In 2024, the Survey Center on American Life revealed a significant shift: More Gen Z women are disengaging from the formative religion of their youth than are Gen Z men. This marks a notable reversal from the three previous generations, where men were more likely to leave.
While many factors contribute to this trend, the survey highlights a crucial insight: “Younger women are more concerned about the unequal treatment of women in American society and are more suspicious of institutions that uphold traditional social arrangements.” A poll they conducted further revealed that nearly two-thirds (65%) of young women do not believe churches treat men and women equally.
Nikki Hardeman
This finding compels us to ask: Why are so many young women feeling this way? As a woman who has found a beautiful call in ministry — and has been incredibly privileged with opportunities and support — I’ve come to understand a quiet but persistent dynamic at play. One significant way our churches can unintentionally contribute to this inequality is by requiring women to provide a greater burden of proof for their calling and competencies, just to access the same opportunities as men.
This isn’t just an anecdotal observation; it’s a pattern evident in broader society. Women frequently are held to higher standards than their male counterparts. Research indicates female employees are less likely to be promoted than men, even when their performance is equal to or superior.
“Women frequently are held to higher standards than their male counterparts.”
A contributing factor to this promotion gap is that women are less likely to promote themselves. This isn’t due to a lack of skill; rather, women frequently face backlash when they do. Self-promotion, often seen as an assertive behavior, can defy traditional feminine norms, leading to women being labeled “bossy” or “abrasive.” It’s a challenging paradox: one of the primary skills crucial for career advancement is precisely what women are often penalized for exhibiting.
Female ministers often feel a quiet but constant pressure to over-perform. This can mean needing to complete more degrees or gain significantly more experience than their male colleagues just to be considered for a senior position in a congregational setting. It’s an unspoken demand to always go above and beyond to prove their readiness.
This dynamic extends into the academic world too. In seminary settings, female professors, especially women of color, frequently find their knowledge and authority challenged by students more often than their male counterparts. They face an added layer of scrutiny, needing to continually re-establish their expertise in a way male professors rarely do.
So, men who support women in ministry, I hear you asking, “What can I do to be even more supportive of the women ministers in my realms of influence?” I’m so glad you asked.
One of the most effective ways to dismantle the “burden of proof” is to intentionally place more women in leadership positions. When women are visibly and consistently leading — from deacons to church councils, from academic committees to nonprofit boardrooms — it directly challenges the unconscious biases that demand they over-perform to prove their worth.
“Make a conscious effort to nominate and advocate for women in these vital leadership roles.”
Make a conscious effort to nominate and advocate for women in these vital leadership roles. Go beyond simply considering them; actively champion their appointment. And to truly make a statement, consider taking it one step further: Choose not to serve on committees, boards or organizations where women are not adequately represented in leadership. Your presence and influence can be a powerful catalyst for change.
Another powerful way to actively dismantle the burden of proof is by supporting female ministers in networking opportunities. Informal networks are often where crucial connections are made and future opportunities arise, yet women are frequently underrepresented in these spaces.
If you’re attending an event where networking will happen, consider bringing a female minister or two with you. Make intentional introductions to people who can genuinely help them advance their callings. In conversations or meetings, proactively bring up their names in settings where they can be connected to individuals who can help them find new opportunities to serve.
Helping women “get in the room where it happens” will significantly increase their chances of making meaningful connections and being considered for ministry positions. In a world that often privileges men, your direct support and sponsorship in this way carry immense weight and can open doors that might otherwise remain closed.
I remain deeply grateful to all of you men who support women in ministry. Your active support and advocacy are not just helpful; they are absolutely crucial for us to move forward in achieving true gender equity in the church. This isn’t just about women’s flourishing; it’s about the entire body of Christ fully embodying its calling and reflecting God more wholly. Let’s continue this vital work, together.
Nikki Hardeman serves as director for advocating for women in ministry at Baptist Women in Ministry. She lives in Atlanta with her two children and Jayne, the cutest rat terrier to ever live.
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