While CAPA affirms women in all levels of leadership, we recognize that there is a particular shape of patriarchy that we, as Asians, can often perpetuate in our churches. We also recognize that Asian women can face added layers of exclusion, oppression, and objectification, again, not only in broader society, but even within Asian congregations. So it is no surprise that women continue to make up a small minority of CAPA even as our sisters in Christ are vital to the flourishing and leading of our gospel communities.

We hope these resources will help CAPA and our congregations become communities where women feel safe, affirmed, and free to minister for the sake of the gospel. You will find richer educational resources elsewhere. Rather than replicate those, we hope this will serve as a practical resource to CAPA members. We profess to affirm, so let us act!

BEST PRACTICES | Developing Female Leaders by Kadi Cole (via George P. Wood’s review)
Buy Kadi’s book

  1. Seek to understand. “Take the time to have a conversation with the female leaders you have on your team and in your congregation. Ask them about their stories and how they have impacted their view of themselves as leaders.”

  2. Clearly define what you believe. “Even if you have confidence that your [theological] stance is extremely clear, there have likely been mixed messages in how this has played out for [women] in your church and in [their] leadership. In my experience, most godly women are very aware there is a line somewhere, and because they are concerned about overstepping that line, they will often stay way below what you believe they have an opportunity to do. This gap is one of the places where you have incredible untapped leadership potential.”

  3. Mine the marketplace. Professional women “have been given projects to manage, a staff to lead, and initiatives to implement. They have received formal and informal leadership development and have withstood the rigors of the business world.” Consequently, Cole advises, “Never assume that an established, professional female isn’t interested in working with or for you. Many incredible leaders would love the opportunity to use their marketplace skills in the kingdom.”

  4. Integrate spiritual formation and leadership development. “Integrating spiritual growth and leadership development is a critical component of developing healthy, strong, and capable female leaders within your church. A woman cannot lead from a healthy soul if we do not help integrate her relationship with Christ with the gifts and calling He has given her.”

  5. Be an “other.” “Being and providing quality ‘others’ in the form of male mentors, male sponsors, and female coaches will give your female leaders the supportive connections and authentic relationships they need to learn, grow, and develop into the capable leaders your church needs and the fruitful leaders God has called them to be.”

  6. Create an environment of safety. “Creating a safe work environment free from harassment or predatorial behavior by anyone is imperative to the development of both male and female leaders who are godly, healthy, and trustworthy.”

  7. Upgrade your people practices. “In everything from recruiting practices to retirement benefits, making sure female leaders receive equal and ethical treatment for the work they contribute was an important issue, not just for women, but as a statement about how churches function as employers within our communities.”

  8. Take on your culture. “By reevaluating your stated values and use of language, redefining borders, and integrating strategic symbols, you can help your culture shift to an environment that not only welcomes and supports new female leadership, but creates an opportunity for many more leaders to grow and thrive.”

DIAGNOSE YOUR MINISTRY CULTURE | ‘Five Definitive Signs a Church is Invested in Women’ by Andrea Ackermann
Read the full article on CBE.

  • Does church leadership actively proclaim the equality of women and men from the pulpit, in programming and in practice?

  • Does the church emphasize the biblical siblinghood of women and men, instead of focusing on the opposite sex as merely “temptation?”

  • Does the church intentionally ask women to be in positions of leadership—and keeps asking?

  • Does the church celebrate the female perspective in all of its diversity?

  • Does the church recognize and seek to address the barriers women are more prone to face?

SEXUAL HARASSMENT | Response & Prevention

Asian women are often subjected to greater objectification and silence. Men can often say and do the ‘right things’ publicly, while creating and participating in disrespectful, unsafe, stifling environments for the women they purport to support. Read this guide from the ECC for how to respond to and prevent sexual harassment. We recommend you review it with your board.

JOIN ADVOCATE FOR COVENANT CLERGY WOMEN here

ADD’L RESOURCES