Progress: Where We Are

Purpose

(a) To actively engage the Black communities on campus to learn about student, staff, and faculty experiences of Anti-Black Racism across UWindsor; and (b) identify, review, and recommend policies, programs, pedagogical practices, research, and other concrete actions that foster and support equitable, safe, and engaging environments for Black students, staff, and faculty on campus. 
 

Current Status

• The Task Force officially concluded its work on July 31, 2021. The Report was submitted in Fall 2021. View the report and recommendations here.

Next Steps

• To be announced

Questions?

Contact Marium Tolson-Murtty, Director, Anti-Racism Organizational Change
Office of the Vice-President | Equity, Diversity & Inclusion

Purpose

Building on the work of the Racialized Data Collection Framework Working Group, the University has formed the Rapid Action Unit (RAU) to expedite the Racialized Data Collection initiative. This team consists of Dr. Clinton Beckford, Dr. Phebe Lam, and Lorraine Grondin. The RAU will lead the larger Racialized Data Collection Implementation Steering Committee (RDC-ISC) comprising stakeholders across campus. The purpose of this committee is to consultatively develop and implement the process to collect and store racialized data as well as the mechanisms by which these data are reported.

Current Status

Completed:

• Reviewing summaries of the information collected to identify gaps and best practices. 
• Identifying communication, collaborating and consultation process for moving this important work forward. 
• Reaching out to other institutional partners to determine best practices. 
• Investigating technical solutions for collecting and reporting data. 

In Progress:

• Creating the Student Self-Identification Survey website through the EDI website. 
• Collaborating with Legal Services on the wording of the Student Self-Identification Survey title page. 
• Organizing and coordinating the Communication and Engagement Campaign with Student Equity Ambassadors. 
• Collaborating with faculties and other units to launch the Student Self-Identification Survey. 
• Collaborating with Communications Officers to help promote the launch of the Student Self-Identification Survey.
• Developing a Senate policy to govern research use. 

Next Steps

• Developing communication package with Equity Ambassadors and other members across campus. 
• Conducting the data collection survey with a new live launch date of October and first communication email to students after the Fall Add/Drop date. 
• Developing a Senate policy to govern research use. 
• Planning Phase II of the Survey with the focus on intersectionality.

Questions?

Contact Katelynne Lamothe, Project Coordinator

Diversifying Campus Voices & Leadership: Black Scholars Hiring Initiative 

Purpose

To increase the number of Black faculty members participating across all areas of the university.

Current Status

• 12 Black scholars will be hired by 2023
• Consultation with Senate and the ABR Task Force
• Establishment of a Working Group that will be tasked with providing advice on the framework for the Black Scholars Hiring Initiative and considering any process-related matters pertaining to the implementation of the framework.
• Membership of the Working Group for the Black Scholars Hiring Initiative:
  • Dr. Clinton Beckford (Co-Chair)
  • Dr. Patti Weir (Co-Chair)
  • Dr. Cheryl Collier, Dean representative
  • Dr. Kemi Anazodo, Odette School of Business
  • Dr. Natalie Delia Deckard, Sociology, Anthropology, Criminology
  • Dr. Nicole Scott, School of Social Work
  • Dr. Richard Douglass-Chin, English and Creative Writing
  • Dr. Rajesh Seth, WUFA representative
  • (Resource to the Working Group: Daniella Beaulieu, [Acting] Vice-President, Human Resources)

Next Steps

The Working Group for the Black Scholars Hiring Initiative will:

• Establish Guiding Principles for the Black Scholars Hiring Initiative
• Establish the framework for the hiring cluster process of twelve (12) Black Scholars
• Establish the framework for the retainment of Black Scholars that will recognize, engage critically with, and celebrate traditions of Black intellectual excellence

Questions?

Contact Daniella Beaulieu, Executive Director, Academic Initiatives, Provost's Office 

Purpose

• Provide opportunities to support Black scholarship
• Support the development of Black-focused courses and programs and pedagogies that address racism and anti-Black Racism
• Provide research and leadership opportunities for Black students
• Provide professional development funds 

Current Status

• Calls will begin to launch January 31st, 2021  

• Black Scholarship 

  • Research Grants 

• Anti-Racist and Black-Focused Curriculum and Pedagogy 

  • Teaching, Learning, and Curriculum Grants
    • Aim:
    • Awards up to $5,000 for teaching and mentorship grants, and up to $10,000 for teams working on curriculum design 
    • Grant duration will be up to 24 months 
    • Deadline to apply is June 30, 2021
  • Anti-Racism Pedagogies Teaching Leadership Chair

• Leadership and Research Opportunities for Black Students 

  • Student Leadership Experience Fund
    • Aim: To foster student-led research and leadership skills, enhance student engagement and the student experience, and assist in the training of highly creative and motivated students
    • Five grants will be awarded up to $10,000 each with a duration of up to 18 months
    • Deadline closed on May 2nd. 
    • Grants are being finalized by the ABR Student Leadership Experience Grant Committee.

• Professional Development focused on addressing Anti-Black Racism and for Black staff and faculty 

  • Professional Development Fund

Next Steps

• Launch of all grants by June 2021 

Questions?

Contact Marium Tolson-Murtty, Director, Anti-Racism Organizational Change
Office of the Vice-President | Equity, Diversity & Inclusion

Purpose

The University of Windsor has established a $250,000 goal for the new Black Student Scholarship Initiative that will begin to support Black-identified students in Fall 2021. To achieve this milestone, the University is committed to matching the first $125,000.

Current Status

• $134,074 has been raised, resulting in $259,074 in scholarship funds. For more information, please visit https://www.uwindsor.ca/supportuwindsor/black-student-scholarship-initiative

Questions?

Contact Shae Harasym, Acting Director, Advancement

Purpose

1. To establish a new independent office that will be responsible for addressing infractions related to the Student Code of Conduct regarding Academic Integrity and Non-Academic Misconduct by undertaking a broad, campus-wide consultative process, to ensure that the creation of a new office is rooted in equitable and inclusive best practices, diverse campus expertise, student needs and lived experiences.
2. Following the campus-wide consultative process and establishment of a proposed restructuring of a new independent office, conduct a review of the Student Code of Conduct and the Procedures for Addressing Student Non-Academic Misconduct.

 

Current Status

• Effective March 22, 2021, Dr. Phebe Lam has taken up a two-year appointment as acting Associate Vice-President, Student Experience
• The Office of Student Experience will no longer have responsibility for investigation and discipline stemming from student misconduct
• Interim Procedures for Addressing Student Non-Academic Misconduct have been established, including the establishment of an Intake Coordinator – Student Conduct
• CCS Consulting – Charles C. Smith, Principal and Birgit Rohde, Associate Consultant - have been engaged as third-party experts in the field who will collaborate with the internal leads in finalizing and implementing the campus-wide consultation and fact-finding process, which includes:

• Phase 1: Foundational:
  Stakeholder interviews and focus groups with selected key contributors. Number of in-depth (1 hour) interviews: 62 – completed

  Phase 2: Comprehensive:
  All-student screening survey: Number of survey respondents: 1,876 – completed

Next Steps

• Phase 3: Focused:
  In-depth survey and/or in-depth contributor interviews and in-depth focus groups for students who have had OSE contact or had grounds but chose to engage – in progress for completion March – April 2022

Questions?

Contact Mohsan Beg, Executive Director, Student Health, Counselling & Wellness Services

Purpose

• To review processes, policies and procedures in view of obligations under OHRC guidelines 

Current Status

• OHREA and the University Secretariat are reviewing policies and procedures pursuant to the December 18th, 2020 letter from the Ontario Human Rights Commission. The letter reminds institutions that they have a responsibility to ensure appropriate policies and practices are in place to address discrimination and harassment and to monitor them to eliminate adverse impacts and discriminatory elements, including ensuring that complaint processes satisfy the six criteria set out by OHRC.
• Report was delivered at Senate in March 2021
• Current initiatives include, but are not limited to: review/revision of policies and procedures related to student misconduct, human rights policy revisions, establishment of a new office responsible for student academic and non-academic misconduct, racialized data collection framework, granular employment equity data regarding racialized groups and, a review of education, diversity and inclusion (EDI) structures and polices, and a number of education and support initiatives including counselling services specifically in support of Black and other racialized groups.

Next Steps

Questions?

Contact Daniella Beaulieu, Executive Director, Academic Initiatives, Provost's Office 

Purpose

• To review broader institution-wide equity, diversity and inclusion processes, policies, programs, committees and reporting structures

Current Status

• Planning for external, third-party review underway
• More information to follow

Next Steps

• More information to follow

Questions?

Contact Beverly Hamilton, Chief of Staff, Office of the President