Explanation

A) Numerous studies have shown that unconscious bias in the hiring practice is of serious concern both in the secular world as well as the church. Each year, the Church Pension Group produces a Church Compensation Report which continue to show the gender gap grows as years of service and salary grows. For example, in 2016 senior rector in Province IV who were male made on average $25,000 per year more than their female colleagues. By removing sex and current salary from clergy profiles, we can easily take a first step towards removing gender bias. B) Asking for both male and female references helps to ensure candidates can work equally well with both men and women. C) Much bias is unconscious. Good search committees believe they are making sound financial and ethical decisions, and yet women’s compensation packages are generally less than men’s in equivalent positions. Requiring compensation disclosure for positions to be filled on the OTM website helps search committees make more equitable hires.