Category: Religious institutions

Bad UU hiring practices

Over the past year, I’ve talked to quite a few UU professionals who are thinking about changing jobs. Mind you, this happens every year. If you have a professional job in a small nonprofit, the typical path for job advancement is to find a job at another, slightly larger, nonprofit. This is obviously true for part-time directors of religious education — the quickest path for a part-time professional to advance in their career is to find a similar position elsewhere that’s full-time. There’s also the classic career path for full-time senior ministers — stay in a small congregation for about seven years (until you get your first sabbatical), then move to a larger congregation that pays more.

The result of all this is a constant movement of professional employees — directors of religious education and parish ministers — among UU congregations. This kind of movement is actually a good thing, because it helps spread best practices and new ideas from one UU congregation to another. It also provides an obvious upward career path, which means we all can continue to attract the best talent into our congregations.

Problem is, there are too many UU congregations who do a lousy job of hiring new employees. I’m going to give three examples of lousy hiring practices by UU congregations. I’m going to change details to protect the innocent — and by “protect the innocent,” I don’t mean I’m going to protect the UU congregations who have lousy hiring practices — no, I mean I’m going to protect the UU professionals who provided some of these examples for me.

Requiring more than full-time work

Several months ago, a colleague showed me a job posting where a UU congregation in the northeastern U.S. posted a job that required eight hours a day, six days a week.

The first problem with this is that it’s stupid. Back in June, 2019, Shainaz Firfiray, Associate Professor of Organisation and Human Resource Management at the Warwick Business School, University of Warwick, England, wrote a piece for The Conversation titled “Long hours at the office could be killing you,” in which she cites growing evidence that a 35 hour work week is most efficient, whereas longer work weeks can cause stress, anxiety, and depression. That’s even more true in the middle of the pandemic, where I’m seeing a huge increase in stress, anxiety, and depression among UU professionals.

I know we have congregational polity, so no one can stop your congregation from being stupid and demanding six day work weeks of your professionals. But if you do that, please do not complain to me or express surprise when your professionals grow stressed, anxious, and depressed — and then become less efficient and effectual — and even in the worst case scenario engage get driven into unethical or unprofessional behavior. Do not complain or express surprise, and also, please, accept full responsibility for being stupid.

The second problem with demanding a six day work week is that it’s unethical. Why? Well, first of all, if you claim to be paying a salary that conforms to UUA guidelines for this six-day-a-week job, you’re lying. The UUA guidelines are for full-time work, so if you’re demanding more than full-time hours, then you’re not paying the salary required by guidelines. I’ll walk you through this. Let’s take the example of a parish minister in a small congregation with fewer than 150 members in Geo Index 3. For full-time work, the UUA guidelines call for a range of $54,100 to $76,500. If you’re demanding a six-day work week, then on an hourly basis you should pay time-and-a-half for every hour over 40 hours. That gives a salary range of $70,330 to $99, 450. So if you advertise a salary range of $54,100 to $76,500, require a six-day workweek, and claim to be meeting UUA guidelines, you are in effect lying.

There’s another reason why this is unethical. It’s treating your professional employee like a wage slave. Actually, a congregation that demands a six day work week of its professionals is treating them worse than wage slaves. I spent twelve years punching a time clock, and when you punch a time clock your employer tends to be very respectful of your extra hours. But an unscrupulous employer will ask for more and more hours from a more-than-full-time salaried employee, because demanding more doesn’t cost them a cent.

Not publicly advertising the salary

Recently, BBC News reported on “Why companies don’t post salaries in job adverts.” UU congregations appear to be part of this world-wide trend. Over the past year, UU colleagues have pointed out to me several instances of UU congregations posting jobs that give no indication of what the salary is.

In addition, there now seems to be a trend of posting jobs with the vague claim that the congregation “pays UUA guidelines.” Except that when you get to the interview, it turns out that the salary that’s offered is the lowest possible salary the congregation can get away with. A year ago, I was shown one job posting for a religious educator that claimed to “pay UUA guidelines.” Now for religious educators, there are five different salary levels based on your level of experience and training. For example, the salary ranges for a full-time religious educator position in a mid-sized II (250-349 members) congregation in Geo Index 3 range from $55,100 to $65,200 for a Credentialed Masters Level religious educator, down to a range from $34,700 to $37,900 for an inexperienced, untrained Religious Education Coordinator. When my colleague got to the interview, this congregation that claimed to “pay UUA guidelines” for a Director of Religious Education was actually only offering $34,700, the lowest possible salary for a Religious Education Coordinator. That’s dishonest.

It’s not only dishonest, it’s stupid. As the BBC reports, “knowing the expected salary upfront lets a candidate understand whether a job will be financially viable for them.” So the hiring committee is actually wasting its own time reviewing applications and conducting interviews with people who are going to turn them down when they hear what the salary is. Furthermore, it’s also stupid because, according to the BBC, “organisations that are more transparent about their salaries can win over the best candidates and attract diverse applicants.” BBC quotes one expert as saying, “if the salary banding isn’t there, I think there can be a tendency for some of the better talent on the market to not apply.” In short, lack of salary transparency means you’ll attract a lower-quality and less diverse talent pool.

Finally, it’s not only dishonest and stupid, it’s also illegal in some states. As of 2019, Colorado requires employers to disclose pay ranges in all job listings. Similar legislation is pending in other states. The very title of the Colorado law makes it clear that this is a justice issue — “Equal Pay for Equal Work At” –and the law is designed to eliminate the gender pay gap, and all other pay disparities. So to avoid potential fines, and to hep further justice in the work world, you might as well get in the habit of posting the salary range in your job listings.

Cheating on benefits

Some UU congregations post jobs where they claim to compensate at UUA salary guidelines, but then they don’t offer the full benefits package called for under UUA guidelines. So technically, they’re not lying — the congregation is in fact paying the salary called for under UUA guidelines. But the total compensation package does not meet UUA guidelines. That’s dishonest. It’s the old bait-and-switch game.

Actually, sometimes it goes beyond dishonest into stupid. A colleague showed me one job posting where the congregation claimed to pay at UUA salary guidelines. Of course the actual salary wasn’t listed. But they did list the benefits. And the benefits package wasn’t even close to the UUA recommendations. I guess they assumed that applicants were going to be either desperate enough not to care, or ignorant enough not to look at the UUA guidelines. It’s stupid when you go out of your way to try and attract applicants who are desperate and/or ignorant. It’s also stupid to assume applicants are going to be desperate, when in actuality there’s a nationwide labor shortage.

Lessons to be learned

First lesson to be learned: There’s a labor shortage right now. If UU congregations want to attract the best candidates, especially if they want to attract more diverse candidates, they need to offer reasonable hours, they need to be transparent in their job postings, and they need to offer a decent benefits package.

Second lesson to be learned: If the congregation’s budget won’t pay for all the staff they want, trying to squeeze more work out of your staffers for less pay is not the way to go. You’ll get lower quality work, and pissed-off staffers. Either raise more money, or reduce your expectations of what you can get out of staff.

Third lesson to be learned: Financially, it’s gotten to be a harsh world for small nonprofits. We all know that staff cuts are going to be the norm for most congregations for the foreseeable future. We all know that the way to attract the best talent in this harsh world is to be fair and transparent. And I’m predicting that the congregations that attract the best talent, the most diverse talent, are going to be the congregations that survive — and even thrive — in the face of today’s harsh financial realities.

Bullying and abusive conduct by ministers: what’s it look like?

Recent events have raised my interest in bullying and abusive conduct my ministers. What does it look like? How can we know the difference between ministerial grouchiness or a minister occasionally losing their temper, and outright bullying and abusive behavior?

First of all, we want to look for patterns of behavior. Every minister I’ve known has lost their temper at least once; ministers are human beings, and human beings lose their tempers. Of course it would be best if we ministers never lost our tempers, but losing your temper once in awhile is not the same as a pattern of abusive behavior. So we’re looking for a pattern of behavior that happens over time.

Second, we want to look at power differentials. If, for example, there were three ministers on the staff of a large congregation, the senior minister has power over the junior ministers, and it’s much easier for the senior minister to bully the junior ministers; similarly, most of the time (not all of the time) the minister has more power than a non-ordained congregant. Determining power differentials is not always easy, though, and we can’t just default to a position that says ministers always have more power than congregants. For example, other types of power differentials make it possible for a male congregant to bully a female minister, or for a white congregant to act abusively towards a non-white minister. Even white male cis-gender ministers can be bullied or treated abusively by congregants who are in an entrenched power position within their congregation; in fact, because the minister is an employee, the minister’s lay leader supervisors have the potential for bullying or abusive behavior towards the minister. So we want to look for power differentials, though in themselves they won’t be diagnostic.

Third, we want to look for certain kinds of behaviors. Warren Throckmorton, an evangelical Christian whistleblower, posted on his blog the charges against Mark Driscoll, an evangelical megachurch pastor who was forced out his position as senior pastor at Mars Hill Church in Seattle due to bullying and abusive behavior. These charges, which you can read here, catalogue a number of bullying and abusive behaviors Driscoll allegedly engaged in. I’ll quote from some of these formal charges to show you what bullying and abuse can look like:

“Pastor Mark exhibits anger and ungraceful ways of dealing with those with whom he disagrees and who disagree with him… by putting people down, caricaturing, and dismissing.
“Pastor Mark … has created a culture of fear instead of a culture of candor and safety….
“Pastor Mark is verbally abusive to people who challenge him, disagree with him, or question him.
“Pastor Mark uses words to demean, attack or disparage others.”

I’ll also quote from one piece of evidence used to support the charges, so you can get a sense of the specific sorts of alleged behavior that’s considered abusive or bullying:

“Mark’s response to that elder was bullying, with some elders present recalling language to the effect of: ‘I don’t give a shit what you think. I’m trying to be nice to you guys by asking your opinion. In reality, we don’t need your vote to make this decision. This is what we’re doing.'”

It’s fairly clear that this kind of behavior should be characterized as bullying and abusive. But it’s wise to remember that there will be a continuum of potentially bullying and abusive behavior, and there won’t necessarily be a bright shining line between acceptable behavior and unacceptable behavior. In my historical researches of local congregations, I’ve uncovered a number of instances of behavior that aren’t easily categorized. In one example I researched, from the 1960s, a male minister was shouting at a female Director of Religious Education (DRE). There was a clear power differential here: male full-time supervisor and minister shouting at a part-time female DRE and employee. But while it may have a pattern of behavior, I couldn’t document that for sure. Obviously the minister should not have shouted at the DRE, but since I couldn’t document a pattern of behavior, I couldn’t be sure whether this was a momentary lapse on the part of the minister, or verbal abuse.

Which leads me to one final suggestion:

Fourth, we want to look at whether the congregation openly addresses momentary lapses of civility, or whether a lapse of civility remains hidden, secret, unaddressed. We are all human — ministers, too — and being human means we will make mistakes; we will do things like shout at people. Bullying and abuse in congregations — whether by ministers or by lay leaders, or by white people, or by whomever — is a pattern of behavior. If a congregation directly confronts lapses in behavior when they happen, I think it’s much less likely that the congregation is going to fall into a pattern of bullying or abusive behavior. But if people look away even once, I think that’s going to open up the possibility of establishing a pattern of behavior.

Update, 25 Feb. 2022: I’m closing comments on this post. Another post on the same topic started getting off-topic comments, which are not allowed, so I’m taking preventive measures. My sincere apologies to those of you who may have on-topic comments. But after two years of COVID, I don’t have the patience to deal with trolls any more.

Who writes the sermons?

Religions News Service (RNS) ran a story recently about sermon plagiarism in U.S. Christian congregations — and then, a few days later, they ran a story about why some U.S. Christian pastors feel they need to plagiarize sermons.

And before you say, “Oh those Christians, Unitarian Universalist (UU) ministers would never do that” — UU ministers do indeed plagiarize sermons, and some have been caught doing it.

So why do Christian pastors — and UU ministers — plagiarize sermons? The RNS story suggests a couple of reasons. Well, writing sermons is exhausting and local preachers have other big demands on their energy (pastoral care, raising money, administration, etc.). And then people in a local congregation now get to hear those Big Name Preachers online, and they make it clear that their local preacher just doesn’t measure up.

But on the analogy that church musicians don’t write all the music they perform, the RNS article asks: shouldn’t local preachers be allowed to preach other people’s sermons? (That is, assuming they give credit to the actual writer, so it isn’t plagiarism.) Or at least, shouldn’t local preachers be allowed to rely on third party sermon prompts or outside sermon researchers to help them out? If we want congregations to hear the best, highest quality sermons, it makes sense for preachers to be able to search for, and use, the best sermons they can find.

On the other hand, maybe a sermon shouldn’t be understood as a weekly performance put on by a professional voice actor. In many Christian congregations, the sermon is often considered to be God’s way of speaking to one particular congregation, and the preacher’s sermon preparation includes both time spent ministering to the congregation, and time spent in prayer listening to God. UU congregations will understand this a little differently: I was trained to think of the sermon in a UU congregation as kind of conversation, where the preacher listens to what is going on in people’s lives and connects those personal events and stories to the big moral and existential questions.

I suspect that several pressures will drive UU congregations towards turning the preacher into a voice actor who puts on performances of the best sermons they can find. First, preachers have a limited amount of hours they can work each week, volunteers now have less time to devote to the congregation, so using other people’s sermons can free up the preacher’s time for other crucial tasks. Second, congregation members are increasingly aware of the excellent preaching available online, and this puts pressure on the local congregation to have a preacher who meets those high standards. Third, congregations compete for people’s leisure time in an increasingly crowded marketplace, and the demand for authenticity will not be as strong as the demand for polished production values. Fourth, as more congregations are unable to pay for full-time ministry, there’s going to be less time for sermon-writing and a greater demand for third-party sermons. In short, there are strong — maybe irresistible — economic forces that will change UU ministers from sermon-writers into voice actors.

I still prefer a preacher who writes their own sermons. I just don’t think most UU congregations will be able to make sermon-writing a priority as they budget money and staff time.

A history of UU clergy sexual misconduct

Loré Stevens won the Unitarian Universalist History and Heritage Society’s History Research Prize for Future Leaders this year. The title of her paper was “‘Strong at the Broken Places’: A History of the First Unitarian Universalist Church of Nashville, 1992-2019.” Some of my readers will remember that during the time from 1992 to 2019, instances of clergy misconduct were uncovered at the Nashville UU congregation.

Now Deborah Pope-Lance has gotten permission to host this paper on her Web site, here — you’ll have to scroll down past some other papers and essays on clergy sexual misconduct to find the link.

Highly recommended reading for anyone who wants to know more about the history of U.S. Unitarian Universalism in the past 25 years, or for anyone interested in the recent history of feminism in religion. If you think Unitarian Universalism has made lots of progress in becoming a feminist movement, you’ll be depressed by this paper. On the other hand, if you’re one of those who (like me) has been incredibly frustrated at how little attention has been paid to the intertwined issues of sexism, patriarchy, and clergy misconduct with Unitarian Universalism, you’ll be relieved to read this exposé of the abuse of power by male clergy and how influential and powerful people within Unitarian Universalism have covered it up.

I’d even say I was delighted to read this paper, not because I’m delighted by clergy misconduct, but because I’m delighted that this subject is finally getting the attention it deserves from historians and others. Thank you, Loré Stevens. Thank you, UUHHS. Thank you, Deborah Pope-Lance for hosting this paper online.

Internal diversity of Islam

Rizwan Mawani, a Canadian scholar, has published a new book titled Beyond the Mosque: Diverse Spaces of Muslim Worship. I’m interested in the book because according to an interview by Religion News Service, Mawani provides insight into the internal diversity of Islam:

“The challenge of writing a book like this is that there are exceptions to almost every universal we try to proclaim upon the Muslim world. I’m always hyper conscious about asking ‘Is this sentence true for all Muslims? And if not, how do I modify it to reflect a pan-Muslim experience?'”

Mawani looks at the diversity of architecture (as you’d expect from the title), but other kinds of internal diversity as well — such as how ritual practices are constantly evolving, thus providing insight into diversity over time. But, according to the interview, Mawani also tackles some hot-button issues, such as the issue of gender:

“[T]here are communities like the Alevis [with 25 million adherents], found mostly in Turkey, who don’t define themselves as Sunni or Shia, where men and women pray side by side in spaces called cemevis, and oftentimes even interspersed with one another. Because in Alevi theology, God doesn’t see the body. All he sees is the soul of the believer, and gender is ultimately dissolved.”

Although in the West, we typically divide Islam into Sunni and Shia, Mawani found diversity beyond this bipartite division. For example, many of the first Muslims to come to North American were probably neither Sunni nor Shia:

“Another interesting thing to consider is how Islam came into North America. If we look at the earliest migration of Muslim communities, we of course have West African slaves, many of whom we now know practiced Islam. Many of them probably brought a form of Sufi Islam. So though Sunni Islam is the predominant form of Islam in the U.S. today, it’s not necessarily how America got introduced to Islam.”

In the interview, Mawani also touches on the geographic diversity of Islam, pointing out that one in three Muslims worldwide come from South Asia. I was particularly interested in Mawani’s comments on how to find Muslim diversity in North America; a Web search for “masjid” is going to exclude some significant Muslim diversity:

“If you live in a big city, especially, there are lots of opportunities to engage or even work with various Muslim communities. Obviously you can do a Google search and walk through your neighborhood looking for mosques. But you may need to research other names. There are masjids, of course, that are used by Shia communities, but they also have spaces known as an imambara or matam or husayniya or something else, depending upon which part of the world that community comes from. There are many Sufi and mystically inclined spaces in many cities, so searches for words like tekke or zawiya or khanaqah can unearth communities in our own area that we may not be familiar with.”

Read the entire interview here.

Buying the book: Do the author a favor and do NOT buy from Amazon, because they drastically cut how much money the author receives per book. Instead, I recommend buying all your religion books from the Seminary Coop Bookstore in Chicago. They do not yet have “Beyond the Mosque” in stock, but you can special order it here.

Non-affiliated Unitarian Universalists

A myth that has wide currency within Unitarian Universalism (UUism) today tells the story that every Unitarian Universalist (UU) must be affiliated with a congregation. This “myth of the affiliated UU” has become one of the stock myths told by the Unitarian Universalist Association (UUA), and by many UU ministers.

Let me tell you why I think we should stop believing in this myth.

Years ago, when I was serving as a volunteer on-call chaplain at a hospital in Massachusetts, I visited someone who called themselves Unitarian. Without going into any confidential details, I can say this person was a member of a non-UU religious congregation and was quite happy about that, but still considered themselves a UU. As a chaplain, I of course accepted this person’s religious self-identification, and hoped that they would be able to use that religious identification in their healing process.

Only later did it occur to me that I knew of a fair number of other people like that person in the hospital — people who called themselves UUs but who didn’t, for whatever reason, belong to a UU congregation. Then the Web took off: I was a member of Church of the Larger Fellowship as it turned into an online church, and then I started this blog, and participated in a lot of online conversations, and I came into contact with a lot of people who call themselves UU but who aren’t part of a congregation. Really — a LOT of people.

We need a name for these people. I’m going to call them “non-affiliated UUs.”

Non-affiliated UUs are definitely UUs, but they aren’t affiliated with any congregation. They aren’t even affiliated with the Church of the Larger Fellowship, which is a happy home for a great many UUs, but which doesn’t suit the needs of lots of other non-affiliated UUs. I’m going to guess there are thousands, even tens of thousands, of non-affiliated UUs.

In the early days of Unitarianism and Universalism, you were a Unitarian or a Universalist if you said you were one. For many years, the American Unitarian Association accepted individual memberships. As for Universalists, there were lots of them who lived in rural areas or on the frontier where there weren’t any Universalist congregations. Read a book by Hosea Ballou, or a sermon by William Ellery Channing, and — bingo! — you could call yourself a Universalist or a Unitarian.

There’s a relationship between the current myth of the affiliated UU and the way we began funding UU institutions in the mid-twentieth century. From the UUA’s inception — in 1961, when the Unitarians and Universalists consolidated — the UUA as an institution received much of its revenue from per-member assessments levied on congregations. At the same time, ministry became an increasingly professionalized profession, typically requiring an expensive education that made economic sense only if the minister could count on a guaranteed income from working in a congregation. Thus, the myth of the affiliated UU became a convenient myth for both UUA staffers and lay leaders, and for parish ministers.

But the way we funded UU institutions in the mid- to late twentieth century no longer works. Too many UU ministers complete their expensive education only to find that they can’t find a job that will allow them to pay off their debts. (Not surprisingly, many people training for ministry are now turning to community ministry, so they can find non congregational jobs that will allow them to pay off their educational debt.) As the number of members of UU congregations decreased, the UUA finally gave up on the per-member assessment model, and has turned to assessments based on total operating budget of congregations.

Yet too many UU ministers and UU leaders continue to cling to the myth of the affiliated UU. This myth is taking on a destructive form: “You can’t be a REAL UU unless you’re affiliated with a UU congregation.” As a result, people who could be non-affiliated UUs are deciding that Unitarian Universalism doesn’t want them. In other words, the destructive form of this myth is forcing too many people to become religiously homeless.

Unitarian minister Theodore Parker made a famous distinction between the transient and the permanent in religion. He said that we sometimes cling to things that we think are an essential and permanent part of religion, but which are actually inessential and transient.

Being a member of a UU congregation is a good thing for many people. But congregations are a transient, inessential feature of Unitarian Universalism. You don’t need to be affiliated with a congregation to be a UU.

What is permanent about Unitarian Universalism? That you live an ethical life. That you challenge yourself to use your reason to engage with religion. That you allow yourself to doubt. That you allow your religious attitudes to change and evolve. That you value the Western religious tradition of which anglophone Unitarian Universalism is a part, while remaining open to insights from non-Western religious traditions. That you are in conversation with other UUs.

That last point deserves elaboration: How can non-affiliated UUs stay in conversation with other UUS? Through “sudden villages,” conferences and gatherings of a few days or a week where you get to meet other UUs face-to-face. Through reading UU writers, and listening to UU podcasts. Through online contacts: social media, blogs, email, whatever.

And how can UU institutional leaders welcome non-affiliated UUs? By sponsoring “sudden villages” that don’t require affiliation with a UU congregation. By supporting community ministers, those ministers who aren’t serving in a congregation. By allowing themselves to be in conversation with non-affiliated UUs, even when those conversations challenge core-but-transient assumptions about what constitutes a UU. By giving financial support to efforts that reach out to non-affiliated UUs (e.g., independent podcasts).

Above all, UU institutional leaders can welcome non-affiliated UUs by ceasing to retell the myth of the affiliated UU.

Coming up: How to be a non-affiliated UU….

Family tree for Unitarian Universalism

Drew asked about a “family tree” for the Unitarian Universalism, and as it happens I had drawn one back in 2003, so I revised it and sent it to him. It might be of interest to others:

Simplified family tree of the Unitarian Universalism

This family tree is based on a revisionist interpretation of Unitarian Universalist history, and therefore some explanation is in order.

First, this family tree shows Transylvanian Unitarianism as quite separate from North American Unitarianism. This is based on my reading of Earl Morse Wilbur’s history of European Unitarianism; Wilbur dearly wanted to connect Transylvanian and North American Unitarians, but the few connections he documents may be summed up as: maybe a few English-speaking Unitarians read a few books about Transylvanian Unitarianism. When you look at the two Unitarian groups today, some of the differences are more pronounced than the vague theological similarities: the Transylvanians have bishops, their religion seems more narrowly ethnic, etc. Thus, I depict the two groups as quite separate.

I understand North American Unitarianism and Universalism as being reactions against aspects of Calvinism. Thus I show both groups as having roots in Calvinism.

North American Unitarians came in large part from the New England Standing Order churches; there wasn’t enough room to show the small but important influence of Joseph Priestley and a few other early Unitarians who brought their Unitarianism from England, rather than getting it from Boston. Thus I show the major event in the beginning of North American Unitarianism to be the split between the conservatives — people like Jonathan Edwards — and the liberals — people like Charles Chauncy, a split which took place after the Great Awakening. However, the first openly Unitarian congregation in North America was King’s Chapel; originally affiliated with the Church of England, it became Unitarian in 1785, long before any of the Standing Order churches openly declared themselves to be Unitarian.

The beginnings of North American Universalism are a little more tangled. John Murray and George DeBenneville brought their Universalist beliefs from England when they came to live in the coastal cities of the New World; that history is well known. But there’s another history, well documented by scholar Stephen Marini and others, of how Universalism also arose in central New England, often in formerly Baptist churches. Thus I show Universalism as having some roots in Baptist traditions; this is perhaps most evident in the institutional structures (or lack thereof) of early Universalism. Then too, it is important to mention John Murray’s marriage to Judith Sargent; she came from a prominent and wealthy New England family, and both her family connections and her own intelligence contributed a great deal to John’s eventual success as a Universalist standard-bearer.

By about 1825, both Unitarians and Universalists were well established in North America. But the boundaries of both denominations remained somewhat porous. In the early nineteenth century, Unitarians sometimes cooperated with the Christian Connexion denomination (not show in the family tree). In the late nineteenth century, a small group of ministers split from the Unitarians to form the Free Religious Association, and in a few cases they brought their congregations with them; some of those congregations reportedly never rejoined the Unitarian denomination (though I’ve never been able to document that myself). Then around 1900, some Icelandic Lutheran churches in the prairie provinces of Canada switched to the Unitarian denomination; at least one other formerly Lutheran church, Nora Church in Hanska, Minnesota, also joined the Unitarians.

However, Unitarian boundaries were not completely porous. When William Jackson, an African American Baptist minister, tried to join the American Unitarian Association in 1860, bringing his congregation with him, he was carefully kept out.

In Universalism, the porous boundaries become most evident in the late nineteenth century, a time when many Universalists became enamored with spiritualism. Then spiritualism became an organized religion, and some Universalists, such as minister John Murray Spear, left Universalism to become Spiritualists. But again, the boundaries of Universalism were not completely porous. A splinter group of Primitive Baptists (Baptists who, among other things, refuse to have musical instruments in church, relying instead on a capella singing) adopted Universalist beliefs, probably after having read books by Hosea Ballou, the great Universalist theologian. But there has been very little interest in exploring the commonalities between Primitive Baptist Universalists (PBU) and Universalists, or for that matter Unitarian Universalists (the PBU-UU connection between may seem more robust theologically than the connection between Transylvanian and North American Unitarians; but the class difference is far greater).

As for the racial boundaries of Universalism, they were slightly more porous than those of the Unitarians. The Universalists accepted Joseph Jordan, an African American and former Baptist minister, into fellowship and ordained him in 1889. However, the racial boundaries were not all that porous: there remained little denominational support for African American Universalists outside of a couple of congregations in Virginia, and individual Universalist congregations in the South remained explicitly segregationist up into the mid-1960s.

The late nineteenth century saw a growing number of connections between Unitarians and Universalists ; this is symbolized on the family tree by Eliza Tupper Wilkes; she was ordained a Universalist minister, but worked for both groups at different times, and founded both Universalist and Unitarian congregations. There were also strong connections between both the Unitarians and the Universalists with the Congregationalists. During the early twentieth century, there were Universalist congregations that merged into Congregationalist congregations, and both Universalist and Unitarian congregations that federated with Congregationalist congregations. Some of the federated congregations still exist; they are one congregation in real life, but on paper they also exist as two separate congregations, and when you join a federated congregation you decide if you’re joining as, e.g., a Congregationalist or a Unitarian.

In 1961, the Unitarians and the Universalists consolidated (the legal term is “consolidated,” not “merged”). This now seems inevitable to us here in North America, but groups like the Khasi Hills Unitarians in India, or the Universalist churches in the Philippines, had no corresponding group to merge with.

Finally, it is worth remembering that several features of contemporary North American Unitarian Universalism which today seem diagnostic in helping to identify who’s a Unitarian Universalist are actually recent innovations. The “seven principles,” the widespread use of the flaming chalice in worship services, the water communion service — all these grew out of the feminist revolution of the 1980s, a revolution led by people like Natalie Gulbrandsen. Feminist theology has helped drive us further away from groups like the Primitive Baptist Universalists, while driving us closer to the United Church of Christ (UCC), a very liberal Christian group that is the inheritor of the old conservative New England churches from which the Unitarians split in the early nineteenth century. The UCC and the UUA today are close religious relatives, sociologically, politically, and demographically. The UCC and the UUA cooperated to produce the innovative “Our Whole Lives” comprehensive sexuality education program; politically, UCC churches are often to the left of UU churches; demographically both groups a dominated by white college-educated professionals. The only big difference today is that more UCC members believe in God than do Unitarian Universalists; though that too may be changing, as a friend of mine who’s a UCC minister says that most of the children and teens in her church are professed atheists.

PDF of the family tree.

Clergy hit a new low in perceptions of ethics and honesty

Gallup has been polling people in the U.S. since 1977 about perceptions of the honesty and ethics of various professions. These Gallup polls rate the perceived honesty of professions as “very high/high,” “average,” or “very low/low” (with the obvious addition of a choice for “no opinion”).

In Gallup’s most recent poll about perceptions of the ethics and honesty of various professions, the nursing profession again tops the list, with 84% of people giving them a “very high/high” rating, 15% giving them an “average rating,” and 1% giving them a “very low/low” rating.

By contrast, only 37% of people give clergy as a profession a “very high/high” rating for honesty and ethics; 43% give an “average rating,” 15% give a “very low/low” rating, with the remainder offering “no opinion.” In their report, Gallup made a special note of the decline in the perception of clergy honesty and ethics:

“Gallup has measured Americans’ views of the clergy’s honesty and ethics 34 times beginning in 1977, and this year’s 37% very high/high rating is the lowest to date. Although the overall average positive rating is 54%, it has consistently fallen below that level since 2009. The historical high of 67% occurred in 1985. Positive views of the honesty and ethics of the clergy dropped in 2002 amid a sexual abuse scandal in the Roman Catholic Church, and although positive ratings rebounded somewhat in the next few years, they fell to 50% in 2009 and have been steadily declining since 2012.”

However, although the Catholic sexual abuse scandal is foremost in many people’s minds, evangelical Christian blogger Warren Throckmorton notes that there are other clergy scandals affecting some people’s perceptions of clergy. Throckmorton specifically mentions the recent accusations of clergy financial misconduct at Harvest Bible Church, an evangelical Christian megachurch near Chicago: when some whistle-blower bloggers made those accusations public, rather than addressing the accusations, Harvest Bible Church sued the bloggers for defamation. Throckmorton contrasts Harvest Bible Church with Willow Creek Church, another big evangelical Christian megachurch which recently ousted its founding pastor after credible allegations of misconduct; subsequently the entire leadership team resigned, realizing their leadership had been compromised by their poor handling of the allegations, and realizing that the church needed to get a fresh start. (Throckmorton’s most recent blog post about Harvest Bible Church, which links to the Gallup poll, is here.) We could add more examples from outside evangelical Christianity of how organized religious groups respond poorly to accusations of ethical lapses and dishonesty: the many accusations against the Church of Scientology and their opaque responses come immediately to mind.

One thing that I get from Throckmorton’s post is that poor governance goes hand in hand with decline in trust in clergy. And we should distinguish governance from polity. The hierarchical polity of the Roman Catholic Church should in theory be more effective at removing unethical clergy than our Unitarian Universalist congregational polity; more than one unethical Unitarian Universalist minister was able to continue their unethical ways because the Unitarian Universalist Association cannot prevent a local congregation from hiring whomever they want as minister. However, all too often the Roman Catholic Church hierarchy covered up clergy misconduct. The Unitarian Universalist Association, by contrast, has recommended that search committees carry out careful background checks of potential new clergy hires; in Unitarian Universalism, the failures in governance too often take place at the local level, representing the biggest weakness of congregational polity is dealing with ethics; but on the whole, despite the weakness of its polity, Unitarian Universalists have a somewhat better record of dealing with clergy misconduct than the Roman Catholic Church. Again, my point here is that no type of polity is immune from ethical lapses; the real issue is good governance practices within whatever polity a religion might have.

I suspect, therefore, that the decline in the perception of clergy honesty is linked to a wider decline in trust of organized religion — a decline that in many cases is deserved. Lay leaders and clergy, regardless of our polity, need to be scrupulously careful about maintaining good governance practices that are transparent and that strengthen accountability; and when ethical violations arise, we need to address them quickly and transparently.

Battling implicit bias

Questions have been raised about the Implicit Association Test (IAT), a psychological test which purports to find implicit bias in individuals. Olivia Goldhill, writing for Quartz, an online business journal, reports that the IAT has a low reliability, or test-retest, score; where perfect reliability would score as 1, and strong reliability would score as 0.7-0.8, the race IAT has a reliability score of 0.44, or unacceptable. Goldhill also reports that several meta-analyses have found that the IAT is a poor predictor of behavior.

I have my own criticism of the well-known race IAT, which you can take online at the Project Implicit Web site. I took this test online, and scored as having a low to moderate bias in favor of African Americans. As much as I’d like to think I’m Mr. Egalitarian, I had a problem with the test: it required me to make fast judgments about low-resolution photos of facial characteristics, and I know myself well enough to know that I have poor facial recognition ability — I once passed my mother and younger sister on the street and only recognized them when I realized that these two women were laughing at me — so any test that requires me to recognize facial characteristics is not going to produce accurate results.Regardless of the strengths and weaknesses of the actual test, I’m still skeptical of using tests for implicit bias to implement organizational change. In my experience, that’s not the way organizational change actually happens: it’s not as easy as administering a test, identifying who has implicit bias, and then watching the complete eradication of bias. If it were that easy, we already would have eradicated racism, sexism, etc.

“What the ‘Bias of Crowds’ Phenomenon Means for Corporate Diversity Efforts,” an article by Liz Kofman (a change management consultant with a doctorate in sociology), suggests a different path towards changing organizational biases that I find more pragmatic. Writing for Behavioral Scientist, an online non-profit magazine, Kofman identifies three recommendations for organizations wishing to get rid of bias.

First of all, Kofman suggests that we “focus on changing processes, not people.” In other words, forget all those training sessions where you make individuals in the organization confront their inner biases; instead, change your organizational processes to reduce chances for bias. Why don’t more organizations do this? I suspect it’s because it’s much easier to hold a workshop on implicit bias than it is to do the hard and detailed work of changing organizational processes. It’s fine to hold those workshops, and Unitarian Universalist congregations wishing to address bias should continue to offer, for example, the excellent “Beloved Conversations” class developed by Mark Hicks at Meadville/Lombard Theological School. Just don’t expect one workshop to take the place of lots of rather boring but necessary detail work.

Kofman’s second recommendation is to “prioritize process change and stick to it.” She points out that this is not easy; it takes “organizational will and discipline to implement and sustain … new processes.” Furthermore, Kofman says, an organization needs to focus on a few key process changes, making those a priority; otherwise, it’s easy to get overwhelmed with too many changes and then nothing happens. Prioritizing process changes, and sticking to them, has proved to be an insurmountable problem for most Unitarian Universalist congregations I’ve known: lay leadership changes from year to year and so priorities change from year to year; new and attractive projects arise and draw attention away from ongoing projects. It’s easier to do that high-profile capital campaign, or to add solar panels on your building, than it is to stick to the hard work of implementing new organizational processes designed to reduce racism and sexism.

And this brings us to Kofman’s third recommendation: “provide resources and incentives for change management.” Because “everyday processes influence the bias of crowds” in any organization, you need to change those everyday processes; but too often there are not resources to help people change those processes, in addition to which there’s little incentive for change. Take for example a Unitarian Universalist congregations which wishes to become less white. Clearly, one thing you’ll need to do it completely overhaul the intake process — how potential members are greeted on their first visit, the processes used to integrate newcomers into the congregational culture, and so on. All that is hard work, so one critical resource required for change will be staff time, from both paid and volunteer staff; and because staff time is a limited resource, other projects will have to received fewer staff hours. And how will you provide incentives for those staffers, particularly for the volunteer staffers? None of this is easy.

To summarize: While Implicit Association Tests might be fascinating, they are probably not particularly useful tools for implementing organizational change. Instead, congregations seriously committed to, e.g., becoming less white, should pay attention to the change management technique of process change.

Decline, or….

In a recent story posted on UU World, the house organ of the Unitarian Unviersalist Association (UUA), Chris Walton reports that “UUA membership rises for first time since 2008.” The increase is tiny, though — up only 980 members to 148,242; less than a tenth of a percent. Because this could be within the margin of error, we’ll have to wait and see if decline continues again next year; at this point it’s safest to say that at best overall membership remained flat this year.

In bad news, the ongoing decline in religious education enrollment continued: numbers of children and youth are down 2,557 to 40,269; this decline is less than one percent, but it continues a ten-year trend of decline, so that we’re down about 27% since 2009. Searching for reasons for this decline, Chris points out several possible factors: lower birth rates beginning in the mid-1990s (Chris fails to mention the additional drop in birth rates during the Great Recession); people no longer bringing their children to organized religion; and, adds Chris, “our basic model may no longer work,” citing the popular “Death of Sunday School” paper by Kimberley Sweeney.

I would add that children today are a white-minority age group while UU congregations remain dominated by white people. I don’t think it’s too much of a stretch to imagine that there is a certain amount of racism that keeps young families with non-white members out of many UU congregations.

But in my opinion, financial factors are having the biggest impact on dropping religious education enrollment. First of all, the cost of nonprofit employees keeps going up (due to rising insurance costs and other factors), so congregations are less and less able to afford qualified religious education professionals. Second of all, the UUA budget has been contracting, and there simply isn’t money to develop the kind of religious education resources that we need for today’s kids — resources like videos, games, apps, etc. Third, today’s parents are used to having a wide range of choices for their children, and most congregations can only afford to offer one class per age group (or, when money is really tight, one intergenerational worship service for everybody).

In my opinion, two big forces that are pushing us into decline: demographics and finances. If you look back in history, the Great Depression offered similar challenges: people weren’t going to church as much, and there was no money; and during the Great Depression, large numbers of Unitarian and Universalist congregations closed their doors forever. I fully expect to see a growing number of Unitarian Universalist congregations close their doors forever as demographics and finances do their work.

Nevertheless, I think individual congregations can take positive action so that they don’t have to close their doors. There are obvious steps to take, none of which is rocket science, but none of which is easy. First, engage in hard-headed and realistic financial planning, and plan now what staffers and what programs you will cut first, and plan how to deal with the aftermath of those cuts — if you’re lucky you won’t have to make those cuts, but if you do have to make cuts you’ll have a rational management plan in place. Second, stifle white dominance so non-white people can find space in your congregation — and if you’re not sure how to take the first step, go read Robin DiAngelo’s book White Fragility. Third, figure out how to customize your key programs and ministries so you can serve people who want more than one choice on Sunday morning — not just worship services and Sunday school, but Forum and adult classes and supervised play and maybe a Navigators program and social hour with decent coffee and more.

Change is coming. We better learn how to manage it.