Diversity Report from the General Agencies

7/20/2010


Racial diversity gains within the general agencies of the United Methodist Church over the past 30 years are threatened by “people of color being displaced at greater rates than whites,” finds a position paper published April 2010 by the General Commission on Religion and Race (GCORR) and the General Commission on the Status and Role of Women for the United Methodist Church (COSROW).

The first of its kind, the paper examines employment by gender and race at each level of the Church and evaluates how current representation reflects a growing need for racial inclusivity as our denomination seeks to bring disciples of Christ in community to transform the world.

As “new communities” arise, agencies need to reflect and address the needs of these diverse populations. If the downward trend observed from 2000-2009 continues, the employment diversity profiles of general agencies will be similar to those in 1971.* A downturn in diverse leadership in the general agencies provides just a glimpse of the larger issue of racial inclusivity in systems throughout the Church. “Annual conference staff, cabinets and leadership tables are also experiencing difficulty as they seek to become fully inclusive,” states the report.

Unfortunately, the current global economic downturn has not evaded the reach of UM general agencies. Like other groups advocating for social justice, general agencies too are feeling financial constraints that require staff reductions for every race, ethnicity and gender group. The period from January 1, 2008 to December 31, 2009 saw the loss of 232 employees within general agencies. While this financial crisis reaches everyone, the key findings show in particular how racial ethnics and women of the Church are affected.

Increasing the numbers of people of color and women within general agencies is important, but the report urges that hiring is not enough to bring the Church to full racial inclusivity. Agency cultures must value and promote staff diversity and actively work toward the inclusion of individuals who represent various ethnic, gender and age groups; individuals who also bring a diversity of “experience, background, thinking, qualifications and skills within an environment which supports such diversity.”

Other general agencies such as COSROW are expected to release similar diversity reports in the near future. Check back at www.gcorr.org for more updates.

*with the exception of the Asian constituency numbers, which increased nearly fivefold.