Submitters: The Rev. Keri Aubert, The Rev. Dr. Paul Carling , The Rev. Jakki Flanagan, The Rev. Mary Ann Osborn, The Rev. Diana Rogers, The Rev. Harrison West
Resolved, that the current Equal Employment Opportunity Policy of the Episcopal Church in Connecticut be replaced with the following:
The Episcopal Church in Connecticut, by action of the 236th Annual Convention, provides equal employment opportunities to all employees and applicants for employment without regard to race, ethnicity, color, age, sex, national origin, sexual orientation, gender identity or expression, disability status, HIV/AIDS status, veteran status, marital status, familial status, weight, size, height, or genetics. It provides equal employment opportunities without regard to religion except with respect to those bona fide instances that require active Episcopal Church membership. This policy applies to all terms and conditions of employment, including recruiting, hiring, training, compensation, placement, promotion, transfer, leave of absence, layoff, termination, and retirement. This policy applies, as appropriate, to all volunteer service opportunities, including internships and appointments to all Boards and Commissions. The Episcopal Church in Connecticut urges each of its Parishes, Worshipping Communities, and Intentional Episcopal Communities to adopt a similar policy.
The current (June 2017) ECCT “Human Resources Policies and Practices” manual includes an EEO policy that states, “adopted by Diocesan Convention,” but the year of that resolution is not specified, and the ECCT Archivist recently was unable to find it. The list of protected categories in that current EEO policy is outdated. Most problematically, it lacks “gender identity or expression,” which is the language currently recommended to protect transgender and gender non‑conforming people. This new policy corrects that omission, adds the categories “ethnicity” and “genetics,” encourages other ECCT entities to adopt similar policies, and includes a date for future reference.
How does this resolution further God’s mission of restoration and reconciliation with all of creation?
Strong EEO policies serve to begin to correct historical patterns of discrimination that further marginalized certain already marginalized groups of people. As a result, those who had been marginalized are named and further restored and reconciled to society. The church can therefore understand strong EEO policies as tools for building Beloved Community and thereby for furthering God’s mission in creation.
Since the last ECCT EEO policy was passed, Church and society have grown in awareness of and knowledge about gender identity and expression. Recognizing that transgender and gender-nonconforming people continue to experience harassment, assault, and poverty at rates significantly higher than the national average, ECCT’s 234th Annual Convention (2018) passed Resolution 7, “Recognition and Affirmation of the Inherent Dignity and Worth of Transgender (Binary and Non-Binary) and Gender Non-Conforming People as Beloved Children of God.” This resolution aligns ECCT EEO policy with that recognition and affirmation.
Statement of Requirements to Implement:
Minimal resources are necessary to implement this resolution.
Kayla Tubolino, HR & Title IV Manager, will adopt this language into the ECCT Employee Handbook, making it the standard among staff working at the Commons. She will also utilize the Parish Administrators Quarterly e-news to advertise the change in language encouraging parishes to adopt similar practices.