by Felicity Cooke, a member of General Synod and a trustee of WATCH. She writes here in a personal capacity.
The Church approaches issues of equality, diversity and inclusion within the cultural and social context of secular society, where law and regulation prescribe a framework for human behaviour, however faulty that behaviour may be. For the Church, there is the additional dimension of theology and scriptural teaching, and principles which may seem clear in a societal context become more complex once differing theological beliefs come into play. There was a time when churches argued that slavery was justified on the basis of scriptural interpretation. In time this was seen to be mistaken and Christians came to believe that slavery was wrong. Slavery still exists but the Church no longer teaches that it is justified; instead, it takes part in the fight to end it. This also applies to racial injustice and race discrimination, in part legacies of slavery: the Church has challenged itself to right these wrongs, on theological grounds.
So far, so consistent: movements in secular society have been mirrored in the Church, and sometimes even – as Mark Chapman showed – led by the Church. But in the 21st century we are seeing scripture called upon to maintain what secular society has come to recognise as discrimination and injustice, in relation both to the position and treatment of women, and the status and treatment of LGBTQ+ people in the Church. In both cases, the accommodation given to those who do not accept the ordained ministry of women is defended on theological grounds, as is different treatment of LGBT+ people, with some groups within the Church making a virtue of rejecting secular progress towards inclusion, instead presenting themselves proudly as ‘counter-cultural’.
Currently, both racial justice and sex and sexuality injustice are being supported from the Bible. Of course there are no easy answers to this paradox, and meanwhile the different views easily become entrenched, and immoveable. The outcomes for both women and LGBTQ+ people are painful and detrimental.
The Church has different ways of attempting to mitigate these differences. The 2014 Declaration on the Ministry of Bishops and Priests (GS 1076) introduced the ‘Five Guiding Principles’. These were devised prayerfully by a group holding a range of views on the ordained ministry of women and were intended both to confirm that the ‘Church of England is fully and unequivocally committed to all orders of ministry being open equally to all, without reference to gender, and holds that those whom it has duly ordained and appointed to office are the true and lawful holders of the office which they occupy and thus deserve due respect and canonical obedience’ (Guiding Principle 1): and, at the same time, to affirm those who could not accept the ordained ministry of women. Guiding Principle 5 went on to make ‘pastoral and sacramental provision’ for this minority. The aim? To maintain ‘the highest possible degree of communion’ and to contribute to ‘mutual flourishing’ in the Church.
In similar vein, the LLF exercise was accompanied by the formation of the ‘Pastoral Principles’, which set out ‘how the Church of England can live well together within the parameters of its current position on marriage and the different deeply held convictions that individuals and churches hold on these matters.’ Church members are encouraged to take a course on how to put the principles into practice, and do better at understanding other points of view, and belief.
We have Guiding Principles, and Pastoral Principles, and in case these do not work as we hope they will (and they do not), then we are constantly enjoined at General Synod to find better ways to ‘disagree well’. Most recently, General Synod was introduced to the ‘Difference’ course, ‘a course that explores what it means to follow Jesus in a complex and divided world, seeing transformation through everyday encounters.’ The intention is for participants to find ways, as we hear God’s call, to cross divides, navigate disagreement, practise forgiveness and risk hope.
But I have a question. Do these principles, guidance and courses help those who suffer real pain (and worse) as a consequence of the beliefs and behaviour of those who disagree about their lives and how they live them, about their calling and their vocation? If we look at those original Five Guiding Principles then the answer to that must be, for the most part, no. Women in both lay and ordained ministry continue to experience exclusions, discrimination and sexist behaviour. The LLF process, for which the Pastoral Principles were written, is yet to be completed, but there is evidence that for some positions have calcified, while others refuse even to engage with the resources.
Are we to be left simply with the idea that we can ‘disagree well’ when people continue to suffer the consequences of disagreement? Is this the best we can do? If we embrace beliefs and behaviour in the Church which are rightly condemned in the secular world, what does that mean for anyone whose face (or body) does not fit with the white, male, cis-het, non-disabled norm? If the Church is prepared to accommodate what in the secular world is clear discrimination, and if being ‘counter-cultural’ actually creates a huge gulf between those who come to church, and those who do not, and between those who in the church who are fully inclusive and those who actively exclude others, then we have only ourselves to blame for falling numbers and incredulity expressed at what it apparently means to be a Christian.
Using biblical teaching both to justify the fight against racism and the right to discriminate between women and men, LGBT+ and straight makes no sense either to the ordinary person in the pew or to the ordinary person in the street. The Church is out of step, and all the principles and exhortations to disagree well will not bring us to be the fully inclusive, loving, compassionate church which Christ longs for us to be.
Any thoughts?