EMPLOYMENT
All the moral principles that govern the just operation of any economic endeavor apply to the Church and its agencies and institutions; indeed the Church should be exemplary. Economic Justice for All
Where the effects of past discrimination persist, society has an obligation to take positive steps to overcome the legacy of injustice. Judiciously administered affirmative action programs in education and employment can be important expressions of the drive for solidarity and participation that is at the heart of true justice. Social harm calls for social relief. Economic Justice for All
"We ask in particular that Catholic institutions such as schools, universities, social service agencies, and hospitals, where members of racial minorities are often employed in large numbers, review their policies to see that they faithfully conform to the Church's teaching on justice for workers and respect for their rights. We recommend that investment portfolios be examined in order to determine whether racist institutions and policies are inadvertently being supported; and that, wherever possible, the capital of religious groups be made available for new forms of alternative investment, such as cooperatives, land trusts, and housing for the poor. We further recommend that Catholic institutions avoid the services of agencies and industries which refuse to take affirmative action to achieve equal opportunity and that the Church itself always be a model as an equal opportunity employer." Brothers and Sisters to Us
"Racism is sometimes apparent in the growing sentiment that too much is being given to racial minorities by way of affirmative action programs or allocations to redress long-standing imbalances in minority representation and government-funded programs for the disadvantaged. At times, protestations claiming that all persons should be treated equally reflect the desire to maintain a status quo that favors one race and social group at the expense of the poor and the nonwhite." Brothers and Sisters To Us
"Racism obscures the evils of the past and denies the burdens that history has placed upon the shoulders of our black, Hispanic, Native American, and Asian brothers and sisters. An honest look at the past makes plain the need for restitution wherever possible - makes evident the justice of restoration and redistribution" Brothers and Sisters To Us
There is a paucity of People of Color employed by the diocese and its parishes, especially in positions of leadership. We need to explore the possible factors behind our hiring practices. Could it be that we do not hire people of color because
• Our church membership is not inclusive, therefore we do not have a pool to draw from?
• Where we do have people of color we have not provided the necessary education and formation to qualify them for leadership positions?
• When we do have the qualified person of color, we do not offer them a salary that is realistic for those often coming from situations of lower economic status?
• We have not been intentional in developing racially just hiring practices?
As we answer these questions it would challenge us to examine hiring and recruiting practices regarding a diverse work force at every level: The Chancery and all Diocesan Offices, Parishes and Catholic Schools. Congregational High Schools, Catholic colleges and universities and Catholic Hospitals could be invited to participate in this process for this to encompasss the whole of the Church, . Any affirmative action developed by such a process should emphasize long term programs of investment in minority education and leadership development to insure an adequate pool of qualified minority candidates.
It is also important that we examine our contracting policies. Does your parish have a policy requiring all contractors/businesses who sell/build/consult to have in place affirmative action hiring policies implemented to reflect the racial diversity of the of the Chicagoland and the Joliet Diocese? Another action for racial justice in employment would be to work with your parish to develop and implement a plan to use minority owned businesses. This could include:
• Establishing a benchmark for percentage of business to be transacted with these business.
• Publishing a list of minority owned businesses as a resource for local parishes and affiliated agencies. This policy would include all building/repair contractors; all suppliers of any furnishing or equipment purchased by your parish or institution.
• Reviewing business performance annually. With this affirmative action policy, a clear message would be sent that we will only do business with those firms practicing justice in their hiring and promotional practices.
