A130 Resolution for the Development of Best Practices in Hiring and Developing Organizational Cultural Competencies
Over the last triennium, the Presiding Bishop, the President of the House of Deputies, and the Executive Council have taken deliberate steps to address equity in our church’s structures and increase participation and access to leadership positions in the church for People of Color. This resolution encourages that work to continue and to include the development of hiring and workplace best practices that could be adapted and used throughout the church.
Intentionally putting in place policies that seek to diversity the church’s leadership has already proved to be effective in increasing the representation of women in the House of Bishops. There is a proven record that you have 2 or more women candidates on the slate, this means that women would be more likely to be elected.
In addition to equitable recruitment and hiring practices, this resolution encourages dioceses and churches to do the hard and deep work of examining and addressing their organizational culture and structures. It asks that they take steps to make needed changes to promote healthy, psychologically safe environments where all people can show up as their most authentic self, with the fullness of their God given gifts and abilities.
From the Racial Justice Audit of Episcopal Leadership:
“White dominant spaces are excited about diversity and intellectual engagements (book studies, workshops, video series, etc.), but these don’t often result in transformation of the white dominant culture. This pattern pressures leaders of Color who serve on committees, are hired on staff, elected bishop, or sit on the Executive Council to assimilate or leave parts of themselves at the door. If not, People of Color often speak of being perceived as too bossy, aggressive, playing the race card, or loud. In essence, leaders of Color are asked to restrict who they are in order to placate and pacify the white dominant system, to survive and to remain employed. Leaders of Color and a few white leaders spoke about experiencing retribution (or the fear thereof) for speaking truth about systemic racism and personal experiences of racism.” p. 39
“White culture paradoxically elevates and marginalizes People of Color. It places them on a pedestal, holds them to high expectations, and passes them the responsibility for naming, calling out, and confronting racism. This directly correlates with a sense of burden and burn out.” p. 52
Dioceses and churches across The Episcopal Church would benefit from the development of such policies that could be adapted for local context and use.
Explanation
Over the last triennium, the Presiding Bishop, the President of the House of Deputies, and the Executive Council have taken deliberate steps to address equity in our church’s structures and increase participation and access to leadership positions in the church for People of Color. This resolution encourages that work to continue and to include the development of hiring and workplace best practices that could be adapted and used throughout the church.
Intentionally putting in place policies that seek to diversity the church’s leadership has already proved to be effective in increasing the representation of women in the House of Bishops. There is a proven record that you have 2 or more women candidates on the slate, this means that women would be more likely to be elected.
In addition to equitable recruitment and hiring practices, this resolution encourages dioceses and churches to do the hard and deep work of examining and addressing their organizational culture and structures. It asks that they take steps to make needed changes to promote healthy, psychologically safe environments where all people can show up as their most authentic self, with the fullness of their God given gifts and abilities.
From the Racial Justice Audit of Episcopal Leadership:
“White dominant spaces are excited about diversity and intellectual engagements (book studies, workshops, video series, etc.), but these don’t often result in transformation of the white dominant culture. This pattern pressures leaders of Color who serve on committees, are hired on staff, elected bishop, or sit on the Executive Council to assimilate or leave parts of themselves at the door. If not, People of Color often speak of being perceived as too bossy, aggressive, playing the race card, or loud. In essence, leaders of Color are asked to restrict who they are in order to placate and pacify the white dominant system, to survive and to remain employed. Leaders of Color and a few white leaders spoke about experiencing retribution (or the fear thereof) for speaking truth about systemic racism and personal experiences of racism.” p. 39
“White culture paradoxically elevates and marginalizes People of Color. It places them on a pedestal, holds them to high expectations, and passes them the responsibility for naming, calling out, and confronting racism. This directly correlates with a sense of burden and burn out.” p. 52
Dioceses and churches across The Episcopal Church would benefit from the development of such policies that could be adapted for local context and use.