From Lawsuit to Motion: Key Suggestions – Bible Type

From Lawsuit to Motion: Key Suggestions

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Read the key recommendations and timetable for action by the Anti-Racism Taskforce

Task force members, shown in the report

Task force members, shown in the report

On ParticipationThe Task Force recommends the following:

  • In the next quinquennium (2021 to 2026) a maximum of ten UKME / GMH persons (five clergy; five lay people) will be appointed ruling members of the General Synod.
  • UKME / GMH attendees' observers will be inducted into the home of bishops for three years from the fall (as women were before the legislation for female bishops was introduced).
  • The mandatory diversity monitoring forms will be implemented immediately, and all racial diversity data will be collected and reported annually to inform the hiring processes
  • 30 percent of the nominees for the next entry into the Strategic Leadership Development Program have a UKME / GMH background. Bishops must nominate at least one candidate
  • At least one UKME / GMH appointable candidate will be shortlisted for senior executives, senior NCI appointments and senior executive teams by September. Otherwise, the recruiter must provide “valid, publishable reasons” why not.
  • Starting in October, work will be carried out to increase the number of UKME / GMH chaplains in higher education institutions and new approaches to the recruitment process will be pursued, including short lists and interviews to improve racial diversity
  • As of December, 15 percent of the members of the councils of bishops are UKME / GMH, and all dioceses produce annual reports on the recruitment of clergy and laypeople
  • Through June 2022, the Archbishops of Canterbury and York will hold annual UKME / GMH provincial meetings for clergy and ordinates, "for purposes of support, networking and discussion."
  • By July 2022, all appointing persons will complete an anti-racism-oriented learning program.

On educationrecommends that:

  • A theology-based program for school principals that promotes justice and racial justice will be developed and implemented by September 2022. Mentoring programs and shadowing opportunities are being implemented to ensure that more UKME / GMH teachers, leaders and governors are appointed. Nationally standardized, compulsory anti-racism learning is being introduced for TEI employees
  • Through this summer, theological training institutions are sponsoring Black History Month and various / modern day saints and martyrs, and TEIs are using resources to train liturgies, prayers, and other worship services that reflect the breadth and diversity of the Anglican community
  • By September, school discipline, exclusions and achievements for UKME / GMH students in all C and E elementary and secondary schools, as well as ethnic diversity between teaching staff and principals, will be assessed and resources developed for school assemblies dealing with racial justice issues
  • By October, all TEIs are conducting a demographic review of tutors, faculty and board members and creating a workable plan to increase racial diversity and involve UKME / GMH members
  • A course of study and / or materials on racial justice and anti-racism work within Christian disciples will be prepared for churches and small groups by autumn
  • Until February 2022, the Church of England Liturgical Commission officially adopts racial justice on Sundays with Churches Together in Great Britain and Ireland.

On Training and mentoringrecommends that:

  • All diocesan bishops take part in "reverse mentoring" with members of the UKME / GMH clergy / lay people from another diocese (appointed by November).
  • A leader is identified who embed anti-racism practices in the National Ministry Team (NMT), which reports quarterly to its director
  • By autumn, all BAP consultants will conduct a new mandatory three-stage learning program that covers unconscious prejudices. intercultural awareness; and anti-racism (until July 2022 for all other employees)
  • By October, the NMT will create clear guidelines for best anti-racism practice for every diocesan minister and all TEI staff, and will produce a manual for DDOs on the matter by January 2022
  • Develop a mandatory anti-racism learning program (from online to face-to-face / in-depth) by February 2022. This should be made available to all diocesan employees and clergy in each diocese from April 2022 and to all readers and church officials over a period of two years with a refresh every three years by September 2023. This should be available to all volunteers
  • Good practice guidelines and a template for TEIs will be developed by July 2022, outlining the NMT's results and expectations in relation to anti-racism practice.

On Young peoplerecommends that:

  • Until the end of the year (depending on Covid), dioceses hold regular networking days with young people in order to promote diversity within the communities
  • The existing resources of the Diocesan Racial Justice for Young People will be reviewed and new ones will be commissioned as needed
  • Until July, the Strategic Investment Board endorses offers from dioceses that give priority to youth work in parishes with large UKME / GMH populations
  • A global majority youth forum will be set up by October to address "Issues of Identity, Anti-Racism, Racial Justice and Celebrating Diversity".
  • By December, create a referral mentoring program on the C of E website that allows UKME / GMH young people to be mentored by a UKME / GMH clergyman / lay minister
  • A racial awareness learning program has been developed for leaders and volunteers from youth groups, youth clubs, holiday clubs and other intergenerational activities.

On Structures and governancerecommends that:

  • In the summer, a Directorate of Racial Justice will be appointed under the NCI, comprising a director-level position, a managerial position and an administrative position to "ensure the provision, supervision and accountability for the actions of the report"
  • By the summer, the Anglican Ethnic Minorities Committee (CMEAC) will be replaced by a body that will act as the permanent committee of the Archbishopric, the chairman of which is elected to the council by the archbishops.
  • A review of governance structures will be carried out and existing and newly collected data relating to ethnic diversity at all levels will be examined
  • By autumn, full-time racial justice officials will be appointed to work in individual churches and larger parishes in each diocese that has been centrally funded for five years
  • Within a few weeks, a plan will be drawn up to increase the representation and participation of UKME / GMH persons at all levels of government to at least 15 percent by 2030.

Read our full story about the report and Reaction from the Archbishops of Canterbury and York

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