I love being a part of the local church and have served on staff at various churches for more than 30 years. Over the decades, I’ve been loved well by many men in ministry—spiritual fathers and brothers who became dear friends. Working alongside these men, often as the only woman in the room, has taught me a great deal. Many colleagues and leaders have opened doors, inviting me to serve according to my gifts while honoring our complementary roles.
In my current role as a women’s ministry director, I’m grateful for how my church has empowered me and other women to contribute meaningfully to ministry. But as I talk to women around the nation who serve in similar roles, I find many don’t share my experience. So I’ve reflected on what my church has done to create a staff culture where women are valued and their gifts are utilized.
We still have room to grow, but several practices have made a big difference in longevity and effectiveness for our female staff members. We’re a large church (about 4,800 members), so some of our practices won’t directly translate into every church, but the principles and concepts are adaptable for various contexts.
Welcoming Women in Leadership
My church recognizes the value of inviting women’s insights into leadership discussions. Several years ago, the church added two women to the executive leadership team (our highest level of staff leadership), which includes five people who report to our senior pastor. It means a lot to me as a woman on staff knowing that women’s voices are in the room where strategic decisions are prayed over, discussed, and made.
I’m grateful for the ways my church has empowered me and other women to contribute meaningfully to the ministry.
I also serve alongside some of our pastors on our spiritual formation team, which is tasked with stewarding the discipleship of both male and female church members. Of course, there are roles in our church that can only be staffed by an ordained man, but I appreciate that many leadership positions are filled with women when biblically appropriate.
Ensuring Fair Pay
Our church is intentional about providing equal pay for equal work. When I transitioned into the role of director of women’s ministry, my salary and job classification were aligned with that of our male directors overseeing similar-sized ministries.
But recently, I helped a female coworker figure out what fair pay would mean in her job where the situation isn’t as clear. As we tried to compare her role with her male peer, we noted her peer is an ordained pastor, which meant we weren’t comparing apples to apples. Our leadership took the time to evaluate her role, and they realized there were areas where she had greater responsibilities and experience than her peer (amount of direct reports, time on staff, and level of leadership responsibility). So they set her job level and salary based on those factors rather than simply the standard of ordination. Knowing that our compensation reflects experience and responsibilities—just as it does for our male colleagues—fosters a sense of fairness and mutual appreciation.
Another complication for women working in church ministry is the reality that women often fill part-time roles. I had the privilege of going part-time when my children were young, and since then our church has implemented several benefits to honor part-time staff. Staff anniversaries, including celebrations and awards, apply to part-time and full-time staff. The church also grants two weeks of paid vacation to part-time staff after six months on the job. These benefits validate the importance of part-time roles and mean a great deal for the morale of those staff members.
Providing Sabbaticals and Study Leaves
Recognizing the importance of rest and growth, our church offers sabbaticals and study leaves to both men and women on staff, tailored according to role and responsibility. Sabbaticals are two to four weeks and offered every seven years for full-time staff who have a certain level of responsibility. Work/study leaves are available every three years.
Our church is more than 40 years old and these policies are relatively new, but they’ve already made a difference for our staff’s mental, emotional, relational, and physical health. By allowing margin to invest in study and other ventures, these breaks also move forward the church’s mission and vision.
Fostering Inclusive Informal Connections
One of the realities of working in a complementarian church is that men can more easily and naturally connect with the pastors over lunch or in informal settings. This dynamic can hinder both men and women from the mutual encouragement, collaboration, and perspective that can be gained in these everyday conversations.
A few years ago, our senior pastor instituted rotating lunches with each department to connect, listen, and celebrate how God was working. It meant a lot to our women’s ministry team to have that time with him, and it fostered trust and connection. We also have annual department-head retreats that are a mix of planning, prayer, and connection. This setting leads to connections between men and women that wouldn’t naturally happen. Prioritizing collaboration creates a culture of trust and community.
Encouraging Feedback
Our church leadership invites and receives feedback. One of the simplest ways they do this is by asking intentional questions through anonymous surveys. They make sure not to add identifying markers like age, role, or gender in the questions.
It meant a lot to our women’s ministry team to have time with our pastor, and it fostered trust and connection.
Leaders have also invited me to give feedback about my experiences as a woman in leadership. Their humility and thoughtfulness in even asking the question means a lot to me.
I’m deeply encouraged by the ways my church empowers every staff member to use his or her God-given gifts. It’s beautiful to see God’s people honoring, loving, and learning from one another as we all labor together in the body of Christ.