Significant progress
In 1992, The General Conference called for each annual conference, general agency, and United Methodist-related educational institution to have a sexual harassment policy in place, including grievance procedures and penalties for offenders. The results of a 1995 survey of sexual harassment and sexual misconduct policies conducted by the General Commission on the Status and Role of Women indicate that 56 of the 69 annual conferences in the USA and Puerto Rico have approved policies on sexual harassment and sexual abuse within the ministerial relationship. Of the 13 remaining conferences, 10 have drafted policies awaiting annual conference approval. The survey also revealed that 50 annual conferences have offered training for cabinets, 52 for clergy and 25 for laity. Sexual harassment policies and grievance procedures are in effect in each of the thirteen general agencies of The United Methodist Church. According to the General Board of Higher Education and Ministries, all of the 13 United Methodist schools of theology have sexual harassment policies and grievance procedures in place. Additionally, all of the 124 United Methodist-related colleges and universities have or are refining sexual harassment policies and grievance procedures.
Update
As the church has confronted sexual harassment, it has also encountered sexual abuse within ministerial relationships. Through processes of policy development and training, annual conferences in the USA have recognized a need to address the particular issue of clergy sexual misconduct and sexual abuse within the ministerial relationship. In a 1993 survey of United Methodists on "Women and Families in Crisis" conducted by the National Division of the General Board of Global Ministries, one in every 56 respondents reported sexual abuse by a clergy person. One in 26 indicated they had been sexually harassed by a professor, one in 45 by a doctor, and one in 110 by a therapist. Sexual misconduct or sexual abuse within the ministerial relationship involves a betrayal of sacred trust, a violation of the ministerial role, and exploitation of those who are vulnerable. Sexual abuse within the ministerial relationship occurs when a person in a ministerial role of leadership (pastor, educator, counselor, youth leader, or other position of leadership) engages in sexual contact or sexualized behavior with a congregant, client, employee, student, staff member, co-worker, or volunteer.
Sexual harassment and sexual abuse within the ministerial relationship represent an exploitation of power and not just "inappropriate sexual or gender-directed conduct." Sexual harassment is a continuum of behaviors that intimidate, demean, humiliate, or coerce. These behaviors range from the subtle forms that can accumulate into a hostile working, learning, or worshiping environment to the most severe forms of stalking, assault, or rape. It is important to see both sexual harassment and sexual abuse within relationships at work, school, or church as part of this continuum of brokenness.
The impact of sexual harassment and sexual abuse within the ministerial relationship is far reaching. A survey by the Alban Institute found that unethical behavior including sexual misconduct was among the leading factors related to involuntary termination of pastors in US Protestant denominations. Incidences of abuse have legal, financial, physical, emotional, and spiritual ramifications affecting a wide web of relationships. There is an impact not only on victims and their families, but also on perpetrators and their families, congregations, communities, and annual conferences. In situations involving clergy or ministerial leaders, consequences include the potential loss of faith by victims and congregations, as well as the loss of integrity in ministerial leadership. When the church has not been faithful to its ministry of grace and justice, victims often seek recourse from the courts. It is imperative that the church institute measures to insure justice, wholeness, and healing.
Action
Therefore, be it resolved, that The United Methodist Church name sexual harassment and sexual abuse within the ministerial relationship as incompatible with biblical teachings of hospitality, justice, and healing and will continue its efforts to eliminate sexual harassment and abuse in the denomination and its institutions. Furthermore, The United Methodist Church, at all levels, commits to these actions:
Education
(1) The Council of Bishops will reaffirm its leadership in eradicating and preventing sexual harassment and abuse in the Church. The Council will engage in education, training, and sharing of resources with colleague bishops. Each bishop will ensure that education and training for the prevention of sexual harassment and abuse are made available in the episcopal area which he or she serves. Each area will develop a plan to facilitate communication and coordination among persons involved in ministries of prevention and intervention including, but not limited to: district superintendents, conference boards of ordained and diaconal ministry, advocates, intervention and healing teams, trained mediators, staff/parish relations committees.
(2) The General Commission on the Status and Role of Women will continue to work with The General Board of Higher Education and Ministry, The General Board of Global Ministries, The General Board of Church and Society, and other appropriate church bodies to ensure that United Methodist Church-developed education and training resources on prevention of sexual harassment and abuse are made available to local churches, annual conference boards of Ordained and Diaconal Ministry, cabinets, United Methodist-related educational institutions, United Methodist-related benevolent care institutions, and other agencies, groups, and individuals throughout The United Methodist Church.
(3) United Methodist-related schools of theology will provide education on the prevention of sexual harassment and sexual abuse within the ministerial relationship. United Methodist-related educational institutions will maintain safe and hospitable learning environments.
Policies and Procedures
(1) Each local church, annual conference, general agency, United Methodist-related educational institution, and United Methodist-related benevolent care institution will have a policy on sexual harassment and abuse in effect which may include, but not be limited to, the following:
(a) A description of the context and scope of the policy: naming the ministry context and persons covered by the policy (e.g. clergy, diaconal ministers, employees, volunteers).
(b) A clear policy statement consistent with the United Methodist Book of Resolutions prohibiting sexual harassment and abuse.
(c) Definitions and examples of sexual harassment and sexual abuse.
(d) Guidelines for initiating grievance procedures when such procedures are contained in the Book of Discipline.
(e) Grievance procedures not specified in the Book of Discipline may vary according to the context and scope of policy (e.g. employees, volunteers) and may include a provision for bringing a grievance to someone other than the person asserted to be the harasser or abuser.
(f) Guidelines for reporting incidents of sexual harassment and abuse including mandatory requirements specific to all applicable laws.
(g) A clear statement of assurance of prompt and equitable fair process, protection of potential victims, and intolerance of retaliation.
(h) A statement which identifies the consequences for offending person(s) if the grievance is substantiated.
(i) Provisions for training persons involved in ministries of intervention, prevention, and healing (e.g. advocates, employee or volunteer supervisors, staff/parish relations committees, neutral mediators, congregational healing teams).
(j) A stated commitment to education, to ongoing assessment of church ministry environment, and to continuous evaluation of policy and procedures.
(2) The General Board of Church and Society will continue to be an advocate for just laws which will help to eradicate sexual harassment and abuse.
Ongoing Assessment
(1) The General Commission on the Status and Role of Women will work with the General Council on Ministries and other appropriate church bodies to develop and implement research and survey tools for assessing the effectiveness of the church's efforts to eradicate sexual harassment and abuse. A summary of these findings and recommendations will be reported to the 2000 General Conference.
General Conference Webmaster: Susan Brumbaugh
PETS Creator: John Brawn
Petition Text: 20851-MN-NonDis-O
1996 United Methodist General Conference