Theology and Experience - PowerPoint Presentation

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Theology and Experience of Women’s MinistrySeptember 2016

TransformationsSlide2

Introduction2

GroupSlide3

Transformations agenda so farSeptember 2011:Transformations conference at Lambeth PalaceSeptember 2012:Transformations presentation to the College of BishopsSeptember 2013:

College of Bishops Transformations Day

September

2014:

Transformations presentation to the College of Bishops

September

2015:Update to College of Bishops on key Transformations research results

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Context‘There are significant differences between the ways in which women and men exercise ordained ministry… Often this is not the result of individual choice….

There are cultural and institutional assumptions that work against the full integration of women clergy ….

Until these issues are addressed, the Church cannot embrace the breadth of gifts and

experience offered by its ordained ministers.’

Transformations Presentation to the College of Bishops

September 2012

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Transformations sub-groupsTRIG (Transformations Research and Implementation Group)Young Vocations2015 Ministry Council paper Growing Vocations to Ministry

Larger Churches

2016 paper

Vocational Pathways

Theology Working Group

Development and Appointments – Senior Women

Liturgy Sub-group

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Rural/ Area Deans

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TRIGTransformations research & implementation group Vocational Pathways: Clergy leading large churches

- Liz Graveling, April 2016Slide17

At the end of 2015 only 3 of 112 churches with usual Sunday attendance 350+ were

led by women.

Why

so few?

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Possible reasons:Women have been ordained for less time?Average time from ordination to

leading a large church is 14 years

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Possible reasons:Theological opposition to women as church leaders?Legitimate theological grounds for not appointing a woman was a factor in 18% of the churches studied. ‘Whether discrimination occurs in the current appointment processes within the remaining 82% of larger churches is a question beyond the scope of this piece of research.’

(page 6)

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Possible reasons:Women’s vocational pathways tend to be more complex than men’s?MEN: Curacy > junior parochial post

> current incumbency

WOMEN:

Curacy > 3+ posts > incumbency

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Possible reasons:Gendered family rolesWomen more likely to have childcare responsibilitiesTime in SSM or part-time ministry while

raising children

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Leaders of large churches:Full time and stipendiaryGeographically deployableEvangelical and ordained youngStrong churchmanship identityExperience of serving in a large church

No major childcare responsibilities

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So what do we do?Continue encouraging young female vocationsSupport women who are caring for children

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So what do we do?Women benefit from Targeted programmes Support structures Good advice from their bishops

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So what do we do?Further research into the vocational pathways of female senior clergy, and of Evangelical female ministersMonitor recruitment processes

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What might bishops do?Actions might includeSupporting young vocations initiativesEnsuring good practice Checking recruitment processes in diocesesSupporting women in their vocational journeys Facilitating developmental opportunities

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Progress in the PipelineSlide28

Young VocationsRenewal and Reform If we are to increase the number of vocations significantly, the need to address the barriers facing younger women

black and

minority ethnic

candidates

is now even more pressing.

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Young Vocations

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Young VocationsNamed, Known and Called (Durham, November 2015)

‘Today gave me new strength and passion’

‘I wish I’d been to this 5 years ago’

‘Definitely run this again. It was massively helpful

and down to earth.’

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Young Vocations

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Young Women: Your

Call

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The Learning Community‘I don’t think I can do this,’ I said to the bishop’s chaplain a year ago. …‘The quality of facilitation in the Learning Community has been surprising and superb. It has made me wonder when I am surprised by excellence – when I stopped believing that that was the church’s norm. … What if we dared to believe in excellence and the slightly breath-taking surprise of God?’

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The Learning Community 

Male

Female

Cohort 1 discernment process (n=79)

76% (60)

24% (19)

Cohort 1 participants (n=55)

78% (43)

22% (12)

Cohort 2 discernment process (n=83)

58% (48)

42% (35)

Cohort 2 participants (n=64)

61% (39)

39% (25)

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Leading WomenAn independent programme designed to prepare and equip women for roles of wider and/or more senior responsibility.107 women on the programme to date (4 cohorts)At least 53 have secured new posts20 to senior appointments: Bishops (3), Deans (2), Archdeacons (8), residentiary canons (7)Delivery team now includes 4 bishops, all of whom came through the Programme

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Part-time RolesThe issue‘Part time roles are a real contention. I have a number of really gifted women who have told that there are no part time stipendiary roles.’ (Dean of Women’s Ministry)‘In 2005 three of us wrote a paper for the bishop's staff about the need to be able to balance marriage, motherhood and priesthood – 3 callings.

…Post-curacy

we were in danger of not being able to progress in ministry due to the complete lack of part-time paid posts with significant responsibilities. This led to the development within the Diocese of a number of part-time paid posts.’

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Part-time RolesSome models, and the benefits ‘I am on a 0.5 stipend and have 3 rural churches with a population of about 3000 people. I work 3 days a week with 2 Sunday services. I chose to move to part-time work so that I could also spend time looking after my 2 children. Since the youngest has entered Year 1, I have also taken on the role of Dean of Women in Ministry.’

‘I’m a half time vicar and I absolutely love it.

I

work an average of three days plus

Sunday. I

have a particular responsibility for discipleship, leadership and training as well as responsibility for 2 other small churches within the parish. I also line manage a couple of the staff

team.’

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Part-time RolesSome models, and the benefits‘My parish were told that they were unlikely to get a vicar, and when they were offered a part time one they were so grateful that they do everything to make sure I only work part time. I KNOW that I am a far better priest as a result. I get a balance in my life. It makes me completely able to handle the rigours of the job. I inhabit my role much more comprehensively, meaning that I actually 'do more ministry' when the collar is off.

The part time role has allowed me to show that this really isn't just a job, but a calling, and a way of life

.

’

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Next Steps38Slide39

Next StepsTaking forward the Transformations agendaTRIG priorities: 1

Young

vocations

2

Large

Churches

3 Diocesan HR policies and practices  

Making

the Transformations agenda a

realityin every

diocese

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Questions?40