Fort Worth Pastor Arrested for Sexual Assault

Diego Fuller is the founding pastor of Journey Church in Fort Worth.

A pastor from Fort Worth, Texas, who was arrested two weeks ago on a sexual assault charge, publicly addressed his arrest from the pulpit of his church on Sept. 8.

Alonzo Diego Fuller, the founding pastor of Journey Fort Worth Church, was arrested by Fort Worth Police in connection to an alleged sexual assault that occurred on June 15.

Diego and his wife, Asia, planted Journey Fort Worth Church in July 2022.

Fuller and Journey Fort Worth Church released a statement on Facebook on Sept. 3 addressing the pastor’s arrest. The statement reads in part: “Journey Fort Worth Church has recently become aware of serious allegations made against our pulpit minister, Pastor Diego Fuller, by a former parishioner. Pastor Diego categorically denies these accusations of sexual assault and maintains they are entirely without merit.”

“Due to the ongoing nature of the investigation, Pastor Diego will not be able to comment further or answer any questions publicly until the legal matter has been fully resolved,” the statement continued.

Fuller addressed his arrest from the pulpit of the church the Sunday following the church’s statement. According to WFAA, the pastor spoke about the accusations against him with a picture of his mugshot on the sanctuary projection screens. “That’s me. I still look good,” he stated.

The church’s initial statement on September 3 said that Fuller would continue to lead the church and preach on Sundays. On Sept. 8, in front of the church congregation, Fuller stated that he would not play as prominent of a role in the church. “There would be some times where you hear from me, and there’ll be weeks when I kinda step back until all this just pass over,” Fuller stated.

“I wanna be transparent and I wanna start off by saying that the allegations that was made towards me are absolutely false,” Fuller said. “I want you to know that. They’re absolutely false.”

Investigators stated they were unable to release any further details because of the sensitive nature of the case when the Fort Worth Star-Telegram reached out to Fort Worth Police for more details about the allegations.

“We look forward to the opportunity for our side of the story to be presented to the public,” said defense attorney Bret Martin, who is representing Fuller.

“All the (community) support has been very positive,” Martin said. “Everyone has 100% confidence in Pastor Fuller and responses have been overwhelmingly positive.”

Fuller was released from Tarrant County Jail on Sept. 1 after posting a $40,000 bond. He will appear in court again on Sept. 23.

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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.

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