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 20th Anniversary Celebration March 1, 2018 Pittsburgh, PA

S ample

Survey

• N = 573
• WIL participants, random sample—

current ATS

• 54%

Faculty

• 28%

S enior-level leader

• Under-represent ed by EV

, RCO

• Over-represented by Afr Am/ Black

Interviews

• N = 30
• S

urvey participants, 10+ years in TE, stratified random sample

• 63%

Faculty

• 63%

S enior-level leader

• Well-represent ed by ecclesial family
• Over-sampled women of color (37%

)

Source: ATS Women in Leadership Research Proj ect, 2017

Pathways Preparation Challenges

Career Pathways

Source: ATS Women in Leadership Survey, 2017

Career Pathways

Source: ATS Women in Leadership Interviews, 2017

Career Pathways

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

S enior (n=19) Mid (n=11)

Route by Leadership Level

Tapped Appoint ed/ Elected Asked to Apply Default Applied/ Initiated

Source: ATS Women in Leadership Survey, 2017

No Y es Woman Advocate No Y es Man Advocate Importance for Professional Journey

Of little importance Important Very important

Importance for Professional Journey

Of little importance Important Very important

Career S upport

Source: ATS Women in Leadership Survey, 2017

I have had ample opportunity to use the leadership education I’ ve received.

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Did not have woman advocate (n=169) Had woman advocate (n=220)

S trongly agree Agree Disagree S trongly disagree

Did not have man advocate (n=62) Had man advocate (n=327)

X2 =8.053, df = 3 X2 =21.099, df = 3

Source: ATS Women in Leadership Interviews, 2017

Career S upport

1 2 3 4 5 6 7

Back-up/ Loyalt y Role Model Community S upport (Non-S pecific) Guidance Belief/ Encouragement Internal Leadership and Colleagues*

*Categories are not mutually exclusive.

2 4 6 8 10 12 14

Past or Prayer Women's Leadership Group Friends Education/ Training Professional Organizations Family External S

• urces of Assistance*

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

… Preparation for Leadership

0% 10% 20% 30% 40% 50% 60% 70%

S upport and mentoring from women My family S upport and mentoring from men My net works Innat e abilit ies Personal determinat ion Growth and development of skills My education

Reasons for Professional S uccess

Source: ATS Women in Leadership Survey, 2017

Preparation for Leadership

Fundraising Grant writing Mediat ion Budgeting/ financial management Board leadership Change management Navigating organizat ional polit ics Conflict management Facilitating uncomfortable conversations Networking/ building social capit al S t rategic planning Ability to delegat e Ability to motivat e ot hers Decision-making skills Communication skills Inter-personal skills Articulat ing the organization's vision/ mission Valuing human resources of t he organizat ion Generous list ening

Leadership S kill Preparation

Not at all prepared S lightly prepared S

• mewhat prepared

Mostly prepared Completely prepared

Source: ATS Women in Leadership Survey, 2017

Source: ATS Women in Leadership Survey, 2017

Had Mentor Had Man Advocate Participated in WIL

Networking/ building social capital Grant writing Fundraising Navigating organizational politics Conflict management Mediation Change management Grant writing Board leadership

Preparation for Leadership

Source: ATS Women in Leadership Interviews, 2017

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)

Preparation for Leadership

Challenges

Source: ATS Women in Leadership Survey, 2017

Challenges

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Reluctance to relocat e Limit ed social net work and connect ions S t arting lat e professionally Lack of women role models Microaggressions Priorit izing spouse's/ part ner's professional… Lack of executive sponsor Lack of crit ical mass of women in organizat ions Lack of confidence Lack of crit ical awareness of how sexism operat es Confessional constraint s Organizat ional norms t hat don't value women's… Work-life balance Impenet rable"boy's club" of upper-level leadership

Factors preventing advancement of women in TE

Source: ATS Women in Leadership Interviews, 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

• rder t o be seen as valid.

(S enior Leader of Color, emphasis added)

47% 31% 18% 4%

Experienced harassment based on gender

Never Once or twice Several times Frequently

65% 19% 16%

How often did you report the harassment?

Never Half the time Almost every time/Every time

Source: ATS Women in Leadership Survey, 2017

Challenges: Harassment

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

19% 36% 31% 13%

Asked to do hospitality tasks...

7% 20% 53% 20%

When I lead like a man, I am criticized...not feminine enough.

S trongly agree Agree Disagree S trongly disagree

Source: ATS Women in Leadership Survey, 2017

Expectations of Women’s Leadership

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

African, African American, Black (n=53) Asian, Asian North American,

• r Pacific

Islander (n=39) Hispanic, Latina, Latina American (n=20) White, European, Anglo/ European North American (n=361)

When I lead like a man, I'm criticized...not feminine enough.

S trongly agree Agree Disagree S trongly disagree

X2 =26.219, df = 15

Source: ATS Women in Leadership Survey, 2017

Expectations of Women’s Leadership

19% 36% 31% 13%

Asked to do hospitality tasks...

7% 20% 53% 20%

When I lead like a man, I am criticized...not feminine enough.

S trongly agree Agree Disagree S trongly disagree

Source: ATS Women in Leadership Interviews, 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)

S OLUTIONS

Evangelical (n=138) Mainline (n=233) Roman Catholic/ Ort hodox (n=30)

Org promotes women into leadership roles

No Yes

First, Current Realities

Source: ATS Women in Leadership Survey, 2017

X2 =166.244, df = 2 X2 =6.678, df = 2

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Evangelical (n=182) Mainline (n=237) Roman Catholic/ Ort hodox (n=90)

Org allows for women in all leadership roles

No Yes

ATS : WIL Programming

Source: ATS Women in Leadership Survey, 2017

0% 5% 10% 15% 20% 25% 30%

Vocational discernment Raised status Motivated to take action Perspective on my school Mentoring (do/ receive) S kill building Role models Confidence Resources None Awareness of issues Encouragement, support, safe space Networking, reduced isolation

Types of Impact--WIL Participation No longer feel alone Gave me hope that women who achieved a level of leadership to which I aspire were once just like me Seeing issues at institutional/systemic levels

Desire vs Opportunity

Source: ATS Women in Leadership Survey, 2017

Considered taking on higher leadership Had ample opportunity to use leadership education

Does WIL participation matter?

t (504) = -2.140, p<.05, Cohen’ s D = -.19

 

S chools: Opportunity to Lead x Climate

Source: ATS Women in Leadership Survey, 2017

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Disagree (n=114) Agree (n=230) S trongly agree (n=67)

Ample Opportunity to Use Leadership Training Organization's climate facilitates developing women leaders

S trongly agree Agree Disagree

 Gender balance/ parity mandated  More than 1/ 3 colleagues are women  Intentionally recruits diverse employees

X2 =30.207, df = 4

Pathways Preparation Challenges

• Complicated nature of “ tapping”  but keep doing it!
• Presence of men advocates makes difference for opportunities

to lead

• Importance of networks of support
• Reasons for professional success: education, skill development
• Connection between skill development and mentor/ advocate

networks

• Harassment: experiences and reporting are best understood in

larger context of org’ l climate (valuing of/ safe for women leaders)

• Intersectionality: expectations differ by race

HOPE?

If you look, you can see some wonderful t hings happening as a result of your work. S

• mehow we’ ve got t a figure out how t o

balance t he challenges and t he j oys.

(White S enior Leader)

• 1. Briefly share: Which best describes how you got to your current position—

tapped, appointed/ elected, asked to apply, by default, applied/ initiated? What role did mentors/ advocates play?

• 2. In theological education, what are the pipelines for women into leadership positions

where they can flourish?

• 3. How could ATS
• r the schools (your school) strengthen the pipelines?

Career Pathways

… Preparation for Leadership

1. Briefly share: How did you develop/ are you developing your skills for leadership? What roles did mentors, advocates, education play in your success? 2. In theological education, how do we j udge the potential for someone to lead? Is it different for men and women? 3. How could ATS

• r the schools (your school) help women develop needed skills for

leadership? How could ATS

• r the schools (your school) develop better networks of mentors and

advocates?

• 1. Briefly share: What are the expectations of women leaders at your school?

How do they differ for women from different races or nations of

• rigin?
• 2. In theological education, how have you seen communities create spaces that are

safe and that value women’s leadership?

• 3. How could ATS
• r the schools, together, strengthen theological education’s valuing of

women leaders?

Challenges

Next S teps

• 1. What are ATS
• r the schools doing well and should keep doing?
• 2. Given what was presented, what new strategies should ATS
• r

the schools consider going forward?

Deborah H.C. Gin & Jo Ann Deasy ATS WIL 20th Anniversary Celebration March 1, 2018 Pittsburgh, PA

In Your Own Words

Women in Leadership in Theological Education