Gender and the Church's Leadership

I've been intrigued by a shift that I've seen in my home church and others over the last few decades. The wall of ministers and leaders (elders, deacons, etc.) displayed in many churches tends to show a transition from only male clergy and few if any women to a much greater balance of male/female clergy and, in many cases, at least half of the leadership being women. The same goes for my recollections of Sunday school teachers, youth group leaders and other key roles of Christian nurture.

I don't have exact stats, and denomination to denomination this will vary, but it was amazing to me that the last congregation where I worked the entire staff was female including the janitor, and the congregation before that the only male was the minister. Where I remember the sanctuary being more than half filled with men on a Sunday, I tend to see many more women now. Finding a male leader for Sunday school or youth group to provide needed balance in leadership can be a challenging task. 

I'm concerned about this trend. Both genders bring different temperaments and approaches to ministry and living the faith and are needed. I also long for the day when we are all just seen as people mutually complimenting each other, and when we are so attuned to God's direction that we choose the right person regardless of their sex. 

We should be seeking answers to why it can be hard to convince men to attend church these days, and eventually to be actively involved in leadership and to work well with women in key roles. Norms have definitely been turned on their heads. Traditional roles for men and women are shifting and it can feel like unstable ground for those who like predictability of expectations and behaviour. But without positive male role models as well as female ones for all age groups, and without positive respect and understanding across genders, we are at risk of losing out on a lot of people and opportunities to nurture faith.

So what do we do about this? I don't have all the answers, but here is a start to the conversation:

1. Get accurate information about the history of the church's leadership and when and why shifts have happened. Was a female minister brought in and a segment of the crowd uncomfortable with it? Was this poorly handled and seen as a power struggle rather than allowing people to address their anxieties and concerns? Has the identity of the congregation been wrapped around traditional gender roles and have changes been forced rather than gradually introduced with good information? Know the realities and don't make assumptions.

2. Listen and listen some more. Have there been specific challenging situations that drove away people of a certain mindset or with a pre-conceived notion of how church is done? Has a male hiatus had more to do with a male clergy's style than anything else? Are there signs of unhealthy communication, of people being taken for granted or their needs not addressed? 

3. Look at the calendar of events of the last few years. How many activities are geared towards women, and how many towards men? How many are inclusive of all genders, encouraging healthy communication? Are people polled about what kinds of activities will interest and inspire them rather than sticking with worn out tried and true? Is an effort made in preaching and selecting educational materials to address the needs of fathers, grandfathers and men in the workforce as much as women, working or not? 

4. Look at the language used to describe your congregation's mission and ministry. Women tend to be heavily relational (and there is nothing wrong with that), whereas men can tend to be more comfortable with a business model of organization. Leaning too heavily either way can be a turnoff to people. Words are powerful.

5. Take note of whether your program and other leaders are treated and valued equally. Are both male and female leaders respected and challenged in their roles? Are they seen as having worthy contributions to make in the classroom and at meetings? Are you taking the time to nurture and encourage each one, emphasizing the importance of their role in the faith lives of your church's families? 

We can have a habit of downplaying the gifts and approaches and personalities of some in order to either maintain status quo or pole vault into the future. May we have our eyes opened to ensure that all people are able to find a place and are valued for their contributions. May we constantly point out that we do this not for ourselves or for the organization but for the God of the here and now who calls us to live in ways that draw others to Christ.