GENDER WAGE GAP
Due to our FMC value of treating men and women with equality, some of this generalized study of the pay gap may not apply. However, there is much that does. Here is the conclusion of the article:
“Finding church-wide solutions
In that vein, Simmons encourages churches to intentionally include women in those committees and councils and denominational efforts. “If they have a diaconate, another board, a finance board, board of elders—make sure that there are women who are part of the human resource effort,” she says. “Make sure that there are women there who can make the case: not women who will agree with the men, but women who will make the case. . . . You don’t see enough women in those positions that determine salaries and bonuses and work hours and how you get ordained. You don’t see women in those positions. And until that changes, much of this will never change.”
According to Simmons, another key step in the path to change concerns awareness and discussion among male clergy and staff—not just female. “You have to do both,” she says. “You have to talk to women, but you certainly have to talk to men.”
In her interactions with male pastors, Simmons has “help[ed] them understand what is just, what is fair, and—when their budget increases—who to take care of first, because these are the people who are doing the heavy lifting.”
Ultimately, however, “until women are willing to join the fight for their own liberation and proper pay, until more women are willing to join this fight—not just men, but more women, young and old—it’s not going to change,” says Simmons. “If you really want to be paid properly, you’re going to have to fight for it.”
To read the entire article: Minding the Gap: Gender and Compensation in Churches and MinistriesDo you recommend this to others?