Presentation on theme: "Theology and Experience of Women’s Ministry Transformations."— Presentation transcript:
Theology and Experience of Women’s Ministry Transformations
Introduction Rachel Weir Transformations Steering Group
Transformations agenda so far September 2011 Transformations conference at Lambeth Palace September 2012 Transformations 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 Bishops September 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 19 th September 2013
TRIG I NTERIM R ESEARCH F INDINGS Julian Hubbard Director of Ministry Lis Goddard Transformations Group Tim Ling National Adviser, Continuing Ministry Development Su Morgan HR Director
TRIG – Transformations Research and Implementation Group TRIG T RANSFORMATIONS R ESEARCH & I MPLEMENTATION G ROUP 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 2013 8
TRIG – Transformations Research and Implementation Group K EY A REAS OF R ESEARCH Large churches and diocesan roles Young vocations Self-supporting/Part-time ministry Diocesan HR policies 9
TRIG – Transformations Research and Implementation Group L ARGE C HURCHES 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 D IOCESAN R OLES Diocesan staff posts Area/Rural Deans 676 in 43 dioceses 102 women 564 men 11
Y OUNG V OCATIONS Lis Goddard Transformations Steering Group
Young Vocations Statistics Creative Response
Age profiles of full-time equivalent stipendiary clergy 2002, 2012 and projected for 2022
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?
Conference attendees by diocese
Programme Welcome Keynote address on biblical material Workshops: -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)
How long have you been considering ordination?
Have you already started the vocations process to ordained or lay ministry within the CofE?
Who would you be most likely to go to for support in helping you explore a vocation to ministry?
Marital status of men and women under 30 selected for ordination, 2008-2012
Relationship Status of conference attendees
Question for single women only: would you feel differently about considering ordination if you had a partner?
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?
S ELF -S UPPORTING AND P ART -T IME M INISTRY Julian Hubbard Director of Ministry
TRIG – Transformations Research and Implementation Group S ELF -S UPPORTING /P ART -T IME P OSTS 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 terms 37
TRIG – Transformations Research and Implementation Group P ROPORTIONS OF F EMALE C LERGY 38
TRIG – Transformations Research and Implementation Group 39 R ECOMMENDATION R ATES B Y G ENDER (2012)
TRIG – Transformations Research and Implementation Group 40
TRIG – Transformations Research and Implementation Group T RANSITIONING T O AND F ROM P ART AND F ULL TIME 41
D IOCESAN HR P OLICIES Su Morgan HR 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. D IOCESAN HR P OLICIES
TRIG – Transformations Research and Implementation Group S OME 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 deployment o concept of priesthood as ‘something you just are, 24/7’ o being unable to cope if their husbands not given up work E XTERNAL SURVEY SHOWED:
TRIG – Transformations Research and Implementation Group S OME S UGGESTED I MPROVEMENTS : 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 Thomson Transformations Steering Group
Next Steps o Current research project to be completed by December 2013 o 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.