Editorial

To fully accept women’s leadership and prepare the way for the women in the Millennial* generation, Mennonite Church USA members must examine the spoken and unspoken expectations we hold—and determine which remain appropriate for today.

A 2008 survey reveals a decline in the number of women in leadership: At the Mennonite Women USA retreat in March, Mary Shertz reported on a self-study by Associated Mennonite Biblical Seminary, Elkhart, Ind. The study found that, with AMBS, fewer women are in leadership positions now than a decade ago. Also, men chair all churchwide agency boards (although Sharon Waltner is the moderator for Mennonite Church USA).

Where are the women? Perhaps the system frustrates women leaders. In May, a 30-something male friend who works in a Mennonite Church USA agency (and wishes to remain anonymous) pointed out that over time, systemic and institutional oppression wears down women in leadership.

There may be another reason: Some women who hold leadership positions feel stifled by a narrow view of what it means to lead and be a leader. For example, in some church settings, many members—consciously or subconsciously—expect a pastor to be married and most likely have a family. How does this underlying expectation affect single women called to serve in the church?

Or, often church members consider a pastor the main authority figure for the church body. But many women, as well as men, prefer serving on a leadership team model. For example, an interim leadership team at Reba Place Church in Evanston, Ill., includes Charlotte Lehman, Candi Wiggins and Celina Varela. In this case and others, a variety of perspectives and leadership styles grace a single congregation, and those serving on the team have peer support.

Another sign of hope for women in leadership is the May 16 ordination of associate pastor Sue Conrad at my home congregation, East Chestnut Street Mennonite Church, in Lancaster, Pa. Conrad is one of the first women in Lancaster Mennonite Conference to be ordained since the bishop board’s approval in May 2008.

I fight discouragement from the lack of women in leadership by observing the leadership abilities and aspirations of other Millennial women around me.

“More than two-thirds of Millennial women” oppose women returning to traditional roles, write Morley Winograd and Michael D. Hais in their book Millennial Makeover: MySpace, YouTube and the Future of American Politics (Rutgers University Press, 2009).

These same Millennial women still highly value family and relationships. Winograd and Hais use the main character in the Millennial-esque movie, The Devil Wears Prada, to illustrate the challenge facing many Millennials: the choice between a high-powered but life-dominating career and a more service-oriented vocation that also values family and relationships. Millennials often choose the latter.

From my observations, we Millennial women take interest in entering leadership positions in the church and elsewhere. However, structures must be open to their particular leadership styles.

What can churches do? Remember that people experience leadership calls at a young age. A girl will quickly pick up on the cues of whether her thoughts, contributions and leadership skills earn equal value to those of the boys around her.

Keep this in mind when asking young girls to participate in worship, when mentoring girls in high school or when reconnecting with college students and young adults.

If Mennonite Church USA hopes to attract today’s Millennial women for leadership positions, patterns that have discouraged women leaders must change.

*The term “Millennial” is used to describe the generation born between 1982 and 2003.