Theology and Experience of Women’s Ministry

1. Theology and Experience of Women’s Ministry Transformations

2. Introduction Rachel Weir Transformations Steering Group

3. Transformations agenda so far September 2011 Transformations conference at Lambeth Palace September 2012 Transformations presentation to the College of Bishops

4. 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

5. What we asked of the bishops a year ago • To create a culture of drawing out people’s gifts • To address the issue of flexibility in patterns of ministry • To re-work clause 5 (1) c • To commission research • To set up an implementation group

6. Progress on the Transformations Agenda • TRIG (Transformations Research & Implementation Group) in liaison with Ministry Division and the House of Bishops • College of Bishops’ meeting 19th September 2013

7. TRIG Interim Research Findings Julian Hubbard Director of Ministry Lis Goddard Transformations Group Tim Ling National Adviser, Continuing Ministry Development Su Morgan HR Director

8. 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 2013

9. Key Areas of Research • Large churches and diocesan roles • Youngvocations • Self-supporting/Part-time ministry • Diocesan HR policies

10. 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

11. Diocesan Roles • Diocesan staff posts • Area/Rural Deans • 676 in 43 dioceses • 102 women • 564 men

12. Young Vocations Lis Goddard Transformations Steering Group

13. Young Vocations Statistics Creative Response

14. Age profiles of full-time equivalent stipendiary clergy 2002, 2012 and projected for 2022

15. Under 30s in training, 2012-13 – by college

16. One creative response:

17. How did we publicise? • 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

18. How did you hear about the conference?

19. Conference attendees by diocese

21. 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)

22. How long have you been considering ordination?

23. Have you already started the vocations process to ordained or lay ministry within the CofE?

24. Who would you be most likely to go to for support in helping you explore a vocation to ministry?

29. Marital status of men and women under 30 selected for ordination, 2008-2012

30. Relationship Status of conference attendees

31. Question for single women only: would you feel differently about considering ordination if you had a partner?

32. Question for women in a relationship only: would you feel differently about considering ordination if you were single?

33. 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

34. “…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.”

35. Question for reflection: If these young women go into the church what will enable them to flourish and what unnecessary barriers will they face?

36. Self-Supporting and Part-Time Ministry Julian Hubbard Director of Ministry

37. 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 terms

38. Proportions of Female Clergy

39. Recommendation Rates By Gender (2012)

41. Transitioning To and From Part and Full time

42. Diocesan HR Policies Su Morgan HR Director

43. Diocesan HR Policies • 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 Women were positive about the flexibility the clergy office provides which may be why few dioceses have flexible working policies.

44. Some respondents complained of: • inappropriate questions • not enough opportunities for part-time deployment • concept of priesthood as ‘something you just are, 24/7’ • being unable to cope if their husbands not given up work • 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 EXTERNAL SURVEY SHOWED:

45. 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

46. Conclusion Celia Thomson Transformations Steering Group

47. Next Steps • Current research project to be completed by December 2013 • Research findings to be circulated to all those present today

48. What we are asking of the bishops • Set up and lead an Implementation Group to address the key findings of the research • Be advocates for the flourishing of women’s vocations and women in ordained ministry • Share good practice

49. Questions for group discussion • What enables women’s ministry to flourish? • 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.