In Your Own Words Women in Leadership in Theological Education - PowerPoint PPT Presentation

In Your Own Words Women in Leadership in Theological Education Deborah H.C. Gin & Jo Ann Deasy ATS WIL 20 th Anniversary Celebration March 1, 2018 Pittsburgh, PA

S ample Survey Interviews • • N = 573 N = 30 • • WIL participants, random sample— S urvey participants, 10+ years in TE, current ATS stratified random sample • • 54% Faculty 63% Faculty • • 28% S enior-level leader 63% S enior-level leader • • Under-represent ed by EV , RCO Well-represent ed by ecclesial family • • Over-represented by Afr Am/ Black Over-sampled women of color (37% ) Source: ATS Women in Leadership Research Proj ect, 2017

Pathways Preparation Challenges

Career Pathways

Career Pathways Source: ATS Women in Leadership Survey, 2017

Career Pathways Route by Leadership Level 100% 90% 80% 70% 60% Tapped Appoint ed/ Elected 50% Asked to Apply 40% Default 30% Applied/ Initiated 20% 10% 0% S enior Mid (n=19) (n=11) Source: ATS Women in Leadership Interviews, 2017

Career S upport Woman Advocate Importance for Professional Journey Of little importance No Y es Important Very important Man Advocate Importance for Professional Journey No Of little importance Important Very important Y es Source: ATS Women in Leadership Survey, 2017

I have had ample opportunity to use the leadership education I’ ve received. X 2 =8.053, df = 3 X 2 =21.099, df = 3 100% 90% 80% 70% S trongly agree 60% Agree 50% Disagree 40% S trongly 30% disagree 20% 10% 0% Did not have woman Had woman advocate Did not have man advocate Had man advocate advocate (n=220) (n=62) (n=327) (n=169) Source: ATS Women in Leadership Survey, 2017

Career S upport External S ources of Assistance* Family Professional Organizations Education/ Training Friends Women's Leadership Group Prayer Past or 0 2 4 6 8 10 12 14 Internal Leadership and Colleagues* Belief/ Encouragement Guidance S upport (Non-S pecific) Community Role Model Back-up/ Loyalt y 0 1 2 3 4 5 6 7 *Categories are not mutually exclusive. Source: ATS Women in Leadership Interviews, 2017

Preparation for Leadership … Medi at i on Fundr ai si ng Gr ant w r i t i ng Boar d l eader shi p

Preparation for Leadership Reasons for Professional S uccess My education Growth and development of skills Personal determinat ion Innat e abilit ies My net works S upport and mentoring from men My family S upport and mentoring from women 0% 10% 20% 30% 40% 50% 60% 70% Source: ATS Women in Leadership Survey, 2017

Source: ATS Women in Leadership Survey, 2017 Leadership S kill Preparation Generous list ening Valuing human resources of t he organizat ion Articulat ing the organization's vision/ mission Inter-personal skills Communication skills Decision-making skills Ability to motivat e ot hers Ability to delegat e S t rategic planning Networking/ building social capit al Facilitating uncomfortable conversations Conflict management Navigating organizat ional polit ics Change management Board leadership Budgeting/ financial management Mediat ion Grant writing Fundraising Not at all prepared S lightly prepared S omewhat prepared Mostly prepared Completely prepared

Preparation for Leadership Had Mentor Had Man Advocate Participated in WIL Networking/ building social Navigating organizational Change management capital politics Grant writing Grant writing Conflict management Board leadership Fundraising Mediation Source: ATS Women in Leadership Survey, 2017

Preparation for Leadership When I was in t he universit y set t ing, t he provost t here, I j ust was very privileged t o wat ch how she managed her office, and how she went about doing inst it ut ional effect iveness wit h so much grace and professionalism… (White Mid-level Leader) Source: ATS Women in Leadership Interviews, 2017

Challenges

Challenges Factors preventing advancement of women in TE Impenet rable"boy's club" of upper-level leadership Work-life balance Organizat ional norms t hat don't value women's… Confessional constraint s Lack of crit ical awareness of how sexism operat es Lack of confidence Lack of crit ical mass of women in organizat ions Lack of executive sponsor Priorit izing spouse's/ part ner's professional… Microaggressions Lack of women role models S t arting lat e professionally Limit ed social net work and connect ions Reluctance to relocat e 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% Source: ATS Women in Leadership Survey, 2017

Challenges We need t o st op creat ing a cult ure, especially in t heological educat ion, where women have t o continually prove themselves in order t o be seen as valid. (S enior Leader of Color, emphasis added) Source: ATS Women in Leadership Interviews, 2017

Challenges: Harassment Experienced harassment based on gender How often did you report the harassment? 4% 16% 18% 47% 65% 19% Never Never Once or twice 31% Half the time Several times Almost every time/Every time Frequently Source: ATS Women in Leadership Survey, 2017

Challenges: Harassment Expectations of women’s leadership — all significantly correlated to “ harassment” • I am expected to lead like a man. • When I lead like a man, I am criticized for not being feminine enough. • I am expected to lead in a more caring/ nurturing way than the way male colleagues lead. • I speak up in meetings as often as male colleagues. • My ideas are heard in meetings. • Male colleagues regularly take credit for my ideas. • I am perceived as too emotional. • I have been asked to do administrative tasks (or hospitality tasks) that male colleagues of the same rank would not be expected to do. • People expect me to be more collaborative than male colleagues. • People take my decisions more personally than they do for male colleagues’ decisions. Source: ATS Women in Leadership Survey, 2017

Expectations of Women’s Leadership When I lead like a man, I am Asked to do hospitality tasks... criticized...not feminine enough. 7% 13% 19% 20% 20% S trongly agree Agree Disagree 31% S trongly disagree 36% 53% Source: ATS Women in Leadership Survey, 2017

Expectations of Women’s Leadership When I lead like a man, I'm criticized...not feminine enough. 100% 90% 80% 70% S trongly agree 60% Agree 50% 40% Disagree 30% S trongly disagree 20% 10% 0% African, African Asian, Asian Hispanic, Latina, White, European, American, Black North American, Latina American Anglo/ European (n=53) or Pacific (n=20) North American Islander (n=361) (n=39) X 2 =26.219, df = 15 Source: ATS Women in Leadership Survey, 2017

Expectations of Women’s Leadership When I lead like a man, I am Asked to do hospitality tasks... criticized...not feminine enough. 7% 13% 19% 20% 20% S trongly agree Agree Disagree 31% S trongly disagree 36% 53% Source: ATS Women in Leadership Survey, 2017

Challenges: Harassment I decided t o redesign t he program so we’ ll be value cent ered… . It was a lit t le different for t he facult y who are primarily male. I kinda had t o t hink about my previous career … and I had t o develop present at ions in such a way t hat t he facult y could see exact ly what I was doing. I had t o translate it in such a way t o make t hem seem as t hough I was merely answering quest ions t hat t hey had asked before. (Mid-level Leader of Color, emphasis added) Source: ATS Women in Leadership Interviews, 2017

S OLUTIONS

First, Current Realities Org allows for women in all leadership roles Org promotes women into leadership roles 100% 90% 80% 70% 60% 50% No No 40% Yes Yes 30% 20% 10% 0% Evangelical Mainline Roman Evangelical Mainline Roman (n=138) (n=233) Catholic/ Ort hodox (n=182) (n=237) Catholic/ Ort hodox (n=30) (n=90) X 2 =166.244, df = 2 X 2 =6.678, df = 2 Source: ATS Women in Leadership Survey, 2017

ATS : WIL Programming Types of Impact--WIL Participation Networking, reduced isolation No longer Encouragement, support, safe space feel alone Awareness of issues None Resources Gave me hope that women who achieved Confidence Role models a level of leadership to which I aspire S kill building were once just like me Mentoring (do/ receive) Perspective on my school Motivated to take action Seeing issues at Raised status institutional/systemic levels Vocational discernment 0% 5% 10% 15% 20% 25% 30% Source: ATS Women in Leadership Survey, 2017

Desire vs Opportunity Considered taking on higher Had ample opportunity to leadership use leadership education   Does WIL participation matter? t (504) = -2.140, p<.05, Cohen’ s D = -.19 Source: ATS Women in Leadership Survey, 2017

S chools: Opportunity to Lead x Climate Ample Opportunity to Use 100% 90% Leadership Training S trongly agree 80% 70% Agree 60% Disagree 50% 40%  Gender balance/ parity mandated 30% 20% 10%  More than 1/ 3 colleagues are women X 2 =30.207, df = 4 0% Disagree Agree S trongly agree (n=114) (n=230) (n=67)  Intentionally recruits diverse employees Organization's climate facilitates developing women leaders Source: ATS Women in Leadership Survey, 2017