A supplement to the WATCH Publication
The Five Guiding Principles: An Introduction and Guide
The Church of England’s 2014 Settlement on ‘Women in the Episcopate’, is underpinned by five ‘guiding principles’, which confirm that the Church is ‘fully and unequivocally committed to all orders of ministry being open equally to all, without reference to gender, and holds that those who it has duly ordained and appointed to office are true and lawful holders of the office which they occupy and thus deserve due respect and canonical obedience (Guiding Principle 1). The commitment to pastoral and sacramental provision for the minority who are ‘unable to receive the ministry of women priests or bishops’, is made ‘in a way that maintains the highest possible degree of communion and contributes to mutual flourishing across the whole Church of England (Guiding Principles 4 and 5).
The second Guiding Principle requires acknowledgement of the ‘clear decision’ on the matter by all those who minister within the Church of England.
The Guiding Principles were an important element of what was to herald a new climate, moving beyond reception and into full and explicit acceptance of the ordination of women. Taken together they provide a foundation for a commitment to the meaningful demonstration of mutual respect amongst all members of the Church of England, whether lay or ordained. In practice the experience of ordained women demonstrates that in many circumstances this new climate has not arrived, and they are accorded neither respect nor courtesy.
Personal and individual examples include:
Corporate examples include:
These are belittling and disrespectful behaviours that are misogynistic and discriminatory. They have no place in a church which subscribes to mutual flourishing and aims for the highest possible degree of communion. Individuals and groups tempted to display these sorts of behaviours are urged to remember that if nothing else common courtesy should rule them out. But there are principles above common courtesy which are important too.
Jesus commanded us to love God with all our heart, soul, mind and strength, and to love our neighbours as ourselves (Mark 12:30-31). St Augustine had this reminder to us all:
Whosoever, then, thinks that he understands the Holy Scriptures, or any part of them, but puts such an interpretation upon them as does not tend to build up this twofold love of God and our neighbour, does not yet understand them as he ought (On Christian Doctrine,1, I, 36, 40)
To be on the receiving end of these belittling and demeaning behaviours is damaging and amounts to psychological and emotional abuse. This can be true of single or isolated experiences, or persistent experiences. Negative behaviour, which may be perceived by many as ‘low level’ or harmless, has an effect which is both adverse and cumulative. For an ordained woman her identity as a person and priest is called into question, her self-esteem is damaged and her confidence undermined.
The effects of such behaviours are well-documented but are exacerbated for ordained women because they are told that in order to support the flourishing of those who do not accept their ordination, they must be gracious to those who do not believe that they exist. They are themselves then prevented from flourishing in their callings as priests, deacons and bishops. In these circumstances mutual flourishing is impossible.
These behaviours fall into the category of bullying and harassment. Where there are institutional procedures which are relevant and can be followed, it is a good idea to make use of them, but this option is not always available.
The Church of England has encouraged dioceses to provide policies on dealing with bullying and harassment but has as yet no overarching policy or guidance. Behaviours of this sort do not always easily fit into diocesan policies. WATCH calls upon the Church of England to provide advice and support to those experiencing behaviour which militates against mutual flourishing.
In all our behaviour we should remember that:
In addition we should:
‘If another member of the church sins against you, go and point out the fault’ (Matthew 18:15)
It is justified and Christian to demonstrate to someone that their behaviour is at fault. You are not expected to ignore or accept what is done to you. You may want to do any of the following:
‘If another member of the church sins against you, go and point out the fault’ (Matthew 18:15)
It is justified and Christian to demonstrate to someone that their behaviour is at fault.
If you are challenged in this way you may want to do any of the following:
Where it appears to be impossible to act in grace there are possible routes to better understanding
The Diocese of Chelmsford’s advice on these issues is highly recommended as a model for understanding unacceptable behaviour, its definition and impact.
Getting on Together: Encouraging positive relationships and preventing bullying and harassment in the Diocese of Chelmsford
https://www.chelmsford.anglican.org/uploads-new/pages/Getting-on-Together_-_amended_2019.pdf
The definitions of bullying and harassment from Getting on Together are given below:
What is bullying and harassment?
Any behaviour that could potentially undermine someone’s dignity and respect should be regarded as unacceptable. If it is not challenged, it is likely to escalate and lead to significant difficulties for all concerned.
In establishing the links between ‘unacceptable behaviour’, ‘bullying’ and ‘harassment’ as well as drawing together the common themes and issues, the following broader definition may be helpful: “Any behaviour, always involving a misuse of power, which an individual or group knows, or ought reasonably to know, could have the potential effect of offending, humiliating, intimidating or isolating an individual or group should be regarded as unacceptable… ‘Unacceptable behaviour’ changes its label to ‘bullying’ or ‘harassing behaviour’ when it causes actual harm or distress to the target(s), normally but not exclusively, after a series of incidents over a prolonged period of time. Lack of intent does not diminish, excuse or negate the impact on the target or the distress caused. The degree of intent is only relevant in terms of how the behaviour should be challenged and the issues subsequently resolved.” (Fergus Roseburgh, Senior Staff Representative, Unite the Union, The Children’s Society. March 2007)
The legal definition of harassment – as applied to gender, age, sexual orientation, religion or belief, and race and ethnic and national origin is: ‘unwanted conduct that violates people’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment’. The Protection from Harassment Act 1997 makes it illegal for someone to pursue a course of conduct which amounts to harassment; bullying has been successfully claimed as harassment under this Act.
Bullying is most easily identified when it is continuous, frequent, repetitive and part of an overall pattern. However, some abuse is serious enough to be recognised even if the behaviour occurred only once and is therefore not defined as bullying. (p 3)
For members: Unite the Union (https://unitetheunion.org/)
ACAS (https://www.acas.org.uk/)
The Sheldon Community (https://www.sheldon.uk.com/) and in particular the Sheldon Hub( https://www.sheldonhub.org/)