For me October is always a month of reflection; by the end of this month I will have completed 20 years at DOOR.
My conference minister regularly reminds me that people and institutions become what they pay attention to. It was December 2004 when I began paying attention to something different. In many ways this something different was and is tied to the words in Jesus’ prayer “on earth as it is in heaven.”
The journey began in 2003. When recruiting for a new Denver City Director there were no applications from people of color; the scenario repeated in the search for a new Chicago City Director a year later. In both cases extremely well qualified individuals were hired. But what did it say about DOOR and our commitments to diversity that we were unable to attract even a single candidate of color for these positions?
If DOOR was going to become a “multi” ministry, we were going to have to begin paying attention to different things. With a great deal of naiveté I wrote the following reflection/vision statement:
As we think about DOOR in 10 years, part of that dream includes a transformation of the ethnic make-up of our City Directors. We are not saying it is wrong to hire Anglos, nor do we want to fire any of our current staff. Our current City Directors are some of the finest and brightest people with whom one could ever hope to work. We do, however, want to think about how and with whom we replace outgoing City Directors.
As DOOR looks down the road 10 years, it is our desire to develop a plan that would enable us to identify, train and hire City Directors who are from the urban minority community. It is important to recognize that for a plan like this to be successful our current set of City Directors will have to own this vision.
The goal was that by 2014, 51% of full-time DOOR staff would come from the urban minority community.
Well, its 2014, how did we do? Today, ten years later, 50% of our full-time staff and 72% of our summer Discerners are persons of color, and our local boards are no longer dominated by white men. The changes at DOOR are real; however we still have much to learn.
You see, in 2004 we were primarily thinking about diversity through the lens of race. The other forms of diversity – theology, class, age, orientation, and gender- were always important, but there was a sense in which these secondary diversity issues. In the last few years it has become increasingly clear that to limit “diversity” to one particular aspect, in DOOR’s case “color,” leads to an incomplete and potentially twisted understanding of the kingdom of God.
DOOR is both a tolerant and intolerant organization. On one hand we are open to participants who “don’t get it,” but on the other we do not have a whole lot of tolerance for people who are content to live out their racial prejudice or stereotypes. What happens when we expand this tolerance-intolerance tension to issues of religion and orientation?