Growing up in The Salvation Army, I deeply appreciated how our denomination was built on a theology and practice that affirms the right of both female and male officers to fulfil the same or similar leadership roles. This inclusive vision shaped my understanding of ministry. However, as I’ve grown and engaged more deeply with the lived experiences of others, particularly female officers, I have come to realize that the implementation of this theology has not always been consistent or equitable.

Although we rightly take pride in our historical promotion of women in ministry, tracing back to Catherine Booth’s foundational leadership, we have recently recognized the need to more critically examine our own structures. This reflection led to the formation of The Salvation Army's gender equity committee, which exists to help us re-evaluate our practices and worldview through a gender equity lens.

Some are hesitant to adopt this lens, often perceiving it as promoting a “feminist agenda” or as diminishing the role of men in society. But gender equity is not about competition—it is about ensuring fairness and justice. It seeks to provide equal access to opportunities and resources, considering the different needs and experiences of individuals based on gender. Unlike gender equality, which aims for the same treatment of all genders, gender equity recognizes that different approaches may be required to achieve truly fair outcomes.

Viewing the world through a gender equity lens helps us identify and address ongoing inequalities. Equity focuses on correcting systemic imbalances that disadvantage individuals based on gender. For example, while The Salvation Army may not have formal pay disparities among officers or employees, broader societal statistics show that, globally, women still earn an average of 77 cents for every dollar earned by men (UN Women, 2023). This inequity can influence expectations and assumptions even within ministry settings.

Here are some important questions we must ask ourselves in order to create change:

• Is gender diversity represented in our decision-making bodies or ministry units?
• Though it may not be an issue for officers, are there gender-based pay gaps for equivalent roles in our affiliated services or institutions?
• Do all individuals, regardless of gender, have equal access to educational and professional development opportunities?

So how can we reframe our lens in practical ways? We can:

• Advocate for equal opportunities and representation in leadership.
• Support policies and initiatives—both within our church and communities that promote gender equity.
• Educate ourselves and others about gender bias and challenge it when we see it in our daily interactions, whether among friends, family, coworkers or within ourselves.

In my own ministry, I have encountered subtle but real biases. There have been instances where corps members admitted they were uncertain about receiving leadership from me as a single female officer. They felt they needed to “observe” before deciding if they could sit under my leadership—something they acknowledged they would not have questioned if I were male. These kinds of assumptions reveal how deeply ingrained gender bias can be. My role in gender equity is to encourage others to evaluate leadership based on calling, character and capability—not gender.

Gender equity is not about elevating one gender over another. It is about ensuring that everyone, regardless of gender, can live out their God-given calling and contribute fully to the life of the church and society.

When we create space for all voices to be heard and valued, we all flourish.