Sixteen percent of our congregations are now officially recognized as Welcoming. Others are contemplating entering the program, and several have the Welcoming Congregation program in process. The Welcoming Congregation curriculum has been in use for several years now -- as a result, the UUA has learned a lot about what happens in congregations that enter the Welcoming Congregation program. The Welcoming Congregation curriculum is in the final stages of a major revision that will incorporate and take into account much of what the we've learned while using it.
Some of the Things We've Learned
The process congregations go through during the curriculum is very predictable. As a congregation starts the Welcoming Congregation program, they generally look for help. Sometimes they contact a neighboring congregation that has gone through the program, or they call the Office of Bisexual/Gay/Lesbian/Transgender Concerns. However, once they start the curriculum they nearly always "go dark" until they have finished.
We've learned that there's a lot of activity during this period, though. During this time, supporters of the Welcoming Congregation often begin to feel that the process has stalled, that many people are apathetic, and that "nothing is happening." This is a natural and healthy stage, because it generally represents the time that reluctant members of the congregation have begun to talk about the curriculum among themselves. Eventually, active resistance comes to the front, and this is also healthy, because once this happens the silence that keeps heterosexism in place will not work any longer.
We've also learned that the Welcoming Congregation is a process, not a project. You can't just do the curriculum and then be done with it. It must be continual.
Did the Welcoming Congregation "Take" in Your Society?
When Bisexual, Gay, Lesbian, or Transgender people attend your worship for the first time, what do they experience? What does the sign out front say? What does the sign on the door say? Where are the greeters? If they have children, what do the Religious Education staff say? What's on the walls for them to see? What do they hear in the announcements and in Joys and Concerns? What language do they hear in the worship, what hymns are sung? What's in the pamphlet rack?
If visitors don't see several clues right away that the congregation is welcoming to B/G/L/T people, they won't be back. And this isn't the case only for people who are B/G/L/T themselves -- it is also frequently true for parents and friends of B/G/L/T people and those who have heard that our member congregations are welcoming to non-heterosexuals. Many visitors care, regardless of their sexual/affectional orientation.
Where is Your Congregation on This Continuum?
Most of our congregations are at Stage 3, especially those who have completed the Welcoming Congregation program. A few are at Stage 4. None are in Stage 5 or 6 yet.
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| Enforces the heterosexist status quo of complete exclusion and dominance of bisexual, gay, lesbian, questioning, and/or transgender peoples through its ministries, teachings, decision making, policies, informal practices, and employment. | Tolerant of a limited number of b/g/l/t people -- usually gay and lesbian with "proper" perspective and credentials. Continues and maintains heterosexual power and privilege through its employment. May say, We don't have a problem." | Sees itself as committed to inclusion of people of all affectional/sexual orientations, makes official welcoming announcements toward b/g/l/t people -- though often just gays and lesbians -- but still relatively unaware of continuing pattern of privilege, paternalism, and control. This may be especially true if the institution is one of the few welcoming places in the area. Inclusion is often symbolic; recruiting a gay or lesbian on committees, etc., but "not those who make waves." Some, little, or no contextual change in culture, policies, and decision making. | Desires to eliminate discriminatory practices and inherent advantage. Growing sensitivity to differences, develops programs of anti-heterosexism training. Institution has probably done considerable work in anti-racism training, anti-sexism and accessibilities work, and views include other oppressed groups. Heightened awareness of bisexual and transgender concerns as well as those with questions about themselves. New spirit of mutual understanding of need to dismantle heterosexism begins to emerge. Structures of heterosexism still remain intact, and decision makers still conform to norms and practices of dominant groups' world view. | Goes beyond anti-heterosexism in consciousness and identity. Institution begins to act upon a new anti-heterosexist, multi-cultural perspective on all levels of its internal life and its relationship to the community. Commits to structural transformation. Begins to audit all aspects of institutional life for full participation of people of all affectional/sexual orientations, including their culture, structures, and policies and practices for inclusive decision making and other forms of power sharing in the institution's life work. | Anti-heterosexist, multicultural diversity is an institutionalized asset. Institution's life reflects full participation and shared power and diverse groups across gender, racial, cultural, economic, and orientation lines determining its mission, structure, constituency, policies, and practices. Full participation in decisions that shape the institution, and inclusion of diverse cultures, lifestyles, and interests. Commitment to continue to dismantle heterosexism within the institution and broader community. Allies with others in combating social oppression. |
| 1 By the Unitarian Universalist Association's Office of Bisexual, Gay, Lesbian, and Transgender Concerns. Adapted from original concept by Bailey Jackson and Rita Hardiman and further developed by Andrea Avazian and by Ronice Branding for anti-racism. Adapted by Keith Kron for anti-heterosexism. |
Some History and Context
In 1970, the UUA passed our first resolution in support of B/G/L/T people. We are the only denomination in the U.S. that is predominately heterosexual that is actively working to dismantle heterosexism, and up until last year we were the only one with an office like our Office of B/G/L/T Concerns at our headquarters. The United Church of Christ became the second last year.
The New Welcoming Congregation Curriculum
The revising of the curriculum is almost complete. The new version will be available for sale in the Fall of 1998.
The new curriculum is called "Welcoming Congregation II: Living the Welcoming Congregation." It has 14 sessions.
Information:
info@uua.org