Blessings, Bishop Minerva Carcaño Board of Directors President Los Angeles Area Resident Bishop

Transcription

1 Quadrennial Report Equipping The Church to Reach More People, Younger People, and More Diverse People Through Institutional Equity, Intercultural Competency, and Vital Conversations

2 What s Inside 02 We Welcome You 04 About GCORR 05 The GCORR Ministry Model 06 Focused on Results 07 Five Decades of Advocating for Equity 10 GCORR at Work 13 Developing Interculturally Competent Leaders 17 Data-Driven Change 20 Ministry on the Ground 23 The Connection Online 24 Vital Conversations Series 26 Partnering to Make a Difference 30 An Invitation

3 We Welcome You 2 GCORR Section 1_REV_c.indd 2 4/10/16 11:05 AM

4 D e a r S i s t e r s a n d B r ot h e r s i n C h r i s t: F or nearly five decades, The United Methodist Church (The UMC) has entrusted the General Commission on Religion and Race (GCORR) with guiding the church at all levels in the important work of dismantling racism, building the Beloved Community, and ensuring institutional equity. To many, GCORR is known as the go-to agency for monitoring how well the church is incorporating ethnic diversity in clergy and lay leadership within congregations and conferences as well as at the General Church level in agencies and within The Council of Bishops. This is a tangible way of promoting and tracking the full participation of people of color in The UMC. Addressing racism and related oppressions through institutional equity and advocacy remains a cornerstone of GCORR s mandates. But in recent years, to best support the church in effectively engaging the significant global population and cultural shifts, GCORR s board, staff, and partners across the church began to rethink every aspect of the agency s mission, vision, and work. They began envisioning ministry in new ways in a rapidly changing environment. This realization lead to a critical time of discernment: What is God calling GCORR now to do and be? How can we best support the church in reaching more people, especially younger and more diverse people, for Christ and the transformation of the world? How must the church respond to the demographic and cultural shifts occurring around the world, in communities, and even within the local congregations? Expanding the ministry of the agency for such a time as this led to the creation of GCORR s Ministry Model, which is comprised of three distinct, but inter-related, areas of work: Institutional Equity, Intercultural Competency (ICC), and Vital Conversations. GCORR s Ministry Model guides the agency s work in supporting the goals of aligning systems, policies, processes, practices, and resources to further the full inclusion, participation, and access of all people within the worldwide United Methodist Connection; equipping leaders with the skills and awareness to build relationships across cultures; and developing authentic relationships where lives, churches, and communities are transformed. Today, GCORR is hard at work offering resources, partnership, and support throughout the global connection to positively impact the ministry of the local church. This ministry is not an easy undertaking. If we are truly to become the Beloved Community that God calls us to be, we all must confront uncomfortable truths, call out systemic racism, and engage in very difficult, often personally painful conversations at all levels of our church. This quadrennial report highlights key aspects of GCORR s ministry and the impact it has made from 2012 to You ll learn of the practical resources GCORR is creating to equip and train church leaders, pastors, and local congregations. You ll read about grants, which are funding projects engaged in innovative ministry and partnerships that span every level of the denomination. You ll discover communications resources that will help inform your own conversations and work about culture and diversity. More importantly, we hope this report inspires you to join GCORR in increasing institutional equity, building greater intercultural competency within the church, and engaging in vital conversations. Together we can answer God s urgent call to meet the world s deepest needs across differences. God has reconciled us as one body and expects us to live as a reconciled people. Let it be so. Blessings, Bishop Minerva Carcaño Board of Directors President Los Angeles Area Resident Bishop Erin M. Hawkins General Secretary General Commission on Religion and Race GCORR Section 1_REV_c.indd 3 3 4/10/16 11:05 AM

5 About GCORR In keeping with the disciplinary responsibilities and mandates of GCORR outlined in the 2012 Book of Discipline, Paragraph 2008: Our Vision As a result of GCORR s work, the church at all levels, all around the world, reflects and values the diversity of God s creation. I am grateful that the (General) Commission on Religion and Race wants to serve the truth, which confirms my belief that United Methodists sincerely want to be part of building the Beloved Community. Rev. Dr. Miguel De La Torre, professor of social ethics and Latino/a studies at the Iliff School of Theology in Denver, Colo., and contributor to GCORR s 2015 Vital Conversations video series Our Work To build the capacity of The UMC to be contextually relevant. The United Methodist Church in the United States has a future only to the extent that it can find ways to reach more people, younger people, and more diverse people. Because of the demographic realities of North America, in order to do one you must do all three. Dr. Lovett Weems, distinguished professor of church leadership and director of the Lewis Center for Church Leadership of Wesley Theological Seminary in Washington, D.C. Our Promise To provide practical resources and support to leaders throughout the church to help them engage and embrace the cultural diversity present in our congregations and communities. GCORR has been a significant partner in providing resources and supporting the Eastern Pennsylvania Annual Conference with excellent training. As a result, almost 600 clergy and laypersons have been impacted in some way by the work of GCORR. Rev. Dr. Anita Adams Powell, Central District Superintendent, Eastern Pennsylvania Conference of The UMC Our Core Values The Core Values of GCORR are based on the biblical imperative of right relationships with God and one another relationships of Love, Grace, Equity, Justice, Respect, and Mutual Accountability. Do we trust God? Trusting God must manifest itself in how we live. Does the circle of friends we have nurtured reflect the broad range of the diversity of God s children? Do our congregations actively welcome all whom God sends our way? Can we trust God enough to live in the blessed community of God s beloved a community that excludes no one? I pray so for the sake of the church and the world. Bishop Minerva Carcaño, Los Angeles Area Resident Bishop, California-Pacific Conference of The UMC, and GCORR Board of Directors president 4 G C O R R

6 The GCORR Ministry Model Intercultural Competency GCORR serves as a catalyst and partner with other leaders in The UMC to support the development of interculturally competent leaders who are engaged in ministry that promotes intentional diversity and equity. INSTITUTIONAL EQUITY MINISTRY MODEL Institutional Equity GCORR critically examines expressions of racial and cultural injustice in local and global contexts: setting goals for overcoming them, intentionally measuring progress and resourcing interculturally competent leaders (lay and clergy) to promote and sustain institutional equity within the worldwide United Methodist Connection. Vital Conversations GCORR initiates and models holy conversations throughout the church about race, cultural diversity, and institutional equity. We gather and share learnings from these conversations to help grow a movement honoring God s hope that we be one with Christ, one with each other, and one in ministry to the entire world. VITAL CONVERSATIONS To best support the church in effectively engaging significant global population and cultural shifts, GCORR, at the beginning of the quadrennium, evaluated the responsibilities and impact of the agency, critically examining the needs and determining the gaps across the connection. The board of directors, partners across the global church, and staff considered how GCORR could build the capacity of The UMC to be contextually relevant and to reach more people, younger people, and more diverse people to make disciples of Jesus Christ for the transformation of the world. This targeted goal of expanding INTERCULTURAL COMPETENCY the ministry of GCORR for such a time as this led to the creation of the agency s Ministry Model. The Ministry Model s three distinct, but interrelated, areas of work Institutional Equity, Intercultural Competency, and Vital Conversations guide the agency s work to align systems, policies, processes, practices, and resources to further the full inclusion, participation, and access of all people within the worldwide connection; to equip church leaders with the skills and awareness to build relationships across cultures; and to develop authentic relationships where lives, churches, and communities are transformed. G C O R R 5

7 Focused on Results In 2013, GCORR engaged the expertise of the Balanced Scorecard Institute to help the board and staff create a more strategy-focused agency and to improve organizational alignment, prioritization of projects, internal and external communications, and performance toward achieving strategic goals. The balanced scorecard is a strategic planning and management system that aligns activities to the vision and strategy of the agency, improves internal and external communications, and monitors organizational performance against strategic goals. Every GCORR strategy, program, and/or initiative is mapped to one of three areas: Program and Service Excellence u Strategic result: ICC, racial equity, and contextually relevant congregations increase as a result of GCORR s education, resources, and consultation u Tangible examples of this work: Racial equity research, tools, and assessment Cross-racial/cross-cultural (CR/CC) consultations and trainings ICC curricula Partnerships with annual and central conferences Since launching this effort in 2012, 10 annual conferences in the U.S. are implementing major intercultural competency and equity initiatives as a result of GCORR s partnership. At least 10 more have begun conversations about the need for such work. At least 31,700 new users have accessed GCORR online resources since the launch of the redesigned website in Operational Excellence u Strategic result: Delivery of value-added resources through innovation and research-based programs; efficient and effective processes; clear communication; and accountability for results u Tangible examples of this work: Evaluation system for measuring program effectiveness and impact Research-based decision-making Program-based budgeting Evaluations of the over 300 workshops, consultations, and events held over the last 4 years have revealed that 85% of participants feel that GCORR work exceeds expectations. Transformational Leadership u Strategic result: GCORR is a change agent that creates the atmosphere for new and relevant ways of being the church in an expanding global community u Tangible examples of this work: Denominational research and analysis Deepening the language and understanding of diversity and inclusion to be relevant in global contexts The language of intercultural competency is being widely embraced across the connection and championed by the Council of Bishops, Connectional Table, and other General Agencies as a result of GCORR s leadership in this area. It is clear to me that the impact of GCORR s ministry at the annual conference and local church levels has been significantly increased as a result of its willingness to review the effectiveness of its work, make changes, and hold itself accountable for making a difference on the ground where ministry with diverse communities is taking place. Rev. Tamara Brown, chair, The UMC s Connectional Table Evaluation and Accountability Missional Administration Group 6 G C O R R

8 5Decades of Advocating for Equity GCORR was created by The UMC in 1968 to address institutional racism, engage in new conversations about what a truly desegregated and global church could look like, and chart a course for living out the Gospel of Jesus Christ in a more authentic and all-people-embracing way. Since then, GCORR has made intentional strides toward leading the church into new conversations about relevance and the call from God to serve a world that is far different than when the agency was first created. Here are key highlights of the Commission s work over the past five decades: 1968 The UMC authorized the formation of a Commission on Religion and Race : The Commission devoted a major portion of its resources to dealing with white racism in the church. Encounter sessions were held across the nation to sensitize and equip individuals and groups to be change agents in the church and in the larger community The General Conference established the Minority Group Self-Determination Fund for the empowerment of diversity, inclusion, and racial justice work within and outside of the church and entrusted its administration to the Commission GCORR engaged in continued systematic monitoring review of boards, agencies, and annual conferences. In its report to the 1972 General Conference, the Commission noted there is no non-white person serving as chief executive of any regular board or agency of The UMC. It is also disheartening to observe the near total absence of other ethnic minority persons in staff positions in our boards and agencies. 1972: The General Conference established GCORR as a permanent standing agency and provided for its representation among and linkage to annual conferences. GCORR began leadership training for annual conference Commissions on Religion and Race, participated in various consultations on racial/ ethnic minority ministries, and initiated education and training for churches in racially changing communities The General Conference approved Developing and Strengthening of the Ethnic Minority Local Church for Witness and Mission as the single missional priority for the denomination. Annual conferences were required to develop and approve comprehensive plans for implementation. 1984: The General Conference approved a resolution that the Council of Bishops and GCORR should jointly sponsor a national convocation on racism, to be followed by five jurisdictional convocations on racism. G C O R R 7

9 GCORR created a White Concerns Committee to enable the church to become more accountable for helping white persons be more involved in the struggle against racism. Responding to 1987: The National Convocation on Racism of September ( Racism: The Church s Unfinished Agenda ) was held in Louisville, Kentucky. 1988: GCORR opposed a General Conference resolution to make English the official language of the United States and celebrated the agency s 20th anniversary by affirming the significant accomplishments made in addressing racism in The UMC and accepted the challenge to continue to work on Racism, The Church s Unfinished Agenda : The five jurisdictional convocations were held. 1991: GCORR s Terminology Task Force produced The Language of Hospitality: Intercultural Relations in the Household of God, a study resource and guidebook to help church leaders and local church members use language as a tool for shaping and building the multiracial and multicultural family of God : GCORR conducted 23 on-site annual conference reviews and requested comprehensive plans on inclusiveness from all annual conferences. To facilitate this task, GCORR developed criteria for the plan development. GCORR collaborated with the General Boards of Church and Society and Global Ministries, and the United Methodist Rural Fellowship in establishing a Racism in Rural Areas Task Force to study the manifestations of racism, personal and institutional, prevalent in rural areas. The report and recommendations of the Racism in Rural Areas Task Force study were approved by the General Conference. 8 the aftermath 11, 2001, GCORR worked to prevent hate crimes and provided churches with positive responses to enable their communities to deal with issues of racial profiling and race-based fear. GCORR continued to emphasize on-site reviews of annual conferences and development of new resources for understanding and addressing racism, such as: The Anti-Racism Study/Action Guide series, published in cooperation with the General Board of Church and Society; In the Struggle Towards Racial Justice and Inclusiveness: Thoughts for your Reflection and Action ; and the video Diversity is GCORR worked to make the vision statement a reality by: Responding to the aftermath of September 11, 2001, by providing churches with positive responses to empower their communities to deal with issues of racial profiling and race-based fear and prevent hate crimes; Standing in unity with Native Americans who face blatant disregard for their dignity and sacred traditions when sports teams distort their identity and likeness through the use of mascots that extend the myth of Native American aggression; Calling the attention of The UMC to the effects of employment downsizing on the diversity of general church agencies; and Working with the racial/ethnic caucuses to advance their church-wide plans for ministry development. 2003: GCORR celebrated 35 years of ministry and service to the denomination and renewed its commitment to combating racism by adopting the following vision statement and a plan for ministry: The vision of the General Commission on Religion and Race is rooted in God s call for justice. It is a vision of a church that is increasing its experience of and commitment to God s gift of diversity, inclusiveness, and racial justice through all its structure, programs, and lifestyle. GCORR Section 1_REV_c.indd 8 4/10/16 11:05 AM

10 2010 GCORR endorsed the Drop the I-Word public education campaign to eliminate the use of illegal as part of conversations on immigration. 2010: GCORR and the General Commission on the Status and Role of Women for the United Methodist Church (GCSRW) published a white paper that examined employment by gender and race at each level of the church and evaluated how representation reflected a growing need for racial inclusivity. 2011: GCORR awarded more than $300,000 to 13 recipients for innovative programs promoting intercultural competency and racial equity within the denomination : GCORR expanded its focus by embracing a new model of ministry centered around three priorities: supporting and leading vital conversations, developing interculturally competent leadership and ministries, and promoting institutional equity, while upholding the agency s historic commitment to racial justice within the church : GCORR awarded $2,022,000 to 48 programs around the global church to create culturally diverse, relevant, and vital congregations and to develop interculturally competent leadership and ministries. GCORR also unveiled a redesigned website featuring a range of multimedia resources to help church leaders and local congregations support intercultural competency, promote institutional equity, and increase vital conversations about race, cultural diversity, and systemic equity. In 2011, GCORR awarded more than $300,000 to 13 recipients for innovative programs promoting intercultural competency and racial equity within the denomination GCORR convened the boards of governance from the five racial/ethnic caucuses of The UMC to support board development, empowerment, and collaborative conversations. 2015: GCORR launched an interactive video series featuring a diverse group of experts on topics related to racism and inequality. 2016: GCORR convened roundtable meetings in the central conferences to lead the Commission s efforts to provide contextual and culturally relevant resources developed for the identified needs in each geographic area. 2016: GCORR released two major research reports and best practice manuals on cross-racial/crosscultural (CR/CC) appointments and understanding multiculturalism in the church to aid conferences, districts, and local congregations GCORR trained 2,500 lay and clergy leaders; led over 15,000 of hours coaching and consulting with church leaders across the globe; provided assistance in over 50 annual conferences in the United States and 15 annual conferences outside of the United States; and conducted over 600 individual, group, and organizational assessments of ICC and institutional equity. G C O R R 9

11 G CO RR at Wor k Why we do this Work The ministry and mandates of GCORR are focused on valuing the diversity of God s creation, challenging racial inequities, and lifting up issues of injustice while simultaneously providing church leaders with practical tools, resources, and training to expand intercultural competency, ensure institutional equity, and hold vital conversations in their own conferences, local congregations, and communities. Section 1_REV_c.indd 10 4/10/16 11:05 AM

12 GCORR s commitment and responsibility is to equip church leaders so they can engage others with love and grace on the tough issues. GCORR believes that holding these difficult conversations as well as learning to celebrate differences and expanding ideas of what it means to be in community and in relationship, are critical to what it means to be the church. By leaning into challenges and embracing change no matter how difficult the task initially seems we can truly experience a glimpse of God s grace and experience the Beloved Community. This requires faith, trust, and challenging perceptions, stereotypes, and biases. Hard issues of racial inequity, cultural bias, and discrimination Section 1_REV_c.indd 11 confront us every day in the life of the church and throughout the world; they impact who we are and how we live our faith as a denomination and an agency. In the past few years alone, waves of increased racial tension and strife across the world have flared in areas where The UMC is in ministry. Tribalism that fuels armed conflicts across the African continent. Indigenous persons being displaced in the Philippines because their homes are located in areas rich with natural resources that aids economic development to the benefit of others but not them. 4/10/16 11:05 AM

13 Hate crimes committed against churchgoers holding a Bible study in their sacred space. Angry rhetoric against immigrants on the U.S. border being used by elected officials and even in our church gatherings. The Syrian refugee crisis that s forcing Europeans and Americans to examine our biases and fears of the other. Many more examples exist within our own denomination as well: Virtually unchanged diversity of church membership in the U. S. despite decades of demographic change in communities immediately surrounding the local churches. Local churches refusing to accept a person of color or a woman to lead the congregation. Conflict over the dominance and control of the U.S. church in a connectional system that is intended to be worldwide. Despite deep cultural challenges, sins of oppression, exclusion, and dehumanization in the church and world, positive signs of hope do exist, such as: Rural churches that are embracing refugees not only as neighbors but also as the next generation of church leadership. Research that documents growing numbers of people of color are joining the United Methodist denomination. Former inmates are being welcomed back into their communities with the full help and support of their local United Methodist church. Countering the devastation of civil war and effects of tribalism through engaging younger generations in cultural understanding, education, and relationship building. Seminarians entering ministry with intercultural competencies that prepare them well for CR/CC appointments. Clearly more work is needed before all people are considered part of the The following pages of Beloved Community and connected to each other. GCORR is committed this report highlight some to providing resources for the church to providing conference as well as local church leaders with tools and strategies to carry out their ministries in ways that reach all of God s children. Through partnerships with annual of GCORR s greatest areas of impact across programmatic ministries. conferences, trainings, research, and ongoing vital conversations, GCORR is focused on equipping and empowering leaders at all levels of the church. 12 GCORR Section 1_REV_c.indd 12 4/10/16 11:05 AM

14 Developing Interculturally Competent Leaders for the Global Mission Field GCORR s leadership development activities (in-person training, online training, and consultations) foster greater numbers of interculturally competent leaders across all levels of the global church who possess the theological understanding, worldview ethics, and skill sets to lead across lines of cultural difference that include, but are not limited to race/ethnicity, age, language, tribe, nationality, and socio-economic status. We continuously improve and refine our training offerings and resources, based on participant evaluations and feedback, to ensure our work is relevant and vital. Eastern Pennsylvania Annual Conference: Raising Awareness, Deepening Understanding Through Intentionality During the past two years, GCORR s partnership with the Eastern Pennsylvania Annual Conference (EPA) has intentionally provided many opportunities for learning, interacting, and engaging in conversations intended to foster a broader knowledge, deeper understanding, and genuine appreciation for those who are different. GCORR has been a significant partner in resourcing and supporting EPA with excellent training, said EPA Central District Superintendent Rev. Dr. Anita Adams Powell. GCORR staff led: Eight, one-day Conversations for Intercultural Communication events for all six districts of the EPA, as well as for the Peninsula Delaware Annual Conference A two-day session at an annual fall cabinet retreat for the two annual conferences on Emotional Intelligence Two annual, one-day trainings for clergy and laypersons serving in cross-racial/cross-cultural appointments GCORR provided support for: A district superintendent attending two weeklong trainings: one on ICC; another on emotional intelligence and diversity A district superintendent spending 10 days at the Summer Institute for Inter-Cultural Communication Six district conversations occurring between lay and clergy on reactions and responses to racism GCORR provided us resources to intentionally raise awareness and deepen understanding as we learn to embrace and appreciate who we are as people made in the image of God. Bishop Peggy Johnson G C O R R 13

15 Union Theological Seminary: Using Intercultural Competency to Bridge Physical, Cultural, and Spiritual Differences When working across a global denomination, the unique needs of each person, geographic location, and individual situation must be factored into creating ICC-training opportunities. There is no one-size-fits-all, off-the-shelf ICC training. GCORR s ICC training support in the Philippines, at Union Theological Seminary (UTS) in Manila, is a great example of how the agency is working to help church leaders bridge barriers that are created by physical, cultural, and spiritual differences. UTS, with GCORR s support, is helping to increase the ICC of its seminarians through ecumenical education, community integration, dialogue, and self-expression. Seminarians there spend six weeks participating in a full immersion program that exposes students to the indigenous Moro/Muslim and Lumads communities in the mountainous areas above Manila. Three UTS students shared how they plan to use the ICC knowledge and skills they obtained while attending the GCORRfacilitated sessions. My participation in GCORR s ICC training deepens my understanding of my own culture and context and how to relate it to other cultures. I believe in GCORR s mission which advocates for right relationships with God and one another bounded by love, grace, equity, justice, and accountability, which can be achieved through embracing ICC, learning institutional equity, and practicing vital conversations. Conrado M. Mangalindan, Jr. ICC is a vital training for each person who desires to establish meaningful relationships with those of a different culture. This training helps us to be more open, inclusive, and relevant to the things/events happening all around the world. It will also allow us to cross the borders that divide us and reach out to the neighbor with love, compassion, and humility that all may be granted an opportunity to live a peaceful, joyful, and full life. Deo Grace Borlado As a community of Christian faith, we must boldly stand in solidarity with the victims of unjust systems and fight against injustices in words and in deeds. Intercultural competence is an important skill in making our church relevant to our present diverse communities. It helps us to proclaim and to live out the gospel of Jesus Christ beyond our faith communities and cultures. Therefore, we realize the mission of our church: to make disciples of Jesus Christ for the transformation of the world. Mark Cezar Wesley Carbonell Cabansag 11% of all UMC clergy (including retirees) are non-white. But of active clergy, 13% are non-white. As white clergy retire, they are being replaced, gradually, by non-white clergy. Source: General Board of Pension and Health Benefits 14 G C O R R

16 Intercultural Competency: Where in the World Has GCCOR Been Over the Past Four Years? GCORR s leadership development activities center on fostering greater numbers of ICC leaders. Between 2012 and 2016, GCORR has: trained 2,500 lay and clergy leaders led over 15,000 hours of coaching and consulting with church leaders across the globe provided assistance in over 50 annual conferences in the United States and 15 annual conferences outside of the United States conducted over 600 individual, group, and organizational assessments of ICC and institutional equity Intercultural Development Inventory: Using Assessment Tools to Guide GCORR Trainings When GCORR creates tailored ICC trainings, the agency uses proven resources to successfully guide its work. One example is the Intercultural Development Inventory (IDI), an assessment that allows individuals as well as groups to focus on increasing their intercultural competence from how they currently engage cultural differences to how they can effectively engage diversity. IDI was employed by GCORR in its partnership with the cabinet and connectional ministries teams of the West Ohio Annual Conference to build a sense of self-awareness around our own cultural competencies and then use that information to figure out how we create systems that value work in the area of ICC and in creating more diverse, compassionate, and just systems, said Rev. Dee Stickley-Miner, director of connectional ministry for the West Ohio Annual Conference. She added that building support for developing intercultural competencies in church leadership takes intentionality the desire to see yourself more fully and more honestly beyond what you aspire. IDI has really helped in our conversations. G C O R R 15

17 Between 2000 and 2008, the number of non-white clergy candidates increased significantly ( from 14.6% in 2000 to 20.9% in 2008). Source: The General Board of Higher Education Ministry Why Are Cross-Racial/Cross-Cultural Appointments Significant? By Bishop Sally Dyck, Northern Illinois Annual Conference Our partnership with GCORR has had a significant impact on our ability to build the capacity of interculturally competent leaders. This is important because in the Northern Illinois Annual Conference about one quarter of our appointments are CR/CC. Our goal is to have congregations that are able to receive not only a CR/CC appointment, but to also relate to their rapidly changing communities. Many of our local churches reflect a previous local homogeneity (not just Anglo), and as the neighborhoods become diversified, we need to equip leaders to extend hospitality to all, including shared building usage. It is our hope that our churches will be able to relate to and attract more people, younger people, and more diverse people as a result of our partnership with GCORR. Easily Accessible (and Free!) Intercultural Competency Training GCORR wants to make it easy for church leaders to become more interculturally competent so the agency is creating two online educational opportunities to do so: ICC 101: This two-hour introductory course covers the basic concepts of ICC, such as biblical teachings, basic definitions, and self-reflection exercises. ICC module series: Intended as a follow up to the ICC 101, this module series allows church leaders to delve more deeply into theological discussion as well as practical ministry applications of ICC. Topics covered in the modules canvass a wide range of issues, including intercultural theology, ICC in the global context, the role of the pastor in leading across cultures, intercultural communication, and conflict transformation. Resources for Successful Cross-Racial/Cross- Cultural Appointments GCORR receives a high number of requests for assistance with CR/CC appointments. To support pastors and congregations in creating and sustaining successful CR/CC relationships, the agency has four ready-to-use resources The First 100 Days Handbook: This guide, written for both pastors and congregations, is intended to make the first 100 days of a new CR/CC appointment the foundation for strong lay-clergy relationship and life-giving congregational ministry. Bible studies that provide congregations receiving a CR/CC appointment with theological perspectives to aid in their preparing for and welcoming of a new pastor. CR/CC transition workshop module: Many annual conferences offer transition workshops for pastors moving into a new appointment. GCORR has created a training module and related materials to be incorporated in these workshops that deal specifically with CR/CC appointments. 4A best practices manual that highlights steps which cabinets, clergy, and congregations can take in order to support stronger CR/CC appointments. 16 G C O R R

18 Data Driven Change By adding a research department to the agency over the quadrennium, GCORR has learned: What defines a multicultural church and what are the obstacles that face multicultural churches. What tools and resources local congregations urgently need to engage with their surrounding communities. How do certain congregations thrive when there is demographic change in their communities while others do not. Research equips us with the data and understanding to better fulfill our mandates. As a result of our research, in 2016, GCORR produced a best-practices manual to aid conferences, districts, and congregations in the area of multiculturalism, as well as provide information about CR/CC appointments. Considering local pastors: 74% of full-time local pastors are white 4.6% are African American 5% are Hispanic/Latino 2% are Asian Approximately 1% are other races/ethnicities (13% left the response blank ). 90% of United Methodist churches are white 7% are African American/Black 1% are Asian 1% are Hispanic/Latino Fewer than 1% are multi-racial, Native American, Pacific Islander, or other. Desk Audits Serve As Important Data Collection Tool GCORR partners with the General Commission on the Status and Role of Women (GCSRW) to conduct data collection surveys ( desk audits ) in annual conferences and general agencies. These surveys allow all the church agencies to track employment, leadership, and ministry trends involving people of color and women. From the most recent surveys (August 2015), we know that, in the United States: 27% 73% of all United Methodist clergy are women When looking just at the racial/ethnic breakdown of female clergy, 80% are white, 8% are African American, 3% are Hispanic/Latino, and 1.8% are Asian, and 7.2% did not provide their race/ethnicity. of clergy are men Clergymen are similar with 85% white, 5.4% African American, 3% Asian, and 2% Hispanic/ Latino, and 4.6% did not provide their race/ ethnicity % 11.5% of clergy are white are people of color (4.8% did not give their race/ethnicity). The largest ethnic groups are African-American/Black (6%) followed by Asian (2.6%) and Hispanic/Latino (2%). All other race/ethnicity categories are less than 1% each, and together they total less than 1%. Source: General Council on Finance & Administration, 2014 When comparing United Methodist churches with United Methodist pastors, clergy are more diverse overall than churches. G C O R R 17

19 European Union Research Project: A View of Diversity in The UMC in Europe The challenges of intercultural encounters in the European Central Conferences are more complex than those in other regions of UMC ministry. European conferences and congregations have been ministering to diverse populations for some time, and have developed effective ministries. Using four case studies (one in each episcopal area), GCORR is learning how congregations and conferences are ministering in intercultural contexts, despite the ever-changing social landscape. The following three topics are the focus of GCORR s work in Europe and Eurasia: How do congregations in the four episcopal areas engage with the contemporary realities of migration and complex forms of diversity? What strategies for ministry have been most effective in each episcopal area? How do the conferences respond to the significant linguistic diversity across the continent? How do local strategies interact with conferencelevel initiatives to successfully minister across linguistic lines? What is the experience of individual migrants and new migrant communities in UMC congregations? What are the challenges of migration and diversity, from the perspectives of newly arrived migrants? What do minorities and migrants have to teach the whole church? The Search for Greater Equity in the Church In addition to data-driven decision-making, GCORR is committed to achieving greater equity in three areas in The UMC today and in the years to come: 1. Fostering equity in the systems impacting clergy Disparities in the recruitment, training, deployment, development, and evaluation of clergy is frequently named as a barrier to the church s ability to reach more people, more young people, and more diverse people. GCORR is working in collaboration with other agencies and ministry groups to remove these barriers so that the church can increase diversity amongst clergy leadership and to equip them to provide effective cross-cultural leadership in a diverse mission field. 2. Ensuring that lay and clergy persons have equitable opportunities to offer leadership and access to resources that support leadership development At all levels of the church, the nomination and selection processes for lay and clergy leaders are called into question due to concerns that they extend privilege to some over others. Ensuring greater transparency (about processes), education (so that everyone knows how the processes work and how to engage them), and opportunity (for people in the pews to offer their gifts for leadership) are three goals that GCORR encourages for the local churches as well as annual, jurisdictional, and general conferences to increase equity in the process used to invite and select church leaders. But our denomination must go beyond the mere calling for the improvement of nominations and election processes. The UMC also must champion intentional succession and long-range leadership planning in order to intentionally cultivate diverse leadership not only for today, but well into the future. We must work to develop a culture in the church where promoting diversity is no longer seen as synonymous with sacrificing effectiveness. We must advocate for the church to provide the necessary financial and programmatic resources to ensure that young people, people of color, women, people coming from financially disadvantaged backgrounds, and people from non-dominant ethnic cultures, tribes, and countries have opportunity and support to offer their best gifts to the church and to have those gifts embraced. 3. Advocating for intercultural competency within the mission and ministries of The UMC Fulfilling the mission of the church to make disciples of Jesus Christ for the transformation of the world requires all members of The UMC to have the awareness, open heartedness, and skills to build bridges across lines of difference. GCORR is working toward equity in this area is by: promoting equity in U.S./Central Conference relationships offering immersion experiences and exchanges for lay and clergy leaders to get to know the other supporting the value of interculturally competent missions work, where racial, gender, and class sensitivity among mission workers is expected resourcing all clergy and lay leaders to gain intercultural competency skills 18 G C O R R

20 GCORR Section 2_REV_c.indd /8/16 1:52 PM

21 Ministry on the Ground The Book of Discipline gives GCORR the responsibility Examples of CAF-funded work across the global connection: to administer the Minority Group Self-Determination Epworth UMC, Gaithersburg, Maryland Fund that supports diversity, anti-oppression, and empowerment ministry led by connectional and community groups. This grant, known as the CORR Action Fund (CAF), has awarded a total of $2,022,000 to 48 programs around the global church over the last four years. CAF grant-funded UMC entities across our global church are engaged in progressive, bold, transformative work that is intended to inspire conferences, jurisdictions, seminaries, and local churches to undertake likeminded projects in their local context. This church, a multicultural ministry with a specific focus on Spanish language ministry and a growing African community, is committed to becoming a multicultural-multilingual community. They used their grant funds to create a safe space for immigrant youth as well as at-risk middle and high school students. ICC training also was created to support community outreach to offer immigrant families needed services, such as English language tutoring and computer classes. Rhems UMC, New Bern, North Carolina This project expanded the church s Raising Refugees as Leaders program, which assists non-english speaking Burmese refugees who are members of the congregation in obtaining citizenship and learning conversational English in order to become leaders in the church. La Plaza UMC, Los Angeles, California ( God is in the Graffiti ) This project promotes/increases creative and critical thinking and sustains vital conversations on religion and spirituality with youth in the Los Angeles area, covering relevant topics such as poverty, race, gender equality, urban youth, gangs, and the historical relationship between The UMC and diverse ethnic minorities in the area. Section 3_REV_c.indd 20 4/8/16 3:46 PM

22 Northwest Texas Annual Conference ( Hispanic/Latino Leadership Initiative ) Online theological training (in Spanish) is being offered to support Hispanic/Latino pastoral leadership development. A three-day language school was created to offer clergy and their families the opportunity to learn Spanish and/or English and share experiences. Funds will also support a program to locate Hispanic/Latino leadership outside the United States via a partnership with Wesley Theological Seminary in Monterrey, Mexico. Section 3_REV_c.indd 21 Western North Carolina Annual Conference ( Flame Builders ) This project created a global, faith-based lay leadership development institute to attract more young adults to The UMC. Participants are visiting diverse churches to better understand their unique challenges and opportunities and will be offered spiritual formation and leadership classes. 4/8/16 2:47 PM

23 Switzerland ( Developing the Culturally Diverse Mission of the United Methodist Church in Aarau ) This project funded the development of a weekly meeting of local church members and refugees and/or immigrant groups to better understand each other s cultures. It s also helping new community members better cope with everyday challenges while improving their language skills. Funds will also be used to develop more group leaders for the Arabic Fellowship as well as grow attendance. Seminary schooling is being provided to the individual leading these programs. Eastern Congo ( Methodist Crusade for Intercultural Understanding and Peaceful Coexistence in the Kivus ) This program is training pastors and leaders about intercultural values and peace so that their learnings can be shared in their diverse communities, especially with local youth. Each site is organizing concerts, community conversations, and exchanges with area youth. Baguio, Philippines, Episcopal Area Funds are creating a communications resource center for approximately 25 youth and adults to learn and interact with people from different cultures, ages, and economic backgrounds through multimedia productions. Youth participants are obtaining intercultural competencies and will be instructed on how to further educate local congregations through multimedia ministries. Union Theological Seminary, Manila, Philippines This project aims to increase the ICC of 50 UTS seminarians through ecumenical education, community integration, dialogue, and self-expression. Each participating seminarian will launch an intercultural initiative that will reach at least 50 younger or more diverse people in his or her ministry. The CORR Action Fund is one of the most exciting aspects of the United Methodist Church that I have been involved in. We are giving grant money to much-needed programs. Vince Gonzales, GCORR board member and lay leader, NW Texas Annual Conference Total CORR Action Fund Grant Money in the Quadrennium: $2,022, of those grants went to the racial/ethnic caucuses of The UMC (Black Methodists for Church Renewal; Metodistas Representando la Causa de los Hispanos Americanos; National Federation of Asian American United Methodists; Native American International Caucus; and Pacific Islanders National Caucus of the United Methodists) to provide much-needed financial resources to develop, implement, and execute strategic plans to address financial sustainability and board development. These grants have also helped the caucuses identify cross-collaboration projects that will make their boards and networks stronger and help further leadership development within racial-ethnic communities and the life of the church. 48 Total grants $1,224, Programmatic Grants $175, Caucuses 33 were programmatic grants supporting projects in local churches, seminaries, annual and central conferences, and jurisdictions $98, Programmatic GranTs $525, Caucuses 22 G C O R R

24 The Connection Online During this quadrennium, GCORR prioritized revising the agency s website so that it would be more geared toward attracting younger and more diverse people to its mission and work. Then the agency set out to populate the new website with a rich repository of innovative, yet practical, multimedia resources on vital conversations, ICC, and institutional equity. GCORR also began leading, via its website and social media sites, more in-depth vital conversations on a range of relevant topics. In November 2014, GCORR kicked off a series of month-long vital conversations each focused on a topic central to equipping The UMC in reaching more people, younger people, and more diverse people. Each month the agency shared recommended readings, first-person commentaries, stories, and practical resources and support for church leaders wishing to delve deeper into one of the topics. GCORR covered issues such as the history, gifts, and continuing struggles of the First Americans; global human (race) relations; how immigration and migration are changing our communities and the intercultural competencies that are required to successfully navigate these changes; and racism and mass incarceration. Great twitterchat UMC so glad for conversation partners and hopeful for the seeds that were planted! #GCORR #UMC Connecting Through Social Networks Each day, GCORR s social media platforms ( ) and (@GCORR_UMC) share timely, relevant information, from the agency and/or other trusted entities that help inform, challenge, and inspire action. Here s what a few of GCORR s social media followers have shared about their positive interactions with the agency: Whoever is managing your Facebook account is doing a good job. The articles cited are intelligent, thoughtful and challenging. Thank you! Great Twitter chat! So much energy, such great wisdom! Thank you for leading us! #GCORR conversation tonight is so nice to follow. It is great to see people I know throughout the connection tweeting about this. Thanks #GCORR for hosting such an important chat on #massincarceration. Let s all do our part 2 address this issue that is tearing US apart. Couldn t join in tonight but appreciate the conversation after the fact. #gcorr #NativeAmerican #UMC G C O R R 23

25 Vital Conversations Series The church looks to GCORR to facilitate, resource, guide, and support discussions on how to move to equity, justice, and courageous, positive action. With that in mind, in the fall of 2015, GCORR launched a video series as part of an interactive experience dealing with timely, relevant realities of race and racism. Thought leaders, local pastors, scholars, authors, theologians, and activists were invited to share their personal experiences, stories, knowledge, insights, and expertise in support of GCORR s mission to build the capacity of The UMC to be contextually relevant and to reach more people, younger people, and more diverse people as together we make disciples of Jesus Christ for the transformation of the world. This video series and related website resources are intended to help jumpstart important and much-needed conversations about racial in/ justice and in/equity and help transform lives, congregations, and communities. Vital Conversation Vignettes Continued struggles in American race relations Dr. Phillip Klinkner, political scientist, blogger, and author The advance of racial equality has been an unsteady march. There have been periods of significant improvement when America became a freer and more equal place. But these periods were followed by long stretches of stagnation and retreat. Human-made barriers to church/ community engagement in inner-city neighborhoods Rev. Cynthia Moore-Koikoi, district superintendent, Baltimore Metropolitan District of the Baltimore-Washington Annual Conference Meaningful conversations about race Rev. Dr. David Anderson Hooker, mediator, facilitator, and community organizer The problem, even the paradox of racism, is that people who are not consciously aware of it or intentionally supporting it can still sustain it or benefit from it. We need to talk about it. The intersection of oppression Rev. Dr. Pamela Lightsey, associate dean, social justice activist, and military veteran When we involve ourselves in oppressing someone else, we are actually saying that this person, or this group of people, is not part of God s great created work. Church: Building the beloved community Rev. Dr. Miguel De La Torre, professor, author, speaker, and activist No church or institution should consider diversifying unless they first get saved. They must nail their white superiority and class privilege to the cross so that they can become a new creature. Literally. How much is the institution willing to change, to die to itself, to become a new creation where all are welcomed? As a church, we too often let physical, social, economic, and cultural barriers keep us in a place of stretching out our hands to pray rather than using the work of our own hands as instruments of those prayers. 24 G C O R R

26 Deconstructing white privilege Dr. Robin DiAngelo, associate professor, director of equity, antiracism educator, and author As a white person I was socialized to see race as what they had. Now I understand racism as a deeply embedded system... created on a system of unequal power. Ongoing acts of repentance Rev. Glenn Chebon Kernell, executive secretary of Native American and Indigenous Ministries of the General Board of Global Ministries, and ordained elder in the Oklahoma Indian Missionary Conference There are times when we are forced to open our eyes to the everyday struggles of our neighbor. The UMC has been engaging in an act of repentance movement with high hopes of healing relationships with indigenous peoples of the world. It s a starting point. But I would not honor my community by saying all is well. To recognize the need to repent is to recognize that something is wrong. Participant Feedback from the Vital Conversations Series Thank you. This is why I became a United Methodist last year. We struggle and fight for honest and authentic change to reflect our bold and gentle Christ. This was a rich and powerful experience. Excellent project. Keep up the good work. Thanks to the General Secretary and GCORR for their courageous stance to produce this much-needed series. Keep the movement alive! This was a very enlightening conversation... well done! Section 3_REV_c.indd 25 4/8/16 2:47 PM

27 Partnering to Make a Difference GCORR has the privilege to partner with church leaders (across conferences, caucuses, and seminaries, just to name a few) who have embraced the agency s Ministry Model and have identified specific needs across ICC, institutional equity, and/or vital conversations. GCORR provides targeted resources and support so that these specific needs are able to be met, take root, and grow. The following examples, vignettes, and testimonials provide some insights into GCORR s work in supporting United Methodists to create the Beloved Community that God calls us to be. West Virginia Annual Conference: Identifying Realistic Goals and Measurable Outcomes Our partnership with GCORR, and specifically Rev. Giovanni Arroyo s presence and leadership throughout our training, helped open up new pathways of conversation, offering possibilities in areas where our conference leadership had become stuck. We now have a hint of what a deeper understanding of ICC might offer us regarding opportunity for connecting in our communities and across our conference. Rev. Bonnie Glass MacDonald, director of leadership formation and ministry support, West Virginia Annual Conference The identification of realistic goals and measurable objectives comprises one example of the positive effect of our partnership with GCORR. Our partnership with GCORR encourages people to come out of their silos to engage in shared decision-making processes. Rev. Dr. Feliça Wooten Williams, director of diversity and inclusion, West Virginia Annual Conference I am grateful for the help and partnership with GCORR. I am hopeful for healthier conversations, healthier mission and ministry, and a healthier future for West Virginia leaders, emerging leaders, congregations, and communities. Bishop Sandra Steiner Ball, West Virginia Annual Conference 26 G C O R R

28 New England Annual Conference: Addressing Systemic Issues and Old Wounds to Move Forward Together By Rev. Erica Robinson-Johnson, assistant to the bishop/director of connectional ministries, New England Annual Conference Three years ago, we participated in a pilot project with three other conferences in the NE Jurisdiction, which came out of conversations with GCORR and the College of Bishops. Teams of conference leaders gathered for a shared learning experience using Appreciative Inquiry and also training in ICCs. This program led to some new initiatives in our conference including the development of a transition workshop for pastors and churches experiencing a pastoral transition, with particular modules for CR/CC appointments. We have also benefitted from a generous grant from GCORR to cultivate young leaders/clergy and laity and engage with them in dialogues on race and privilege, offer deeper training for teams of churches/pastors in CR/ CC appointments, support and equip congregations to create grassroots commitment, and develop expertise to overcome racism. In addition, we invited GCORR General Secretary Erin Hawkins to train our Conference Committee on Leadership/Nominations and our Board of Laity in Appreciative Inquiry as a means toward a different methodology in recruiting, training, and commissioning our conference leaders for the next quadrennium. Her expertise and skilled leadership was just what we needed to address systemic issues and old wounds that keep us from moving forward. She was able to help this group understand the difference between diversity and inclusion and also recognize the important value in representation with excellence. The concepts and the frameworks she shared with this group will have a ripple effect as these leaders use the tools in their own districts and committees. A Conversation with Rod Miller, council director, Baltimore-Washington Annual Conference How is your partnership with GCORR helping your conference attract more people, younger people, and more diverse people to The UMC? This year, with the help of GCORR s three-fold approach to resourcing the denomination, the Conference CORR has been able to take the older work done on racism to another step. ICC and institutional equity resonate with the leaders of the conference and are beginning to have an impact on the thinking of the pastors. How does your work, like your partnership with GCORR, make you feel hopeful about the church s future? Our work makes it possible for people to meet in safe and sacred spaces in order to explore their own experiences and biases with vulnerability and honesty. The tools provided by GCORR help provide a context and a means for our conference and congregations to address a topic, which is often cited but not addressed. G C O R R 27

29 Targeting Resources and Training to Sustain and Grow Racial/Ethnic Caucuses The five racial/ethnic caucuses of The UMC represent the voice and interests of communities of color within the denomination. These advocacy bodies challenge the church to live its principles of antiracism and inclusion as well as to act with integrity when it comes to people of color in leadership at all levels of the church. Like any organization, the caucuses require dedicated human and financial BMCR Black Methodists for Church Renewal MARCHA Metodistas Representando la Causa de los Hispanos Americanos NFAAUM National Federation of Asian American United Methodists NAIC Native American International Caucus PINCUM Pacific Islanders National Caucus of the United Methodists resources to sustain, grow, and further their important work inside and out of the church. And they need leadership development and ongoing training support to advance their mission and strategic goals. GCORR has provided BMCR, NAIC, NFAAUM, PINCUM, and MARCHA much-needed resources and training to develop, implement, and execute strategic plans to address financial sustainability and board development. This support is also helping the caucuses to identify crosscollaboration projects that will make their boards and networks stronger and further leadership development within racial/ethnic communities and the life of the church. For the first time since they were founded, GCORR convened the executive board leadership from each of the five caucuses at a gathering in St. Louis, Missouri, in March Bishop Elías Galván, executive director of MARCHA, shared his reflections on the inter-ethnic gathering: The gathering of the Executive Boards of the five racial/ethnic national caucuses, March 26-27, 2014, in St. Louis, Mo., marked an historical moment in the life of The UMC, and I hope it also marks the beginning of a closer cooperation among these important groups in the church s life and ministry. Racial/ethnic national caucuses have been in contact with each other since the early days of their formation more than 40 years ago. The uniqueness of the St. Louis meeting was the fact that the Executive Boards of the caucuses were brought together, via GCORR s convening, for the stated purpose of joint training and networking. Meaningful interaction will enrich our church in many ways, but it requires time and commitment and will not be accomplished in one meeting. I pray that GCORR, which has been key in supporting the work of the racial/ethnic caucuses over the years and who was a prime motivator behind this gathering, continues to play the important, supportive role so that racial/ethnic caucuses will come together more in the future. In so doing, GCORR is not only advancing the work of our denomination, but is also contributing significantly to the vision of a truly multicultural inclusive United Methodist Church. Equipping Seminarians for Intercultural Competency in Ministry For newly ordained pastors who enter CR/CC appointments to be successful leading their congregation and ministering to their local community, they must possess intercultural skills and competencies. GCORR is committed to working with seminaries to ensure that their students receive this necessary training. With GCORR s help, Garrett-Evangelical Theological Seminary, in Evanston, Ill., is developing an ICC ministry education program for field education site supervisors, field education lay committees (site committees), and the students with whom they partner in ministry in their field education assignments. The primary goal of this initiative is to strengthen individuals competency to serve as pastors in CR/CC congregations and communities, developing a sustainable educational model for Garrett-Evangelical and potentially other seminaries. The initiative is also intended to be the prototype for an ongoing partnership with the Northern Illinois Annual Conference promoting intercultural conversation, competency, and ministry. Another goal of this partnership is for Garrett-Evangelical to serve as a model for equipping seminary students, area clergy, and laity for vital intercultural ministry. Similar work and partnerships are being planned between GCORR and Claremont School of Theology in Claremont, Calif., as well as Southern Methodist University s Perkins School of Theology in Dallas, Texas. 28 G C O R R

30 GCORR Hosts Roundtable on Tribalism In early 2016, GCORR hosted a Roundtable Dialogue in the city of Goma, Democratic Republic of Congo. This roundtable brought together bishops, clergy, and laity from across Africa to discuss issues of tribalism, religious intolerance, violence against women, and other affronts to cultural diversity and inclusion on the continent. Together the group, supported by leadership from GCORR, the General Board of Global Ministries, and JustPeace, engaged in theological reflection, social analysis, and action planning for the purpose of increasing efforts of The UMC to be a voice of reconciliation and justice and a source of hope and trans- formation in the face of violence and oppression. At the end of the roundtable, participants agreed that more discussion over the long term is needed and that providing theological and educational resources to clergy and lay leaders in areas that are impacted heavily by these conflicts is a priority. GCORR will continue to work in partnership with GBGM, JustPeace, and others, such as the Council of Bishops and Office of Christian Unity, to resource the creation and/or distribution of such resources and to support the work that our leaders in Africa are already doing. By addressing the root causes of conflict, violence, and oppression related to tribe, gender, and religion, The UMC represents itself as an agent of social transformation that moves communities toward peace, forgiveness, and reconciliation. Bishop Gabriel Yemba Unda, Eastern Congo Episcopal Area, and GCORR Board of Directors member GCORR Section 3_REV_c.indd /8/16 2:47 PM

31 An Invitation The task of stepping up and speaking out on global issues of race, ethnicity, culture, and their related oppressions is part of what the denomination established GCORR to do. GCORR is here to provide practical resources to equip and support church leaders at every level across our global connection to obtain intercultural competencies, to achieve institutional equity, and to create the Beloved Community God has called us to do. GCORR is committed to making The UMC relevant to the times in which we are now living. We invite others to explore our website, join our social networks, and contact us to learn more about the resources we can provide for vital ministries. Become an active part of GCORR s online community. Explore GCORR s website for multimedia resources in intercultural competency, institutional equity, and vital conversations. Request consultations or conversations with your conference or congregation by ing us at info@gcorr.org. The most important thing we do is build relationships. When people in the church succeed, we all succeed. Rev. Joseph Harris, GCORR Board of Directors vice president/corr Action Fund Committee chair, and assistant to the bishop/communication s director, Oklahoma Annual Conference 30 G C O R R

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33 GCORR stands for fairness and equity in the life of the church and speaks on issues of justice. I love GCORR for its inclusiveness and diversity. Rev. Christopher Jacob Kurien, director of connectional ministries/executive director of congregational transformation, Eastern Pennsylvania Conference I love GCORR because the areas of our Ministry Model vital conversations, intercultural competency, and institutional equity are helping move us into right relationships. The work of GCORR helps the church to value the cultural diversity among us as well as the diversity of gifts God has given us to do the work of bringing about God s Beloved Community. Rev. Dale M. Weatherspoon, pastor, Good Samaritan UMC (Cupertino, Calif.), California Nevada Conference GCORR is a wonderful resource, assisting members of The UMC who seek to live and grow in the diversity God has given us. As we welcome migrants in many European nations, we need GCORR to help us become more interculturally competent as we seek to address issues of racism, discrimination, islamophobia, and antiziganism in order to build communities of faith and hope. Åsa Nausner, intercultural educator and advocate, South Germany Conference GCORR encourages our church to be the church God intended it to be. Neffie Connie Locklear, chair of conference committee on Native American ministries, Western North Carolina Conference The work of GCORR is relevant because this is the need of the time, in all places, by all ages, of all people: To make Jesus known in an inclusive way. Framer P. Milla, president, Southern Philippines Methodist College All photos credited to GCORR, unless otherwise noted here. Cover photo: udra11/shutterstock; Pg 2: MKucova/iStock/Getty Images; Pg 7: Various/Shutterstock; Pg 8: Mike DuBose/UMNS; Pg 10: Mike DuBose/UMNS (top photo); Miguel Gallegos (bottom left); Pg 11: Mike DuBose/UMNS (top photo); Michael Pollard (bottom left); Pg 12: Mike DuBose/UMNS; Pg 16: Bikeriderlondon/Shutterstock; Pg 21: Leia Williams, Director of Discipleship and Communication, UMC Conference NWTX; Pg 25: Mike DuBose/UMNS; Pg 26: Gotzila Freedom/Shutterstock; Pg 27: Rawpixel.com/Shutterstock; Pg 28: Mike DuBose/UMNS. 32 G C O R R

34 GCORR is building the capacity of The United Methodist Church to be contextually relevant and to reach more people, younger people, and more diverse people as we make disciples of Jesus Christ for the transformation of the world. 100 Maryland Ave. NE Suite 400 Washington, DC