A130 HB Committee #16 Report #18
House of Bishops Committee 16 - Churchwide Leadership presents its Report #18 on Resolution A130 (Resolution for the Development of Best Practices in Hiring and Developing Organizational Cultural Competencies) and moves:
Resolved, the House of Bishops concurring,
That this 80th General Convention direct Executive Council to develop model hiring, workplace, and Committee/Commission/Board practices that intentionally increase equitable hiring and access to leadership positions for People of Color and that promote healthy work environments within the church. And be it further
Resolved, That as the Executive Council implements this resolution, it seeks the wisdom and leadership of the Communities of Color within our church, professional associations, and external expert advisors as needed. And be it further
Resolved, That once developed and approved by Executive Council, those policies be implemented within the human resources department of Domestic and Foreign Missionary Society. And be it further
Resolved, That each diocese and congregation be encouraged to actively engage in addressing the ways that white supremacy culture has shaped its own structures, policies, and practices and work toward deepening their cultural competency, including, but not limited to the following:
1. Seeking out external coaching where necessary to help leaders address their own biases and to help examine the culture of the diocese and its leadership.
2. Ensuring Search Committees at every level of the church complete Dismantling Racism Training.
3. Seeking out or creating support systems for clergy and leadership of Color to address the challenges and stress of being the first or the only Person of Color doing this work in a mostly White context, especially when and where the deeper work of cultural transformation has not yet begun or is in its early stages.
4. Committing to intentionally sharing open positions across the networks of People of Color that already exist across the Church.
5. Providing professional development money for diocesan Transition Officers to continue to develop their understanding of structural and systemic racism, including the expansive gifts of underrepresented groups derived from non-traditional systems of learning.
6. Working towards equity in evaluating, hiring, and compensating candidates formed outside of traditional residential seminaries.