How We Can Reshape Diversity, Equity, and Inclusion Together | Kia Afcari | TEDxGeorgetown

Afcari shares insights on the strengths and weaknesses of diversity, equity, and inclusion efforts today. He offers a solution for the future in which these efforts are intentionally shaped with the involvement of more communities. Kia Afcari is an executive coach, consultant and co-founder of Caravann Consulting with over 25 years of experience helping leaders, teams, and organizations with collaborative change and diversity, equity, and inclusion (DEI). Kia lives in the San Francisco Bay Area, where he helps organizations around the world to actualize their future of work. As a child, Kia landed in rural Louisiana during the Iranian hostage crisis and got beat up for being an Iranian kid. While that was not a welcoming place for him, it did instill in him this deep passion to help create positive and inclusive organizational cultures. Today, Kia and his team support a wide variety of organizations, from United Nations agencies, to tech companies and universities. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at www.ted.com/tedx

[@sebastianroseter]

I really enjoyed the call to focus on structures over shaming... We need to redesign systems to remove those biases and ensure equity. This talk is really making me think of ways I can champion DEI efforts that are impactful, joyful, and built on unity!

[@kiaafcari2678]

Yes! Positive feelings power long-term change😎

[@andrealfifi]

A "no enemies" approach is refreshing.

[@lesliemctavish4300]

I like the "strategy" and "joy". Perhaps try introducing a personal process to employees that removes resistance, conflict, and fear.

[@1henrythomas]

The statistics shared were eye-opening. We need to move beyond traditional diversity workshops and create change at a structural level.

[@kiaafcari2678]

Agreed!

[@damonial2]

❤ Afcari the best ❤

[@jalalnaghib5072]

The three vital criteria to succeed not only in business but also in life. Kia Afcari succinctly elaborates on these important tools. In today's multi cultural world no business can succeed without addressing these important requisites. jalal naghib

[@KiaAfcari]

Thank you Jalal

[@PPIVideo2010]

It is time for novel approaches to DEI and Kia Afcari and the Carvann team our driving innovation. Can't wait to hear about all the new results as you guide the transformation for bold organizations!

[@Beinginawareness]

Thank you for calling a spade a spade. We do not need more workshops that do not change anything. I really appreciate you pointing to the fact that so many of the workshops are addressing the guilty feelings and offering a way to move to an effective solution. THANK YOU!

[@KiaAfcari]

thank you!

[@stephaniecunningham7937]

Insightful and inspiring.

[@WilmerCastro97]

I will never forget that glorious LightSaber battle on stage... KIa that initiative and catalyst graduation inspired my career path. I thank you for always coaching and including folks at all levels, thanks for taking the L&D coordinator under your wings. You are a true movement generator. I miss you my friend and hope you and your family are well.

[@KiaAfcari]

Wilmer! I miss you brother! Let's connect!

[@WilliamYoungbloodMFT]

This is a great talk on an important issue! When people are defensive & reactive they are less likely to engage in positive change or move towards resolving their ambivalence. When people are able to explore their values and align them with the broader experiences of their employees/coworkers good things can happen. Kia Afcari is an dynamic speaker and a valuable resource for the workplace!

[@rosymed8764]

Thank you for sharing your knowledge with all of us! ❤

[@isatousarr7044]

Reshaping diversity, equality, equity, and inclusion (DEI) requires a shift in perspective that moves beyond the traditional quota system and focuses on systemic change. While quotas can be an important starting point for addressing imbalances and creating opportunities, they often fall short of promoting true inclusion and can inadvertently perpetuate corruption and injustices when implemented without a deeper commitment to equity. Diversity should be viewed as a multifaceted concept that extends beyond mere representation. It involves creating environments where individuals from varied backgrounds, experiences, and identities are not only present but are actively contributing and empowered to do so. A quota system alone does not ensure that people are heard, valued, or given the support they need to succeed. Instead, it can lead to tokenism, where individuals are brought in to meet numbers rather than be valued for their skills and perspectives. To reshape DEI effectively, we need to go beyond quotas and focus on creating systems that support structural and cultural transformation. This means implementing policies and practices that address barriers and promote real opportunities for growth, such as mentorship programs, inclusive hiring practices, and career development support. It also means ensuring that those who are brought into the fold have access to resources and support that enable them to thrive, rather than just be present. Furthermore, it is essential to involve a diverse group of voices in shaping and evaluating DEI initiatives. This ensures that policies are not only designed from the top down but are informed by the people they are meant to impact. Engaging in open and honest conversations about what DEI really means and what changes are needed can help organizations identify and remove biases that may be embedded in their systems. Leadership plays a crucial role in this transformation. Leaders should not only endorse DEI initiatives but should model inclusive behavior and be accountable for their actions and decisions. This involves scrutinizing policies, practices, and cultures that might inadvertently reinforce exclusivity or inequality. The focus should also be on fostering a culture where people feel they belong and can contribute meaningfully. This requires clear communication, education on unconscious bias, and a commitment to treating people fairly and equitably. In addition, organizations should be proactive in addressing and dismantling power imbalances, whether they exist in decision-making processes or in everyday interactions. In summary, while quotas can be a tool to initiate change, they must be part of a broader strategy that addresses systemic inequities and promotes an authentic culture of inclusion. Genuine DEI efforts require examining and revamping the structures and practices that allow exclusion and inequality to persist, ensuring that diversity is celebrated, equality is promoted, and equity is woven into the fabric of an organization’s culture.

[@sarahprudhomme3428]

These ideas pair nicely with the book I just read with my school district - Belonging through a Culture of Dignity. Everyone in the room has work to do and the more we can walk together on this journey, the more successful we will be reaching our goals.

[@KiaAfcari]

sounds like a great book!

[@cyrusarmajani6182]

“Focus on structures not shaming.” Thank you for this! Takes courage to reflect on our work, look closely at whether what’s being done is working, and how to change. Change is hard.

[@KiaAfcari]

Thank you brother...

[@yogawithchristine]

Great talk! I like how you broke down much needed messages in a short video

[@kirkslapete]

This talk redefined DEI efforts for me. The importance of joy and interconnectedness struck a chord. By aligning strategy, culture, and DEI, we can create lasting change that benefits everyone. Let's journey toward unity and understanding.

[@DavidRand-hq2iz]

Makes sense. Dei needs to be updated!

[@erikashik]

Wow, this TEDx talk really made me think about the effectiveness of diversity workshops. It's crucial to align strategy, culture, and DEI to create lasting change in organizations. I love the idea of focusing on joy and impact instead of just activities.

[@CroonGirl]

As a CEO, this talk struck a chord. The concept of a "no enemies" approach resonates with me. Instead of shaming, let's channel energy into joy and appreciation while working towards meaningful change. It's time to make DEI central to our success

[@tanyateller902]

"No enemies approach." This certainly is at the heart of arriving, together. Thank you Kia Afcari and Caravann Consulting.

[@KiaAfcari]

Your Appreciative approaches to DEI really work Tanya! May you continue to do your awesome work in South Africa and throughout the world...

[@IAmASeaMonkey]

That story about the workshop was really moving... We must recognize our interconnectedness and the role each of us plays in achieving liberation. Let's align our efforts and focus on joy to create change that truly transforms organizations.

[@aniyaspack]

By embracing joy and impact, we can pave the way for a more equitable and inclusive future 🌈

[@naderpaksima-id4pk]

Bravo! “ A no enemies approach”

[@kiaafcari2678]

Thank you Nader jaan!

[@vindemour]

The idea of using joy to sustain energy for change is really cool! Such a positive mindset, love it.

[@joshuabaxter507]

The concept of finding a "DEI why" is brilliant. It's time for organizations to truly commit to change by focusing on purpose, impact, and unity. Let's champion diversity without creating enemies, and pave the way for a more inclusive world.

[@kiaafcari2678]

Agreed Joshua! That’s a world I want to live in.

[@logan-steele]

The idea of creating a promotion rubric to reduce bias is brilliant. It's time to design structures that promote equality rather than relying solely on workshops. Let's foster joy and unity as we work together to build a brighter future.

[@user-jb6rs4he2h]

Awesome 👌

[@percyd1727]

We're all on a journey towards inclusion, and it's essential to celebrate progress and maintain positive energy. Aligning strategy, culture, and DEI can lead to a more harmonious workplace.

[@kiaafcari2678]

Yes!

[@irondj]

That 3% to 3.3% statistic is painful but necessary to hear. Thanks for helping folks grapple with this work.

[@kiaafcari2678]

Thank you… that statistic hit me like a brick.

[@shonnashearson3456]

High Five! Great talk. Going to work on my why for DEI…

[@KiaAfcari]

I would love to hear your why Shonna! May you and your team continue to thrive with you as the CEO...

[@terrellholmes2511]

Deciding what your goals are and setting criteria are absolutely key! Great talk!

[@walet6972]

Very interesting stuff!

[@AndrewLombardospeaks]

Fascinating!!!

[@sadiaykor]

Oh wow the 4:20 mark 😭😭

[@julietrayner563]

It would be really nice and positive if Kia could pay his debts. We sold his mothers apartment in Mombasa and they have run off without paying our fees. I have staff I need to pay.

[@Kyiverdam]

I'm not ashamed to be white ❤

[@dianibeachrealestate]

How can we make sure Kia pays his bills? Not a good look for someone like this to refuse to pay the commission due to the real estate agent who found a buyer for his mothers apartment in Mombasa

[@nomorerealitytv]

Yeah I think anyone whose been in one of those workshops know they don't work.... Even if they're really successful on the day.

[@buzzboxes]

I had to laugh at his introduction, yup they would have definitely been uncomfortable.

[@shadyreginald]

Wouldn't it be amazing if you could just call out the behavior that stops D&I as it's happening?

[@raylinduke9645]

Ten thousand staff to one university?? Lol that's so many people.

[@christianitis]

cringe