{"id":32253,"date":"2022-09-10T16:02:20","date_gmt":"2022-09-10T21:02:20","guid":{"rendered":"https:\/\/www.biblia.work\/sermons\/whos-at-your-table-5-practical-ways-to-pursue-leadership-diversity\/"},"modified":"2022-09-10T16:02:20","modified_gmt":"2022-09-10T21:02:20","slug":"whos-at-your-table-5-practical-ways-to-pursue-leadership-diversity","status":"publish","type":"post","link":"https:\/\/www.biblia.work\/sermons\/whos-at-your-table-5-practical-ways-to-pursue-leadership-diversity\/","title":{"rendered":"Who\u2019s at Your Table? 5 Practical Ways to Pursue Leadership Diversity"},"content":{"rendered":"
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By Aaron Wilson<\/em><\/p>\n

Most pastors expect their church to grow in leadership diversity in the near future. But if the recent past is any indication, that optimism might come more from wishful thinking than strategy.<\/p>\n

In Facts & Trends<\/em>‘ Future of the Church study, Lifeway Research found 62 percent of Protestant pastors believe ethnic diversity among their church leaders will increase over the next five years.<\/p>\n

But when asked how their church has been trending for the past five years, the majority of pastors (77 percent) reported that ethnic diversity among their leaders has remained unchanged.<\/p>\n

Likewise, more than half of pastors (52 percent) say the percentage of women in leadership roles at their church hasn\u2019t increased in the last five years.<\/p>\n

\u201cThis study says pastors are hopeful for growth in leadership diversity,\u201d says Todd Adkins, director of Lifeway Leadership. \u201cHope is great, but it isn\u2019t a strategy.\u201d<\/p>\n

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To achieve the kind of growth pastors expect, churches must be intentional about creating leadership structures that involve multiple voices. This helps equip the church to shepherd members who represent different ethnicities, ages, socioeconomic statuses, and people of both genders.<\/p>\n

\u201cThe Church is diverse,\u201d says Missie Branch, assistant dean of students at Southeastern Baptist Theological Seminary.<\/p>\n

\u201cWhen we segregate ourselves to the people who are just like us, we tend to miss out on all the whole body of believers has to offer. Having a collection of voices and perspectives in leadership allows us to have a more complete picture of what the Lord\u2019s vision is for the Church.\u201d<\/p>\n

Here are five practical ways churches can help achieve diversity by inviting more voices to the leadership table.<\/p>\n

1. Avoid tokenism<\/strong><\/h3>\n

\u201cOne of the most dangerous things churches can do when seeking to bring diversity to leadership is to practice tokenism,\u201d Adkins says. \u201cTokenism does a disservice to both the person you\u2019ve brought on and to the organization.\u201d<\/p>\n

Tokenism can involve bringing someone into a leadership role, not because of his or her qualifications, but simply to provide a tip of the hat to perceived values and to give the appearance of a change in culture.<\/p>\n

\u201cWe have to be careful of the language we use,\u201d Branch says. \u201cDon\u2019t say things like, \u2018We brought John on because we\u2019re trying to be more diverse.\u2019 No, you brought John on because he can rightly handle the Word of God or because he\u2019s an incredible leader or a great thinker. The fact that John is also not exactly like you is what makes him even more valuable.\u201d<\/p>\n

2. Elevate the priesthood of the believer<\/strong><\/h3>\n

While the role of a pastor is noble and praiseworthy, it can also be elevated to an unhealthy level that places too much responsibility and authority on the senior pastor or on a few select individuals.<\/p>\n

This starves the body of Christ of opportunities to use certain gifts and removes seats from a church\u2019s leadership table that could otherwise be filled with qualified believers with diverse perspectives.<\/p>\n

\u201cWe need to remember that the priesthood of the believer is a big deal according to Scripture,\u201d Adkins says. \u201cIt\u2019s one thing to say the priesthood of the believer is important and another thing to have it actualized in how the church functions.\u201d<\/p>\n

Does your church\u2019s leadership structure represent the priesthood of all believers or does a single person or a very limited group of people call all the shots?<\/p>\n

If your church resembles the latter, consider ways you can democratize leadership from the standpoints of ethnicity, age, gender, and socioeconomic status to provide a better environment for diversity to flourish.<\/p>\n

3. Define biblical womanhood<\/strong><\/h3>\n

Often times, it can be difficult for women to understand and embrace leadership opportunities available to them in the local church.<\/p>\n

\u201cPastors need to offer a view of biblical womanhood,\u201d Branch says. \u201cBecause many churches aren\u2019t providing that, it\u2019s hard to discern what women are allowed to do or are capable of doing in the church. It\u2019s up to the leadership of the church to define that by showing what Scripture says on the subject.\u201d<\/p>\n

Churches need leaders who can speak to women\u2019s issues. To bring women to the leadership table, pastors need to provide real examples of how women can use their leadership gifts at church.<\/p>\n

\u201cOne of the ways a pastor can make it clear they value women in leadership in the church is to not give the title of pastor to every position that\u2019s important,\u201d Branch says. \u201cDoes the accountant or the person who\u2019s in charge of new members really need to be called a pastor? Probably not.\u201d<\/p>\n

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See also  What Churches Must Do to Reach Gen Z<\/div>\n<\/div>\n<\/div>\n
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By simply changing the position titles of certain roles that aren\u2019t pastoral by nature, churches can help prep their leadership tables for needed diversity that includes women.<\/p>\n

4. Steward the stage<\/strong><\/h3>\n

In a world where digital influence is always expanding, the physical platform of a stage still plays an important role in setting a precedent for what\u2019s important to a church. As such, a church\u2019s attitude toward leadership diversity is usually driven by what\u2019s said and celebrated from the front of the room.<\/p>\n

Is every author who\u2019s quoted from your pulpit a white male? If so, you might unintentionally be communicating that your church doesn\u2019t see leadership potential in women and people of color.<\/p>\n

Likewise, is almost everyone who\u2019s celebrated on your church stage middle class and married with kids? You may inadvertently be saying these characteristics are traits your church requires for leadership consideration.<\/p>\n

\u201cThe things we announce and the things we talk about are the things we care about,\u201d Branch says. \u201cIf the pastor quotes a male theologian, we know that person is someone the pastor thinks we should pay attention to. But, if there\u2019s no woman the pastor feels is worthy of quoting, then women are forced to decide on their own who will be leaders in their world.\u201d<\/p>\n

If your church seeks to affirm and equip women, use your public platform to present women as indispensible to ministry. And if you want your church to reach the nations for Christ, make sure you\u2019re reflecting the value of ethic diversity in what you say and celebrate from your stage.<\/p>\n

5. Show respect for the sacrifice<\/strong><\/h3>\n

Christians often show great respect and empathy to missionaries who leave what\u2019s familiar to minister in foreign cultures. But rarely is the same degree of compassion extended to people who intentionally choose to serve at a local church that skews toward a demographic different from their own.<\/p>\n

Imagine what it would be like for you to uproot from your current church to serve in one primarily made up of people who have a different skin color from you or who speak English as a second language.<\/p>\n

While you\u2019d be powerfully linked to these believers through a union in Christ, it would be na\u00efve to think such a move wouldn\u2019t require a sacrifice to abandon your cultural preferences and familiarity.<\/p>\n

\u201cYou can\u2019t assume you understand all it takes for a person to work outside of their own context,\u201d Branch says. \u201cIn order for me to be in your space, there\u2019s a sacrifice I must be willing to make\u2014something I\u2019m willing to die to.<\/p>\n

\u201cBe willing to work through those things with the people you bring onto your leadership teams,\u201d she says. \u201cAnd avoid pretending like you understand since there\u2019s really no way for you to know exactly what they\u2019re experiencing.\u201d<\/p>\n

Setting the table for growth<\/strong><\/h3>\n

If churches are to cultivate leadership diversity over the next five years the way most pastors expect, they must develop strategies to achieve that growth. But in what timetable can churches expect to see fruit from their efforts?<\/p>\n

Churches often err in opposite extremes on this point\u2014assuming that diversity growth will either be achieved rapidly or that it will take decades of effort.<\/p>\n

But the answer falls between those poles, says Adkins.<\/p>\n

\u201cThere\u2019s no silver bullet that causes leadership diversity to develop in a church overnight,\u201d Adkins says. \u201cIt takes place over the course of time. But it\u2019s not 20 years we\u2019re talking about; it\u2019s two or three years.\u201d<\/p>\n

In other words, there\u2019s plenty of time for churches to chase after their five-year expectations when it comes to achieving leadership diversity.<\/p>\n

It just requires a willingness to set the leadership table for new members\u2014ones that may not look exactly like you.<\/p>\n

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Aaron Wilson<\/h2>\n

@AaronBWilson26<\/strong><\/p>\n

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Aaron is associate editor of LifewayResearch.com.<\/p>\n<\/div>\n