Although the Church of England (CofE) agreed to admit women to its most senior ordained offices as bishops in 2014, they are still not afforded the same opportunities for professional progression as men. This article identifies and explores factors that contribute to such inequality. It draws on semistructured interviews with 41 male priests from theologically conservative traditions within the CofE, interpreting the data with a thematic narrative analysis. Utilizing literature from social and spiritual capital, this article establishes that these forms of capital are necessary for informing the habitus required for obtaining senior positions in the CofE before arguing that such resources are frequently denied to women by those interviewed. The analysis develops understanding of spiritual capital and institutional work, demonstrating that the former functions in a manner akin to cultural capital within religious institutions and that the latter is not always purposive in its capacity for effecting institutional change. It also articulates the theory of irresolute equality reform to describe the way in which different institutional goals can limit their ability for equality reform. The article then outlines changes that could be made in clergy training and in the selection procedures for senior appointments to address gender inequality within the CofE.

中文翻译：

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神职人员、资本和性别不平等：对英格兰教会女牧师如何拒绝社会和精神资本的评估

尽管英格兰教会 (CofE) 于 2014 年同意接纳女性担任其最高任命的主教职位，但她们仍无法获得与男性相同的职业发展机会。本文确定并探讨了导致这种不平等的因素。它借鉴了对来自 CofE 内神学保守传统的 41 位男性牧师的半结构化访谈，并通过主题叙事分析来解释数据。本文利用来自社会和精神资本的文献，确定这些资本形式对于告知在 CofE 获得高级职位所需的习惯是必要的，然后认为这些资源经常被受访者拒绝。分析发展了对精神资本和制度工作的理解，证明前者以类似于宗教机构内的文化资本的方式运作，而后者在影响机构变革的能力方面并不总是有目的的。它还阐明了不坚决的平等改革理论，以描述不同的制度目标如何限制其平等改革的能力。然后，文章概述了可以在神职人员培训和高级任命的甄选程序中进行的更改，以解决 CofE 内的性别不平等问题。它还阐明了不坚决的平等改革理论，以描述不同的制度目标如何限制其平等改革的能力。然后，文章概述了可以在神职人员培训和高级任命的甄选程序中进行的更改，以解决 CofE 内的性别不平等问题。它还阐明了不坚决的平等改革理论，以描述不同的制度目标如何限制其平等改革的能力。然后，文章概述了可以在神职人员培训和高级任命的甄选程序中进行的更改，以解决 CofE 内的性别不平等问题。