Afrikin Foundation Inc

A New Way of Being

West Palm Beach, FL   |  https://afrikin.org

Mission

AfriKin Foundation is a minority-owned 501(c)3 nonprofit organization that utilizes art and cultural experiences of African origin to build bridges between personal choices and the good of humanity. The term AfriKin® is the fusion of two words -- Africa and kinship. AfriKin® emphasizes cultural connection and kinship across ethnic lines. It focuses on engagement and quality of care, rebranding Africa's image in the west to allow for more strategic partnerships. AfriKin Foundation addresses a host of high-priority global community goals, including key questions about this new world we are living in. AfriKin creates a transitional space of affinity for intellectual exchange without barriers. This is a place where individuals are motivated by love to create a new way of being.

Ruling year info

2020

Principal Officer

Alfonso Brooks

Co Principal Officer

Nicola Edman

Main address

2408 Florida St

West Palm Beach, FL 33406 USA

Show more contact info

EIN

85-2592611

NTEE code info

Arts, Cultural Organizations - Multipurpose (A20)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Blog

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

AfriKin Workshop

AfriKin presents this new way of being as a path in contrast to the direction that the mainstream has been moving in. Interconnectivity allows for positive exchange and the sharing of knowledge and resources, graciously, as true contributors. Mutual empowerment encourages growth and the circulation of community resources. This is achieved through the cultural interchange, educational discourse and focused content designed to enlighten and inform – putting new ideas into action.

As a result of the Covid-19 pandemic, preparation for events that are unfolding in a changing and uncertain environment is wise. Focus must be placed on the inner development necessary for a metamorphosis to occur. Humans are seeking to become their better selves while learning to be courageous and enduring in the face of trials. In the consideration of the path to the extraordinary, there is time for contemplation of interviews with those who have been re-shaped by their experiences and who are set in motion toward a new awareness and responsiveness. Passengers from various cultures and industries can tell their stories of advancement, forfeiture, growth, and progression – prologues – as historic backstories in an era of social transformation.

AfriKin invites people to engage in conversations on how to invest in communities. This involves the contributions of effort, resources, time, finance and thought for development, growth, and problem solving during this unprecedented time of systemic transition in a world facing crises.

Educators and facilitators are called upon to act as intercessors and participants in the developmental process of creating connection through forward-looking conversations, forums and workshops to galvanize, inform and motivate an emerging global culture re-defined as AfriKin – the fusion of two words (Africa the continent) and (Kinship sharing characteristics and/or origins) – originating from the same source-point and existing as brothers and sisters in human kin-ship. This kinship allows for harmonious and purposeful action toward peaceful solutions to complex problems and is beneficial for happiness and wellness.

Population(s) Served
People of African descent
Multiracial people
People of Latin American descent
Economically disadvantaged people
At-risk youth

Where we work

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We act on the feedback we receive, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

Afrikin Foundation Inc
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Afrikin Foundation Inc

Board of directors
as of 02/22/2022
SOURCE: Self-reported by organization
Board chair

Alfonso Brooks

AfriKin Foundation Inc

Term: 2020 - 2030

Nicola Edman

AfriKin

Violet Tafari

AfriKin

Babacar Mbow

AfriKin

Micah Brooks

AfriKin

Carole Boyce-Davies

AfriKin

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Not applicable
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 1/18/2022
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
Black/African American
Gender identity
Male, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 01/18/2022

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.