Key Findings
The territorial mission statement of Women’s Ministries is:
“The mission of Women’s Ministries is to bring women into the knowledge of Jesus Christ; encourage their full potential in influencing family, friends and community; equip them for growth in personal understanding and life skills; address issues which affect particularly women and their families in the world”2 [emphasis added].
Our findings emphasized three key areas of concern with respect to Women’s Ministries and gender equity.
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[2] https://salvationist.ca/womens-ministries/about/
It Negatively Affects Leadership Development for Women
There is a perceived internal culture that relegates women to Women’s Ministries. Said one interviewee, “The abundance of women in women’s ministry positions must be explored—it seems as though it is a weird way to make women have a place within our organization.”
In recent years there has been a push to emphasize leadership development for women through the scope of Women’s Ministries. In the DDWM Manual of Guidance, one of the roles of Women’s Ministries is identified as, “help equip and empower women through leadership development and ministry opportunities.”
When leadership development for women is emphasized only in Women’s Ministries (even informally), we implicitly suggest that what is formative for men is not for women. We also narrow a woman’s capacity to speak into male-dominated spaces within The Salvation Army and with respect to their educational and professional formation.
While leadership development for officers in the Canada and Bermuda Territory still lies within the scope of the Leadership Development Department, we are aware that an attempt was made in the Australia Territory to move this within the scope of Women’s Ministries. However, it was found that by separating Women’s Leadership Development from more generalized Leadership Development, it became diminished and less respected.
It Perpetuates an Expectation of Domesticity
For too long, Women’s Ministries has been synonymous with Home League, a program that by its very name promotes domesticity. Said another interviewee, “Women’s Ministries just perpetuates gender norms.” For a fuller discourse on this subject, see Addendum paper, “Home League and the Cult of Domesticity.”
It Segregates and Further Marginalizes Women
Historically, and still today in many divisions, Women’s Ministries exists as its own department, separate from the Mission Resources Department (previously Corps Ministries). However, studies reveal that when a women’s edition (in any form) is placed next to a regular edition, the internalized belief of male-as-norm is strengthened. Keeping Women’s Ministries separate from the Mission Resources Department sends the message that ministry by and to women is not equivalent to, or even less than, ministry/mission in other capacities within The Salvation Army.
Recommendations and Rationale
D1. We recommend that Women’s Ministries be included as part of the Mission Resources Department.
A new model in the united Ontario Division places Women’s Ministries within the Mission Resources department and has appointed two Divisional Secretaries for Women’s Ministries (similar to a Divisional Children and Youth Secretary role). This is proving very successful, not only in removing a default appointment for the DC’s spouse, but also in building strategic partnerships between Women’s Ministries and other aspects of corps and social ministries.
D2. We recommend that Home League be removed as a category in Salvation Army Management Information System. It can still be present but should listed under “all other fellowship groups.”
While we are not recommending that Home League cease as a Women’s Ministries program, it should not be given any opportunity to be seen as synonymous to Women’s Ministries as a whole, nor should it be seen as superior to any other ministry to women.
D3. We recommend appealing to International Headquarters to have section 3 (g) (h) Orders and Regulations for Corps Officers (re: Local Officers, Home League Secretary) be removed and replaced with Women’s Ministries Secretary, etc., positions.
Presently, the only local officer descriptions listed under the O&R for corps officers that pertain to Women’s Ministries are Home League Secretary and supporting Home League roles (assistant, treasurer, etc.). Further, it states that this position reports to the corps officer’s wife. This language must be rewritten to be a more inclusive Women’s Ministries role, and the paternalist language removed.
D4. We recommend that all areas of responsibility that do not specifically pertain to women be removed from the scope of Women’s Ministries.
The Salvation Army links Women’s Ministries to other programs, both past and present, that are not specific to women, such as Community Care Ministries, Brighter Futures Child Sponsorship and the Fellowship of the Silver Star.3 While these may have been gender-specific at one time, or be perceived to add value to Women’s Ministries, it sends the message that only women can be caring and maternal, or recipients of the Silver Star.4 If the mission statement is clear in identifying that Women’s Ministries ought to “address issues which affect particularly women,” consideration should be given to moving responsibility for non-gendered programs elsewhere.
This could include, but should not be limited to, Community Care Ministries, Brighter Futures Sponsorship and oversight of the Fellowship of the Silver Star. Of all of these, we recognize that the oversight of the Fellowship of the Silver Star may have deeply rooted emotional attachment. However, if it continues to fall under the umbrella of Women’s Ministries, the perception that it is a feminine honour will remain.
D5. We recommend removing any language pertaining to leadership development from the scope of Women’s Ministries.
Women’s Ministries should continue to encourage mentoring relationships, mutual support between women, self-esteem and self-efficacy development for teens and young women, and other supports, however, the language used should clearly delineate formal or vocational leadership development from Women’s Ministries.
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[3] The Fellowship of the Silver Star, inaugurated in the U.S. in 1930 and extended worldwide in 1936, expresses gratitude to parents or other significant life mentors of Salvation Army officers. At one time, recipients of this honour were the mothers of all officers upon their commissioning. In 2001, the fellowship was expanded to include both parents or a designated spiritual parent of the newly commissioned officer. It is now very common for both men and women, whether parents or spiritual mentors of the commissioned officers, to receive this.
[4] Interviews showed a perception that Women’s Ministries perpetuates gender norms in a negative way.
Section Summary
Women are needed pioneers for justice, education, family health, leadership, communication and teaching within The Salvation Army. They can and should do this across all departments of The Salvation Army, in partnership with male officers, fully equipped as unique individuals. Women’s Ministries is only one manifestation of a female officer’s capacity—as men’s ministry should be but one manifestation of a male officer’s capacity, and it should operate as such. We feel these recommendations will help make this a reality.
