Transformations The Diocesan Perspective

Introduction

Follow-up to what Lis has said about the national picture of women’s ordained ministry. Practical session exploring how to develop women’s ordained ministry in the dioceses. Will include Transformations agenda.

Different Stages Dioceses are at very different stages regarding the position of ministry of ordained women. Variety of reasons including: – History of Diocese. – Attitude of Diocesan Bishop. – Churchmanship of Diocese – Current issues facing the Diocese. But whatever the current position of your Diocese, there are practical steps you can take to help women clergy.

Why it’s important to address the position of women clergy in Dioceses Wholeness of ministry : theological and spiritual modelling. Justice. Good stewardship : using all our clergy resources to the full. Mission of the Church : the whole body.

What we’ll cover in this session Current position in the Dioceses. Establishing a base-line audit. Planning a strategy for the Diocese. Involving the rest of the Diocese in this review. Implementing and evaluating the strategy. Dealing with obstacles and negative attitudes. Top tips for taking forward the Transformations agenda in your Diocese.

Current position in the Dioceses

Current Position in the Dioceses CoE national statistics for 2012 (latest available) show great diversity regarding deployment of women clergy in the Dioceses. Two examples: – Number of women clergy in the Diocese. – Proportions of stipendiary and self-supporting (SS) women clergy.

Number of women clergy by Diocese

Percentage of Male & Female clergy in a sample of Dioceses DioceseMaleFemale Blackburn78%22% Bradford66%34% Bristol64%36% Chichester82%18% Coventry69%31% Lichfield71%29% Southwell & Notts62%38% York73%27% In the Northern & Southern Provinces

Percentage of Male & Female Stipendiary Priests in a sample of Dioceses DioceseMaleFemale Blackburn85%15% Bradford74%26% Bristol80%20% Chichester91%9% Coventry81%19% Lichfield80%20% Southwell & Notts66%34% York81%19% In the Northern & Southern Provinces

Feedback from Dioceses following 2013 Transformations Steering Group presentation to the College of Bishops (CoB)

CoB Feedback Wide variety of experience from ‘lip service to female clergy’ to ‘full integration’. Some dioceses appreciate importance of statistics/others don’t. Some Dioceses set goals for the number of women in specific areas eg stipendiary ministry, Cathedrals, DBF. Concern about lack of young female vocations especially for stipendiary ministry.

CoB Feedback (2) Important that women clergy are visible & audible in ministry. Vital to have good female theological educators. Need to encourage more women to be incumbents, take charge of larger churches, be training incumbents and Area Deans. Need for some gender-based training and mentoring. Important to encourage well-being and family- friendly practices (for male and female clergy). Require flexibility in appointment of clergy couples.

CoB Feedback (3) Some Dioceses have committed publicly to taking forward the Transformations agenda. Others are taking active steps to do so. Others haven’t engaged with the Transformations agenda but are tackling the issues in different ways. Some Dioceses have done little or nothing.

Whatever the current position in our Diocese, there is a lot we can do

Establishing a Base-Line Audit of the Diocese

What we are trying to achieve Establish where we are as a Diocese in key areas of women’s ordained ministry. In terms which are clear, objective, referenced and visible. Provides evidence and help we’ll need for strategic planning.

What we will use No one format – dependent on the needs of your Diocese. Keep it clear and simple.

What will we cover in the Audit 1.Numbers of female clergy. 2.Numbers of female clergy in senior office. 3.Numbers of stipendiary and self-supporting female clergy and percentage of diocesan whole. 4.Numbers of female Area/Rural Deans. 5.Numbers of women DDOs/Assistant DDOs and role on vocation process.

What will we cover in the Audit (2) 6.Numbers of women clergy on Diocesan committees eg DBF and DBE. 7.Numbers of female training incumbents. 8.Numbers of female clergy Assessors and Examining Chaplains and CME Officers. 9.How many women are currently in the selection process for ordained ministry and their age profile? 10.What percentage of those recommended for training are women; age profile; stipendiary or non- stipendiary?

What will we cover in the Audit (3) 11.What happened to them? Do they progress in the diocese as expected? (NB - This would fit better into the next stage of medium to long- term monitoring of how women fare in the diocese/ link into mentoring, active encouragement and training etc.) 12.Who attends Bishop's Staff Meeting? How many women clergy and in what roles? 13.How many female Incumbents, Priests in Charge, Chaplains and Assistant Curates in the Diocese? 14.How many female self- supporting clergy? Roles? Do they receive regular Ministerial Development Reviews (or equivalent)? Have they changed roles since ordination? 15.What numbers and percentage of women clergy are on working groups in the Diocese?

What will we cover in the Audit (4) 16.What opportunities are there for women clergy to network and reflect together on their experience? 17.Do the senior staff and Rural/Area Deans provide any mentoring for women clergy? 18.What process exists in the diocese to identify and encourage women clergy who may be suitable candidates for senior office? 19.What provision does the Diocese have to support women clergy? e.g. Dean of Women's Ministry? Are they full-time or part-time? Are they on the Bishop's Staff team? 20.What processes, if any, exist to help women clergy who may experience problems in their ministry in the Diocese?

Planning a strategy for the Diocese

Setting it up Complete base-line audit. Evaluate (with other colleagues if possible). Identify key issues you wish to address in: a) short –term (next 6 months) b) medium term (next year) c) long-term (next 3 years)

Draft Strategy Establish key issues from results of base-line audit: e.g. NUMBERS – Only 25% of female clergy are in stipendiary ministry – Only 15% of incumbents are women SELF-SUPPORTING CLERGY – SS clergy not included in most diocesan clergy training – SS clergy not currently encouraged to take up new roles of responsibilities MENTORING – Little/no mentoring of female clergy – No strategy to prepare female clergy for possible senior office COMMITTEES – Female clergy poorly represented on most diocesan committees and working groups

Taking it Forward – If the Bishop is supportive Discuss briefly with Diocesan Bishop if possible. Set up meeting with Bishop & ideally his Staff Team. Agree how this could be taken forward e.g. by Staff Team, Working Group. Identify who else should be involved and why. Allocate key responsibilities for each area. Establish if extra resources will be needed and put these in place. Agree a timescale for implementation and review.

Engaging the rest of the Diocese in the Strategy DIOCESE Involve relevant Diocesan groups e.g. WATCH. Discussion in Diocesan Synod. Raise questions through Diocesan media.

Engaging the rest of the Diocese in the Strategy DEANERY AND PARISHES Through Area Deans e.g. in review of resources in Deanery. Discussion/debate in Deanery Synods. Courses at parish level. Sermons.

Implementing and Evaluating the Strategy

Set clear goals (short, medium and long-term). Allocate clear responsibilities for implementation. Ensure resources are in place to support it. Review regularly to ensure goals have been achieved. Where they haven’t, identify why and see how these could be addressed.

Dealing with obstacles and negative attitudes

BISHOP Show implications/why it matters: Difficult to attract good clergy if negative reputation. Information is in public domain – can’t ignore. Will get worse if not addressed because of pressure on clergy numbers. Poor stewardship. Doesn’t model ‘Body of Christ’. Disparity between model of Church espousing justice and inclusivity and lived practice in Diocese. Bad for image and mission of the Church.

Dealing with obstacles and negative attitudes DEANERIES AND PARISHES Same arguments as with Bishop. Also build on parishes’ experience of women clergy. Show how proposed changes will help.

Top Ten Tips for taking the Transformations Strategy forward in your Diocese

Top Tips : Get team together to discuss and plan. 2.Conduct a base-line audit. 3.Set up meeting with Bishop & SMT or other relevant groups in Diocese to take this forward. 4.Set clear short, medium and long-term goals. 5.Review regularly and celebrate successes. Show how these are making a difference e.g. more female incumbents, more young female vocations, more parishes with a priest.

Top Tips : Provide mentoring and support for women clergy. 7. Ensure women are encouraged and equipped to take on more responsibilities in Diocese e.g. Area Dean and on Committees. 8.Bishop and senior clergy to provide mentoring and shadowing opportunities for women clergy who may be suitable for senior office. 9.Ensure good theological undergirding in Diocese e.g. thorough provision of training courses, sermons and conferences 10.Develop visibility of women in the Diocese (including work with Diocesan Communication Officers to explain why it’s necessary).

Transformations The Diocesan Perspective