Organizational Strategic Goal 1. People in fragile and conflict-affected States will be better able to prevent and respond to violence and lead efforts to build sustainable peace and security.

• Strategic goal 1.1. Provide technical support to local partners in ways that strengthen local inclusion and empowerment, challenge unequal power relations and strengthen women and youths’ peace and security platforms.
• Strategic goal 1.2. Better integrate Diversity, Equity and Inclusion (DEI) thinking into our program design and implementation, using the partnership principles to guide media conversations in to our partnerships and programs.

Organizational Strategic Goal 2: recognize and support locally led peacebuilding as an effective and essential approach to building sustainable peace and security

• Strategic goal 2.1. By the end of the strategic period, the Centre aims to be a leader on within the security and peacebuilding sector, actively advancing transformation in our field.
• Strategic goal 2.2. Actively engage policymakers, donors and other key stakeholders to be more aware of and committed to security and peacebuilding policy and practice and, wherever possible, transform peacebuilding agenda inspired by localization of peace and security.
• strategic goal 2.3. Ensure that the Centre’s research is conducted in locally-led, participatory, inclusive ways from start to finish and that it actively advances greater equity in the field.

Organizational Strategic Goal 3. More people in Nigeria are aware of, engaged with and supportive of locally led security infrastructure and peacebuilding, contributing to a growing and active peace movement

• strategic goal 3.1. Ensure that all external communications are inclusive, accessible and use empowering language and content that emphasizes local agency and avoids reinforcing power imbalances.
• strategic goal 3.2. Develop an approach for content collection that empowers local leadership, co-ownership and usage of content.

Organizational Strategic Goal 4. CCECP will have skilled and motivated staff, board members and volunteers and will invest in its systems, processes and work culture to enable it to deliver high quality work and support to local peacebuilders around the world.

• strategic goal 4.1. Increase the representation of currently under-represented groups at all levels across the organization by challenging barriers to recruitment and progression that exist for people of different identities and backgrounds and improving our recruitment and staff assessment processes to reflect this.
• strategic goal 4.2. Develop a welcoming, inclusive working environment and culture supported by systems and processes that recognizes and values difference, and fosters a sense of belonging for all staff.
• strategic goal 4.3. Ensure that DEI is embedded in our commitment to learning and reflection, in both our internal organizational culture and how we implement our work.