Five Entities: Southern Baptist Executive Committee (EC), Southwestern Baptist Theological Seminary (SWBTS), International Mission Board (IMB), New Orleans Baptist Theological Seminary (NOBTS), and Lifeway.
There are five questions that I plan to forward to five SBC entities (listed above), who have hired, or will be hiring a President for each entity, in the months ahead. If I get actual, specific answers to these questions in writing before the Annual Session of the Southern Baptist Convention in Birmingham, in June, I will not find it necessary to ask these questions during each of these five entities’ report to the Convention. If I don’t get answers to these questions, I will feel compelled to ask these questions on the floor of the Convention.
- Will you please share with me the total number of minority applicants for the Presidency of the IMB, SWBTS, EC, NOBTS and Lifeway, by the date of this letter?
- Will you please share with me the total number of minority applicants that made the list of the top three finalist for the presidency of each entity (IMB, SWBTS, EC, NOBTS and Lifeway)?
- Will you please share with me the total number of minority applicants who were interviewed at each entity (IMB, SWBTS, EC, NOBTS and Lifeway)?
- Will each entity give your answer to the question that was reportedly expressed by a retiring entity head (that hopefully was simply an innocuous, objective and pragmatic question, as opposed to a racist question): Do you believe that a minority entity head would adversely affect the donor base of the SBC and her entities?
- Will you give your answer to the question regarding your comfortability and compatibility with numerous resolutions of the SBC expressing the aspirational goal of minority inclusion and empowerment at every level of SBC life: If there are no minorities hired as entity heads between now and the near future, is that philosophically and pragmatically, a picture and a reality that your entity would be comfortable with?
Thanks for your consideration and contribution of the answers to each of these five questions. The answers to the questions will be very helpful in understanding the diversity pool of SBC potential leadership, who has expressed an openness to serve our Convention. The answers will also provide valuable information needed to be proactive in recruiting minorities to apply for future vacancies. Finally, it will give trustee board members a scientific, statistical analysis of what progress is being made toward the SBC Great Commission Council, reflecting the diversity of the scope of the Great Commission. I am really grateful for your anticipated response/answers to these questions.
For His Kingdom,
William Dwight McKissic, Sr.
I stand with you.
I pray the Lord would not allow a “None of your business” or silence in response.
The SBC is not to large to fail.
May I add a 6a and 6b
6a – Have any of the top state level positions such as the LA Baptist Convention or any of the open state paper positions seriously considered a minority?
6b – Is there anything that would prevent a women from being considered for the state paper positions?
These questions may be appropriate for your state convention but not the SBC. Remember that the state conventions are autonomous as is the SBC.
Still valid question. Sometimes upper level positions are filled from state level jobs.
“Paper positions” as in editor of the state paper? Didn’t think the LA convention had an open spot there.
I have seen state paper positions filled across the US – all white men.
Jennifer Rash is editor of the Alabama state Baptist paper, and doing a great job!
Great to hear! And thanks for that correction — may her tribe increase!
Baptist Convention of Maryland/Delaware has Dr. Kevin Smith. State conventions have made bigger strides in minority hiring. The SBC needs to follow suit! There was rumor Dr. Smith was on the short list for the EC, but as far as I know, rumors are exactly what they are!
Dwight,
I hope that these entities will respond with the information you are requesting.
Also ask if they can please give feedback on when and what minorities need to do in order to be considered for these positions
Great Question Bill M, added.
These are all very good questions. I think we would all like to know the answers. If we (the confessing followers of Jesus) are passing on God’s man because of the God-given color of one’s skin, then I need to find another ‘convention.’
That said:
a) I don’t hire/fire but I’m not aware of organizations releasing interview stats. Does this regularly happen in other arenas?
b) More than just ask the questions, could a resolution be entered that would require SBC entities from now on to release such info?
c) If there is systemic or latent racism suspected (or else why are the questions necessary), I think it will be very difficult to keep them from dancing around the questions. We have to try though; don’t we?
d) If we know the answers to the five questions, what then?
I don’t know about releasing information about interviews to the public, but I know the NFL has the Rooney Rule that requires teams to interview minority candidates for openings.
a) We the members of SBC churches were the owners of the entities. I am not sure what business does not give its owners the information they seek.
b) Resolutions, as good as they are, are non-binding.
c) Agreed.
d) Depends on the answer.
Members of every SBC churches are owners of the entities? Is that correct?
It is are. I made a typo.
Are you sure that’s correct?
That is my understanding. They are entities of the SBC. Who is the SBC? If I am wrong, I am willing to learn. Tell me what you think or know.
Part of the problem is your point b. If my recollection is clear, the convention cannot directly instruct a trustee board or trustee committee or one of its entities to do anything. They can suggest it but they can’t require it. And I would venture a guess that there might be a couple of search committees that will do their dead level best to ignore these questions.
For the most part, these executive search committees still haven’t gotten away from choosing the most connected candidates, the ones who’ve served alongside most of the search committee members as they’ve rotated from board to board. Until there’s a will to break up that way of doing things, it will be hard for minority candidates, even those who are highly qualified, to get a hearing. Most of the trustee boards are still made up of older white men and when they limit the choices to those who are serving or have served as trustees, that’s what you get. Most African American and Latino pastors I know are busy with their ministry, they don’t have time to go to a dozen meetings a year to gladhand and schmooze for personnel advantage purposes.
These questions would be a great starting point for an enterprising reporter.
Dr. McKissic
Looking at the organization chart of the entities might significantly narrow the scope of your inquiry. In a twenty story building there are many ceilings on the way to the top floor.
How about the number of minorities being recruited, attending, and graduating from Southern Baptist seminaries?
Many of these positions require having a degree from there along with relevant work experience such being as a pastor in a Southern Baptist church or working in a Southern Baptist entity.
We need to do a better job of developing and increasing the number of qualified candidates so that when these positions come up, there are people ready to fill them.