D021 Revise OTM Information

Original version

Resolved, the House of _______ concurring, That on the Basic Information portion of the Ministry Portfolio maintained by the Officer of Transition Ministry for a member of the clergy, the section titled Sex be deleted; and be it further

Resolved, That on the Compensation & Housing portion of the Ministry Portfolio maintained by the Officer of Transition Ministry for a member of the clergy, the Current Annual Compensation section be deleted; and be it further

Resolved, That on the References section of the Ministry Portfolio maintained by the Officer of Transition Ministry for a member of the clergy, the member of the clergy shall be directed to provide the name of at least one male reference and one female reference; and be it further

Resolved, That on the Search Portfolio maintained by the Officer of Transition Ministry, that providing a specific amount or a range of compensation for the Compensation Available for New Position section be required information from institutions posting available positions on the Office of Transition Ministries website; and be it further

Resolved, That these changes be made and take effect no later than December 31, 2018 and that they apply to all postings and information maintained by the Officer of Transition Ministry as of that date.

Explanation

A) Numerous studies have shown that unconscious bias in the hiring practice is of serious concern both in the secular world as well as the church. Each year, the Church Pension Group produces a Church Compensation Report which continue to show the gender gap grows as years of service and salary grows. For example, in 2016 senior rector in Province IV who were male made on average $25,000 per year more than their female colleagues.

By removing sex and current salary from clergy profiles, we can easily take a first step towards removing gender bias.

B) Asking for both male and female references helps to ensure candidates can work equally well with both men and women.

C) Much bias is unconscious. Good search committees believe they are making sound financial and ethical decisions, and yet women’s compensation packages are generally less than men’s in equivalent positions. Requiring compensation disclosure for positions to be filled on the OTM website helps search committees make more equitable hires.


View Current Version