Recent research by Liz Ríos and Liz Mosbo VerHage sheds light on the challenges faced by women in ministry, revealing the pervasive issue of misogyny within this domain. Their report, titled Empowering Resilient Women Ministers: Unveiling the Fuel to Serve Amidst Misogyny, underscores that despite witnessing considerable discrimination, many women ministers find success through perseverance, supportive networks, and a divine calling.
In a survey of 610 women ministers, a striking 87 percent reported experiences of misogyny, which encompasses discrimination, prejudice, objectification, or violence based on gender. Almost half of the participants, 47 percent, indicated that such discrimination occurs regularly in their ministry roles. Ríos, who has transitioned from being an Assemblies of God minister to an advocate for women in ministry, emphasizes that mentorship from established female leaders is vital for cultivating resilience among younger women.
“Some of the women that have made space for them, that took their hand and said, ‘Hey, I’m going to invest in you, I’m going to show you the ropes so that you don’t have to go through some things’ . . . has also helped them in their resiliency,” said Ríos, who founded The Passion Center, an online community for faith and training.
The Louisville Institute-funded report identifies key forms of discrimination experienced by women in ministry, including limited leadership opportunities, gender bias, and challenging work-family dynamics. The report notes that some women have opted to create their own ministries when failing to find acceptance within their denominations. One participant poignantly stated, “I had to create a new table and plant my own church because no existing system would allow me to lead at the highest level.”
VerHage, an ordained minister with the Evangelical Covenant Church and senior pastor at LaSalle Street Church in Chicago, underscores the importance of community among women ministers. “The ways that they most strongly persevered included finding other supportive women, either in mentorships or cohorts or community groups, and then also developing their own sense of passion and call,” she commented. Notably, only 2 percent of respondents credited their success to support from male colleagues.
Women of color encounter additional obstacles, contending with both gender and racial biases, and often experience greater difficulty leading in ecclesiastical settings compared to secular environments. The researchers reflected on their own experiences, noting a trend of women carving out their own paths when traditional leadership routes are unavailable. Ríos, drawing from her Afro-Puerto Rican background, founded Passion2Plant, an organization aimed at supporting minority communities in starting new churches, while VerHage pioneered a women’s leadership conference to address matters of advocacy and justice.
Interviews conducted as part of the study revealed further insights into the dynamics at play within ministry environments. Many respondents voiced feelings of exclusion from male-dominated discussions, while some noted competitive tensions among women vying for limited roles. Yet, senior women often provide valuable mentorship, counteracting the isolation many younger women experience in leadership.
Effective mentorship has proven critical, as it can help bridge knowledge gaps regarding salary expectations and workload, as one participant articulated: “We need direct and honest information and mentors who tell us exactly how to have the conversations—what to charge, what is the pay scale, how to rest and how to lead without burning out.” The report indicated that mentors who have resolved their own struggles with discrimination are particularly impactful in guiding their younger counterparts.
This study emerges amid ongoing debates regarding women’s leadership roles in religious settings, particularly within the Southern Baptist Convention, which has recently sought to restrict women serving as pastors. Despite these institutional challenges, the report conveys a message of empowerment, highlighting women in ministry not waiting for permission but actively leading, preaching, and shaping the future of their faith communities.
Ríos and VerHage call for enhanced efforts to improve the dynamics between church leadership and women ministers. Their recommendations include greater transparency around salaries, the inclusion of women in key decision-making processes, and fostering spaces for women to connect and support each other. Ríos echoes the sentiment of a respondent who stated, “If we don’t formalize structures, they will become patriarchal by default. You have to be intentional. If not, it’s just going to—by default—just be what it always has been.”
In summary, the research conducted by Ríos and VerHage signals a pivotal moment for women in ministry. It not only emphasizes the need for structural changes within faith-based organizations but also highlights the resilience and determination of women who are shaping the future of religious leadership.
