Mutuality | Spring 2015

Spring 2015

Men and women serving and leading as equals

walking the talk egalitarian leadership in practice

CONTENTS 4 7 10 16 22 Learning from My Mistakes

Seven ways pastors can reinforce biblical equality in their churches.

by Charles M. Metcalf

Shaping Fearless & Faithful Disciples

ONLINE CONTENT What Can Be Done to Support Women at Work Five ways to make careers work for women.

by Cristina Richie

D E PA R T M E N T S 3 From the Editor Walking the Talk.

Empowering girls and young women to pursue God’s call.

by Corrie Gustafson

25 Reflect with Us

Setting the Stage for Equality

26 Ministry News

To reflect God and imitate Christ, we must value women’s voices.

by Natalie Collins

Womentoring

What men, women, and churches can do to empower women leaders.

by Bev Murrill

Ten Ways to Support Women of Color in Leadership Together, we can create communities that reflect Christ’s diverse body.

by Austin Channing Brown

He Talked, She Walked: Close Encounters at a Samaritan Well.

28 Giving Opportunities 30 President’s Message Be Doers of the Word.

31 Praise and Prayer

ED I TO R I AL S TAF F Editor: Tim Krueger Graphic Designer: Mary Quint Publisher/President: Mimi Haddad Follow Mutuality on Twitter @MutualityMag

Mutuality vol. 22, no. 1, Spring 2015 “Let us then pursue what makes for peace and for mutual upbuilding” (Rom. 14:19, NRSV).

Mutuality (ISSN: 1533-2470) seeks to provide inspiration, encouragement, and information about the equality of men and women within the Christian church around the world.

Mutuality is published quarterly by Christians for Biblical Equality, 122 W Franklin Ave, Suite 218; Minneapolis, MN 55404-2451.

We welcome your comments, article submissions, and advertisements. Contact us by email at cbe@cbeinternational.org or by phone at (612) 872-6898. For writers’ guidelines and upcoming themes and deadlines, visit cbe.today/mutuality.

All Scripture quotations, unless otherwise

indicated, are taken from the 2011 revision of the Holy Bible, New International Version®, NIV®. Copyright © 1973, 1978, 1984, 2011 by Biblica, Inc.™ Used by permission. All rights reserved worldwide.

Advertising in Mutuality does not imply organizational endorsement. Please note that neither Christians for Biblical Equality, nor the editor, nor the editorial team is responsible or legally liable for any content or any statements made by any author, but the legal responsibility is solely that author’s once an article appears in Mutuality.

CBE grants permission for any original article (not a reprint) to be photocopied for local use provided no more than 1,000 copies are made, they are distributed free, the author is acknowledged, and CBE is recognized as the source.

On the Cover: Design by Mary Quint.

2 M U T U A L I T Y | Spring 2015

website :

cbeinternational.org

F

rom the Editor

by Tim Krueger

Walking the Talk I sat uncomfortably rehearsing how I’d ask the question that had to be asked. I knew it would initiate a painful conversation, but we couldn’t ignore it forever.

Stammering and stuttering, I asked the new pastoral candidate about his position on women in church leadership.

I wouldn’t have been so nervous if I hadn’t already known the answer. I’d done my research, but I was holding out hope that maybe I was wrong.

I was not wrong. It became clear in that meeting that yes, our pastoral candidate was a staunch complementarian. Our church, with its egalitarian tradition, governing documents, and leadership structure, was poised to hire a pastor firmly opposed to the leadership of women.

It’s hard to take a stand on a divisive issue when you’re trying to build unity in a church. It’s hard to make the extra effort to recruit a female candidate when so many suitable men are available, when hiring a woman will upset people, and when you know you’ll have to defend your actions again and again and again. It’s isolating to be that person—the one (and only one) who is always bringing up the same issues. It can be hard not to just smile and laugh it off when someone makes a sexist joke. It’s hard to know if you’re acting out of love or anger. It’s hard to know whether you’ll help the cause more by speaking up or shutting up. And it’s exhausting to do the hard thing day after day, year after year.

About a year ago, with all this fresh in my mind, I wondered what could be done so that what happened in my

Our church, with its egalitarian tradition, governing documents, and leadership structure, was poised to hire a pastor firmly opposed to the leadership of women.

The hardest part to swallow? This was not a big deal to most of our church family. Only a handful of us believed the church’s position on women’s leadership was important.

Some in our community seemed unaware of the church’s stance and were unfamiliar with the issue. For most, it simply wasn’t important; what mattered was getting along and agreeing to disagree on “secondary” issues. My wife and I were heartbroken to see only a tiny minority stand up for what we had thought was a defining value of our faith community.

I am proud to say that the leaders of the church made the difficult, but good decisions needed to guide the church down a path more in line with its heritage as a supporter of women’s leadership. But it was a painful process for the church.

We have since transitioned to another church, but I’m still troubled and deeply saddened by what happened. How does an egalitarian institution become egalitarian in name only, such that most of its members either oppose its stance or don’t recognize the importance of the issue?

In my experience, the answer is quite simple, if a bit cliché: Talk is easy. Walking the talk can be really, really hard.

bookstore :

cbebookstore.org

former church isn’t repeated in churches and organizations around the world. What could I give to leaders who wanted to avoid finding themselves where my church had found itself.

Perhaps, I thought, Mutuality could be a starting point. I asked God for guidance.

Days later, I was contacted by Charles Metcalf, the author of our lead article. A pastor of an egalitarian church, he had been confronted by a church member who expressed opposition to women’s leadership. “I felt like I had failed my church,” he wrote.

He wanted to share what he’d learned from the experience. As I read his words, this issue began to come to life.

In this expanded issue, egalitarian leaders offer practical insights on how we can move from belief to action in a variety of contexts. You’ll find several common themes, among them the need for everyone to take part, to be intentional, and to stand up (or to step aside) for what we believe. May we all listen carefully and act boldly.

In Christ, Tim Krueger

M U T U A L I T Y | “Walking the Talk” 3

Learning from My Mistakes:

Being Intentional about Practicing Egalitarianism

by Charles M. Metcalf “Having a woman in church leadership is just not biblical.” To say I was shocked would be an understatement; my jaw may have actually dropped. These words were addressed to our church board (half of which are female) from a long-time member of our congregation. I could have understood if it was a newcomer, but this man and his family had been

attending our church for over five years.

How did he miss it? And maybe even more important, how did I, the lead pastor, miss it?

My denom i nation ha s been ordaining women since its inception in 1915 and yet, a member of my congregation thought it was not biblical. I will take the blame for this one. Somehow, I

4 M U T U A L I T Y | Spring 2015

unintentionally neglected the kingdom message of equality. Ever since that meeting, I have sought to purposefully communicate and practice our church’s egalitarian stance. The following are some simple changes that have helped create a culture in which women and men can both contribute to leadership in the church without limitations.

website :

cbeinternational.org

Make a Strategic Preaching Plan I learned the hard way that it is not enough to simply mention the church’s position on female leadership once during a yearly sermon. Pastors must be intentional about continually keeping the message of equality at the forefront. While seeking to consistently preach the whole Bible, I develop a yearly preaching plan. This has helped me strategically address important subject areas. I have added the topic of female leadership to the significant doctrinal subjects I address each quarter.

Pulpit discourse influences both the behaviors and beliefs of the congregation, and I was not taking full advantage of that influence. This leads to my next lesson.

Clearly Communicate Your Core Values on Your Website Most churches have some basic core beliefs listed on their website. Why not go one step further and set your congregation apart by including your stance on equality? CBE’s statement of faith (on the last page of this magazine) states, “We believe that women and men are equally created in God’s image and given equal authority and stewardship of God’s creation.” I would encourage you to consider using a similar statement in any other written communication pieces your church may use. This would make a great addition to formal statements regarding mission, values, and ethos.

Once again, my church can serve as an example: our current pew Bibles are the 1987 NIV edition. Even considering the high financial cost, the church leadership recently accepted a proposal to replace them with gender-accurate translations.

Take Advantage of Newcomer’s Classes If your church holds an egalitarian stance, this is a great opportunity to share the reasoning behind it. A newcomer’s class can provide you with a smaller and more intimate venue to delve into the theological, historical, and biblical reasons for your beliefs. In the business world, corporations have formal onboarding programs to help new employees integrate, assimilate, and transition to their specific culture. Sadly, new church members are often left wondering about vague doctrinal positions. This is also a time when potential members may realize your church is not a good fit. As much as I want to see the church grow, it is usually best not to receive members who are going to be opposed to your church’s stance.

I learned the hard way that it is not enough to simply mention the church’s position on female leadership once during a yearly sermon. Pastors must be intentional about continually keeping the message of equality at the forefront.

Highlight Female Leaders Repeat Yourself One sermon or one series is not enough.

Your audience is always fluctuating.

Families come and go, and individuals may be gone on vacation or experiencing an illness which prevents them from attending. So, when you preached on Galatians 3:28 last November, not everyone was there to hear the message. It needs to be repeated.

Take advantage of opportunities to encourage egalitarianism in nontraditional texts. For example, last fall, I was preaching through Philippians and I used Paul’s admonition for peace between Euodia and Syntyche as a chance to reinforce how women in the early church served in leadership. During Easter, one could also mention how the female followers of Jesus were the last at the cross and the first at the tomb. bookstore :

cbebookstore.org

My church recently underwent a formal bylaw change addressing governance structure. Our church leadership took this opportunity to adopt consistent, gender-neutral language throughout our bylaws.

Use a Gender-Accurate Version of the Bible The language we use to communicate God’s truth has power and impacts our worldview. Older translations with outdated and male-dominated language can distort God’s truth.

Modern gender-accurate versions such as the NIV (2011 edition), NRSV, TNIV, NLT, CEB, and CEV have all sought to remain true to the original manuscripts while correctly rendering the text for modern ears.

Seeing gifted women in action can make people more receptive to female leadership. Pastors should diligently seek to lift female leaders up as exemplars in the faith. Next time a guest preacher is scheduled, why not ask a woman? Hearing a Spirit-empowered female preacher can challenge gender-based stereotypes and assumptions. If you are a man, ask a woman to fill in for some of your teaching roles. Be aware of how you recruit ministry leaders. Do you encourage both genders to work in non-traditional roles? Try asking women to lead in congregational prayer. When a female board member makes an important contribution in a group decision, why not share with the church body how her perspective helped guide the group?

Share Your Own Journey Compelling stories move people. They have the ability to change hearts and minds. Think back to what informed

M U T U A L I T Y | “Walking the Talk” 5

your thinking on egalitarianism and share that journey with others.

My journey started during my undergraduate work. I remember laboring through ministry, theology, and Greek classes alongside my female counterparts.

I could not imagine what it would be like to go through all the hard work of preparation only to meet a stained glass ceiling which would prevent me from serving because of my gender. This experience moved me into the hard work of biblical exegesis on critical passages which have often been used to prevent women from serving in church leadership roles. Once I correctly understood these passages, I advocated for all churches to embrace an egalitarian view. Sharing your journey is about starting a conversation.

We are not to argue, sell a position, or forcefully convince others. Just tell your story and invite others to seek the truth.

I doubt that one hundred percent of my church members will ever hold an egalitarian stance. However, I will continue to strive to be solution-oriented instead of passively assuming people will embrace my position. I hope that

If you are a leader, God has placed you in a position of authority; it is this position that compels you to use your influence to boldly proclaim the fullness of the gospel. The great divide between our beliefs and our practices can be reduced if we commit to small but intentional actions. what I have learned will help you think strategically about how churches can live out their beliefs.

If you are a leader, God has placed you in a position of authority; it is this position that compels you to use your influence to boldly proclaim the fullness of the gospel. The great divide between our beliefs and our practices can be reduced if we commit to small but intentional actions.

6  M U T U A L I T Y | Spring 2015

Charles M. Metcalf faithfully pastors a small church in LaGrange, Georgia. He holds a master of arts from Asbury Theological Seminary and is currently a third year PhD student at Eastern University.

He enjoys taking his wife and three kids to national parks, pretending to be a runner, and coaching his sons’ athletic teams.

website :

cbeinternational.org

Shaping Fearless & Faithful Disciples: Strategies for Every Age

by Corrie Gustafson

I was twenty years old when God called me to pastoral ministry. At the time I was a theatre major hoping to build a career as a stage actress. My backup plan was stage management, not ministry. Though raised by supportive parents, I grew up in a denomination that had a very narrow view of women’s roles in the church and the world. I saw few women leading in any capacity at church and had never seen a female pastor in action. So when God called me, there were moments of panic and weeks of bafflement when I asked, “Who am I to do this work?” I had enough trust in God to say yes to ministry but it took several years, two theological degrees, successful ministry experience, and tons of affirmation before I could say yes to myself as a pastor and leader in the church.

One of my primary concerns as a pastor is to nurture the faith of women and girls in such a way that the call of God will be met like a warm, welcome sunrise.

Not all of us will be called to pastoral ministry or to fill leadership positions, but each of us, male or female, is called to use our unique spirit, our spiritual gifts, and our talents to benefit God’s kingdom. I believe that as a pastor, I am called to join in God’s work of shaping women of all ages into fearless and faithful disciples. I want our women to be ready and willing, and to freely serve, wherever and however God calls them.

The responsibility of shaping female disciples does not belong to pastors alone, but to parents and grandparents; to teachers, mentors, and employers; to

aunts and uncles; and to family friends and coaches. Over the years, I’ve developed what I call affirmation strategies that I fold into the discipleship process. I share these with you, some for every developmental age, and invite you to join in the work.

IN CHILDHOOD In my work with children, I’ve noticed that girls are most often praised for their physical appearance, while boys are praised for their physical abilities. There’s nothing wrong with complimenting a girl’s outfit, hair, or beautiful face, but if this is the only affirmation she hears as she grows, we risk teaching her that outward beauty determines her value. If we believe that girls are created equal in the image of

The responsibility of shaping female disciples does not belong to pastors alone, but to parents and grandparents; to teachers, mentors, and employers, to aunts and uncles; and to family friends and coaches. bookstore :

cbebookstore.org

M U T U A L I T Y | “Walking the Talk” 7

Ultimately, how can you help her understand that freely sharing her uniqueness with the world blesses God? God, then we must intentionally affirm more than their beauty. We must affirm their whole being.

Acknowledge her uniqueness and cultivate her strengths. Keenly observe the girl(s) in your life. What makes her unique? What strengths do you see? Was there a moment when her spirit, words, or actions brought light to a dark time or place? Compliment these things. Help her notice her unique ways and talents. As this becomes habit in your relationship, talk about simple ways she is able to bless her family, neighbors, friends, and classmates. Ultimately, how can you help her understand that freely sharing her uniqueness with the world blesses God? Broaden her imagination. What children see in everyday life shapes their vision for the future. When I ask my nieces what they want to be when they grow up, they usually say a princess or a gymnast. That’s not surprising because princesses are everywhere: crowding toy aisles, decorating birthday cakes, starring in books and movies, and stamped on backpacks and barrettes. My nieces are learning gymnastics just like their mother did as a girl; they own more leotards than I own dishes. A preoccupation with princesses and gymnastics may not harm them, but it does eclipse their vision for the future.

Today women are thriving in a vast number of roles across a wide spectrum of occupations. How can we help our girls dream big, but root their dreams in real options? Look around your community.

What women surround you in everyday life? Who is doing something new, courageous, or unexpected? Maybe there are female firefighters in your community or a female mayor, plumber, artist, minister, or principal. Point these women

8 M U T U A L I T Y | Spring 2015

out to the girls in your life. Encourage them to notice the way these women serve and lead, and the skills they need to do their work well. What of their character could you encourage your girls to emulate? Fold these questions and conversations into everyday moments and the watch your girls imagine great things for themselves.

IN ADOLESCENCE I once worked with a college junior who hadn’t declared a major. When I asked her what she was interested in, she shrugged.

When I asked what she was good at, she got tearful. Unfortunately, I’ve worked with many college women who are deeply insecure and uncertain about what they have to offer the world. What causes this state is likely a jumble of personal experiences and perceptions, but a lack of affirmation and guidance in the teenage years are certainly part of the jumble.

Encourage mentoring. Teen girls often feel awkward and invisible, even when it doesn’t show. Many are searching for their voice. Others don’t realize they can

she had a successful nursing career, served every week at church, and a family of her own to tend—she generously shared time with me every week. She listened to my concerns, validated my feelings, asked challenging questions, and prayed for me. It was an extraordinary thing to know that this godly woman was genuinely interested in my life. Paired with the encouragement of my parents, my mentor’s support helped my faith flourish and increased my confidence.

Help her discern and exercise her spiritual gifts. If we do a good job of affirming a child’s strengths, and help her see how she is uniquely and wonderfully made, then her teenage years can be a fruitful time to explore spiritual gifts.

Parents, mentors, and youth pastors have a special opportunity to guide this critical portion of development. One on one, as a family, or as a youth group, you might study these passages: 1 Corinthians 12, Romans 12:1–8, Ephesians 4:1–16, and 1 Peter 4:1–11. A faithful study should examine: • The nature and purpose of spiritual gifts • The range of spiritual gifts • The resounding theme of the body of Christ • The Holy Spirit as the giver of the gifts • The implications this teaching has for all Christians, but particularly for women

What children see in everyday life shapes their vision for the future. have a voice. It’s also a critical time for those who’ve been raised in the church; many reexamine the beliefs their parents taught them and consider whether they really want to be disciples of Jesus.

A trustworthy, wise mentor can be a calming presence in these turbulent years.

I had a mentor throughout most of high school. Though her life was full—

Pair a careful study of these passages with practical actions steps. Ask your girls keep an eye out for spiritual gifts at work in everyday life. Discuss the impact spiritual gifts have on those receiving their ministry—individuals, the church, and the world. Talk to individual girls about their unique strengths. Where does she receive the most affirmation? Toward

website :

cbeinternational.org

which gifts might her strengths, skills, and talents point? Do her personality and sense of motivation “fit” a certain type of gift?

As you begin this discernment process together, look for ways she can put potential gifts into action in her home, at church, school, and beyond. If you have trouble finding opportunities, then it’s time for you, the mature believer, to speak up and collaborate with your community leaders to create opportunities.

IN YOUNG ADULTHOOD College is a time when women’s identity and faith development should move beyond thinking, teaching and discussion to tangible and significant experiences.

Those in positions of influence, depending on our context, should work to ensure that young women have the same access to scholarships, internships, jobs, mentors and leadership roles. Do women have equal access and opportunity in your context?

What are you doing well? What are the roadblocks for women and how might you remove them? Here are some practical suggestions for leaders in specific contexts:

Pastors: Be strategic about inviting young women to read Scripture, lead singing, write and speak prayers, and share testimonies during services.

Enhance ministry teams in your church by appointing young women to serve with their unique gifts, skills, and voice.

Whether official or grassroots, make sure there are ministries and mentors ready to nurture the faith of young women.

College Administrators: Many colleges and universities do a great job at offering leadership positions for students. Where women’s development is a priority, I often see co-leader positions filled with one male and one female. This promotes mutual respect and teamwork as well as equality. It’s always a good idea to do an assessment or demographic study to make sure female students have equal opportunity to lead on your campus.

Hosting occasional focus groups will also help you keep tabs on issues that women encounter on your campus, especially in majors or groups where they are the minority or may be met with resistance.

Employers: Create internship positions for young adults hoping to enter your field. If you only have one intern position, create a second and actively recruit female candidates to fill one of your positions.

If your company doesn’t have room for interns, start a job shadowing program and get the word out to churches and universities in your area.

Together, if we thoughtfully nurture the faith, identity, and equality of the girls and young women in our lives, they will be more ready than I was to serve as God calls. And we will joyfully watch as their faith strengthens the church and expands the reach of God’s kingdom.

Corrie Gustafson is an ordained minister with the Evangelical Covenant Church and currently serves as the pastor to women at Peninsula Bible Church in Palo Alto, California. She began her career in young adult ministry but she has also served as a hospice, hospital, and school chaplain. This job diversity has challenged her to nurture the faith of people as young as 5 and as old as 105. Corrie blogs regularly about faith and ministry at pastorwithapurse.com

CBE Membership We would love for you or your organization to join our community of members. Becoming a member helps support and sustain CBE financially and enables us to equip you with resources related to biblical equality.

As a member you receive: • A subscription to our award-winning publications, Mutuality and Priscilla Papers • Discounts at the CBE Bookstore • Discounts on registration to our conferences • Access to member-exclusive sales and content on our website

bookstore :

cbebookstore.org

For more information, visit cbe.today/members

M U T U A L I T Y | “Walking the Talk” 9

Setting the Stage for Equality: Welcoming Women’s Voices on Christian platforms

by Natalie Collins

“The rulers of the Gentiles lord it over them, and their high officials exercise authority over them. Not so with you. Instead, whoever wants to become great among you must be your servant, and whoever wants to be first must be your slave—just as the Son of Man did not come to be served, but to serve, and to give his life as a ransom for many” (Matthew 20:25–28).

When two of Jesus’ disciples suggested they should be given places of honor with him, Jesus presented a different model for living. It is one of servanthood and submission to God. Not of seeking after positions of power, not exercising authority, but of becoming a slave for the gospel.

Such teaching should lead to a church that operates differently than the world—a church that doesn’t elevate leaders above others or fawn over celebrities. However, that is not the reality. Preachers, CEOs of Christian organizations, Christian celebrities, and musicians receive excessive adoration, large financial rewards, and

10 M U T U A L I T Y | Spring 2015

even larger Twitter followings. Rather than a counter-culture of servanthood, what we see in the church mirrors secular society’s worship of power and fame.

Instead, the church needs to dismantle these power structures. We need to create spaces where the last really do come first, where humility is valued more than the charismatic gifting of a speaker, and where every member of the body is valued and compensated fairly for their contributions.

Such work is for this generation and many to come. It will be accomplished this side of eternity or the next; for surely when the kingdom comes in all fullness, power will be distributed as Jesus taught it should be.

website :

cbeinternational.org

If we are to realize Jesus’ prophetic vision of leadership, a root issue must be resolved: the unjust valuing of some humans above others.

Across every society in the world, one group holds the vast majority of power. Ninety-one percent of Forbes’s 2014 list of the world’s most powerful people are from this group.

The majority of CEOs, presidents, monarchs, billionaires, entrepreneurs, philosophers, scientists, media moguls, journalists, culture makers, and sports personalities are people from within this group. Within the church, this group dominates platforms, pastoral teams, and mission boards. This group dominates decision-making in the majority of Christian homes, as well. This group is men.

Men make up just less than half of the world’s population, but they hold the majority of power in almost every community. This is not

an accident. Genesis 3:16 makes clear that male domination was a primary consequence of the fall. Patriarchy is almost as old as sin itself.

Yet Jesus overturned the curse of sin and death and, along with it, our bondage to patriarchy.

Still, across our community of faith, women and girls are disadvantaged because they are born female. Implicit modeling and explicit teachings on headship, submission, sex, gender roles, forgiveness, and leadership leave girls and women convinced of their inadequacy. In wider society, girls are sexualized and objectified, often in the name of “sexual liberation.” Meanwhile, within the church, they are objectified and sexualized in the name of modesty and purity. Women’s voices are too often

Men make up just less than half of the world’s population, but they hold the majority of power in almost every community.

This is not an accident.

Percentage of men and women speakers at UK Christian conferences (2013) 100% 90% 80% 70% 60% 50% 40% 30% 20% 10%

Data compiled bythe Project 3:28 collective.

bookstore :

cbebookstore.org

Church andand Media…

Church Media

Big Church Church Day Day Out Out Big

Global Connections Connections Global

Street Angels Angels Street

Creationfest Creationfest

CNMAC CNMAC

Westpoint Westpoint

Hillsong Conference Conference Hillsong

Detling Detling

HTB HTB Conference Conference

One Event Event One

New Horizon Horizon New

National Day Day of of Prayer Prayer National

Word Alive Alive Word

Baptist Assembly Assembly Baptist

Newday Newday

Soul Survivor Survivor Soul

Momentum Momentum

YouthworkConference Conference Youthwork

Youthwork Summit Summit Youthwork

Faith Camp Camp Faith

Keswick Keswick

Greenbelt Greenbelt

NewWine Wine New

Spring Harvest Harvest Spring

0%

M U T U A L I T Y | “Walking the Talk” 11

absent from boardrooms, pulpits, and conference stages, even egalitarian ones.

Late in 2013, I worked with a small group of women to gather and analyze statistics regarding the number of men and women on the national Christian platform in the UK, where I live.

We found that twenty-eight percent of speakers at national Christian events were women, even though up to sixty-five percent of the UK church is women. This study led us to found Project 3:28 (online at project328.info), devoted to creating gender balance at Christian events.

When we surveyed leaders about these statistics, responses ranged from “we just want the best speakers, gender has nothing to do with it” to “this is not a surprise to me at all.” For some conferences, the absence of women was a matter of theological conviction, but the majority of events held to an egalitarian view of Scripture and wouldn’t be against female speakers, at least in theory.

Our study was imperfect, but it provides a valuable snapshot into what is happening in the UK, and it created a conversation across the country about the distribution of power in the church and

about why such inequality exists. If only it were true that lack of women on the platform was solely about competence!

The reality is much more complex and multifaceted than men being better at public speaking or of a deeply held theology of gender essentialism.

There is an almost endless list of obstacles that prevents women from contributing on the national Christian platform. Just a few are a lack of childcare support, financial issues, societal beauty standards that undermine women’s confidence, not being able to get off the snack rotation, unofficial meetings that

Percentage of men and women speakers at US Christian conferences (2013) 100% 90% 80% 70% 60% 50% 40% 30% 20% 10%

12 M U T U A L I T Y | Spring 2015

website :

Wild Goose Festival (Hot Springs, NC)

Wiki Conference (Katy, TX)

Velocity (Cumming, GA)

The Nines (online)

Together for the Gospel Conference

Story Conference

Southern Baptist Convention Pastor’s Conference

Simply Youth Ministry Conference

Q (Los Angeles)

Orange Conference

National Youth Workers Convention

Love Does

Global Leadership Sumit

Mosaix National Multi-Ethnic Church Conf.

Data from Jonathan Merritt, “Are Christian Conferences Sexist? The Nines’ Controversy prompts reflection.”

Religion News Service, Nov. 13, 2013.

Gateway Conference

Exponential Conference

Desiring God Conference

D6 (Louisville)

D6 (Dallas)

Cross Conference

Circles Conference

Christianity 21

Catalyst Conference- East

0%

cbeinternational.org

happen in male-only spaces (beside the urinal, for instance), and an inability to network due to the fact that many male leaders are discouraged from spending time alone with women, for fear of sexual indiscretion.

But why this is important? Why does it matter who delivers the message, so long as it is the right message? Questions may be raised about whether women should be seeking after a public platform.

If our understanding of Christian faith is of servanthood, surely public speaking should not be the main goal?

Making room for women on stage at Christian events, behind the pulpit, and in the Christian media is not about being politically correct, but about ensuring that the fullness of God’s creation is given the opportunity to live out God’s call and purpose. God made humanity male and female, and it was “very good.” Together we represent the best of God’s creation. Scripture is littered with feminine imagery of the divine, of mother bears and hens gathering chicks, of women with lost coins, and of breastfeeding, weaning, and birth.

The church cannot afford to exclude the voices and experience of women.

Until those whom God chose and uniquely purposed to birth the nations have full access to their calling and full use of their gifts, we will not see the kingdom realized.

We have a long way to go until the body of Christ is represented by the fullness of humanity, both publically and privately. We need to create a culture where power is used wisely and well, and where women and men work together to overcome the stronghold that is patriarchy. Each of us has a part to play in ensuring that women’s voices are heard.

Here are some actions we can take:

All of us 1. Pray. As Paul explains in Ephesians, there is a spiritual battle, and we are called to put on the full armor of God

bookstore :

cbebookstore.org

and fight with God’s Word. We must pray without ceasing for an end to patriarchal strongholds.

2. Study. Christians for Biblical Equality and others are regularly producing great resources which empower us to know the biblical truth of gender justice. The more we learn, the more able we are to challenge people who argue that patriarchy is of God. 3. Champion. We must champion gifted women within our communities.

There are countless barriers to women

Making room for women on stage at Christian events, behind the pulpit, and in the Christian media is not about being politically correct, but about ensuring that the fullness of God’s creation is given the opportunity to live out God’s call and purpose.

fulfilling their calling. Championing women is about ensuring that women are emotionally and practically enabled to fulfill their calling.

Men 1. Own your privilege. Men will find it easier to gain positions of power and are less likely to suffer abuse or violence against them. It is important that men take time to own and deal with the privilege and the benefits afforded to them by virtue of being born male.

2. Make space. Women can only be given opportunities if there is space for them. If you are asked to speak at event, check whether they have women on the

program, and if not, suggest a female colleague who could take your place. You could even publically pledge to not speak on male-only panels or programs.

Women 1. Celebrate. Women often have access to a limited amount of power. This can lead to a competitive rather than collaborative environment for women who are called to lead. We can reject that and instead celebrate and empower other women and girls, ensuring that we lift others up as we climb through the power structures.

2. Say yes. Women often suffer from low confidence as well as or in addition to Imposter Syndrome (unwarranted feelings of inadequacy or incompetence. This often takes the form of feeling like a fake, attributing success to luck, or downplaying success). We often find ourselves saying no to opportunities or not applying for jobs or opportunities that we feel out of our depth in.

Men rarely have the same issues with this. Why not take a pledge to say yes to whatever opportunities come your way, and then work out the practicalities as you go along. If God opens a door, then provision will appear also!

Together, we can overcome patriarchy.

When we make space for women’s voices alongside men, we take a crucial step toward Jesus’ model for living.

Natalie Collins is a gender justice specialist. She is part of the Project 3:28 collective (project 3:28.info) and works to enable individuals and organizations to prevent and respond to male violence against women through her consultancy Spark (sparkequip.org) and The DAY Programme (dayprogramme.org), an innovative youth domestic abuse and exploitation education program. She speaks and writes on understanding and ending gender injustice across the UK and internationally.

M U T U A L I T Y | “Walking the Talk” 13

14  M U T U A L I T Y | Spring 2015

website :

cbeinternational.org

bookstore :

cbebookstore.org

M U T U A L I T Y | “Walking the Talk” 15

Womentoring Veteran US preacher Iverna Tompkins, well known for her tongue-in-cheek humor, once famously said: “For a woman to be accepted as a preacher and church leader, she has to be twice as good as a man.

Fortunately, that isn’t difficult.”

Oh, the irony! Because of course, without opportunities to learn and develop, it is very difficult for women to acquire platforms, ministry, or leadership excellence.

One of the key issues faced by women in the church is the lack of provision for ongoing leadership development.

Even in churches that espouse gender

equality, women woefully lack leadership opportunities, especially on the platform.

When they do get up to speak or give direction, they may quickly lose credibility because they lack the expertise that comes with training and practice.

What is forgivable in a man who is gaining experience may be considered obnoxious in a woman, and proof that she shouldn’t have been on the platform in the first place.

While the concept of women in church leadership is becoming increasingly acceptable, that acceptance is more often based in talk than in action. Unless

Unless determined church leaders advocate on their behalf, there will be no opportunities for women learn and develop their craft as speakers and leaders.

16 M U T U A L I T Y | Spring 2015

determined church leaders advocate on their behalf, there will be no opportunities for women learn and develop their craft as speakers and leaders.

Only in a minority of Christian settings are women’s leadership skills recognized, developed, or put fully to use. The church has been called the hope of the world, but this hope will never become a reality if the church underutilizes its troops.

It’s time the body of Christ went beyond talk and worked on empowering women to lead accordingly. Official support means nothing if it doesn’t translate into leadership jobs for women.

So how can we facilitate the development of women leaders by the quickest and most effective means possible? Education, perhaps? A theological education is only one part of the answer, as thousands of women unable to use their ministry degrees know full well. A master’s degree may never translate into a leadership position for the woman who has earned it. A doctorate does not a

website :

cbeinternational.org

senior pastor make, if the doctor happens to be a lady. Education is important, but it’s not enough.

When Jesus was developing the future leaders of the church, he didn’t choose the Twelve and send them off to seminary.

He drew them close to himself, working intensively with them for a full three years.

Subsequent to his resurrection, instead of staying around because the disciples weren’t ready for such an awesome responsibility, he handed the brand new church into their trembling hands, fully

aware of their ignorance and that their leadership capacities were not yet fully developed. It was a brave move, but one that was entirely normal for Jesus, who continues to hand his church over to the unformed leaders of every generation.

We have a word for Jesus’ method of leadership development: mentoring.

However, for a number of reasons, mentoring isn’t easily available to women called to leadership. This must change.

We can’t just presume that if women are good enough, they’ll make it, nor

can we send them to Bible schools and seminaries and hope they’ll find their own way from there. We need to develop mentoring streams for current and emerging women leaders. This means reforming cultures and practices that make mentoring unavailable to women, learning how to do mentoring, and clearing the way for women to actually step into leadership roles.

I asked a handful of female leaders how we can make this happen. What follows is a distillation of their suggestions.

What We All Can Do We all need to be involved in mentoring women, and to make that work, there are things we all need to work together on, regardless of our gender.

1. Embrace cross-gender mentoring Leadership must be intentionally modeled in a gender-equal format in order for a reshaping of culture to take place among women and men. Women make up about ten percent of church leadership. If only same-sex mentoring relationships are acceptable, every woman in leadership would have to take on an impossible number of mentees. Unless male-female mentorship is an option, most emerging female leaders will never work with an experienced mentor.

Unfortunately, the church’s fear and suspicion of cross-gender relationships holds women back from leadership. While not totally groundless, fears of falling into adultery through male-female mentoring relationships are overblown. Secular leaders manage to have cross-gender meetings and relationships without illicit affairs. If the world can sort this out, why can’t the church?

Just be sensible. When you meet for coffee, do it in a public area. Meet in offices with glass walls or doors. Why

bookstore :

cbebookstore.org

Women make up about ten percent of church leadership. If only same-sex mentoring relationships are acceptable, every woman in leadership would have to take on an impossible number of mentees. not try cross-gender group mentoring, especially with developing leaders, but make sure that everyone is equally involved and that one sex doesn’t dominate. Sharing space with people of the opposite sex is a normal part of life, and there’s no reason Christians can’t navigate it successfully.

Ephesians 4:12 instructs leaders to equip the saints for works of service, without a single mention of gender. The church needs a culture that embraces mentoring, regardless of gender.

each other, and how long the mentoring season will be for. If you begin with a three or six month agreement, it’s entirely possible to extend that for however long it continues to suit both parties, and is far better than being locked into a mentoring relationship that isn’t going anywhere.

2. Set clear expectations for mentorship Be aware that mentoring is generally for a season, not for life. When you enter into a mentoring relationship, lay clear ground rules, including what you can expect of

M U T U A L I T Y | “Walking the Talk” 17

3. Mentor by doing life together One of the most powerful aspects of a mentoring relationship is doing life together. If your idea of mentoring is a meeting where the mentee answers questions and reports on the hoops you’ve asked her to jump through, you’re mistaken. That’s supervision, not mentoring.

Mentoring makes a point of listening, not just talking. Many would-

be mentors get this very wrong. It’s true the mentee wants to hear from you, but if you’re the only person doing the talking, you’ve missed the point. Everyone wants to be heard, and to have the right to ask questions, or to explain their perspective.

The mentoring relationship will be far more effective if there’s a balance of conversation, and a willingness to learn from each other.

Eat together, worship together, and find ways to hang out together. Once

again, be wise in this. If you’re having a social event, invite the mentee’s whole family, and vice versa.

Mentoring works well in open and transparent relationships. Don’t just address the do’s and don’ts, rights and wrongs, but ask God to help you impart what it is to live a Christlike life as a leader. That happens more naturally when you’re doing life together.

What Women Can Do After a lifetime of being told they are not suited for it, a call to leadership can be extremely difficult for women to embrace. Developing mentorships and stepping into leadership can take a lot of courage.

1. Value yourself Many women miss opportunities because of fear, low self-esteem, and shame. It’s easy for women to undervalue their gifts and worry how they will be perceived if they take initiative in applying for a job or asking for a raise. Other times, women are ashamed of their leadership call. Or, they fall into a trap of comparison and are afraid to be open and honest with mentors. Don’t let this be you. You have what it takes.

Don’t wait for permission to act. This is hard for many women, who have been told their whole lives to be submissive.

Sometimes it’s better to ask forgiveness than permission.

Experienced women in leadership may fail to mentor others because of their own low self-esteem, thus denying emerging leaders the opportunities to grow. This reinforces systemic inequality.

Be the one to break the cycle.

2. Don’t hold back Many women are more ready than their male peers to take on certain roles. In such cases it is important for women to step forward and apply for the position, even if they are sure they’ll be rejected because of their gender. By applying, you raise awareness, and you prevent people from excusing their all-male staff by saying women never apply. When it becomes normal for people to see applicants of both genders, attitudes will change. Plus, you never know, you just might get the job.

Don’t wait for permission to act.

This is hard for many women, who

18 M U T U A L I T Y | Spring 2015

have been told their whole lives to be submissive. Sometimes it’s better to ask forgiveness than permission. Leading requires decision-making. You won’t always be right, but that’s okay. Learn from it. People learn more from you when you deal with challenges than when things are going smoothly.

3. Acknowledge your leadership call In order for a woman to be a good mentor, she must first see herself as a leader. This is the basis from which she will find and create ways to empower women to lead, as well as teach them how they can empower others.

Many women think they won’t be good mentors because they weren’t mentored themselves. But someone needs to break the cycle. Make the decision to reverse the trend and be a good leadership role model for other women and men.

website :

cbeinternational.org

4. Find the right mentor or mentee (and don’t take it personally if it doesn’t work) If you’re looking for a mentee, seek one out intentionally. If you’re not sure who or how, try inviting a whole bunch of potential mentees to your home for a six-week study or discussion. In the process, you will find some with whom you have the right chemistry, and who are open for more. Don’t underestimate chemistry. You can’t make someone be your mentee; they have to want that relationship. If they don’t, don’t take it personally, it’s just that the chemistry wasn’t there. Move on and find someone who does want to learn from you.

If you’re looking for a mentor, request some time with leaders you respect who are further along in their ministries or careers. At your initial meeting, briefly and clearly explain your current situation, your hopes for your future, and ask them if they would consider entering into a mentoring relationship with you.

Be aware of issues faced by your would-be mentor. They may have time constraints that would prevent them, or if it’s a cross-gender relationship they may feel awkward. There are countless reasons they may not be able to work with you—don’t assume you’re the reason they declined. If one person says no, don’t give up. Ask the Lord to provide the right mentor and see what he does.

5. Make a point of caring about both genders If you’re a leader, you have deep wisdom and powerful characteristics to impart.

Both women and men will benefit from your leadership. Let it be seen that you are about being a leader for everyone, not only women and not only men. When you do, you will challenge stereotypes and normalize the leadership of women.

6. Acknowledge the help you receive When you find men who are advocating for women to be in leadership, resist the urge to simply pour out your frustrations on them. Make sure you also acknowledge their help and encourage them, too.

What Men Can Do Men, you make up the majority of church leadership, so you have a major role. You’ll need to be available to mentor and train women, but there’s much more you need to do. You need to be an intentional about making space for women, you need to be an advocate, and you need to challenge cultures that are biased against women’s leadership.

1. Mentor and serve alongside women With men making up the vast majority of church leaders, you will need to mentor women. There is no reason you can’t do this safely and ethically. When you do, you will empower emerging leaders, and you’ll model healthy cross-gender relationships and leadership.

When you go out to serve your community, or if you go on a mission trip, don’t just take men with you. Take emerging leaders of both sexes with you, exposing them to ministry outside of their context. If the proper arrangements for logistics like accommodation are

bookstore :

cbebookstore.org

made, this is completely acceptable. Not only will it give female leaders experience, but it will also normalize the concept of women ministers in the place where you are ministering.

2. Be an intentional and vocal advocate Most leadership networking in church circles is male-dominated. Even the most supportive male leader is generally unaware of the minefield being faced by women at the same event! Make specific choices to introduce women leaders to their male peers and to senior figures. Speak well of them, give room for their opinions, advocate for them, and be ready to open doors that only you can open.

Intentionally give female leaders a platform to lead and teach. Publicly and repeatedly celebrate them, tell their stories, and make it clear that you believe we are all equipped and called equally. In doing so, you are shaping the culture. It’s true that some people will be unhappy with you; they may even leave your church

or organization. Choose not to take the path of least resistance.

3. Be willing to step aside This is one of the most difficult and important choices you can make. If women are given an equal chance at leadership, men will have fewer opportunities to lead.

Would you step aside to make room for a woman behind your pulpit? Would you turn down an opportunity to speak and instead recommend an up-and-coming young woman you mentor? Someone has

M U T U A L I T Y | “Walking the Talk” 19

to step aside to make room for new voices.

Have the courage to be that person.

4. Watch your mouth Don’t make sexist jokes. Male privilege prevents men from realizing how

humiliating it can be to be joked about because of your gender.

And in your eagerness to praise your wife, please don’t brag about how “smoking hot” she is. Praise her, but for important things. When speaking

of a woman, leader or not, value her character and gifts rather than what she looks like. These things may seem small, but they’re shaping the culture of your church.

What Churches Can Do Churches are the architects of Christian culture. If the church is going to welcome women into leadership, local churches need to adjust their practices and think about the cultures they are building.

1. Positive discrimination in hiring Organizations that intentionally address leadership inequality are the only ones who are going to bring about change. There is a dearth of women in upper levels of leadership in every church structure, and it is difficult to raise women into senior leadership without female role models and mentors, especially in organizations where cross-gender mentoring is frowned upon. This means change isn’t just going to happen naturally.

Institutions must be prepared to use positive discrimination to achieve gender balance. This means that when a male and female candidate are equally qualified for a job, they choose the woman. This will require some very difficult decisions, and

Your church’s priorities and policies can either enable or cripple efforts to develop female leaders. some very intentional decision makers, but it’s worth it. Remember that up until now, in the vast majority of cases where a man and a woman are equally qualified, the default has been to choose the man because he is a man.

2. Challenge traditional role expectations Many churches have very specific expectations for women. For instance, they expect the pastor’s wife to serve as an unpaid and unacknowledged leader in the church, whether or not she wants to or is gifted for it. There should be no such ministry title as “the pastor’s wife.”

Even more frustrating, a main avenue for women to lead is as a male leader’s sidekick. This leaves no room for single women gifted for leadership, or for married women whose husbands aren’t leaders. Such women find themselves hitting the glass ceiling even sooner than others.

3. Take risks and create opportunities for women Let’s take some risks. Let’s build opportunities for women into our programs.

Let’s find ways to facilitate their growth and development as speakers, leaders, and people who hold senior positions.

20 M U T U A L I T Y | Spring 2015

Train your leaders in mentorship, and require that they mentor both genders each year. Require sermons and classes about biblical gender equality.

Make it a rule that some percentage of your pastors, elders, deacons, council members, etc. be women. Host events and programs that encourage men and women to interact, learn from each other, and do life together. Your church’s priorities and policies can either enable or cripple efforts to develop female leaders.

Each of us, male or female, church leader or congregant, has a part to play in ensuring that women are active participants in church leadership. Only then will the church embody the hope that is God’s kingdom. Let’s be architects of a kingdom culture.

Bev Murrill has been a senior church leader for over 30 years, with a specific focus on the development of leaders.

As an international speaker, Bev works with leaders from churches and organizations in Europe, the USA, Uganda, and her native Australia.

An author, Bev’s current project is a book on unknown women leaders in the Bible. She has been married for 43 years (to the same man) and has four married children and 10 grandchildren.

website :

cbeinternational.org

bookstore :

cbebookstore.org

M U T U A L I T Y | “Walking the Talk” 21

Ways to Support Women of Color in Leadership

by Austin Channing Brown

I

don’t know if you’ve noticed, but white, American, evangelical spaces can be tough for women of color to navigate successfully. The very presence of women of color often lays bare how far these spaces (which are generally not created with us in mind) are from modeling the true—diverse—body of Christ. Much is asked of women of color in these spaces: we are asked to be patient and forgiving, gentle and gracious, long-suffering and kind, present and trusting. But we are all responsible for creating change, so I’d like to shift the conversation a bit and discuss how dominant culture might support the women of color in their midst.

1. Learn our names Names are significant, weighty, and intentional. They have meaning. Our names are connected to our ancestry. They

contain the prophetic hope of our parents. Yet, far too often, women of color are met with disdain, disbelief, or disinterest when they finish the sentence, “Hello, my name is...”

Women of color are commonly subjected to awkward mispronunciations, unwanted nicknames, and even outright mockery.

For some women it is simply too painful to have their name butchered everywhere they go. They would rather it remain sacred and unspoken than handled haphazardly, so they offer an out: “It’s okay; just call me [fill in the blank].”

If she genuinely prefers a nickname, that’s great. Use it. But before you do, at least attempt to honor the name given her at birth. We must erase the myth that our discomfort over learning a name is more important than maintaining the full identity of our sister in Christ.

22 M U T U A L I T Y | Spring 2015

2. Offer women of color their own space I know it seems counter-intuitive that homogeneous spaces would further the cause of inclusive leadership, but studies have shown this to be true. Consider for a moment how often leadership meetings, Bible studies, small groups, classrooms, and board meetings are all white, all male, or both. We don’t consider these “whiteness” meetings, but they are still filled with cultural nuances reserved for and privileging every white person in the room. If we are to truly honor the women of color among us, we will happily provide them spaces to be affirmed and loved in their own cultural language.

This might be a Bible study, a choir, an after-service brunch, or a

website :

cbeinternational.org

Culture is a way of being, a way of understanding and making sense of the world. Culture is a gift that can and should be infused into the life of the church. self-care group. The possibilities are endless, but you must first be convinced they are necessary.

3. Recognize we are not genies in a bottle.

Far too often I have watched churches treat women of color like genies in a bottle. They are expected to carry their culture deep within, containing it, hiding it, reserving it. That is until the church has a “special service” when women of color are asked to suddenly showcase their culture with flair. After putting themselves on display for the audience to consume, they are expected to become “normal” (white) when the event is done. But this isn’t the best way to honor culture.

Culture is a way of being, a way of understanding and making sense of the world. Culture is a gift that can and should be infused into the life of the church.

Women of color who speak more than one language should be free to express themselves bilingually. Women of color should be free to share the musicality of their ancestors more than once a year.

Resist the desire to exoticize women of color. Their cultural gifting is invaluable to the life and habits of the church.

4. Stop using white men and women as the standard for success If you have only had white, educated, affluent, suburban men or women in positions of power, it will be very tempting to compare women of color to

bookstore :

cbebookstore.org

your existing model of success. You must reframe this standard. We are different— our vernacular, our body language, our dress, our accents, our personalities, our hobbies and interests, the books we’re reading, the movies we’re watching, the sound of our voices, our cadence, our humor, and our expressions. Even the way our skin tones interact with the camera may be quite different from our white counterparts. Expecting us to perform in the same ways, with the same mannerisms is unfair. You must have reasonable standards, but make sure they are, in fact, reasonable, not cultural.

Be open and honest about your expectations and be willing to challenge them. Expand your definition of what it means to lead well. Learn to appreciate the diversity of thought, speech, and insight that women of color bring to the table.

How often is a woman of color in charge of the meeting? How often does she set the agenda? How often does she determine the budget? How often is she planning the service? How often is she teaching? How often is she running the show? Is she truly leading, or is she the sidekick, best friend, or assistant?

Letting her lead is more than handing over the reins. It also means handing over resources she needs to lead well. If you want her to plan a retreat, give her a budget. If you want her to teach, give her a date, theme, and compensation. If you want her to lead the meeting, make sure she has access to the technology and tech support she may need, and if there are items you want her to cover, say so. Don’t expect her to read your mind. Set her up for success so that her leadership skills can shine.

5. Let us lead

6. Validate and address our concerns

I know this seems obvious, but you might be surprised at how often it doesn’t happen. Consider your organization.

Women of color who lead are often simultaneously one of few women

You must have reasonable standards, but make sure they are, in fact, reasonable, not cultural.

M U T U A L I T Y | “Walking the Talk” 23

leaders and one of few leaders of color.

The heartbreaking words she hears in the hallways, in Sunday school, in board meetings, and in classes will be different from those that other leaders hear.

When she comes to you with a concern, do not invalidate her. Respond with care and concern. Listen to her. Trust what she says, how she feels, and how she has interpreted the situation. Offer pastoral care for her soul.

After you give her pastoral care, after you tell her how valuable she is, and after you have restored safety, fix the problem!

If a team is exhibiting racist or sexist behaviors, set up diversity training. If a specific person is not taking diversity seriously, add expectations to their performance review. If the congregation is not receptive to her, address it head on. If the curriculum is problematic, change it. Pastoral care is great. Fixing the problem is better.

7. Stand in the gap between the organization you want and the organization you have.

I am sure your organization has done a great deal of work to confront racism and sexism. Hours have been spent with every level of your organization expressing a vision for fully inclusive leadership. It has been hard work, but it’s not done yet. Women of color in white-dominant spaces are still navigating situations that no one else experiences in the same ways or with the same consistency. These situations must be addressed continually.

Who responds when people tell her “women can’t preach” just before she goes on stage? Are you responding to the emails that tell her what she wore was inappropriate or distracting? Do you correct people when her name is mispronounced in the introduction?

Who responds when she is called “colored,” “oriental,” “wetback,” or any other racially charged term? Is there a process for her to report racial or sexual harassment? Address the gaps between the organization you envision and the realities of where you are today.

8. Hire more It is really hard to be the only woman of color on the team, in the department, on the board, in the classroom, or on the stage. It can be very lonely and isolating, and comes with a great deal of pressure. If you believe there are many other brilliant women of color like the one in your midst, alleviate the pressure and isolation she feels by hiring more talented women of color.

9. Expect the staff to adjust to us as much as you expect us to reach out.

It is common for women of color to be expected to assimilate to some degree into the organization—to learn the lingo and acronyms, to learn the history and structure, to understand the vision for the future, and to be a “team player.” These are not unreasonable expectations, but

Who responds when people tell her “women can’t preach” just before she goes on stage? Are you responding to the emails that tell her what she wore was inappropriate or distracting?

24 M U T U A L I T Y | Spring 2015

she should not be the only one expected to cross cultural boundaries. The rest of the staff should be expected to create an atmosphere of welcome and belonging.

They should be expected to question unconscious bias individually and, more importantly, as a group. Stretching beyond what has always been done, they must create space for her to express herself naturally, free of judgment.

10. Create a library Unless she has been hired specifically to talk about race and gender all day, she can’t be the only place for people to learn about being politically correct. She can’t focus on planning events, grading papers, writing a sermon, teaching a class, or leading the board meeting if every few seconds she is being asked about her identity. Your members need a space to ask questions and make confessions. You need a library.

This may be a literal library. It might be a resource page on an internal website.

Perhaps you’ll want to create trainings, classes, or small groups to address questions. But limit the time she has to spend fielding random questions about race or gender. If she does step out of her role to be a diversity beacon for the organization, please pay her for her time, and then get to work on that library.

This list is, of course, woefully short.

It cannot encompass the diverse experiences of all women of color.

Nonetheless, it’s a start. I hope it offers a foundation for action, even if the support structures you build look very different from these. May the Holy Spirit speak far more clearly than my words as you work to fully embody Christ of the nations.

Austin Channing Brown is a resident director and multicultural liaison at Calvin College, where she supports the development of students. Austin writes regularly on her personal blog, austinchanning.com, and recently became a regular contributor for Today’s Christian Woman. Follow her on Twitter @austinchanning.

website :

cbeinternational.org

R

eflect with us

by Jo Ellen Heil

He Talked, She Walked:

Close Encounters at a Samaritan Well She was alone, laboring in the heat of the day, minding her own business.

He was a stranger. In her territory.

He could be anyone. Was he here to cause trouble?

There in the dusty village of Sychar, two radically different people pushed through their differences, talked openly, and embraced God’s love in an egalitarian way. It was a conversation that would change lives.

And their differences were many.

He was a skilled craftsman with marketability. Her tasks, although necessary for daily life, were unpaid and largely ignored.

He was a single, celibate man without male heirs. She’d had several relationships, most legitimate, the current one not.

He was a famous teacher with students who had given up jobs and left families to listen to his lessons. Crowds clamored for his attention. She was a social outcast, excluded from chatty, companionable visits with neighbors at their village well in the cool of each morning.

She was a Samaritan. He was Jewish.

They shared intertwined histories filled with prejudice, mistrust, and envy. Their traditions encouraged them to cling to pride of heritage. Their cultures told them to judge the other.

He could have begun their meeting from a position of male dominance and power. Instead, he acknowledged his vulnerability and asked for a favor. She could have run away or responded with passivity and silence. Instead, she confronted him with curiosity and intelligence.

Both took enormous, heartstopping risks that day. He talked. He revealed his most joyous secret. He told her who he really was. The Messiah!

She took a leap of faith and not only believed inwardly, but risked public ridicule by proclaiming his identity to her neighbors. She walked.

It must have done both of them a world of good, questioning, bantering, listening.

He conversed with her on an adult level, discussing weighty topics like theology, sexuality, and history. She received his

truth and recognized that the “fields” of her community, her own neighbors, were ready for a spiritual harvest, even while his male disciples remained focused upon lunch and were shocked at his keeping company with a woman.

His words had come true: “[The time has come] when what you’re called will not matter and where you go to worship will not matter. It’s who you are and the way you live that count before God. Your worship must engage your spirit in the pursuit of truth. That’s the kind of people the Father is out looking for: those who are simply and honestly themselves before him in their worship . . . Those who worship him must do it out of their very being, their spirits, their true selves.”

(John 4:22–24, The Message).

Her walk back to her neighbors and courageous public evangelism resulted in a harvest that surely gladdened His heart: “Many of the Samaritans from that village committed themselves to him because of the woman’s witness” (John 4:39, The Message).

Want more Mutuality?

Visit Mutuality online to find a web exclusive!

In “What Can Be Done to Support Women at Work: A Biblical Proposal,” Cristina Richie shares five ideas that will empower women to succeed in the workplace.

Find the article at cbe.today/m221. bookstore :

cbebookstore.org

M U T U A L I T Y | “Walking the Talk” 25

M

inistry News

CBE at the Human Rights Defenders Forum

by Mimi Haddad

Attendees and organizers of the 2015 Human Rights Defenders Forum. Photo credit: M. Schwarz/The Carter Center

On February 7–10, I had the privilege of taking part in the 2015 Human Rights Defenders Forum at The Carter Center in Atlanta, GA. I joined about sixty other scholars, religious and political leaders, and human right activists to discuss how we can alleviate violence against women.

CBE’s inclusion signals a recognition of our work by global leaders, not just in the Christian sphere, but across the religious and political spectrum. More importantly, it serves to spread the message of biblical equality. For years, CBE has been preaching the biblical ideal of the shared leadership of men and women, and now world leaders are also recognizing that an egalitarian reading of religious texts is essential to reducing violence, eradicating poverty, and building prosperous communities around the globe.

I had the opportunity to participate in a group that worked to develop guidelines for policy-makers, to help them use a gender lens as they deal with national and international crises. Our recommendations focused, like CBE’s work, on the importance of including women at all levels of leadership and decision-making, and doing it immediately.

When women’s voices are ignored or dismissed, efforts to curb violence and poverty fail. This is to be expected. After

26 M U T U A L I T Y | Spring 2015

all, women are the ones on the front lines of violence, poverty, and discrimination virtually everywhere. Women are targeted first by violent extremists, women are the first in the family to go without food, and girls are the first to drop out of school.

Women are also the first responders in times of crisis. Women experience violence in a way men do not.

What is more, women are the most conversant with cultural ideologies that blame them for such things as rape by saying they enjoy it, or at the very least, provoke it. Women are shamed into silence, but without their voices, abuse and violence cannot be stopped.

For these reasons, our guidelines recommend that women be included at every level of decision-making: analysis, strategy development, and implementation. These recommendations mirror CBE’s vision to see women included in every level of leadership in the home, church, and world at large. Only by reforming religious attitudes and including women in leadership do we fulfill the Bible’s vision for human community. Thus it should be no surprise that this is also key to addressing the many consequences of sin that disproportionately harm women and girls. I am pleased to see international leaders beginning to affirm this reality.

website :

cbeinternational.org

Mutuality Gets a New Tagline If you looked closely at the cover of this issue of Mutuality, you may have noticed a change to the tagline that resides just beneath the title. We’re proud to introduce a new tagline to Mutuality: “Men and women serving and leading as equals.”

The previous tagline, “the voice of Christians for Biblical Equality,” was adopted in 2002 and reflected Mutuality’s roots as a member newsletter. By 2002, it was no longer just a newsletter, but still existed primarily as a means for CBE to communicate with its members and supporters. It was, in this way, CBE’s voice.

While serving CBE members and supporters is still a top priority, Mutuality has grown and evolved over the last twelve years. It is no longer only a member publication, but is also a full-fledged magazine that articulates biblical equality and its implications for the Christian community as a whole.

What is more, Mutuality no longer represents CBE’s main means of interaction with its members. Arise and a member newsletter are also voices of CBE. And of course, Priscilla Papers, which has existed from the start, is yet another voice.

In view of these things, we felt Mutuality was due for a new tagline, which would more accurately represent what it has become. “Men and women serving and leading as equals,” was crafted to do just that.

Here are a few more reasons we’re excited about Mutuality’s new tagline: 1. It conveys the mission of Mutuality and CBE. Biblical equality is about freeing men and women to serve as equals in any capacity God calls them to, including any position of leadership in the church or home.

2. It defines the word “mutuality.” By giving a glimpse of what the magazine is about, we provide context and definition for our title, Mutuality.

3. It appeals to a broad audience. Mutuality is an important part of CBE’s outreach efforts, and many people encounter Mutuality before they are familiar with CBE itself. A tagline that focuses on the message rather than the organization welcomes readers interested in the topic, regardless of their familiarity with CBE itself.

We believe this small but significant change will enable Mutuality to do more to advance the cause of biblical equality, and we look forward to seeing it do so in the years to come.

bookstore :

cbebookstore.org

A sampling of Mutuality issues shows the evolution of the magazine over time. A lot has changed since the winter of 2002, when it became “the voice of Christians for Biblical Equality.”

M U T U A L I T Y | “Walking the Talk” 27

G

iving Opportunities

Remembering Martha “Death does not hold dominion over us, as Christ has defeated death” On Friday, December 12, 2014, the Rev. Dr. Martha Giltinan passed away after a courageous battle with Leukemia.

As a priest in the Anglican Church of North America and a faculty member at Trinity School for Ministry, Martha was valued for her wisdom and her caring, focused approach to all she did.

Through all of this, Martha carried a deep passion for the full inclusion of women in all levels of church and life. She was an active member of CBE, writing and lecturing for CBE on many occasions.

Above all, Martha brought life and passion to all she did.

She was a light to the darkest of places, and brought out the best in everyone who met her.

Martha’s family has requested that gifts be made to the charities Martha worked closely with. CBE was named as one of these charities.

You have the opportunity to remember the incredible life and work of one of CBE’s strongest leaders by making a gift to CBE today.

All gifts given in Martha’s memory will directly benefit CBE’s work in the Global South—one of Martha’s deepest passions.

To give in Martha’s honor, visit cbe.today/revmartha or call CBE at 612-872-6898.

28 M U T U A L I T Y | Spring 2015

website :

cbeinternational.org

Send a Student to CBE’s 2015 Conference in Los Angeles “Becoming New: Man and Woman Together in Christ,” CBE’s 2015 conference in Los Angeles, CA is going to be held on July 24–26, 2015—just around the corner!

CBE conferences are a time for the egalitarian community to gather together to hear powerful speakers and knowledgeable teachers explore the full equality of females and males.

“Becoming New” will not merely be a time of learning, it will be a time of community. Rarely is there an event that brings together so many that hold CBE’s mission close to their hearts. Many friendships are made, and impactful partnerships are forged.

It is for these and many more reasons that students from around the country hope to attend “Becoming New.” However, many lack the resources they need to attend the conference. The support of the CBE community in the form of scholarships is invaluable. As one scholarship receipient reported after the 2013 CBE conference: “I had never been to a conference like this, and didn’t know what to expect. I came away with an enlightened view of my role as a woman in ministry. I plan to use what I learned at my church, in conversations with fellow students, and wherever God places me.”

Donate today and give these experiences to students at “Becoming New” this July 24–26. Who knows, maybe you’ll meet a student you sponsored at the conference!

“I had never been to a conference like this, and didn’t know what to expect.

I came away with an enlightened view of my role as a woman in ministry. I plan to use what I learned at my church, in conversations with fellow students, and wherever God places me.”

To support student scholarships, visit cbe.today/scholarships or call 612-872-6898.

bookstore :

cbebookstore.org

M U T U A L I T Y | “Walking the Talk” 29

P

resident’s Message

by Mimi Haddad

Be Doers of the Word Unhappy that women have eclipsed men in some spheres, a man once lamented that he had been put in the “backseat” behind women. A quick-witted person responded, “Well, men have been telling women for years it’s a very good place to be!” Not surprisingly, this man was uncomfortable when he felt his God-given gifts and agency took a backseat to those of women. Ironically, his disappointment and humiliation have been the experience of women for centuries! Perhaps one day he will also express empathy and regret for this historic marginalization of women, which he himself abhors, but of which he too is complicit.

One point shines brightly. Created in God’s image, we are—male and female alike—hardwired for shared agency.

We detest being sidelined simply because of gender, because, as we learn from Genesis 1:26–28, male and female are created in God’s image for a shared purpose: to care for the world as God’s stewards. For this reason, women want what men want— opportunities to use their gifts for God’s eternal purposes without gender barriers.

Yet, too often, for the sake of harmony, we tolerate comments, actions, and policies that demean the dignity and agency of women. For this reason, I am delighted that Mutuality is exploring the fragile space between egalitarian beliefs and its daily practice in faith communities. Why fragile?

Coretta Scott King once observed that our struggle for justice is “a never ending process. Freedom is never really won . . . you earn it and win it in every generation.” King’s words point

While many of us assume gender equality is guaranteed in churches that have historically embraced its biblical premise, our expectation underestimates the nature and power of sin. Justice is more fragile than we imagine.

30 M U T U A L I T Y | Spring 2015

to a hard truth and a bitter reality that our world too easily ignores. While many of us assume gender equality is guaranteed in churches that have historically embraced its biblical premise, this assumption underestimates the nature and power of sin.

Justice is more fragile than we imagine. Here is one example.

I was invited to speak for an institution with a long history of supporting women’s leadership at all levels. Early on, its policies, hires, and curricula were based on Scripture’s egalitarian teachings. Therefore, its board incorporated gender equality as a guiding principle and as part of its strategic annual plan. Eventually, confident that the matter was settled, the board deemed it unnecessary to retain gender equality as part of its annual goals. It ceased to be proactive, and before long, new voices emerged to challenge the biblical basis for the institution’s egalitarian identity and ethos. Ultimately, CBE was called on to lead sessions on the biblical foundations for the equality of women and men at all levels.

What happened at this institution happens all too easily.

Human pride, entitlement, prejudice, and dominance too quickly encroach and establish themselves on quiet, undefended ground. Hence, we must remain vigilant, earning year after year the hard-won place of women’s equal service, which is made possible by the cross. Here is one example worthy of praise.

Remaining proactive, as Coretta Scott King advises, is something the Evangelical Covenant Church (ECC) is tackling through their Deborah Project, as the Covenant Companion recently reported (See Brian Wiele, “The Deborah Project” at covenantcompanion.com). The ECC’s Commission on Biblical Gender Equality has developed an initiative called “Develop a Deborah.” They recognize that just as God raised up Deborah to lead, so too God is using girls and women today. Without their leadership, churches are greatly impoverished. Thus, the ECC is inviting leaders throughout their denomination to identify “gifted women and girls in your congregation, youth ministry, or campus, and actively assist them to grow in their abilities and to live out their call to serve.”

This is a model we can all follow in our churches. As the apostle James said, hearing the word is great, but without action we delude ourselves. James 1:22 reminds us, “Do not merely listen to the word, and so deceive yourselves. Do what it says.” Join CBE in becoming hearers and doers of God’s word, putting women in their place—right beside men—just as God did in Eden!

website :

cbeinternational.org

P

raise and Prayer

Praise

Prayer

• We are giving thanks for a flood of outstanding interns.

Our office is full to capacity, enabling us to maximize our efforts in every department.

• Russian and Chinese translations of Still Side by Side are nearing completion and will be distributed this spring.

• This February, CBE took part in the 2015 Human Rights Defenders Forum at The Carter Center in Atlanta, GA. We are grateful that world leaders recognize how crucial CBE’s work is for women. Read Mimi’s report on p. 26.

• Pray that the Russian and Chinese translations of Still Side by Side would get in the hands of those who need them most, and that they would make an impact.

• Pray for God to provide the funding and capacity we need to carry out all the projects we have planned for 2015, including new translations and curriculum projects.

• CBE’s 2015 conference in Los Angeles is coming up soon!

Ask God to inspire speakers, clear roadblocks, and put the pieces in place for a successful conference.

Christians for Biblical Equality

CBE Membership

Mission Statement Christians for Biblical Equality (CBE) exists to promote biblical justice and community by educating Christians that the Bible calls women and men to share authority equally in service and leadership in the home, church, and world.

CBE offers individual and organizational memberships. Membership is available to those who support CBE’s Statement of Faith. Members join a community of believers dedicated to biblical equality, and who together make CBE’s ministry possible. Member benefits include:

Statement of Faith

• Subscriptions to CBE’s quarterly publications, Mutuality magazine and Priscilla Papers journal, including digital access to back issues

• We believe in one God, creator and sustainer of the universe, eternally existing as three persons in equal power and glory.

• We believe in the full deity and the full humanity of Jesus Christ.

• We believe that eternal salvation and restored relationships are only possible through faith in Jesus Christ who died for us, rose from the dead, and is coming again. This salvation is offered to all people.

• We believe the Holy Spirit equips us for service and sanctifies us from sin.

• We believe the Bible is the inspired word of God, is reliable, and is the final authority for faith and practice.

• We believe that women and men are equally created in God’s image and given equal authority and stewardship of God’s creation.

• We believe that men and women are equally responsible for and distorted by sin, resulting in shattered relationships with God, self, and others.

Core Values • Scripture is our authoritative guide for faith, life, and practice.

• Patriarchy (male dominance) is not a biblical ideal but a result of sin.

• Patriarchy is an abuse of power, taking from females what God has given them: their dignity, and freedom, their leadership, and often their very lives.

• While the Bible reflects patriarchal culture, the Bible does not teach patriarchy in human relationships.

• Christ’s redemptive work frees all people from patriarchy, calling women and men to share authority equally in service and leadership.

• God’s design for relationships includes faithful marriage between a man and a woman, celibate singleness and mutual submission in Christian community.

• The unrestricted use of women’s gifts is integral to the work of the Holy Spirit and essential for the advancement of the gospel in the world.

• Followers of Christ are to oppose injustice and patriarchal teachings and practices that marginalize and abuse females and males.

To learn more about CBE’s values, history, and ministry, visit cbe.today/info

bookstore :

cbebookstore.org

• Exclusive discounts at CBE’s bookstore • Discounted registration to attend CBE conferences Visit cbe.today/members to renew your membership, become a member, or learn more about our membership program.

Non-Member Subscriptions Non-member subscriptions to Mutuality and Priscilla Papers are available to libraries and inviduals.

Visit cbe.today/subscriptions to learn more.

Get Connected with CBE Connect with CBE online to learn more about us, enjoy the resources we offer, and take part in our ministry.

Visit our website to find resources or to subscribe to Arise, our free, weekly e-newsletter (cbeinternational.org ).

Follow our blog, the Scroll (cbe.today/blog ).

Follow us on Twitter @CBEInt (twitter.com/cbeint).

Find us on Facebook (facebook.com/christiansforbiblicalequality).

M U T U A L I T Y | “Walking the Talk” 31

Christians for Biblical Equality 122 West Franklin Ave, Suite 218 Minneapolis, MN 55404-2451

Non-Profit Org. U.S. POSTAGE

PAID

Jefferson City, MO Permit No. 210

Forwarding Service Requested

Recommended Reading from CBE

Women, Leadership, and the Bible How Do I Know What to Believe? A Practical Guide to Biblical Interpretation Natalie R. Wilson Eastman Many books tell women what to think; few help women think for themselves.

Using straightforward, plain language, Women, Leadership, and the Bible helps women learn to interpret the Bible and discern for themselves answers to their questions about women’s roles in the church.

Making Room for Leadership Power, Space and Influence MaryKate Morse “If we are going to lead like Jesus, then we too must know how to use the power of space and body in a way that enables others. This is an important book, breaking new ground and speaking biblically and practically to a blind spot in our leadership.”

—Leighton Ford, President, Leighton Ford Ministries and author of Transforming Leadership.

Save 20% on these resources when you use discount code MSPRING15 during checkout.

Offer expires March 31, 2015. equalitydepot.com 612.872.6898

Thriving in Leadership Strategies for Making a Difference in Christian Higher Education Karen Longman, ed.

Beyond the Stained Glass Ceiling Equipping & Encouraging Female Pastors Christine A. Smith

“Thriving in Leadership is a marvelous book! All fifteen chapters have been written by women in leadership, modeling the strategies they espouse… Chapter three’s broad discussion of leadership would be great for any type of leader, and Robinson’s discussion of privilege in the epilogue is priceless.”

—CBE Reviewer

Based on a national survey of female clergy, this volume is rich in insights based on data as well as personal anecdotes—insights that will empower not only women called to the pastorate but also their male colleagues and denominational leaders who want to support them.