ABOUT US
Available at Amazon
Gail Cavanaugh, the founder of this organization, has a passion for developing talent.
​
She was born and raised in Newport, RI, where she first started working with children. Gail attended Stonehill College in N. Easton, Massachusetts and and graduated with a B.A. in Spanish.. She studied piano at the Hartt School of Music in W. Hartford, Connecticut.
​
Children and Creativity
10/14/2017 - ""I have been teaching piano for thirteen years now, mostly to elementary school children. Although, some of the children were very talented, they did not know it. They were amazed when they could play a song that they knew.
​
The first community center where I taught was an inner - city school where the children were very restless and challenging to teach. A group of older children bullied the younger ones while they were trying to play songs. The younger ones would come crying to me about the older children.
​
One day, to my amazement, one of the older children, a girl, asked if she could learn how to play a song. I gave her a chair and she sat down for a lesson on how to play songs like “Mary Had a Little Lamb” and “London Bridge.” She was inspired by listening to the younger ones learning how to play the songs.
​
This older child, about twelve years old, learned the songs very quickly and made it a point to come every day for practice. Soon, she stopped hanging around with her friends and practicing on the weekends at her grandmother’s house. She became joyful, her personality changed, and she stopped bullying the younger children. She no longer had a scowl on her face.
​
One day her mother came to pick her up and was surprised that she was playing the piano. She did not realize her child had an interest. Then she mentioned that her child was spending more time at her grandmother’s house, probably because she had a piano there. Her mother proceeded to show her some things she had learned as a child. It was a beautiful sight!
If you have a child who needs discipline, consider piano lessons."
Gail also owns the RI Kids Create Music School, Cavanaugh Creations, a marketing and design firm, the Fitness Wagon, a smoothie and vegan restaurant which she hopes to open soon, Designs a la Mode, a fashion design business, and the Grace Art Factory. She is also a life insurance agent and a pastor at the True Vine Church, whose ministries include the Welcome Mat Women's Shelter, Trinity Men's Shelter, Never Hunger Never Thirst Soup Kitchen, Gateway to Heaven Orphanage, Grace and Truth Youth Groups, Sweet Jesus Children's Choir, and the True Worshipers Adult Choir. Gail is the author of two books.
Sexual Abuse and Misconduct Prevention Policy
[Wisdom Institute, Inc.] prohibits and does not tolerate sexual abuse or misconduct in the workplace or during any organization-related activity. [Wisdom Institute, Inc.] provides procedures for employees, volunteers, board members or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted. No employee, volunteer, board member or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.
Definitions and Examples
​
The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all of the following persons – employees, volunteers or other third-parties.
​
Sexual abuse or misconduct may include, but is not limited to:
• Child sexual abuse – any sexual activity, involvement or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given.
• Sexual activity with another who is legally incompetent or otherwise unable to give consent.
• Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts.
• Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders and/or pulling against another’s body or clothes.
• Material such as pornographic or sexually explicit images, posters, calendars or objects.
• Unwelcome and inappropriate sexual activities, advances, comments, innuendoes, bullying, jokes, gestures, electronic communications or messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy.
• A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do the job or creates an intimidating, hostile or offensive environment.
• Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization.
Reporting Procedure
Immediately report suspected sexual abuse or misconduct to [LIST MULTIPLE AVENUES OF INTERNAL COMPLAINT]. It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed. [NAME OF ORGANIZATION] will take every reasonable measure to ensure that those named in complaint of misconduct, or are too closely associated with those involved in the complaint, will not be part of the investigative team.
​
Anti-retaliation and False Allegations
[Wisdom Institute, Inc.] prohibits retaliation made against any employee, volunteer, board member or other person who lodges a good faith complaint of sexual abuse or misconduct or who participates in any related investigation. Making knowingly false or malicious accusations of sexual abuse or misconduct can have serious consequences for those who are wrongly accused. [NAME OF ORGANIZATION] prohibits making false or malicious sexual misconduct allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination of employment or membership and criminal prosecution. Investigation and Follow-up
​
[Wisdom Institute, Inc.] will take all allegations of sexual abuse or misconduct seriously and will promptly, thoroughly and equitably investigate whether misconduct has taken place. The organization may utilize an outside third-party to investigate of misconduct. [Wisdom Institute, Inc.] will cooperate fully with any investigation conducted by law enforcement or other regulatory/protective services agencies. [Wisdom Institute, Inc.] will make every reasonable effort to keep the matters involved in the allegation as confidential as possible while still allowing for a prompt and thorough investigation. Reporting to Law Enforcement or Appropriate Child or Adult Protective Services
[Wisdom Institute, Inc.] is committed to following the state and federal legal requirements for reporting allegations or incidents of sexual abuse or misconduct to appropriate law enforcement and child or adult protective services organizations. It is the policy of [Wisdom Institute, Inc.] not to attempt to investigate or assess the validity or credibility of an allegation of sexual or physical abuse as a condition before reporting the allegation to proper law enforcement authorities or protective services organizations.
​
[
Employee and Worker Screening and Selection
As part of its sexual abuse and misconduct prevention program, [Wisdom Institute, Inc.] is committed to maintaining a diligent screening program for prospective and existing employees, volunteers and others that may have interaction with those employed by, associating with or serviced by [Wisdom Institute, Inc.]. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references.
​
Supervision of Youth
To provide a safe environment for minors, [Wisdom Institute, Inc.] strives that a minimum of two adult workers supervise or be in attendance with minors during organization-related activities. The purpose is to avoid one-on-one interactions between adults and minors that are not easily observable by others. If individual meetings with a minor must be held in an office, keep the door open. Only conduct closed door meetings when another adult is put on notice of the meeting and the door remains unlocked..
​
​
.