Recently, the ELCA posted the results of a DEIA (Diversity, Equity, Inclusion, and Accessibility) Audit¹ which was authorized by the Churchwide Assembly.  The audit laid out its findings and made numerous recommendations for the church to implement practically and constitutionally.

It would seem as though a move towards DEIA would be uncontroversial.  If you take the traditional meaning of each of those words, arguably every congregation would seek to be: diverse as the Gospel is for all people; equitable as God is just and fair; inclusive as, again, the Gospel is for all people; and accessible as we are called to be hospitable and welcoming.  However, one of the great tricks of the postmodern world is to take common words and redefine them to mean something different.  DEIA in the current secular fashion is less about including everyone and more about pushing out those who are labeled oppressors—usually heterosexual, white men.  And while the audit does go to great pains to try and urge a DEIA policy which is rooted in biblical thought², I cannot help but see a Trojan horse which seeks to formalize secular DEIA within the church.

I believe this to be the case as I see these recommendations centering the church’s focus on DEIA and moving it completely away from its God-given mission to spread the gospel.  I hope to show this in four points.

#1. The approach is top down.  Don’t take my word for it.  I quote the DEIA report itself, “ELCA’s leadership needs to be more vocal, consistent and strong on expressing commitment to, and visibly advancing, DEIA, from the top down.”³  Right off the bat, we see that this implementation is not a grass roots movement which most lay people embrace and are calling for.  This is an imposition of thought and practice that begins at the top and is forced upon the whole church, including recommendations for punitive measures for those who do not comply.⁴  Such practice does not exactly have a good track record of success historically and actually ends up being divisive and counter-productive. 

#2. It shifts the primary focus of the church inward instead of outward.  Not that many churches have escaped the problem of naval gazing, but this movement reinforces the tendency to focus on “us.”  What do we look like?  Are we making sure we have proper representation across all groups within our church?  One might argue that this will force the church to look outward in order to check the appropriate boxes.  It is a legitimate argument, but its practical application has been an abject failure within the ELCA for decades already.  What makes us think it will change this time?

#3. It’s the wrong metric to measure congregation viability and engagement.  Here is a suggestion from the audit: “Those incentives might include granting congregations with stellar DEIA achievements greater voting power at the Assemblies, as a form of enhanced membership, or conditioning any grants or other financial assistance to congregations on compliance with the Recommended Minimum DEIA Standards.⁵”  Grant incentives to congregations with stellar DEIA scores, but not to congregations who are actively feeding the hungry, clothing the naked, giving drink to the thirsty, and visiting the prisoners?  Granting incentives to congregations with stellar DEIA scores instead of congregations who are growing in number?  Granting incentives to congregations with stellar DEIA scores but not to congregations who are actively engaged in their communities and truly making an impact in those communities through their ministries?  This is a bit more worldly, but…granting incentives to congregations with stellar DEIA scores but not to congregations who give big benevolence dollars to the synod?  Need I go on?

#4 And probably the most damning.  When the prophet Samuel went to anoint a son of Jesse to be the next king of Israel, a very interesting scenario plays out.  As Samuel approaches the sons, he gazes upon their appearance and makes judgments.  Time and again, Samuel is met with this response or a similar one, “Do not look on his appearance or on the height of his stature, because I have rejected him; for the Lord does not see as mortals see; they look on the outward appearance, but the Lord looks on the heart.”  This is not simply a truism of the Old Testament.  It particularly is emphasized in the New Testament as the result of encountering the overwhelming grace and love of God.  The human heart changes from looking inward (classical definition of sin) to looking outward towards God and neighbor–in that order.  DEIA does not look upon the human heart, but upon outward characteristics.  It completely reverses the stance God takes throughout the Scriptures.  It must be rejected on this basis alone.  To continue down the path of implementation will resort to nothing less than a disaster.

1.  REPORT ON THE DIVERSITY, EQUITY, INCLUSION, AND ACCESSIBILITY AUDIT OF THE GOVERNING DOCUMENTS OF THE ELCA. Fox, Swibel, Levin & Carroll LLP.  Chief Author: N. NEVILLE REID.  November 2023. 

2. Ibid.  p. 4, 6-7.

3. Ibid. p. 3.

4. Ibid. p. 3.

5. Ibid. p. 8.

Many thanks to Kevin Haug for his very insightful article about the DEIA audit which the ELCA recently commissioned a law firm to do of its governing documents.  I hate to think of how many of your benevolence dollars the ELCA spent on this effort.  You will find Kevin’s article in this issue of CORE Voice.  It is a word of warning to all in the ELCA.  You do not need to take my word for it that these recommendations actually are being given as part of this audit.  You can check it out for yourself at DEIA_Report_Part_2.pdf (elca.org)

I am an ELCA pastor who has been retired for nearly ten years.  When I read these recommendations, my first thought was, “I am glad to be retired.”  The immediate response of one ELCA pastor in his early 60’s when I shared these recommendations with him was, “How soon can I retire?”

I thought of the strong, negative response I am certain I would have received if and when I would have shared these recommendations with the congregation council of the church where I was the pastor.  I then thought, “We are already facing the challenge of trying to do everything that we are currently doing.  How am I now supposed to get everyone on board, enthusiastic about, and actively engaged in fulfilling these recommendations?”  And what will be the consequences for us in our synod if these recommendations become requirements and we do not meet them?  If congregations that are DEIA-compliant are rewarded with such things as having extra voting members at synod assemblies and greater access to grants and other financial resources, how will congregations that are not DEIA-compliant be punished?  For example, will they not be given any names of possible candidates for call if the congregation is looking for a pastor? 

Here is just a sampling of the audit’s Recommended Minimum DEIA Standards for Congregations.  A question for all ELCA pastors and congregational leaders is this:  Is this what you want to spend a considerable amount of your time, energy, and resources on? 

1. Upgrade all personnel policies to reflect DEIA values.

2. Require annual DEIA training for all pastors, church staff, and lay leaders, using an Approved (approved by whom?) Provider.  At a minimum this training will cover the following topics:

a.  How does DEIA advance the values of the Kingdom of God?

b.  Is this particular congregation perceived as hostile or unresponsive to members of historically marginalized groups, and if so, how might this congregation reverse that perception?

The ELCA defines “historically marginalized groups” as groups that have for some significant period of history been excluded from participation or leadership in the church on the basis of certain characteristics.  They include racial and ethnic minorities, persons whose primary language is other than English, low income persons, persons with disabilities, gender non-conforming persons, and members of the LGBTQIA+ community.  (I have asked ELCA leaders who are so concerned for “historically marginalized groups,” what about “currently marginalized groups”?  Which I would say includes older, white, cisgender, heterosexual males with traditional views.) 

This mandatory, annual DEIA training is also to consider such questions as these –

a.  What additional initiatives can this congregation pursue to promote DEIA values?

b.  What financial resources does our congregation commit to promoting DEIA values and programs, and should we commit more and if so can we do so on an annual basis?

c.  What is Christian White Nationalism, what causes people to adhere to it, and is it consistent with Jesus’ teachings?  How might members of historically marginalized groups be offended by Christian White Nationalism?

d.  What is Black Lives Matter, is it consistent with Jesus’ teachings, why are people drawn to it, what human needs does it address, and can the church do a better job at meeting those needs?

3.  In addition, each congregation is to identify at least one other congregation with opposite or at least very different demographic characteristics and commit to starting at least a one-year relationship with them.  This relationship is to include the following:

a. Periodic meetings between the pastors to discuss ways in which the congregations can get to know each other better and plan joint activities to strengthen mutual understanding on DEIA issues.  These activities may include joint DEIA training sessions with an Approved (again, approved by whom?) Provider and joint Bible Studies or Biblically based book studies on DEIA topics.

b.  Monthly meetings between the lay leaders to plan and administer activities, joint discussions, and ministries.

c.  At least six joint worship experiences, followed by a fellowship social hour.

At best these recommendations will be time and energy consuming.  At worst they will be one more way in which the ELCA is relentlessly being pushed to the extreme left – in the direction of critical race theory and DEIA ideology.