1 in 6: Responding to Data on Sexual Harassment in the Ministry Environment

In its 2020 Executive Report on Sexual Harassment in the Christian Workplace, Christianity Today division Church Law & Tax reports that 1 in 6 survey responders had experienced sexual harassment while working or volunteering for a church or other ministry organization. In many cases, the harassment reported to CLT occurred multiple times or over a period of years. I strongly recommend reading the report. (Warning: It will be difficult news to hear.)

Here are a few key takeaways from CLT’s report, and questions to consider in light of this discouraging data. I note that since the publication of its report, Christianity Today has had its own publicized instances of a hostile work environment. So, the first lesson is that this can happen with any organization, and does.

Most ministry organizations do not have harassment prevention and response mechanisms in place, leaving their people and their organizations vulnerable.

Only 40% of survey responders indicated their ministry organization has an anti-harassment policy in place, with 27% indicating knowledge of an in-house complaint response procedure.

Question: Has your ministry implemented a personalized, ministry-specific policy and response procedure, designed to prevent and address incidents of sexual harassment and other types of abuse in the ministry environment (for staff, lay leaders and others)? Have your people been notified and trained?

Much of the harassment is committed by people who are not pastoral leaders.

According to CLT, approximately two-thirds of those who indicated they had experienced harassment as a ministry employee or volunteer identified the harasser as a coworker, peer or church volunteer, while the other approximately one-third identified the harasser as a pastoral leader.

Question: Does accountability include, but extend beyond, your pastors? Have all staff, leaders and volunteers been notified of expectations and had the opportunity to participate in engaging, ministry-centric training?

Many who experience harassment don’t report, and most of those who do report believe the organization has failed to take appropriate action.

Of those survey responders who told CLT they had experienced sexual harassment while working or volunteering for a ministry, over 40% indicated they had not reported the incident and had no intention of doing so. Only 25% state they reported the incident withing a few days of it occurring. Others either delayed reporting, sometimes for years, or have not reported yet but would consider doing so. Responders cited avoiding controversy, fear of not being believed, and uncertainty as to whether the behavior was sexual harassment as key reasons for not coming forward.

As to the organizational response, approximately two-thirds indicated their reports were either discounted by the organization or that the report was believed, but no action was taken against the harasser. Approximately one-third report they were believed and action was taken.

Question: Is everyone (from senior leaders to the congregational level) aware of your organization’s commitment to being a safe place to work, serve and worship? Has your ministry conveyed the importance of reporting and provided information about the organization’s response process?

Remember, while the data is discouraging, there are steps your ministry can take. What is stopping you from doing so?