Theology and Experience of Women’s Ministry
Transformations
Introduction
Rachel WeirTransformations Steering Group
Transformations agenda so far
September 2011Transformations conference at Lambeth Palace
September 2012Transformations presentation to the College of Bishops
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 BishopsSeptember 2012
What we asked of the bishops a year ago
1. To create a culture of drawing out people’s gifts
2. To address the issue of flexibility in patterns of ministry
3. To re-work clause 5 (1) c
4. To commission research
5. To set up an implementation group
Progress on the Transformations Agenda
o TRIG (Transformations Research & Implementation Group) in liaison with Ministry Division and the House of Bishops
o College of Bishops’ meeting 19th September 2013
TRIG INTERIM RESEARCH FINDINGS
Julian HubbardDirector of Ministry
Lis GoddardTransformations Group
Tim LingNational Adviser, Continuing Ministry Development
Su MorganHR Director
TRIG – Transformations Research and Implementation Group
TRIGTRANSFORMATIONS RESEARCH &IMPLEMENTATION GROUP
oversee the research on aspects of women’s ministry
consider proposals for the House of Bishops for encouraging good practice, implementing policy and conducting further research
report to the House in December 20138
TRIG – Transformations Research and Implementation Group
KEY AREAS OF RESEARCH
Large churches and diocesan roles
Young vocations
Self-supporting/Part-time ministry
Diocesan HR policies
9
TRIG – Transformations Research and Implementation Group
LARGE CHURCHES
Greater Churches Network 30 out of 31 have a male incumbent
Private patronage Contact with voluntary societies to review their
experience
Clergy Appointments Adviser Trends in appointments
10
TRIG – Transformations Research and Implementation Group
DIOCESAN ROLES
Diocesan staff posts
Area/Rural Deans676 in 43 dioceses
102 women 564 men
11
YOUNG VOCATIONSLis GoddardTransformations Steering Group
Young Vocations
• Statistics • Creative Response
Und
er 2
2 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80O
ver 8
0
0
50
100
150
200
250
300
350
400
2002 stipendiary male 2012 stipendiary male 2022 stipendiary male2002 stipendiary female 2012 stipendiary female 2022 stipendiary female
Age in years (December)
FTE
stipe
ndia
ry c
lerg
yAge profiles of full-time equivalent stipendiary clergy 2002, 2012 and projected for 2022
Cranmer
Mirfield
St John's N
ott
Oak Hill
Queen's
RiponRidley
St Stephen's
Trinity
Westcott
Wycliffe
0
5
10
15
20
25
30
MaleFemale
Under 30s in training, 2012-13 – by college
One creative response:
• Market research• Blog: youngwomenandthechurch.wordpress.com • Facebook page: – c. 150-200 people a week looking at the page, and 10
people "talking" about it on their page. • Call Waiting website• Diocesan links – eg London Young Vocations; DDO’s etc
• Writing to church leaders and student workers directly
How did we publicise?
How did you hear about the conference?
Friend
Family
MInistry website
Social media (twitter, facebook, internet)
Church
Clergy (vicar, church leader)
DDO
Diocesan offices
Vocations Advisor
Student pastor
Other (please specify)
Birmingh
amBris
tol
Cambrid
ge
Canter
bury
Chelmsfo
rd
Chichest
er
Guildford
Leeds
Lichfield
London
Manch
ester
Nottingham
Oxford
Peterborough
Portsmouth
Southwark
St Alban
sWale
s
Winchest
er0
2
4
6
8
10
12
14
16
18
32
4
12 2 2
3
1
16
12
5
12
1 1 1
10
Diocese
Num
ber o
f att
ende
es
Conference attendees by diocese
Programme
WelcomeKeynote address on biblical materialWorkshops:
- How young is too young?- Ministry, marriage & motherhood. Can I have it
all?- Ministry and the messiness of life- Consider your Call – Praying the Word of God- How on earth do I become a vicar (the process of
selection)
Less than one
month
1-6 months
7-12 months
1-3 years 4-6 years 7-9 years 10-12 years
13-15 years
16-20 years
0
2
4
6
8
10
12
14
16
How long have you been considering ordination?
35.3%
49.0%
15.7%
YesNoNo answer
Have you already started the vocations process to ordained or lay ministry within the CofE?
Clergy
, incl.
college c
haplain
Missioner
DDO
Church
Frien
ds
Spouse
Parents
Other family
Others in tr
aining (frien
ds/family
etc)
Colleagu
es
Prayer p
artner/m
entor/youth le
ader
Vocations A
dvisor
Other (please
specif
y)0
5
10
15
20
25
30
35
40
4541
1
73
19
5
11
2 2 1
14
35
48 respondents114 responses in total
Who would you be most likely to go to for support in helping you explore a vocation to ministry?
Male Female Male Female Male Female Male Female Male FemaleYear 2008 2009 2010 2011 2012
0
5
10
15
20
25
30
35
40
45
50
SingleEngagedMarriedDivorced
Marital status of men and women under 30 selected for ordination, 2008-2012
51.0%
13.7%
3.9%
31.4%
Single
In a relationship
Engaged
Married
In a Civil Partnership (0%)
Other/Prefer not to say (0%)
Relationship Status of conference attendees
0%
5%
10%
15%
20%
25%
Perc
enta
ge o
f res
pond
ents
Question for single women only: would you feel differently about considering ordination if you had a partner?
No
Yes -
wouldn't have
to co
nsider
someone e
lse
Yes -
less s
upport avai
lable
Yes -
other (gi
ve deta
ils)0%4%8%
12%16%20%
Perc
enta
ge o
f res
pond
ents
Question for women in a relationship only: would you feel differently about considering ordination if you were single?
Learning Points
• Churches are important₋ Leaders need to be encouraged and trained to identify
vocations₋ Urgent need to find ‘alternative routes’
• Pro-active dioceses make a difference• Importance of role models• Importance of mentoring • Need to address assumptions
⁻ Theological and practical• Lack of confidence
“…One of the great joys of the day was seeing so many ordained women in one room! Having come from a church background of rarely seeing a woman at the front of church, it was such an amazing sight to see so many ordained women!
I also found the day to be a great encouragement to see that there are so many young women of my age and younger, from across England, either considering exploring ordination or who are already embarking on the journey.
Many thanks to the….. ordained women who can see the potential of younger women and the need for them in the leadership of the church.”
Question for reflection:If these young women go into the church what will enable them to flourish and what unnecessary barriers will they face?
SELF-SUPPORTING AND PART-TIME MINISTRY
Julian HubbardDirector of Ministry
TRIG – Transformations Research and Implementation Group
SELF-SUPPORTING/PART-TIME POSTS
5% of stipendiary clergy are part-time 50% of these are women ~20 per annum transition to full-time
Interim findings: Attracts particularly gifted individuals A waiting period Suspicion of exploitation Support for such ministers is patchy Positive references to Common Tenure and
clarity over terms37
TRIG – Transformations Research and Implementation Group
PROPORTIONS OF FEMALE CLERGY
38
TRIG – Transformations Research and Implementation Group
39
RECOMMENDATION RATES BY GENDER (2012)
TRIG – Transformations Research and Implementation Group
40
M F0102030405060708090
Under 30s in training in 2012
Col-lege
Perc
enta
ge
TRIG – Transformations Research and Implementation Group
TRANSITIONING TO AND FROM PART AND FULL TIME
41
DIOCESAN HR POLICIESSu MorganHR Director
TRIG – Transformations Research and Implementation Group
Less than 1% take paid maternity leave 63% were paid significantly higher 70% returned to stipendiary ministry,
and of those: 50% full-time parochial ministry 20% part-time stipendiary parochial ministry 15% part-time parochial self supporting ministry 10% hospital chaplaincy 5% taking a break
43
Women were positive about the flexibility the clergy office provides which may be why few dioceses have flexible working policies.
DIOCESAN HR POLICIES
TRIG – Transformations Research and Implementation Group
SOME RESPONDENTS COMPLAINED OF:
51% feel employers and colleagues attitudes had changed towards them
Two thirds said work had been made ‘difficult’ for them 40% said younger colleagues with no children were
given more support 1 in 3 found it impossible to ‘climb the career ladder’
after giving birth
44
o inappropriate questions o not enough opportunities for part-time
deploymento concept of priesthood as ‘something you just
are, 24/7’ o being unable to cope if their husbands not
given up workEXTERNAL SURVEY SHOWED:
TRIG – Transformations Research and Implementation Group
SOME SUGGESTED IMPROVEMENTS: support networks providing child care
and cover contact with other women clergy improved understanding of issues
faced by curates in training who are young parents
more information and awareness of options: phased return flexibility about housing child care vouchers collaborative ministry
45
Conclusion
Celia ThomsonTransformations Steering Group
Next Stepso Current research project to be completed by
December 2013o Research findings to be circulated to all
those present today
What we are asking of the bishops
o Set up and lead an Implementation Group to address the key findings of the research
o Be advocates for the flourishing of women’s vocations and women in ordained ministry
o Share good practice
Questions for group discussion
1. What enables women’s ministry to flourish? 2. What are the barriers?
Please record five to responses each question, which will be collected later. At the plenary after lunch you will be asked to report back • one enabling factor and • one hindering factor;
You will have only one minute per group to do this.