What's New At the Institute?
The staff and board members of the Nonviolence Institute are proud and pleased to announce that our very own Mr. Cedric Huntley has accepted the position of Interim Executive Director.
Mr. Cedric is a lifelong member of Providence and has been a board member and intricate part of the Nonviolence Institute from the very beginning.
His practice of nonviolence, passion, commitment and dedication to his community make him a great leader and the right person for this challenging role.
We are all looking forward to being on this journey with him.
It is with great sadness that we share that Robert "Bob" Dangremond, a board member, passed away on August 28, 2020.
His steady dedication and generosity to peace in RI will not be soon forgotten.
His obituary can be read here.
Please read our full statement on our Facebook page here.
Check out the latest update on the work we continue to do during this pandemic.
Please see the CDC's website for the most accurate information about how to stay healthy and keep up with us on our social media.
We are so grateful for all the support we receive from our community.
Key supporters help us year-round with gifts of support, in-kind contributions, volunteer hours, and services.
Want to be a Key Supporter?
Contact our Development Office for more information!
Frank Hazard Charitable Foundation
Haffenreffer Family Fund - June Rockwell Levy Foundation
In 2016, the Nonviolence Institute (then the Institute for the Study and Practice of Nonviolence), assembled a group of staff, leaders, clients, and stakeholders to develop a strategic plan for growth and sustainability. The year-long planning process resulted in the formation of six strategic objectives. These objectives are a framework on which we build our services and projects.
Strategic Objectives for Management:
Center of Excellence in Nonviolence (build to be a primary center of thought, research, and practice in the field)
Relationship Management (work toward relationships that are strong with all constituent groups)
Evaluation Capacity (grow, implement, and maintain systems that evaluate performance and impact)
Resource Development (institute a management culture whereby resource development, especially but not solely financial, is the responsibility of all, not just one department or committee)
Continuous Professional Development (grow opportunities for all staff to continuously learn and develop skills as professionals in this field)
Communication Strategy (with intention, communicate the Institute’s story to each of our distinct constituent groups)
For a quick look at our Strategic Plan click here, or read the full plan:
265 Oxford Street
Providence, RI 02905