Portland Mennonite Church Anti-Racism Audit Report
Executive summary
To articulate the goal of our anti-racism work, PMC’s Leadership Table affirmed the following statements of confession and commitment:
- We confess that we have "done church" in the comfortable ways of our culture and traditions.
- We confess we have wished and hoped to be welcoming and equitable but have not created space for people of color in the same ways we have included people who look, think, and act like our predominantly white congregation.
- We confess that we have not worked diligently enough to repair systemic inequity for people of color in our community and in this country.
- We commit to telling our personal, congregational, and national stories about race with the whole truth.
- We commit to making spaces that welcome and reflect many races and cultures as well as our historically white culture.
- We commit to work and invest intentionally for social, political, and economic equity.
Widerstand Audits PMC
In the fall of 2021, the leadership of PMC invited Widerstand Consulting to conduct an audit in order to get an external assessment of the ways the legacy of racism and the practices of white supremacy have shaped our congregation. The audit also provides an opportunity for us to reflect and repent as we seek to be part of God’s shalom vision for our church and community. The auditors reviewed PMC bylaws, organizational policies, theological statements, budget, staffing patterns, and member demographics. Widerstand also held focus groups with various PMC stakeholders, including staff, the Table, members of the congregation, and our community partners.
The findings summarized below are sobering and potentially unsettling. At PMC, we have begun the work of anti-racism (classes, marching in protests, developing the practice of paying reparations), but there is much left for us to do. We are grateful for the conversations the audit has sparked among us and the possibility for those of us who are white to have our blind spots revealed and to be able to hold them before the Lord and consider how to change. Our intention for the audit is to listen well to its findings, learn all we can, and not dismiss feedback that is painful to hear. We also recognize that the audit report is one element among others that we want to inform our work of shalom, and so we have also asked the Table and BIPOC members of the congregation to give feedback on the audit and continue to seek wisdom on moving forward.
Summary of Findings (December 2021)
The auditors reported their findings using the six Markers of Institutional Transformation outlined below and in the table that follows this summary. For each Marker of Institutional Transformation, the auditors identify primary barriers and opportunities as well as short and medium steps that we can consider. The auditors placed PMC on a continuum from overt racism to fully-realized anti-racist commitments and principles in each area, and the list below briefly describes the audit’s assessment of where PMC is currently located on the continuum. (see markers of Anti-racism chart below)
In the fall of 2021, the leadership of PMC invited Widerstand Consulting to conduct an audit in order to get an external assessment of the ways the legacy of racism and the practices of white supremacy have shaped our congregation. The audit also provides an opportunity for us to reflect and repent as we seek to be part of God’s shalom vision for our church and community. The auditors reviewed PMC bylaws, organizational policies, theological statements, budget, staffing patterns, and member demographics. Widerstand also held focus groups with various PMC stakeholders, including staff, the Table, members of the congregation, and our community partners.
The findings summarized below are sobering and potentially unsettling. At PMC, we have begun the work of anti-racism (classes, marching in protests, developing the practice of paying reparations), but there is much left for us to do. We are grateful for the conversations the audit has sparked among us and the possibility for those of us who are white to have our blind spots revealed and to be able to hold them before the Lord and consider how to change. Our intention for the audit is to listen well to its findings, learn all we can, and not dismiss feedback that is painful to hear. We also recognize that the audit report is one element among others that we want to inform our work of shalom, and so we have also asked the Table and BIPOC members of the congregation to give feedback on the audit and continue to seek wisdom on moving forward.
Summary of Findings (December 2021)
The auditors reported their findings using the six Markers of Institutional Transformation outlined below and in the table that follows this summary. For each Marker of Institutional Transformation, the auditors identify primary barriers and opportunities as well as short and medium steps that we can consider. The auditors placed PMC on a continuum from overt racism to fully-realized anti-racist commitments and principles in each area, and the list below briefly describes the audit’s assessment of where PMC is currently located on the continuum. (see markers of Anti-racism chart below)
- Mission and Identity: We state multicultural commitments but have not integrated those into our core mission statement.
- Organizational culture: We do not acknowledge or use explicit language about white supremacy culture.
- Program Initiatives: Our initiatives focus on celebrating diversity, and our programs address hierarchy, privilege, and oppression.
- Staffing patterns: Token representation.
- Accountability: We have “safe” BIPOC connections but tend to deem accountability unnecessary.
- Structure & Constituency: We leave control and access untouched, but we are also examining and analyzing control and access.
If you would like to read the whole report, please contact David Johnson ([email protected]).
Initial Areas of Discernment
Immediate Next Steps
Initial Areas of Discernment
- Stained glass window: The window behind the pulpit has been an ongoing congregational discussion for several years. It was identified in the audit as a “central issue of identity that [our] congregation faces” as we seek to live into our anti-racism confession and commitments. For some of us, the window is a familiar comfort or work of art, while for others, it is a skewed perspective of Jesus and an indication that we don’t take anti-racism seriously.
- Church bylaws: The audit identifies our commitment to consensus decision-making as potentially creating an unsafe situation for people with a viewpoint that is different from the white majority. We want to work to hold to models of consensus decision-making while ensuring processes are in place to prevent this form of decision-making from being a powerful tool for continued white supremacy.
- Accountability to Communities of Color: The audit report identifies the need to develop specific methods of accountability to BIPOC communities, groups, and individuals (both internal and in the community).
Immediate Next Steps
- Members of the pastoral staff, Leadership Table, and Racial Justice Committee will facilitate a series of congregational discussions during the 9:30 hour over the last three Sundays in May on the anti-racism audit report (5/15) and the stained glass window (5/22 and 5/29).
- The Table is working with the Racial Justice Committee to formally commission the RJC to provide congregational leadership for PMC’s anti-racism work that is informed by the audit recommendations.
- The Racial Justice Committee will develop a two-year implementation plan, with recommendations informed by the audit report and prepared for discernment by the Leadership Table and the congregation.
Our Hope...
Portland Mennonite Church Anti-Racism Statement
We believe we are all created by God for lives together of love and justice, peace and joy. We believe Portland Mennonite Church is called to be a place of welcome where everyone can participate fully as beloved members of the PMC community.
We confess that we have "done church" in the comfortable ways of our culture and traditions. We confess we have wished and hoped to be welcoming and equitable but have not created space for people of color in the same ways that we have included people who look, think, and act like our predominantly white congregation. We confess that we have not worked diligently enough to repair systemic inequity for people of color in our community and in this country.
We commit to telling our personal, congregational, and national stories about race with the whole truth. We commit to making spaces that welcome and reflect many races and cultures as well as our historically white culture. We commit to work and invest intentionally for social, political, and economic equity.
Affirmed by the PMC Leadership Table (September 8, 2021)
We believe we are all created by God for lives together of love and justice, peace and joy. We believe Portland Mennonite Church is called to be a place of welcome where everyone can participate fully as beloved members of the PMC community.
We confess that we have "done church" in the comfortable ways of our culture and traditions. We confess we have wished and hoped to be welcoming and equitable but have not created space for people of color in the same ways that we have included people who look, think, and act like our predominantly white congregation. We confess that we have not worked diligently enough to repair systemic inequity for people of color in our community and in this country.
We commit to telling our personal, congregational, and national stories about race with the whole truth. We commit to making spaces that welcome and reflect many races and cultures as well as our historically white culture. We commit to work and invest intentionally for social, political, and economic equity.
Affirmed by the PMC Leadership Table (September 8, 2021)
What is Widerstand?
Widerstand was formed to provide anti-racism training and consultation to predominantly white institutions in both online and in person formats. Participants complete the training with an understanding of the historical roots, individual manifestations, and internal dynamics of institutional racism as well as specific principles for dismantling it at all levels of your library, nonprofit, or congregation. By developing a shared vocabulary, analysis, and road map, you will be equipped to begin the work of dismantling racism in your institution.
The name “widerstand” is German for “resistance.” Tobin says he chose the name to honor his family’s history and to evoke the idea of a wider stand against racism. At least fifty percent of all net funds raised by Widerstand will be donated to BIPOC (Black, Indigenous, and People of Color)-led anti-racism groups.
The name “widerstand” is German for “resistance.” Tobin says he chose the name to honor his family’s history and to evoke the idea of a wider stand against racism. At least fifty percent of all net funds raised by Widerstand will be donated to BIPOC (Black, Indigenous, and People of Color)-led anti-racism groups.
