Gender Preference, Exclusion, or Oppression?
Oppression is commonly defined as the cruel or unjust exercise of authority or power. Oppression occurs when those in authority “press down” their power on those who lack it; thus limiting their opportunities, growth, and ability to live out their human potential.
When you consider the injustices of the world, you will see that most of them are the result of oppressors using their power (or perceived power) to take advantage of the weak. One of the common truths about oppression found around the world is that women are often the victim. In the context of oppression, power wins. Therefore, more often than not, those who may be physically weaker will lose out. Whether it’s human trafficking, domestic violence, or even subtle forms of discrimination in some corporations, women will often find themselves on the wrong side of the fence.
Unfortunately, oppression against women, especially the kind that hides behind cultural perceptions, presuppositions, and theological paradigms, can often feel justified. The sad truth is that these kinds of justifications often lead to the crushing of dreams and passions of too many women.
As a leader, I’m often challenged to think about what role or level of influence women play in the work that I do. As a minority, I’m innately mindful of making sure that diverse voices, especially ethnically, are represented at the table. My presupposition going into any project or event is that we need all kind of voices/views to move forward in producing quality and meaningful work.
Nevertheless, until 7 years ago, I didn’t make a conscious choice to seek out female voices. I didn’t intentionally exclude anyone (including women), but neither did I go out of my way to try to find new voices to add to the mix. From hindsight, it was my loss and the loss of everyone I worked with. I sometimes justified not having a presence of women in the name of everything from integrity (i.e., creating a healthy boundary for my personal life) to natural network (i.e., I was closer to more men than women in friendship.) to culture & theology (i.e., I was taught by some that men alone were “called” to lead at higher levels. Lame, I know.).
Clarification #1: I’m definitely not saying that we all need to meet a certain quota of minority and gender. I think each project and/or event is unique. I want the best people working possible. I don’t want to see reverse discrimination in hopes of leveling the playing field. I’m just asking whether or not we go out of our way to include voices out of the normal circle.
Clarification #2: I’m not saying that women, especially in our culture, have no power. In fact, many do have power and exercise it well. My point is that there are still sectors of our culture where we unnecessarily exclude women to the detriment of humanity.
Take a moment to consider your company, organization, church or even the conferences you participate in. Do the contributing voices include women? If so, to what level is their contribution? Leading? Supportive?
When it comes to gender issues, I often ask myself some of the following questions:
- Do I know the leading female voices in my areas of passion? Do I ever buy their books?
- What subtle things about gender am I communicating in the way that projects are developed or events are programmed?
- Do I communicate to women that they are not welcomed in my work?
- Am I expecting female leaders to act, dress, and look like male leaders?
- Who is helping me to form my thoughts about female leaders?
These are some of my initial thoughts on this topic…more to come.
I would love to hear your thoughts and experiences on this topic. Also, please let us know if you know of groups that model gender integration well.
Blog Post: Gender Preference, Exclusion, or Oppression? http://bit.ly/chsslE // Love to hear your thoughts.
RT @charlestlee: Blog Post: Gender Preference, Exclusion, or Oppression? http://bit.ly/chsslE // This is an important conversation…
Blog Update Gender Preference, Exclusion, or Oppression?: Oppression is commonly defined as the cruel or unjust ex… http://bit.ly/bX6wf9
RT @charlestlee: Blog Post: Gender Preference, Exclusion, or Oppression? http://bit.ly/chsslE // Love to hear your thoughts.
Charles,
As someone who has frequently worked or served in male-dominated contexts, I can tell you that when men take the initiative to include women and make sure our voices are heard and represented, it makes a difference. I think of Peter Cha, and how often in his work through the Catalyst Leadership Center he has been intentional about inviting and including female voices. (For those of us from Korean-American cultural contexts in particular, to have an older male Korean American figure affirm and encourage women and their gifts as often and as consistently as he has, means so much because we have not often had that experience from Korean American men.) The narrative I heard consistently through my childhood from my own father was, “You are both a minority and you are a woman. You have two strikes against you in this world.” He wasn’t telling me this to motivate me to stand against any injustices I might experience, but to accept it as being fact, and in many ministry and professional contexts, my default position was to do just that. And unless there was a Peter Cha-like male leader who was intentional about including women’s input, it just didn’t happen.
Now that I’m (gulp!) middle-aged, I think I am realizing (and other female Asian American leaders are realizing as well), that the strategy of waiting to be invited to the table may be self-defeating. In some contexts, it may never happen. So we women have to do more to put ourselves out there. At the same time, when our male counterparts help create opportunities for us to be a part of the conversation, it helps a great deal! I think of the time when David Park, DJ Chuang, and other male Asian American ministry leaders held a web-based discussion about how to be more supportive to Asian American women’s voices; or even more recently when DJ asked Kathy Khang to create a list of Asian American female ministry leaders for the larger body to be aware of, and I for one was so appreciative for their efforts. But, sadly, I feel like those kinds of instances are more the exception and not the norm.
Thanks for initiating this discussion, Charles. Your bringing the topic up and inviting conversation about it is much appreciated. I’m grateful for the chance to express some thoughts in this area! And I look forward to seeing other perspectives as well. We can all learn from one another, after all!
Gender Preference, Exclusion, or Oppression? http://charlestlee.com/leadership/ge…
RT @charlestlee: Gender Preference, Exclusion, or Oppression? http://charlestlee.com/leadership/ge…
RT @charlestlee: Gender Preference, Exclusion, or Oppression? http://charlestlee.com/leadership/ge…
Guilty of Gender Oppression? http://bit.ly/chsslE
RT @charlestlee: Guilty of Gender Oppression? http://bit.ly/chsslE // Loved this!!!
@accordingtosis @socialvandal @nicolewick – Thnx for the RT’s on Gender Oppression http://charlestlee.com/leadership/ge…
@charlestlee Thanks for speaking about important matters! Gender oppression needs some Micah 6:8 attention. http://charlestlee.com/leadership/ge…
Thanks for this post, Charles. I love your heart, questions, and humility!
Gender Preference, Exclusion, or Oppression? http://bit.ly/chsslE
@accordingtosis @socialvandal @nicolewick – Thnx for the RT's on Gender Oppression http://bit.ly/chsslE
Gender Preference, Exclusion or Oppression? http://charlestlee.com/leadership/ge… // Any men have thoughts on this?
@charlestlee that’s an interesting question…
Charles — Great post! As someone who’s married to a pastor and has a daughter, these are very important questions for me as well.
My wife is an incredibly gifted leader. Many times in our church ministry life together, though, people will assume that I’m the pastor and she’s “just” the pastor’s wife (although in no way do I diminish that role at all). I try to be intentional about supporting her leadership & gifting. Once people see her leadership, they understand that I’m really just around to move the boxes and set up chairs 🙂
My bookshelf is still male-dominated, but I’ve enjoyed writing from Helen Lee, Kathy Khang (both mentioned above), Margaret Feinberg, and Lauren Winner. Kenda Dean and Ellen Charry, two of my professors from my seminary days, have been deeply influential on my theology and ministry as well.
I was raised in some very conservative churches that pretty much held that women should not be in leadership positions. However, as I have come to know & love Scripture more over the years, I believe the Bible calls both women & men to lead in all kinds of ministry.
Thanks so much for your note Helen and articulating your experience so well.
“…the strategy of waiting to be invited to the table may be self-defeating. In some contexts, it may never happen.” – This is so true. It’s hard to wait when you’re the only party that even knows there is a waiting.
I’m encouraged by how some like Peter Cha have intentionally engaged you. It gives me hope and a practical reminder to continue the practice until it become ethos.
April, thanks for the comment and your continual grace in leading ministry. Your positivity and posture never ceases to amaze. So glad we get to work together on Origins! I hope our paths of collaboration cross more often in the future.
Daniel, thanks for dropping by. I was beginning to think that guys didn’t have any thoughts on this 🙂 I wonder how much of your upbringing experience is actually rooted in Scripture and not culture. I love the fact that you do read broadly and continue to open yourself up for formation. It’s inspiring and deeply encouraging.
Insightful conversation about gender & culture happening now at http://bit.ly/chsslE // Join in on the conversation.
Gender Preference, Exclusion or Oppression? http://bit.ly/chsslE // Any men have thoughts on this?
Charles, thanks for opening up this often-unspoken issue of gender participation in the areas of power and leadership.
There are market forces that I think work against minority and/or women voices from being published and heard more widely. Thus, bookshelves in the theological and leadership realm have a market-bias to fill shelves with male authors. In a Kingdom-value world, sales cannot be the sole determinant of who gets heard and who doesn’t. What can be done when prophetic voices need to be heard and yet may not sell well? These are the questions I ponder… good to see I’m not all alone.
Thanks for the note DJ!
I love the work you’re doing in platforming women, especially in the Asian American context. I appreciated your recent blog on this:
http://djchuang.com/2010/women-asian-american-christian-ministry-leaders/
I hope we do move the conversation along into tangible action. You’re amazing friend!
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