Gate-Keeping

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.

Second, are you organized? If you are not the most organized person in the room every time you interact with a candidate, then you are probably engaging in sexist/racist/ageist behaviors. Disorganization means that candidates who understand "the system" or who are well connected within the system are going to be more successful. Candidates who cannot guess or intuit the system will be less successful. Disorganization is a huge red flag for those who experience oppression on a regular basis. Don't forget to be organized enough to express your requirements clearly and in multiple ways.

Third, are you inserting enough flexibility within the system to allow for different learning-leading styles? As a country and as a church we’ve adeptly managed to build sexist/racist/ageist systems. Our CPM process is part of a larger cultural system designed to “make sense” and be easy for some to navigate and not for others. Does your CPM have a way of encouraging Presbyterian minorities into the process or does your gate-keeping ensure we are getting the same types of candidates?

Fourth, if your CPM is having conversations about a candidate in private meetings that  would, for example, lead to a lawsuit if you were a business, it's probably sexist/racist/ageist and needs to stop. I'm thinking of the "she's just so young" comments made about a colleague of mine who entered the ministry at an age that was as old or older than most of the male pastors who entered the ministry 50 years ago. It's sexist, even if you don't think you mean it that way.

By acknowledging that our processes can be sexist/racist/ageist and working towards more appropriate gate-keeping, we can model "clear articulation," "theological humility," and "consistency."