Affirming women’s leadership as a pneumatological moment – Baptist News Global

Report on Gender Equality and Institutional Change in Religious Congregations

Executive Summary

This report analyzes the dynamics of female empowerment within Baptist congregations, drawing on the findings of the “State of Women in Baptist Life” report by Baptist Women in Ministry. The analysis highlights that achieving gender equality is a matter of spiritual maturity and intentional structural change, not merely a revision of policy. The progression toward full inclusion of women in leadership roles aligns directly with several United Nations Sustainable Development Goals (SDGs), particularly SDG 5 (Gender Equality), SDG 10 (Reduced Inequalities), and SDG 16 (Peace, Justice, and Strong Institutions).

Advancing SDG 5: Gender Equality in Institutional Leadership

The movement to affirm women in ministry is a critical component of achieving SDG 5, which seeks to ensure women’s full and effective participation and equal opportunities for leadership in all areas of public life. The theological conviction that a divine calling is not gender-specific provides a foundational argument for dismantling discriminatory structures within religious institutions.

• Target 5.1: Ending Discrimination: The practice of excluding women from leadership roles is a form of discrimination. Affirming women’s calling is a direct action toward ending this discrimination.
• Target 5.5: Ensuring Equal Opportunities for Leadership: The gradual progression of women serving as deacons, associate pastors, and senior pastors demonstrates a pathway toward equal leadership opportunities. This process, however, requires intentional action to become standard practice.

Pathways to Empowerment and Inclusive Leadership (SDG 10 & SDG 16)

The “Six Markers of Congregational Environments which are Empowering for Women” indicate that progress is the result of deliberate choice and spiritual discernment. This intentionality is essential for reducing inequalities (SDG 10) and building inclusive and representative institutions (SDG 16).

Key Markers of Progress

1. Intentionality: Shared leadership and gender-balanced structures do not emerge organically. They require a conscious decision by the institution to create equitable access and representation.
2. Gradual Progression: Change is often incremental. Women serving in roles such as interns, emerging ministers, and associate pastors provide tangible evidence of their capabilities, which helps shift congregational perspectives and theology over time.
3. Embodied Proof: Direct exposure to women in leadership roles is a powerful catalyst for change. When a community witnesses women preaching, teaching, and presiding, its capacity to recognize God’s call in women becomes normalized rather than controversial.

Sustainable Empowerment and Equitable Structures (SDG 8)

For empowerment to be sustainable, it must be supported by equitable systems that promote shared responsibility and fair compensation, aligning with SDG 8 (Decent Work and Economic Growth). True inclusion moves beyond the mere extraction of labor from women who serve without formal recognition or authority.

• Equity over Extraction: A culture that relies on women to perform necessary tasks without granting them authority or recognition is unsustainable. Sustainable empowerment requires a shift to a culture that formally honors and supports the agency, theological contributions, and pastoral authority of women.
• Shared Responsibility: Empowerment necessitates an equitable distribution of labor, investment, and responsibility, ensuring that women are not expected to carry institutional burdens without corresponding authority and support.

Conclusion: Institutional Transformation as a Prophetic Act

The affirmation of women in leadership within religious congregations is more than an internal policy adjustment; it is a vital contribution to global goals for gender equality and institutional justice. By investing in women as co-bearers of their mission, these institutions participate in the prophetic work of building a more equitable and inclusive world. This internal transformation is a critical step toward realizing the vision of the Sustainable Development Goals, demonstrating that spiritual and social progress are deeply intertwined.

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article primarily addresses issues related to gender equality and institutional inclusion, connecting directly to several Sustainable Development Goals (SDGs). The main SDGs identified are:

• SDG 5: Gender Equality – This is the most prominent SDG in the article. The entire text focuses on the empowerment of women, their right to leadership positions within the Baptist church, and the need for gender-balanced structures. The author explicitly mentions “advancing gender equity” and discusses the importance of “affirming women in leadership.”
• SDG 10: Reduced Inequalities – The article touches upon reducing inequalities within an institution. By advocating for women, particularly from the author’s perspective as a “Latina and Baptist ordained minister,” it addresses the empowerment and inclusion of a specific group that has been marginalized in leadership. This aligns with the goal of promoting the social and spiritual inclusion of all, irrespective of gender.
• SDG 16: Peace, Justice and Strong Institutions – The article discusses the transformation of congregational structures to be more inclusive and representative. It critiques institutions that do not recognize women’s calling and advocates for changes that are “not merely structural” but also spiritual, leading to more just and inclusive institutions. The call for “shared leadership, equitable access and gender-balanced structures” is a direct call to build stronger, more representative institutions.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the article’s discussion of women’s leadership and institutional change, several specific SDG targets can be identified:

1. SDG 5: Gender Equality

   • Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life. The article directly relates to this target by focusing on the progression of women into leadership roles within the church, from “deacons, then as associate pastors and then, slowly, sometimes decades later, entrusted with senior pastor leadership.” The call for “shared leadership” and “gender-balanced structures” is a clear articulation of this target within a religious context.

2. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status. The article champions the social and spiritual inclusion of women in the church. The author’s emphasis on her identity as a “Latina clergy member” highlights the intersectional nature of this inclusion, advocating for the empowerment of women from diverse backgrounds within the institution.

3. SDG 16: Peace, Justice and Strong Institutions

   • Target 16.7: Ensure responsive, inclusive, participatory and representative decision-making at all levels. The article argues that congregations must make an “intentional” choice to “expand the table rather than protect the chairs around it.” This reflects the need for institutions to become more inclusive and representative. The transformation described, where a congregation’s “theology expands” to see women’s leadership as “natural, not controversial,” is a move toward more participatory and representative decision-making.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Yes, the article mentions and implies several qualitative and quantitative indicators that can be used to measure progress:

• The “Six Markers of Congregational Environments which are Empowering for Women”: The article explicitly refers to this framework from the State of Women in Baptist Life report. These markers serve as a direct set of qualitative indicators to assess whether a church environment is actively empowering women.
• Proportion of Women in Leadership Roles: The article implies a clear quantitative indicator by describing the “gradual progression of affirmation.” Progress can be measured by tracking the number and proportion of women serving at different levels of leadership, such as interns, deacons, associate pastors, and senior pastors.
• Visibility of Women in Key Liturgical and Pastoral Roles: The article suggests that a shift in congregational imagination is an indicator of progress. This can be observed through the increased frequency of women performing visible roles, such as when a woman “stands behind the pulpit for the first time, when she preaches during Holy Week, when she presides at the Table.”
• Adoption of Intentional Policies for Equity: The article stresses that “representation does not emerge automatically” and requires “intentional imagination.” An indicator of progress would be the existence of formal or informal congregational policies and practices aimed at ensuring “equitable access,” “shared responsibility,” and “fair load” for women in ministry.

4. Table of SDGs, Targets, and Indicators

Source: baptistnews.com