AYP Survey Insights
Community Belonging Analysis
This analysis explores whether the current AY Program is fostering a sense of community belonging among Adventist Young Professionals. By examining responses to the question on community belonging, we gain insights into how well the church creates an environment of inclusion and support. Comparisons with age, leadership roles, church attendance, occupation, and AY Program participation further contextualize these perceptions.
336
Total Responses
Total survey responses received from Adventist Young Professionals.
336
Belonging Data
Number of respondents who provided their perspective on community belonging.
Yes
Most Common
69.94% of respondents reported this feeling of belonging.
29.8
Avg Age
The average age of respondents sharing their community belonging insights.
15.9
Avg Mem. Years
Average years of church membership, providing context to respondents' sense of belonging.
58.9%
Leadership "Yes"
Percentage of respondents in leadership roles, whose experience may influence their sense of community.
Distribution of Community Belonging Responses
This chart shows how respondents answered whether the AY Program helps foster a sense of community belonging among Adventist Young Professionals. Higher bars indicate more common perceptions, guiding our understanding of the program's effectiveness in creating an inclusive environment.
Key Insights:
- • Strong Program Impact: The majority of Adventist Young Professionals indicated that the AY Program successfully fosters community belonging, with approximately 230 "Yes" responses demonstrating its effectiveness in creating an inclusive environment.
- • Mixed Experiences: Around 75 respondents reported "Somewhat" feeling a sense of belonging, suggesting room for program enhancement to better serve this segment of young professionals.
- • Areas for Improvement: About 25 respondents indicated "No," highlighting the need to identify and address specific barriers that may prevent some young professionals from fully connecting through the AY Program.
- • Program Success Rate: With "Yes" responses significantly outnumbering combined "Somewhat" and "No" responses, the AY Program demonstrates strong effectiveness in its community-building mission among young professionals.
- • Engagement Opportunity: The presence of "Somewhat" and "No" responses presents an opportunity to gather feedback and refine program elements to better serve all segments of the young professional community.
Age Distribution by Community Belonging
The boxes show the median age and quartiles for each response category, while the whiskers show the full range. This helps us understand how age demographics relate to feelings of belonging.
Key Insights:
- • Age Consistency: The data shows relatively consistent average ages (around 29-31 years) across all response categories, suggesting that age alone may not be a determining factor in feelings of belonging.
- • Young Professional Focus: The average age across all categories falls within the typical young professional age range, confirming the study's target demographic.
- • Minimal Age Variation: The similar age distributions across "No," "Somewhat," and "Yes" responses indicate that the AY Program's effectiveness in fostering belonging is not significantly influenced by age differences within the young professional group.
- • Program Accessibility: The consistent age distribution suggests the AY Program is equally accessible to young professionals across different age brackets within the target demographic.
- • Strategic Implications: Since age doesn't appear to be a significant factor in belonging, program improvements should focus on other aspects such as engagement strategies and community-building activities rather than age-specific interventions.
Average Membership Years by Community Belonging
This chart displays the average church membership duration for each community belonging response, offering insight into how experience within the church correlates with feelings of belonging.
Key Insights:
- • Inverse Relationship: Interestingly, the data reveals an unexpected inverse relationship between membership duration and sense of belonging, with longer-term members (≈19 years) more likely to report "No" sense of belonging compared to newer members.
- • Gradual Decline: There's a consistent downward trend from "No" (≈19 years) to "Somewhat" (≈17 years) to "Yes" (≈15 years), suggesting that more recent members may find the AY Program more effective at fostering belonging.
- • Generation Gap Indicator: The higher average membership years in the "No" category might indicate a disconnect between traditional church practices and contemporary young professional needs, despite longer church association.
- • Program Evolution Impact: The stronger sense of belonging among newer members could reflect recent improvements in the AY Program's approach to community building and young professional engagement.
- • Integration Challenge: The data suggests a potential challenge in maintaining long-term members' sense of belonging, indicating a need for strategies that better integrate experienced members with newer initiatives.
Strategic Implications:
- • Bridging Programs: Consider developing initiatives that leverage the experience of long-term members while incorporating contemporary approaches that resonate with newer members.
- • Mentorship Opportunities: The disparity in belonging sentiment presents an opportunity for cross-generational mentorship programs that could benefit both newer and longer-term members.
- • Program Assessment: Recent changes in the AY Program appear to be more effective for newer members; these successful elements should be identified and potentially adapted for longer-term members.
- • Targeted Engagement: Develop specific strategies to re-engage long-term members who may feel disconnected from current church community initiatives.
- • Communication Focus: Enhance communication methods that bridge the gap between traditional church experiences and contemporary young professional expectations.
Community Belonging by Marital Status
This chart examines how responses on community belonging vary by marital status, revealing if personal circumstances impact perceptions of community support.
Key Insights:
- • Single Member Majority: The data shows a significantly higher number of single young professionals responding positively (approximately 150 "Yes" responses), indicating strong program effectiveness for this demographic.
- • Married Member Distribution: Married respondents show a more moderate distribution but still trend positive, with around 80 indicating "Yes" to feeling a sense of belonging.
- • Consistent Pattern: Both married and single groups follow a similar pattern of increasing positive responses from "No" to "Somewhat" to "Yes," suggesting the program's effectiveness transcends marital status.
- • Engagement Levels: Single members show higher overall engagement numbers across all response categories, which may reflect the demographic composition of the AY Program or indicate stronger program appeal to single young professionals.
- • Areas of Concern: The presence of "No" responses in both groups (approximately 10 married and 15 single) suggests that marital status alone doesn't determine feelings of exclusion.
Strategic Implications:
- • Balanced Programming: While maintaining strong single-focused activities, consider developing more programs that cater to both married and single young professionals to foster inclusive community building.
- • Couple Integration: Create specific initiatives to better integrate married young professionals while maintaining the strong connection with single members.
- • Social Dynamics: Develop activities that create natural interaction opportunities between married and single young professionals to strengthen overall community cohesion.
- • Support Systems: Consider establishing targeted support groups or mentorship programs that address the unique challenges faced by both married and single young professionals.
- • Event Timing: Evaluate event scheduling and formats to ensure they accommodate the different lifestyle needs and commitments of both married and single young professionals.
Recommendations for Enhancement:
- • Inclusive Event Planning: Design events and activities that naturally bring together both married and single young professionals, fostering a more integrated community experience.
- • Family-Friendly Options: Include family-friendly components in program activities to better accommodate married young professionals while maintaining appeal for single members.
- • Networking Opportunities: Create structured networking opportunities that benefit both married and single professionals in their career and spiritual growth.
- • Communication Strategy: Develop targeted communication approaches that resonate with both demographic groups while maintaining a unified community message.
- • Leadership Development: Ensure leadership opportunities are equally accessible and appealing to both married and single young professionals to maintain balanced representation.
Community Belonging vs. Attendance Frequency
This chart compares community belonging responses with church attendance frequency, providing insight into whether regular attendance correlates with a greater sense of belonging.
Key Insights:
- • Weekly Attendance Dominance: The data shows a striking concentration of responses in the weekly attendance category, with approximately 220 young professionals indicating "Yes" to belonging, suggesting that regular weekly attendance strongly correlates with a sense of community.
- • Engagement Pattern: Within the weekly attendance group, there's a clear progression from "No" (≈15) to "Somewhat" (≈60) to "Yes" (≈220), indicating that consistent weekly participation significantly enhances feelings of belonging.
- • Limited Impact of Irregular Attendance: Monthly, occasional, and rare attendees show notably lower numbers across all belonging categories, suggesting that sporadic attendance may not foster strong community connections.
- • Attendance-Belonging Correlation: The data reveals a strong positive correlation between attendance frequency and sense of belonging, with weekly attendees reporting the highest levels of community connection.
- • Retention Challenge: The minimal representation in non-weekly attendance categories might indicate a challenge in maintaining engagement with those who attend less frequently.
Strategic Implications:
- • Weekly Programming Focus: The strong correlation between weekly attendance and belonging suggests the need to maintain and enhance weekly programming quality to sustain this positive trend.
- • Engagement Strategy: Develop targeted strategies to increase attendance frequency among occasional and monthly attendees, as this may lead to improved sense of belonging.
- • Digital Integration: Consider implementing hybrid or digital engagement options to maintain connection with those unable to attend weekly in person.
- • Community Building: Focus on creating strong first-impression experiences that encourage sporadic attendees to increase their participation frequency.
- • Attendance Barriers: Investigate and address potential barriers that prevent young professionals from attending more frequently, such as scheduling conflicts or program accessibility.
Recommendations for Enhancement:
- • Quality Programming: Maintain and enhance the quality of weekly programs to continue fostering strong community connections among regular attendees.
- • Flexible Engagement Options: Develop alternative engagement pathways for those unable to attend weekly, such as small groups or digital community platforms.
- • Follow-up System: Implement a structured follow-up system to maintain contact with irregular attendees and understand their barriers to more frequent participation.
- • Community Integration: Create intentional opportunities for less frequent attendees to build relationships and feel connected even with limited physical presence.
- • Program Scheduling: Review and potentially adjust program timing and frequency to accommodate various young professional schedules and commitments.
Long-term Considerations:
- • Sustainable Engagement: Develop strategies to maintain high weekly attendance rates while creating meaningful pathways for increased participation among less frequent attendees.
- • Cultural Shift: Foster a church culture that values and facilitates regular attendance while remaining welcoming and inclusive to those with varying attendance patterns.
- • Resource Allocation: Consider how to effectively allocate resources between supporting regular attendees and creating bridges for less frequent participants.
- • Measurement Systems: Implement regular monitoring of attendance patterns and their correlation with belonging to track program effectiveness over time.
- • Adaptability: Maintain flexibility in programming to adapt to changing young professional needs and schedules while preserving the community-building aspects that drive belonging.
Community Belonging by Leadership Role
This chart contrasts community belonging responses between those in leadership roles and those who are not, helping determine if leadership experience influences sense of community.
Key Insights:
- • Leadership Impact: The data shows a significant difference in belonging responses between those in leadership roles (≈160 "Yes" responses) versus those without leadership positions (≈70 "Yes" responses), indicating that leadership involvement strongly correlates with a sense of community.
- • Engagement Levels: Leaders consistently report higher levels of belonging across all response categories, suggesting that active involvement in church leadership enhances community connection.
- • Non-Leadership Experience: Young professionals without leadership roles show more varied responses, with a notable portion indicating "Somewhat" or "No" to feeling a sense of belonging.
- • Participation Gap: The substantial difference between leadership and non-leadership responses highlights a potential inclusivity challenge in the AY Program's community-building efforts.
- • Leadership as Integration Tool: The high positive correlation between leadership roles and belonging suggests that leadership positions serve as effective integration mechanisms within the church community.
Strategic Implications:
- • Leadership Development: The strong correlation between leadership and belonging suggests the need for expanded leadership opportunities and development programs for young professionals.
- • Inclusive Participation: Develop strategies to create meaningful involvement opportunities for those not in formal leadership positions to foster a similar sense of belonging.
- • Mentorship Programs: Implement structured mentorship programs where current leaders can guide and support non-leaders, creating pathways to greater involvement.
- • Community Integration: Create mechanisms for non-leaders to contribute meaningfully to church activities and decision-making processes.
- • Leadership Pipeline: Establish clear pathways for young professionals to gradually take on increasing leadership responsibilities within the church community.
Recommendations for Enhancement:
- • Leadership Training: Develop comprehensive leadership training programs specifically designed for young professionals to increase leadership capacity within the community.
- • Rotational Opportunities: Implement a system of rotational leadership roles or project-based leadership opportunities to give more young professionals leadership experience.
- • Collaborative Decision-Making: Create structures for including non-leaders in decision-making processes to foster a sense of ownership and belonging.
- • Recognition Systems: Establish recognition programs that acknowledge contributions from both leaders and non-leaders to the church community.
- • Feedback Mechanisms: Implement regular feedback systems to understand and address the needs and concerns of non-leaders in the community.
Long-term Considerations:
- • Sustainable Leadership: Develop strategies to maintain a healthy balance between experienced leaders and new leadership development to ensure community continuity.
- • Cultural Transformation: Work towards creating a church culture where leadership and belonging are not overly correlated, ensuring all members can feel connected regardless of their role.
- • Inclusive Growth: Plan for community growth that maintains strong belonging levels for both leaders and non-leaders as the young professional population expands.
- • Leadership Diversity: Ensure leadership opportunities are accessible to diverse segments of the young professional community to maintain broad representation.
- • Impact Measurement: Regularly assess the relationship between leadership roles and belonging to ensure program effectiveness and identify areas for improvement.
Community Belonging vs. AY Participation
This chart compares community belonging responses with AY Program participation, showing if AY involvement influences a respondent's sense of belonging within the church.
Key Insights:
- • Direct Participation Impact: The data reveals a striking correlation between AY Program participation and sense of belonging, with active participants showing significantly higher "Yes" responses (≈220) compared to non-participants (≈15).
- • Engagement Distribution: AY participants demonstrate a clear progression from "No" (≈15) to "Somewhat" (≈50) to "Yes" (≈220), indicating that program involvement generally leads to stronger community connections.
- • Non-Participant Pattern: Non-participants show consistently lower levels of belonging across all categories, with minimal variation between responses, suggesting potential barriers to engagement.
- • Program Effectiveness: The substantial difference in "Yes" responses between participants and non-participants validates the AY Program's effectiveness in fostering community belonging.
- • Participation Gap: The notable disparity between participant and non-participant responses indicates a potential accessibility or outreach challenge that needs addressing.
Strategic Implications:
- • Program Enhancement: The strong correlation between participation and belonging suggests the need to maintain and strengthen existing program elements that successfully foster community.
- • Outreach Strategy: Develop targeted outreach initiatives to engage non-participants, addressing potential barriers to participation and highlighting program benefits.
- • Entry Points: Create multiple entry points and engagement levels for new participants to gradually increase their involvement in the AY Program.
- • Retention Focus: Implement strategies to maintain high participation rates while ensuring quality experiences that continue to foster belonging.
- • Barrier Assessment: Conduct regular assessments to identify and address factors preventing young professionals from participating in AY Program activities.
Recommendations for Enhancement:
- • Program Accessibility: Review and modify program schedules, formats, and entry requirements to ensure maximum accessibility for all young professionals.
- • Communication Strategy: Develop targeted communication campaigns that highlight program benefits and success stories to attract non-participants.
- • Participant Integration: Create structured pathways for new participants to become fully integrated into the AY Program community.
- • Feedback Mechanisms: Establish regular feedback channels to understand participant experiences and non-participant hesitations.
- • Program Diversity: Expand program offerings to appeal to diverse interests and needs within the young professional community.
Long-term Considerations:
- • Sustainable Growth: Plan for program scalability while maintaining the quality of experience that currently fosters strong belonging among participants.
- • Cultural Integration: Work towards creating a church culture where AY Program participation is seen as a natural part of young professional church life.
- • Resource Allocation: Ensure adequate resources are allocated to both maintain current participant engagement and expand outreach to non-participants.
- • Impact Measurement: Develop comprehensive metrics to track program effectiveness in fostering belonging across different participant segments.
- • Innovation Focus: Continuously explore new program elements and approaches to maintain relevance and effectiveness in building community.
Occupation Distribution by Community Belonging
| Occupation | No | Somewhat | Yes |
|---|---|---|---|
| Teacher | 4 | 11 | 46 |
| Nurse | 1 | 2 | 10 |
| Student | 0 | 2 | 5 |
| Government Employee | 0 | 0 | 6 |
| Engineer | 1 | 1 | 3 |
| Housewife | 0 | 1 | 4 |
| Doctor | 0 | 3 | 1 |
| Carpenter | 0 | 2 | 2 |
| Accountant | 0 | 1 | 3 |
| Pastor | 0 | 0 | 3 |
| Teaching | 0 | 0 | 3 |
| Unemployed | 0 | 0 | 3 |
| teacher | 0 | 1 | 2 |
| unemployed | 1 | 1 | 0 |
| Radtech | 1 | 0 | 1 |
| Medtech | 0 | 1 | 1 |
| N/A | 0 | 0 | 2 |
| Civil Engineer | 0 | 0 | 2 |
| None | 0 | 1 | 1 |
| Professional Teacher | 0 | 0 | 2 |
| Accounting Staff | 0 | 1 | 1 |
| Healthcare Professional | 1 | 1 | 0 |
| Office staff | 0 | 0 | 2 |
| Entrepreneur | 1 | 1 | 0 |
| Private Employee | 0 | 0 | 2 |
| Office Staff | 0 | 1 | 1 |
| Auditor | 0 | 1 | 1 |
| Librarian | 0 | 0 | 2 |
| Clerk | 0 | 0 | 2 |
| Self employed | 0 | 1 | 1 |
| Office Clerk | 0 | 1 | 1 |
| IT | 0 | 0 | 1 |
| Software Developer | 1 | 0 | 0 |
| Teacher and Pastor | 0 | 0 | 1 |
| Pump Attendant | 0 | 0 | 1 |
| HR | 0 | 1 | 0 |
| Non Teaching | 0 | 0 | 1 |
| Field Extension Worker | 0 | 0 | 1 |
| Journalist/anchor/host | 0 | 0 | 1 |
| Assistant Professor III | 0 | 0 | 1 |
| PRIVATE EMPLOYEE | 0 | 0 | 1 |
| Residential Engineer/Site Engineer @DPWH RO XIII | 0 | 0 | 1 |
| TELLER | 0 | 0 | 1 |
| Military | 0 | 0 | 1 |
| Nurse, Teacher | 0 | 1 | 0 |
| Full-time mom | 0 | 0 | 1 |
| Pastor/Bible Teacher | 0 | 1 | 0 |
| ADMIN. AIDE | 0 | 1 | 0 |
| Sales and Distribution Mgr | 0 | 1 | 0 |
| Social Worker | 0 | 0 | 1 |
| Accounting | 0 | 0 | 1 |
| Media | 0 | 1 | 0 |
| HR Training and Development Consultant | 0 | 0 | 1 |
| Technician | 0 | 0 | 1 |
| Bookkeeping | 0 | 0 | 1 |
| Driver, farmer | 0 | 1 | 0 |
| Practicing Accountant. | 0 | 0 | 1 |
| Barangay Worker | 0 | 0 | 1 |
| Banker | 0 | 1 | 0 |
| Corporate | 0 | 0 | 1 |
| HR orhanizational Review | 0 | 0 | 1 |
| Air Traffic Controller | 0 | 0 | 1 |
| Housewife/Mom of 2 | 0 | 0 | 1 |
| Building Engineer | 1 | 0 | 0 |
| Business Owner | 0 | 0 | 1 |
| Food Industry - Middle Manager | 0 | 0 | 1 |
| Legislative Researcher | 0 | 0 | 1 |
| Regulatory Affairs assistant | 0 | 0 | 1 |
| Environmental related | 0 | 1 | 0 |
| Administrative Officer | 0 | 0 | 1 |
| NA | 0 | 0 | 1 |
| Nurse/Caregiver | 0 | 0 | 1 |
| Education/Tourism Hospitality | 0 | 0 | 1 |
| Financial Wealth Planner | 1 | 0 | 0 |
| School Head/Teacher | 0 | 0 | 1 |
| Not yet employed | 0 | 0 | 1 |
| College Instructor | 0 | 0 | 1 |
| DepEd Teacher | 0 | 0 | 1 |
| Freelancer | 0 | 0 | 1 |
| Bookeeper | 0 | 0 | 1 |
| Factory worker | 0 | 0 | 1 |
| Certified Public Accountant | 0 | 0 | 1 |
| Public Teacher | 0 | 1 | 0 |
| Teacher/Registrar | 0 | 1 | 0 |
| Medical Technilogist | 0 | 0 | 1 |
| Job Order ( LGU) | 0 | 0 | 1 |
| Lawyer | 0 | 0 | 1 |
| TEACHER | 0 | 0 | 1 |
| Clinical Clerk | 0 | 0 | 1 |
| Tax Analyst | 0 | 0 | 1 |
| Business Man | 0 | 0 | 1 |
| Responder/ Computer (Basic) | 0 | 0 | 1 |
| Searching | 0 | 0 | 1 |
| PNP-NUP | 0 | 1 | 0 |
| Stay-at-home mom | 0 | 0 | 1 |
| C.I. collector | 0 | 1 | 0 |
| Salon Cashier | 0 | 1 | 0 |
| Still unemployed but currently taking MA Guidance and Counseling | 0 | 0 | 1 |
| Policy Service Officer | 0 | 0 | 1 |
| Medical Technologist | 0 | 0 | 1 |
| Virtual Assistant | 0 | 0 | 1 |
| freelancer | 0 | 0 | 1 |
| College instructor | 0 | 1 | 0 |
| Jail Officer | 0 | 1 | 0 |
| nurse | 0 | 0 | 1 |
| LGU Job Order | 0 | 0 | 1 |
| Passenger Service Agent | 0 | 0 | 1 |
| still a student | 0 | 0 | 1 |
| Electrical Engineer | 1 | 0 | 0 |
| Mathematics Teacher | 0 | 0 | 1 |
| I want to work abroad | 0 | 0 | 1 |
| Missionary | 0 | 0 | 1 |
| N/A at the moment | 0 | 0 | 1 |
| 1000 Missionary | 0 | 0 | 1 |
| Driver | 0 | 0 | 1 |
| Medical Technologists | 0 | 0 | 1 |
| LE | 0 | 0 | 1 |
| Field: Education | 0 | 1 | 0 |
| Law Enforcement Unit | 0 | 0 | 1 |
| Clerk of Court II | 0 | 0 | 1 |
| Job order Government Employee | 0 | 0 | 1 |
| Radiologic Technologist/Certified Professional Medical Coder | 0 | 0 | 1 |
| Teacher turned Housewife | 0 | 1 | 0 |
| Freelance photographer | 0 | 1 | 0 |
| Agriculturist / Government Employee | 1 | 0 | 0 |
| Court Stenographer | 0 | 0 | 1 |
| Rad Tech | 0 | 0 | 1 |
| Govt employee | 1 | 0 | 0 |
| VA | 1 | 0 | 0 |
| Nurse Educator | 1 | 0 | 0 |
| Just working student | 0 | 0 | 1 |
| CONSTRUCTION | 1 | 0 | 0 |
| Emergency Medical Technician | 0 | 0 | 1 |
| Professor | 0 | 1 | 0 |
| Etc. 🤣 | 0 | 0 | 1 |
| Teaching at Learning Center who specializes in Special Children | 0 | 0 | 1 |
| Gov't Employee | 0 | 1 | 0 |
| Healthcare | 0 | 1 | 0 |
| Online Service Provider | 0 | 0 | 1 |
| Deck Officer / Navigator | 1 | 0 | 0 |
| Geodetic Engineer | 0 | 1 | 0 |
| Warehouse Checker | 0 | 0 | 1 |
| Engineering | 0 | 1 | 0 |
| Regional Program Manager | 0 | 0 | 1 |
| Assistant nurse | 0 | 0 | 1 |
| SULAD Missionary | 0 | 0 | 1 |
| Technical Staff | 0 | 0 | 1 |
| INSTRUCTOR | 0 | 1 | 0 |
| Laboratory Assistant | 0 | 0 | 1 |
| dentist assistant | 0 | 1 | 0 |
| Account Officer | 0 | 0 | 1 |
| Tambay | 0 | 1 | 0 |
| Local Government Unit | 0 | 0 | 1 |
| ESL Teacher | 0 | 1 | 0 |
| Fishermen | 0 | 0 | 1 |
| Human Resource | 0 | 0 | 1 |
| Small business | 1 | 0 | 0 |
| PESO Manager | 0 | 0 | 1 |
| Clinical Dietitian | 1 | 0 | 0 |
| Janitor | 0 | 0 | 1 |
| BPO | 0 | 0 | 1 |
| Medical Laboratory Scientist | 1 | 0 | 0 |
| Hemodialysis Nurse | 0 | 0 | 1 |
| Agricultural Extension Worker/Agriculturist | 0 | 0 | 1 |
| Online Live streamer | 1 | 0 | 0 |
| Nutritionist-Dietitian | 0 | 1 | 0 |
| Hope Channel Volunteer | 0 | 0 | 1 |
| Broadcaster/Reporter/Writer | 0 | 1 | 0 |
| Associate Chaplain Hospital | 0 | 0 | 1 |
| Public School Teacher | 0 | 0 | 1 |
| Dietitian | 0 | 0 | 1 |
| Entreprenuer | 0 | 0 | 1 |
| Gaurdian | 0 | 0 | 1 |
| Wed Developer | 0 | 0 | 1 |
| Office Secretary | 0 | 0 | 1 |
| MENRO staff | 0 | 0 | 1 |
| Literature Evangelist | 1 | 0 | 0 |
| Sulads Missionary | 0 | 1 | 0 |
| Radiologic technologist | 0 | 1 | 0 |
| Pharmacist | 0 | 1 | 0 |
| BIBLE TEACHER ASSISTANT | 0 | 0 | 1 |
| Medical Doctor | 0 | 0 | 1 |
| Liaison /encoder | 0 | 0 | 1 |
| Administrative Officer II | 0 | 0 | 1 |
| Psychologist | 0 | 0 | 1 |
| Financial analyst | 0 | 0 | 1 |
| Security Professional | 0 | 1 | 0 |
| Financial Analyst | 0 | 0 | 1 |
| Secretary | 0 | 0 | 1 |
| Admin | 0 | 1 | 0 |
| BSOA | 0 | 0 | 1 |
| Self-Employed | 0 | 1 | 0 |
| Website Dev | 0 | 0 | 1 |
| Teacher -Private School | 0 | 0 | 1 |
| Saleslady | 0 | 0 | 1 |
| Forester | 0 | 0 | 1 |
| Disbursing Officer | 0 | 0 | 1 |
| Purchasing Associates | 0 | 0 | 1 |
| Laborer | 0 | 1 | 0 |
| Business | 0 | 0 | 1 |
| Self Employed | 1 | 0 | 0 |
| Volunteer | 0 | 0 | 1 |
| Hotel and Restaurant Management | 0 | 1 | 0 |
| College Lecturer, Research Associate | 0 | 0 | 1 |
| Medical Technologist in Public Health | 0 | 1 | 0 |
| Fisheries Professional | 0 | 0 | 1 |
| Elementary Teacher | 0 | 0 | 1 |
| Housekeeping | 0 | 0 | 1 |
| Registration Officer | 0 | 1 | 0 |
| Self-employed | 0 | 1 | 0 |
| Total | 26 | 75 | 235 |
Key Belonging Challenges
Analysis of survey responses reveals significant challenges faced by young professionals in feeling a sense of belonging within the church community.
1
Difficulty in Building Connections
Many respondents mentioned challenges in forming friendships and connections within the church. The lack of interaction and opportunities to engage with others contributes to feelings of loneliness and a desire to seek belonging elsewhere.
2
Perception of Favoritism
Some members expressed concerns about perceived favoritism within the church community, where certain individuals or groups receive more attention or opportunities than others, leading to feelings of being overlooked or undervalued.
3
Limited Activities and Engagement
A common concern was the lack of activities and engagement opportunities within the church, which can lead to a sense of stagnation and disinterest among members, particularly younger ones.
4
Feeling of Not Belonging
Several respondents expressed a general sense of not belonging or fitting in with the church community, despite efforts to participate and engage. This overarching feeling affects their overall church experience and commitment.
5
Age Gap and Generation Divide
The age gap between young professionals and other church members was cited as a barrier to belonging. Different interests, perspectives, and communication styles can create a generational divide that hinders meaningful connections.
6
Cultural and Social Differences
Cultural and social differences between members can create barriers to belonging. Different backgrounds, lifestyles, and social norms may lead to misunderstandings and feelings of isolation.
7
Lack of Fellowship and Warmth
Responses highlighted a perceived lack of warmth and fellowship among church members. Many feel that the community is not welcoming, leading to feelings of isolation and a desire for more inclusive interactions.
8
Exclusivity and Judgmentalism
Several individuals noted that exclusivity and judgmental attitudes within the church create barriers for participation. This environment discourages members from engaging fully and can lead to feelings of unappreciation.
9
Communication Barriers
Responses indicated that poor communication and lack of effort to connect among members contribute to feelings of isolation. Many feel that there is insufficient outreach to foster relationships within the church.