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Organization: Centre for Peacebuilding and Conflict Management, Norway, CCM Norway
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PROGRESS: Has your organization seen progress toward a culture of peace and nonviolence in your domain of action and in your constituency during the first half of the Decade?

There has been a clear progress towards the development of a culture of peace both in Norway and in the regions/countries in which we have worked in this decade, with the exception of the North Caucasus region, including Chechnya and North Ossetia and Ingushetia, where violence is still the predominant paradigm. In the countries of the former Yugoslavia, there has been a marked reduction of violence and increase in peace indicators, in some countries more than others. Unfortunately, we do not have scientifically sound information on the indicators which could be used, but are able to say that there has been a marked increase in demand for the learning and relationship building events which we are involved in, both from organisations and from individuals. In both Georgia and the Ukraine, countries which we have worked in, there have been non violent, democratic revolutions, which are a sound indicator of the development of cultures of peace.

Positive indicators in Norway include the acceptance of terms such as "peacebuilding" by the Foreign Ministry, Development Ministry and State Development Agency (NORAD). Several of the larger non governmental development and humanitarian agencies have also taken "peacebuilding" into their rhetoric and planning.

OBSTACLES: What are the most important obstacles that have prevented progress?

1. Lack of sufficient understanding amoung resource and decision managers within the governing establishments of the richer countries of western europe, including Norway, of the scale of investment required to make significant contributions to the development of a culture of peace

2. Lack of will on the part of the Norwegian political and bureaucratic establishment to take the concept of a Culture of Peace on board in their strategic planning, thereby losing the synergistic potential and coherence which the Programme of Action envisages. It is not enough to work with peacebuilding in a disconnected and uncoordinated way, such as is done by the Norwegian political and bureaucratic establishment

3. Lack of funding for peace and peacebuilding work in Norway, where there are virtually no private funds available, and almost all funding comes from public funds controlled by bureaucrats and politicians.

ACTIONS: What actions have been undertaken by your organization to promote a culture of peace and nonviolence during the first half of the Decade?

CCM is a non profit organisation dedication to the promotion of peace and the non violent management of conflicts. All of our work is designed to contribute towards the development of a culture of peace. Our prime modality is the learning and relationship building event, where one of the key planned outcomes is democratic empowerment. Since the commencement of the decade, we have arranged tens of such events in many different sectors of society both in Norway and abroad.

We do not prioritise demonstrations, and do not wait for any particular day to celebrate peace. We try to do this every day, working strategically with the many people of peace who attend our events.

Currently, we are in the middle of a survey of how the Norwegian society is working on the further development of its (relatively highly developed) culture of peace. Using the principles of appreciative enquiry, we have tried to identify all actors in Norway who are working on projects or other activities which could be classified under one or more of the 8 main heads of the Culture of Peace programme of action. The results of the survey are being posted on our culture of peace website at www.ccm.no, and we welcome visitors who wish to learn more about how people and organsations are working with the maintenance and development of the Norwegian Culture of Peace.




From a training of trainers session for trainee trainers from refugee organisations in the Caucasus (Georgia, Armenia, N and S Ossetia, Dagestan and Chechnya). It illustrates a session on using drama in training. The participants have made a ship, which is about to be wrecked!



This is from a workshop with the theatre group from African Youth in Norway, where we are working on making a version of Romeo and Juliet which has a happy ending because the conflicts in the story are handled in a constructive way based on traditional African methods of conflict management.



This picture is a class photograph from the Summer School 2005, showing only some of the 40 post graduate students registered for the distance learning Peace Studies Programme at the University of Kwa Zulu Natal, Durban, South Africa. Graham Dyson, Director of CCM Norway, is a doctoral student in the programme, and his topic is the UN CoP initiative. He also held a short workshop on Human Rights and Basic Needs for the Summer School participants.

ADVICE: What advice would you like to give to the Secretary-General and the General Assembly to promote a culture of peace and nonviolence during the second half of the Decade?

We were happy to see that the SG has proposed the establishment of a permanent Commission for Peace as part of his proposals for renewal of the UN organisation. Given UNESCO's wide scope of responsibilities and lack of resources to facilitate a focused and effective implementation of the Culture of Peace Programme of Action, and UNESCO's failure to work on the establishment of indicators to measure culture of peace implementation progress, we strongly urge the SG and GA to remove the responsibility for implementation of the PoA from UNESCO and give it to the new Commission for Peace. Of particular importance is the development of a proper measuring instrument for CoP implementation: the SG/GA should commission, after a competitive process, the development of such a set of indicators from a competent organisation while waiting for a decision on the permanent Commission for Peace.

PARTNERSHIPS: What partnerships and networks does your organization participate in, thus strengthening the global movement for a culture of peace?

The Norwegian Forum for Mediation and Conflict Work (www.mekon.no)
The European Platform for Conflict Prevention and Transformation
The Global Partnership for the Provention of Armed Conflict (www.gppac.net)

PLANS: What new engagements are planned by your organization to promote a culture of peace and nonviolence in the second half of the Decade (2005-2010)?

We will continue with our Culture of Peace project and with our learning and relationship building events. We are also working on a project aimed at introducing peer group mediation into the South African school system in order to try to contribute to the strategies to combat SA's appalling culture of violence.

Postal address of organization

Postboks 150, 1431 AAS, Norway

E-mail address of organization

info@ccm.no

Website address of organization

www.ccm.no

Highest priority action domain of a culture of peace

Education for a culture of peace

Second priority action domain of a culture of peace

Democratic Participation

Highest priority country of action (or international)

International

Second priority country of action (or international)

Eastern Europe
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Organization: Centre for Peacebuilding and Conflict Management, Norway, CCM Norway

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