of Windsor will only lead to more and more instances that look like Jordans. Diversity
exists in the student body, as well as in the lower levels of the structure of University staffing. This
same diversity is not represented in the upper level administrative teams and major decision
makers. Racism against marginalized parties is not a concept understood or comprehended by the
majority of the decision making team- which are primarily middle aged white men, and until this
changes, these situations will continuously occur within Universities across Ontario. This alone
goes against the Universities statement that all students are to be treated with dignity and respect
in schools and on campuses across Ontario (same citation as last one).
Delta Chi
Two years after the Jordan Afolabi case made national headlines, the University of
Windsor was back in the spotlight for the anti-black, racist, and even sexist remarks from multiple
students a part of the Delta Chi fraternity associated with the University. The racism in student
chat rooms was merely unacceptable, considering the students involved in this situation were
leaders on campus in extra curricular groups and sports teams.
The University of Windsor is not the only university in Ontario with a racist past,
unfortunately it is known that racism has been quite prevalent in Universities for years on end. In
recent years however, many anti-racism movements such as Black Lives Matter have surfaced,
and a lot of stories have been shared. Major associations have been exposed for their racist pasts,
The Delta Chi case, being very recent, has created significant outrage in the student body
at UWindsor, frustration within the black community, and has really put the spotlight on the
President and supporting staff of the University. Although students participating are colleagues
with those of all ethnicities, genders, and backgrounds, they were still speaking in an extremely
vulgar, appalling way.
Again, although the behaviour of these students was extremely unacceptable, there is a
much bigger issue that is embedded in this case. The University of Windsor is only measuring,
and implementing necessary measures when it matters. As stated previously, there is not an equal
representation of people of colour, and people that are in marginalized groups in leadership roles
at the University.
Those in charge do not face the same issues as those who are new immigrants to the
country, to those who have a different skin colour, to those who have physical or mental
disabilities. Because they cannot relate to the major problems that people in those categories face,
they have failed to implement plans and procedures to handle these challenges, and to take the
disciplinary actions that are necessary when students behave in such a demeaning way. The
University of Windsor has been ignoring and pushing off these issues until they are in the spotlight,
and have no other option but to come out with an apology, and a mediocre, insensitive resolution
to the problems at hand (citation).
Students are uneducated on different cultures, religions, and practices of their colleagues.
The University of Windsor is one of the most culturally diverse Universities in Canada (citation),
meanwhile, there is still a significant divide between people of different cultures and backgrounds.
It is human instinct to “stick with what you know”, however, this is not a good way to be, especially
when you can learn so much from the people around you (citatio). The students that were involved
in the racist name calling in the Delta Chi fraternity are not educated on the importance of
celebrating, embracing, and accepting other cultures around you, instead, they decided to belittle
those that may be different than what they look like, act like, etc. It is the University of Windsor’s
responsibility to educate their student body on the many different cultures and ethnic backgrounds
they are surrounded by, provide the resources necessary for students to learn more, and to ensure
that students are not speaking down on other people due to race, gender, etc.
Systemic racism is very prevalent in Universities in Ontario, and exposing these
organizations on their lack of empathy, lack of effort, and inability to implement plans that are
constructive is a great start (citation). Uncomfortable conversations need to be had in order to make
change, and until administrators can understand the negative impact of structural and systemic
racism on marginalized groups, students will not feel safe on campus, and these stories of racism
and hatred between students, administrators, etc. will multiply.

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