A pastor from Columbus, Ohio, has pleaded guilty to rape.
George Bell
George Bell, 73, was arrested in November 2024. He was charged with four counts of rape and two counts of gross sexual imposition of a minor younger than 10. The alleged crimes happened between 2021 and 2024 when he was pastor at Anchor Baptist Church.
As part of Bell’s plea agreement, he pleaded guilty to two counts of rape in exchange for having the other charges dropped.
Bell founded Anchor Baptist Church in 1989 and pastored the church until his resignation in June 2024. At the time of his resignation, church leaders say he did not mention the allegations or investigation.
In its initial statement on July 3, 2024, church leaders alerted the congregation to Bell’s resignation. “To our knowledge there was nothing untoward involving church members or church property,” they wrote. “We are grateful for his and Mrs. Bell’s years of service to Anchor Baptist Church and ask for your prayers for them during this difficult time.”
A week later, on July 11, 2024, church leaders amended their statement: “We now know that there was more to the unexpected resignation of our former pastor, George Bell, than we were originally led to believe. It breaks our heart to discover that there have been serious allegations and an indictment that have been brought.”
Since then, the church says it has cooperated fully with law enforcement, is committed to transparency, and is continuing to pray for the victims.
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Bell faces 15-20 years in prison. He will be 88 years old when he is first eligible for release, at which point he would be required to register as a Tier III sexual offender.
According to the Columbus Dispatch, the father of Bell’s victim spoke in court before the sentencing. He said Bell was the opposite of God-fearing and deserves every second of punishment he would receive.
“You are only trying to save yourself,” the father said.
Bell also spoke before his sentencing, saying, “It breaks my heart to know I failed those who loved and trusted me.”
EDITOR’S NOTE: MinistryWatch exists to help donors become more effective stewards of the resources God has entrusted to them. So, why does MinistryWatch report on sex crimes? These stories are tough to read and sometimes even tougher to report, but we think they are vital to our mission to bring transparency, accountability, and credibility to the evangelical church. Donors who are supporting these ministries need to know this information. Ministry leaders and others can learn lessons from these stories. Victims feel supported. To read more about why and how we report these stories, read “Why MinistryWatch Reports On Sex Crimes.”
Another reason we report on sex crimes is to highlight for ministry and church leaders the importance of employing best practices for hiring and supervising employees in Christian environments.
Below is a list of best practices, curated from content on ministrywatch.com. These are adapted from discussions on Christian ministries, churches, and Christian educational institutions.
Clarifying Mission and Faith-Based Requirements
- Clearly define and document the organization’s religious mission to guide all hiring decisions, ensuring that faith alignment is central.
- Assess personnel needs based on what is required to fulfill the mission, recognizing that requirements may vary by role (e.g., teachers in a Christian school might need to model faith in curriculum delivery).
- Develop detailed job descriptions that explicitly link positions to the mission, including necessary faith commitments, conduct standards, and how they connect to the religious identity.
- Require candidates to affirm a statement of faith (e.g., a restatement of the Apostles’ Creed) to ensure they share the organization’s beliefs, as this is protected under federal laws like Title VII for religious nonprofits.
- Implement policies where employees assent to the mission, receive training on their role in it, are held accountable, and are treated consistently in evaluations or issues.
Avoiding Nepotism and Conflicts of Interest
- Create written anti-nepotism policies prohibiting direct reporting relationships between relatives (e.g., spouses or siblings) and limiting family members’ involvement in hiring, firing, or reviews.
- Establish boundaries to prevent conflicts, such as excluding relatives from decision-making roles in personnel matters.
- Promote transparency and open communication with staff and stakeholders about family hires to build trust and address potential issues.
- Adhere to any denominational guidelines, such as restrictions on family members serving on oversight boards or committees.
- Use resources like sample policies from the Evangelical Council for Financial Accountability (ECFA) and seek professional advice to tailor policies.
Thorough Vetting and Background Checks
- Conduct comprehensive investigations into candidates’ past, especially regarding allegations of misconduct like abuse, using independent firms if needed for objectivity.
- Create confidential channels for reporting concerns or additional information during the hiring process.
- Make relevant assessment findings public (while protecting sensitive details) to demonstrate integrity.
- Include spousal interviews or family vetting to assess overall fit with organizational values, though this should be handled carefully to avoid legal risks.
Legal Compliance and Conduct Expectations
- Hire based on shared faith and mission alignment, as federal law (e.g., Title VII) allows Christian organizations to prioritize believers without discrimination claims.
- Enforce a code of conduct aligned with “Judeo-Christian” values (e.g., prohibiting gossip or certain personal behaviors), but ensure it complies with anti-discrimination laws and does not overreach into protected areas like pregnancy or religion.
- Train new hires on core values, such as working “as unto the Lord,” to integrate them into the ministry culture.
- Be aware of limits: Secular aspects of the organization cannot mandate specific religious practices, and at-will employment allows flexibility but must avoid violations of federal protections.
These practices emphasize stewardship, accountability, and protection against legal challenges, such as those from employment laws or state requirements.