Clergy, capital, and gender inequality: An assessment of how social and spiritual capital are denied to women priests in the Church of England

Abstract

Although the Church of England (CofE) agreed to admit women to its most senior ordained offices as bishops in 2014, they are still not afforded the same opportunities for professional progression as men. This article identifies and explores factors that contribute to such inequality. It draws on semistructured interviews with 41 male priests from theologically conservative traditions within the CofE, interpreting the data with a thematic narrative analysis. Utilizing literature from social and spiritual capital, this article establishes that these forms of capital are necessary for informing the habitus required for obtaining senior positions in the CofE before arguing that such resources are frequently denied to women by those interviewed. The analysis develops understanding of spiritual capital and institutional work, demonstrating that the former functions in a manner akin to cultural capital within religious institutions and that the latter is not always purposive in its capacity for effecting institutional change. It also articulates the theory of irresolute equality reform to describe the way in which different institutional goals can limit their ability for equality reform. The article then outlines changes that could be made in clergy training and in the selection procedures for senior appointments to address gender inequality within the CofE.

The Impact of Marriage Norms and Gender on Anglican Clergy Actions in Response to Domestic Violence

“…Of the 3831 clergy listed in the Anglican Church of Australia Directory 2020/21, 888 (23%) were women, including seven bishops, 397 active priests, 171 active deacons, 66 "other clergy", and 247 retired clergy (ACA 2022). Broadly speaking, the Anglo-Catholic tradition and the conservative evangelical tradition historically rejected the ordination of women, whereas the charismatic evangelical tradition historically encouraged women's ministry (Fry 2021a). Even in contexts where the Anglican Church has admitted women into leadership at all levels, evidence of gender inequality remains; within the Church of England, it is historic and ongoing, including in the governing structures of the church, selection processes for clergy and pay rates (Fry 2019(Fry , 2021a(Fry , 2021bGreene and Robbins 2015).…”

“…Broadly speaking, the Anglo-Catholic tradition and the conservative evangelical tradition historically rejected the ordination of women, whereas the charismatic evangelical tradition historically encouraged women's ministry (Fry 2021a). Even in contexts where the Anglican Church has admitted women into leadership at all levels, evidence of gender inequality remains; within the Church of England, it is historic and ongoing, including in the governing structures of the church, selection processes for clergy and pay rates (Fry 2019(Fry , 2021a(Fry , 2021bGreene and Robbins 2015). In an empirical review of gender roles and church tradition in the Church of England, Village (2012) found those with a broad church identity tended to hold views more closely aligned with wider society on matters such as women's ordination, divorce, and remarriage, in contrast to more conservative views held by conservative Anglo-Catholics or evangelicals.…”