The Many Faces of Nonviolence - Ann Wright

Written by Maegan Hanlon

Ann Wright was on an assignment in Mongolia when she resigned from the State Department in March 2003. Having served in the U.S. Army for over two decades retiring as a colonel and in the U.S. Foreign Service for sixteen years, she knew the devastating effects of war. Ann was opposed to the Iraq War and felt that she could not in good conscience represent the United States in the conflict. Because of this, she resigned from the U.S. Department of State to dedicate herself to promoting nonviolence. 

Ann decided to shift her efforts to peace and nonviolent protest. She started working with organizations that were trying to stop the United States government from using war as a first resort. When talking about using war as a way to solve global issues she says, “use of the military and war seldom results in stability.” She knew that there had to be a nonviolent way to solve international disputes. As a result, Ann began a new adventure working with civilian-run organizations instead of government agencies. She advocated for nonviolence in Washington, DC and around the US talking to tens of thousands of citizens on alternatives to war. Since her resignation from the U.S. in 2004, after nearly two decades of commitment to nonviolence, Ann can testify that most Americans don’t want any more wars, yet U.S. politicians, no matter which political party is in power, still favor war and mobilization. 

Ann began being personally involved in the situation in Israel and Gaza when she left the U.S. Diplomatic corps in 2003. She decided she needed to see for herself what was happening on the ground when Israel first attacked Gaza in early 2009. She went to Gaza in January 2009 to observe with her own eyes the huge level of destruction that a major military power like Israel had done in its 27 attacks on the small, unarmed territory of Gaza. The loss of life-over 1400 Palestinians killed, 5,000 wounded, and over 10,000 left homeless-inspired her to take action. In 2009, she went back to Gaza six times with CODEPINK Women for Peace to bring more people to Gaza so they could meet with survivors, document the damage, and return home to write stories about what they saw. Later in December 2009, Ann and CODEPINK brought over one thousand people to Egypt for the Gaza Freedom March to march in Gaza in solidarity with the people of Gaza on the first anniversary of the Israeli attack. However, Egyptian border police allowed only about 100 people to enter Gaza, and the rest had to remain in Egypt and used a number of nonviolent tactics including staging demonstrations in Cairo to bring international attention to the blockade in Gaza including sit-ins outside the US Embassy. 

In 2010 Ann continued to support Palestinians living under the Israeli naval blockade of Gaza by joining the Free Gaza Movement. In 2008 this organization sent two boats full of people and medical supplies to Gaza and took out of Gaza some Palestinians in need of healthcare. In 2010 the Free Gaza Movement expanded the of challenging the illegal Israeli naval blockade of Gaza by sending no just two boats, but a flotilla of boats to Gaza. This project became the Freedom Flotilla Coalition. In this 2010 mission, they sent three cargo boats of medical supplies along with three passenger boats to Gaza. Ann was on one of the passenger boats when Israeli forces attacked the flotilla for attempting to enter the naval blockade zone. Nine people were executed by Israeli commandos on the boats, and one later died of Israeli gunshots. More than 50 of the unarmed, civilian activists aboard the boats were shot by Israeli commandos. See a list of casualties here. After raiding the boats in international waters, Israeli police arrested nearly 700 people and brought them to Israeli prisons. They were deported which meant they could not return to Israel for ten years. Ann has been deported from Israel three times meaning she technically has a 30 year ban to travel to Israel and therefore also to the West Bank. After her initial deportation, Ann returned to Gaza through the Rafah, Egypt crossing in 2011, 2012, and 2013.

The Freedom Flotilla Coalition is an international organization of 13 national campaigns participating in the movement. In the 2018 flotilla, four boats in the flotilla visited twenty ports before reaching Sicily, from which they travel to Gaza. In each country they visited, they worked with Palestinian solidarity organizations to educate Europeans about the horrors of the illegal Israeli blockade of Gaza. By stopping at multiple ports to meet with supporters, the Freedom Flotilla Coalition is able to further spread the message about the suffering people endure in Gaza from the Israeli land and sea blockade. The journey to attempt to break the illegal naval blockade of Gaza typically ends about forty kilometers off the coast of Gaza when Israeli forces intercept the flotilla and arrest passengers. The long journey brings international media attention, except in the U.S., and awareness to the suffering in Gaza. With the help of their international partners, the Freedom Flotilla Coalition has sent boats to Gaza in 2011, 2013, 2015, 2016 (an all women’s trip), and 2018. 

US Boats to Gaza, the United States chapter of The Freedom Flotilla Coalition, is dedicated to educating Americans about the situation in Gaza. Ann and other organizers travel across the United States holding educational events to spread awareness about Gaza. Many educational events help with funding so the flotilla can keep sending ships to attempt to break the illegal Israeli blockade of Gaza. The flotilla’s dedication helps Palestinians remain hopeful that the world is not forgetting them. 

Ann Wright came to work with Nonviolence International when she met our co-director, Michael Beer. They ran into one another at a number of peace events around the DC Metro area. Today Nonviolence International serves as the fiscal sponsor of US Boats to Gaza. Ann and Nonviolence International also support We Are Not Numbers, a platform for young Palestinian writers and artists to find their voices and tell their stories as journalists. In fact, We Are Not Numbers has released two documentaries showing the plight of Palestinians in Gaza. The first is an award winning short film, “Six Miles Out,” about fishermen struggling to make a living under the blockade. The other, called “Dreams in the Crosshairs,” is about the permanent disfigurement and amputations many Palestinians suffer under Israeli violence on the people of Gaza. The films help raise awareness and inspire international solidarity with Palestinians in Gaza and the West Bank. 

Through all of the suffering she has seen, knowing so many people willing to challenge Israeli and U.S. government policies towards Palestine and are willing to stand up and encourage nonviolent approaches to resolve international issues gives Ann hope. She says, “I know courage when I see it, and I have seen more courage in the brave, determined citizens...than the heavily armed forces arrayed against them.” Grassroots movements around the world show Ann the dedication many citizens have to use peaceful and nonviolent approaches to conflict resolution. She has found that civil society pressures politicians to act peacefully rather than to initiate violence. For example, United States citizens pressured President Obama to refrain from attacking Syria in 2013 over the alleged chemical attacks by the government of Syria. President Trump’s decision not to go to war with Iran also came from civil pressures to remain peaceful and avoid war. Civilian long term dedication to promoting peace and nonviolence gives Ann hope in times of violence and suffering. 

The Freedom Flotilla Coalition has begun its fundraising campaign for the May 2020 Flotilla by hosting fundraisers across the country to raise money to purchase the next boats to challenge the Israeli blockade of Gaza. To learn more about the campaign visit usboatstogaza.org and to donate please click here

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17 Nonviolent Groups Worth Supporting in 2025

Remember Dr. King's statement that humanity MUST choose between nonviolence or nonexistence? The answer is obvious and we need to build global movements that use the tools and values of nonviolence now more than ever. 

Not including NVI, below are 17 leading groups that inspire, train or mobilize nonviolent resistance and social change. All work multi-nationally and across multiple social movements.

Please consider becoming a consistent monthly or annual donor and ask yourself if you can devote 1% of your income to the global nonviolence movement.  Can you devote $/€ 5/month to each of them? Please, also, contact them or visit them and see how you can volunteer.

All of these groups are in financial need and have great potential. Those with asterixes are in most need. Please flag/star this email so that you can come back to it repeatedly and try not to skim. (They are listed here in no particular order).

*Africans Rising- “The Movement envisions that Africa-wide activism, solidarity and unity of purpose of the Peoples of Africa will build the future they want – a right to justice, peace, dignity and shared prosperity.”

Acción Noviolenta en las Américas- “Education, Training and Research in the Americas in Spanish, French and Portuguese.’ Please join the webinars that we co-organize with them.

The Institute Novact of Nonviolenceis a non-profit association dedicated to conflict transformation and peacebuilding. It has been working in the Euro-Mediterranean region for more than 20 years."

CANVAS-”From CANVAS' headquarters in Belgrade, Serbia, we operate a network of international trainers and consultants with expertise in building and running successful nonviolent movements. We work to build more just, democratic, and responsible society.Srda Popovich and Slobodan Djinovic are brilliant people-power coaches.

Commons Library: A world-class open English library of training and organizing materials. Also grassroots-engaged and activist in Australia. Operates on a shoe-string.

Ekta Parishadis a mass-based peoples’ movement for land rights with an active membership of 250,000 landless  poor and is regarded as the biggest peoples’ movement in India with an iconic status globally. Since its inception as a Gandhian organization in 1989, Ekta Parishad is constantly promoting nonviolence as a way of struggle, dialogue, and constructive actions toward building a peaceful and just society.”Ekta Parishad is a mass-based with an iconic status globally." Ramesh Sharma is simply brilliant.

*Kawakibbi Foundationis an organisation which merges intellectual research with activism. The foundation was born out of the Arab Spring, and we work towards a world free of tyranny and in which society trumps the state, extremism in all its forms have no appeal, and individual rights are sacrosanct.’ NVI met with Ahmed Gatnash this year and was so impressed that we will soon fiscally sponsor them.

NVXXI-Non-Violence XXI est une association française qui collecte des dons et des legs depuis 2001 dans le but de financer des projets à caractère non-violent et de promouvoir concrètement la culture de la non-violence au 21e siècle en France et dans le monde. Elle regroupe aujourd’hui les principales organisations non-violentes françaises.”

Mouvement pour une Alternative Non-violente. “Founded in 1974, MAN aims to put forward the specific contribution of non-violence in the everyday life, education and social and political fights. MAN wants to promote the principles and methods of nonviolent strategy, to support a positive resolution of the interpersonal, intercommunity or international conflicts. By thinking, acting and training, MAN thus seeks to promote justice and freedom.”

Beautiful Trouble. A great online resource center for creative nonviolent action and training. A leader in support of artistic activism and social change. It's co-led by the extraordinary Nadine Bloch.

Metta Center & Nonviolence Radio. They have wonderful podcasts and many Gandhian inspired resources. Michael Nagler and Stephanie Van Hook are a treasure.

Pace E Bene: “Founded in 1989 by the Franciscan Friars of California, Pace e Bene Nonviolence Service is now an independent, non-denominational 501(c)3 organization spreading the power of nonviolence. “Pace e Bene” (pronounced “pah-chay bay-nay”) is an Italian greeting from St. Francis and St. Clare of Assisi meaning “Peace and all Good.”  Pace E Bene coordinates Campaign Nonviolence with the help of the indefatigable Ken Butigan and many others.

Nonviolence NewsEach week, Nonviolence News brings 30-50 stories of “nonviolence in action” to readers, illuminating the scale and scope of how nonviolence is actively shaping our world.” This weekly newsletter is the best site for nonviolent action news and movements, thanks to the superstar Rivera Sun.

Waging Nonviolence: “Waging Nonviolence is a nonprofit media organization dedicated to providing original reporting and expert analysis of social movements around the world. With a commitment to accuracy, transparency and editorial independence, we examine today’s most crucial issues by shining a light on those who are organizing for just and peaceful solutions.” They have great in-depth articles about nonviolent movements. NVI fiscally sponsored WN for years before they spun off under the inspired leadership of Eric Stoner and others.

*Solidarity 2020 and Beyondis one of the broadest international networks composed of grassroots leaders utilizing nonviolent action to work together strategically on key issues at the local and international level including climate crisis, women's rights, anti-authoritarianism, indigenous and land rights, and self-determination. S2020B is active in 100+ countries,  mainly in the Global South, where we build people power and impact by providing expert level training and spaces for members to learn and share with each other., trauma healing and self-care, participatory research projects, and emergency and small grants to empower locally led initiatives working for peace with justice and positive change.  We provide small grants to locally-led advocacy campaigns and activities such as International Peace Day for youth in Kenya; nonviolent action training workshops in Mekong River countries and Palestine;  Social Justice clubs in Uganda, environmentalists in El Salvador, and support for tribal and marketplace women in Cameroon and India. Dr. Stephen Zunes, a S2020B Organizing Committee member describes S2020B as "the most effective and efficient international network of grassroots activists making a real difference in the world that I have had the pleasure to work with".  NVI fiscally sponsors S2020B and its Director Katherine Hughes-Fraitekh.

Training For Change: “Training for Change is a training and capacity building organization for activists and organizers. They believe strong training and group facilitation is vital to movement building for social justice and radical change. One of the great training collectives”. Founded by none other than our dear friend George Lakey.

*Nonviolence Education and Research Center in Turkey. This is the primary resource center for the many countries with Turkish language speakers supporting all kinds of marginalized communities. Training, research, activism in a challenging environment. Based in Istanbul. NVI helped found this center.

Sincerely,

Sami Awad & Michael Beer, Co-Directors


P.S. Please let us know of more groups that we could highlight next year.  If you are really wanting to focus on Palestine, please look at NVI's remarkable partners who are supporting Israelis and Palestinians who seek to build a shared future together.

Diversity and Equity as an Act of Nonviolent Civil Resistance

Diversity and Equity as an Act of Nonviolent Civil Resistance

In a time when societal and institutional shifts are met with increasing polarization, advocating for diversity, equity, and inclusion (DEI) is not just a matter of social progress—it is an act of nonviolent resistance. For organizations, companies, and communities, embracing these principles is a powerful statement of defiance against the structures that have historically perpetuated inequality and exclusion.

In the spirit of nonviolence, this article challenges the misguided notion that diversity and equity are mere buzzwords or trends. Instead, it asserts that these principles have always been foundational to thriving organizations and successful business models. Just as nonviolent civil resistance seeks to dismantle systemic oppression without resorting to harm, advocating for diversity, equity, and inclusion disrupts the perpetuation of privilege and opens pathways to fairness, justice, and mutual respect.

The American ideal of meritocracy—the belief that hard work and talent should determine success—has shaped generations. It’s the foundation of the American Dream: if you’re driven and capable, you will succeed, no matter your background. But is that really how it works?

History tells a different story. Deep-rooted inequities in race, class, and systemic privilege have long obstructed true meritocracy. The reality is that talent alone isn’t enough when barriers to opportunity are unevenly distributed. If we want to honor the principle of merit, we must ensure everyone has a fair chance to prove their worth.

This is where Diversity, Equity, Inclusion, and Accessibility (DEIA) come in. Contrary to misconceptions, DEIA isn’t about lowering standards or prioritizing one group over another. It’s about eliminating obstacles that unfairly limit access to opportunity. Done right, DEIA strengthens—not weakens—meritocracy by ensuring that success is based on ability, not privilege.

One of the most persistent myths about meritocracy is that success is always earned. If someone is wealthy or powerful, the assumption is that they must have worked harder, been smarter, or deserved it more than others. But is that the case?

The word “deserve” implies entitlement—something granted, not necessarily earned. A child born into privilege does not inherently deserve better education, healthcare, or career prospects than a child born into poverty. Yet, in practice, society frequently rewards people not for their abilities but for the advantages they were handed at birth.

True merit should be based on talent, effort, and achievement. But when access to education, economic stability, and career opportunities is skewed by race, gender, and class, meritocracy becomes a convenient illusion. Without addressing these structural imbalances, what we call “merit” often turns out to be nothing more than inherited privilege.

Beyond systemic barriers lies an even deeper question: Who determines what is valuable?

Historically, the dominant culture has defined success in ways that benefit those already in power. This is why unpaid labor—such as caregiving and domestic work, disproportionately performed by women and marginalized groups—has been chronically undervalued, despite its vital role in society. It’s why certain career paths, often occupied by privileged groups, are disproportionately rewarded with wealth and status, while others remain underpaid and overlooked.

The same bias applies to education and professional advancement. People from underrepresented backgrounds often have to work twice as hard to have their skills recognized because traditional measures of merit reflect the values of those who have always held power. DEIA seeks to change this by expanding our definition of value, ensuring that different perspectives, talents, and lived experiences are acknowledged and rewarded. Without this shift, meritocracy remains a closed system that excludes countless individuals who could contribute just as much, if not more, given the chance.

DEIA: An Evolution of Merit, Not an Abandonment of It

Critics often argue that these initiatives undermine meritocracy. But that argument misses the point. DEIA is not about giving unqualified people an advantage—it’s about making sure qualified people aren’t excluded due to systemic bias.

The idea isn’t to replace one group with another or push an agenda but to remove barriers that have historically shut out diverse, talented individuals. Done correctly, DEIA hiring ensures that merit remains the primary factor while broadening the pool of candidates to reflect the diversity of our society.

DEIA’s advocates recognize the challenges of implementation. Critics are right to demand clarity and rigor, particularly in fields where technical accuracy is paramount. But this is not an either-or proposition—it is an evolution of merit, not an abandonment of it. Efforts to widen the talent pool and address systemic inequities by fostering inclusion do not dilute excellence; they strengthen it.

The broader question we should be asking is: How do we balance addressing systemic inequities while ensuring that processes remain transparent and fair for everyone?

Like any policy, DEIA initiatives can be poorly executed. Some organizations have implemented it in ways that feel performative, leading to tokenism or hiring practices that prioritize optics over ability. These missteps should be addressed—but they don’t invalidate the core purpose.

Consider corporate diversity programs that hire candidates from underrepresented backgrounds but fail to provide mentorship or support. These efforts may look good on paper but do little to ensure long-term success. The solution isn’t to eliminate these values but to refine them—to ensure that equity efforts are substantive rather than symbolic.

Throwing out these principles due to flawed implementation would be like abandoning democracy because of political corruption. The answer isn’t to dismantle it but to make it work better. One way to do this is to expand the discussion beyond race and immigration because the real impact is much broader. True meritocracy requires removing barriers for all people—regardless of disability, gender, economic background, or any other factor that has historically been used to exclude individuals from opportunity.

A fair society does not measure merit based on how well someone fits into a narrow mold of success. Instead, it recognizes talent, effort, and potential in all their forms. The ultimate goal is to level the playing field so that everyone has an equal shot at success—one that isn’t determined by privilege or systemic disadvantage.

The truth is, DEIA has likely played a role in the life of someone you know and care about, even if you haven’t noticed it. Whether it’s ensuring accessibility for a disabled friend, promoting workplace fairness for women, or creating opportunities for first-generation college students, these initiatives make our society more just and inclusive.

Rather than eliminating it, we should be working to refine and strengthen these policies so they can better serve their purpose. If we truly believe in the promise of meritocracy, we must acknowledge that it can only exist when every individual has the same opportunities to succeed—not just the privileged few.

DEI as Nonviolent Civil Resistance

Implementing these practices—especially at a time when the White House is pushing back on these initiatives—becomes an act of nonviolent civil resistance. By continuing to embrace these practices, CEOs, business leaders, and other decision-makers are standing up for justice and equity despite political pressure to abandon them. This resistance is not about confrontation, but about maintaining a commitment to fairness and inclusion in the face of systemic oppression. As Cesar Chavez said, “We cannot seek achievement for ourselves and forget about progress and prosperity for our community… Our ambitions must be broad enough to include the aspirations and needs of others, for their sakes and for our own.”

Practical Steps for Business Leaders

Even when facing a cultural backlash against DEIA initiatives, CEOs, owners, executives, and Board of Trustees can continue to uphold diversity, equity, and inclusion in meaningful ways. Here are a few practical steps:

  1. Commit to Long-Term Change Over Short-Term Solutions: True DEI efforts go beyond hiring quotas. Invest in training and programs that support diverse employees’ growth and ensure they have access to mentorship, leadership opportunities, and career advancement. Measure your progress through data but also listen to employees’ feedback and adapt strategies to their needs.
  2. Cultivate an Inclusive Workplace Culture: Focus on creating a culture of belonging where all employees feel heard, valued, and empowered. This involves breaking down silos, encouraging collaboration across diverse teams, and taking active steps to address microaggressions and biases.
  3. Foster Equity Through Transparent Decision-Making: Evaluate policies, pay structures, and career development opportunities to ensure they don’t unintentionally exclude marginalized groups. Implement transparent, equitable processes for promotion, compensation, and hiring.

As Bryan Stevenson, founder of the Equal Justice Initiative, has powerfully stated: "The opposite of poverty is not wealth. The opposite of poverty is justice." Similarly, the true measure of these programs is not how many diverse candidates are hired or included but whether these initiatives genuinely contribute to justice by addressing the systemic barriers that have long excluded marginalized groups.

In the face of corporate retreats from these commitments, it’s important to remember that the true goal of such initiatives isn’t merely to increase representation or check boxes. The American Dream should not be a myth. It should be a reality for everyone.

George Cassidy Payne has over 20 years of experience in the nonprofit sector, working across various capacities to empower communities and drive social change. He holds a Master’s degree in the Humanities from Emory University, where he developed a strong foundation in critical thinking, ethics, and human behavior. George’s career has focused on advocacy, organizational leadership, and building inclusive environments that champion diversity, equity, and social justice. Passionate about creating systems that promote fair opportunities for all, he continues to work on initiatives that align with his belief in the power of diversity to drive both organizational success and positive societal impact.

 

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