I read this blog post today. I'm currently going through the CPM process and I have a few thoughts on
how CPMs might reduce the perception that their decisions are arbitrary
and therefore sexist, racist, and ageist.
It's important to note that our systems are inherently sexist/racist/ageist. A CPMs job (I would think) is to mitigate the effects of that oppressive system while encouraging talented ministry of all kinds to take place in the Presbyterian Church (USA).
First, are you being honest? Paying attention to fairness is important but you might consider that your process may not be honest. People can typically sense that you are having conversations about them which are not being shared with them. If the CPM finds themselves discussing something about a candidate that cannot be shared with a candidate, then it is time to either stop having those conversations or it is time to engage in some very difficult conversations with the candidate.
