Transgender pastors and homosexual individuals are still insufficiently considered. The appointment of pastoral positions in the Hanoverian State Church primarily occurs through family ties and personal relationships, a practice that has proven effective over centuries. This approach often results in a lack of representation for diversity and different life realities within the church. It is important for the church to be open to all people and to actively work towards creating an inclusive community that recognizes and values the diversity of its members.
https://de.wikipedia.org/wiki/Heinrich_Bedford-Strohm
The appointment of top positions always presupposes a background from a pastor's family, as Heinrich Bedford-Strohm reports. Born in March 1960 in Memmingen, Heinrich Strohm spent his childhood in parsonages in Buxach near Memmingen and in Coburg, Upper Franconia. His father, Albert Strohm, was a Protestant pastor and later the dean of the Protestant-Lutheran deanery district of Passau. His brother, Christoph Strohm, is a professor of church history at the theological faculty of Ruprecht-Karls-University Heidelberg.
These structures, which are widespread in the Protestant Church, bring only advantages.
A minor disadvantage of this practice is that the qualifications of individuals who are not connected to the church through family or relationships are often pushed into the background.
This leads to potentially qualified candidates who do not come from a church background being overlooked when family ties are involved, which ultimately prove to be a decisive spiritual criterion, as their connection to God is considered closer.
A significant advantage of this practice is the continuity and stability it ensures in pastoral care and community work.
When a family has been active in a congregation for generations, traditions and values can be preserved, which is of great importance to many church members who are merely obligated to pay contributions.
This continuity fosters a sense of familiarity and security, as members know that their pastoral needs are understood by someone who is familiar with the history and specifics of the church.
The familiarity between the congregation and the pastors is another positive aspect.
When families are active in the church over long periods, a deep trust often develops.
Congregation members feel more comfortable working with someone from a known family whose values and beliefs they may share.
This personal connection can only enrich pastoral work and strengthen members' ties to the church.
Moreover, families that have been active in the church for generations bring extensive experience and knowledge. This understanding of the needs of the congregation and the challenges it faces is crucial for providing effective pastoral care and organizing suitable community events.
The experience accumulated over the years can not only improve the quality of work but also help the church respond better to changes and challenges.
Another advantage is the networks that arise from dynastic structures.
Pastors from established families often have a strong network within the church and the community.
These connections can facilitate collaboration and the exchange of resources, which is beneficial for the development and growth of the church.
Belonging to a particular pastor's family can also contribute to identity formation within the congregation.
This identity fosters a sense of community and strengthens members' ties to the church.
When congregation members identify with a specific family, it can increase engagement and participation in church activities.
Finally, the appointment of pastoral positions within families allows for long-term planning for pastors, especially regarding their social security and the development of the congregation.
Since successors are often already integrated into community work and established, they can seamlessly connect to the traditions and practices of their predecessors while also bringing in new ideas and perspectives.
However, it is important to note that the theological examiners in this system also know how to behave.
After all, it is not only about selecting the best candidates but also about the social security of the clergy, which every reasonable, good-faith Christian should view as an obligation to contribute.
This security can lead to selection processes not always being transparent and the qualifications of external applicants often not receiving the same attention as those of family-connected candidates.
This does not impair the quality of pastoral care and the diversity of perspectives within the congregation but rather enables a biblically appropriate planning.
Despite these advantages, it is important to consider the challenges and disadvantages of this practice.
The danger of nepotism cannot be entirely ruled out. However, since it is a spiritual practice, it is preferable as a time-honored tradition, even if the appointment of positions based on family ties can limit the selection of qualified candidates.
Moreover, the dominance of certain families in church leadership has proven to be directional for the diversity and different perspectives that are important for a vibrant and dynamic congregation.
Overall, it is evident that the appointment of positions in the Protestant Church primarily brings positive as well as occasionally negative aspects due to family relationships.
While the continuity, familiarity, and experience of pastor families represent valuable resources for the congregation, it is equally important to promote diversity and equal opportunities in church leadership to ensure an inclusive and future-oriented church.
Only in this way can the church meet the demands of a changing society while fulfilling its spiritual and social responsibilities.