Armed Forces (Flexible Working) Bill [Lords]

Carol Monaghan Excerpts

3rd reading: House of Commons & Report stage: House of Commons
Monday 29th January 2018 Commons Chamber

[Gerald Jones]

My hon. Friend highlights my point that we do need absolute clarity and transparency in the figures, not only on diversity, but across the board.

As I have said, diversity is a strength; it minimises the risk of groupthink. As operations take place in varying locations, a diverse force offers different ways to connect with local populations. If the purpose of the Bill is, in part, to increase the number of female personnel in particular, including through greater retention, why do the Government not see the logic in including information about part-time working in the statistics to show how progress is being made in the numbers of female personnel?

I simply cannot see a good reason for the Government not to adopt new clause 1. The Under-Secretary of State for Defence, the right hon. Member for Bournemouth East (Mr Ellwood), told us in Committee:

“The number of applications…is likely to be low in the early stages, so collating and reporting information on a monthly or biannual basis on the number of regular personnel undertaking new forms of flexible working would not provide significant or beneficial data.”––[Official Report, Armed Forces (Flexible Working) Public Bill Committee, 14 November 2017; c. 27.]

How long does that remain the case? Is there a plan for the Government to bring in reporting when the number of personnel reaches a certain percentage of all personnel? If so, what would that figure be?

Moreover, even if the number of applications is low initially, if there is a data from the initial implementation of the scheme then we could look at trends over time. Of course, the monthly personnel statistics are now quarterly and the diversity statistics are published only once every six months. It does not seem too difficult an ask to include within these statistics the number of those who are serving under the flexible working scheme. Indeed, the Minister told us in Committee how important monitoring would be, saying that

“it will be crucial to ensure that all cases of flexible working are properly recorded and monitored to provide personnel and commanding officers with a record of all the discussions and agreements, so that they can understand the impact and success of the entire process.”––[Official Report, Armed Forces (Flexible Working) Public Bill Committee, 14 November 2017; c. 27.]

If there will be a clear record from the outset, why will this not be added to the statistics? It seems that there will be no undue work or additional cost placed on the Department as a result of the new clause. If the Government are confident that this will see a reduction in outflow and even a boost to recruitment, what good reason is there to not include this information?

I hope the Government will see that this new clause is about ensuring transparency and allowing scrutiny and will accept it into the Bill.

[Carol Monaghan (Glasgow North West) (SNP)]

The Scottish National party welcomes the measures in the Bill that aim to address some of the issues around recruitment and retention of personnel. However, we are concerned that they do not go far enough to tackle the crisis. Unless some evaluation of these measures is carried out, we run the risk of this simply becoming a paper exercise.

The most recent figures show that there was a net outflow of 2,740 personnel from the UK regular forces in the 12 months to the end of September 2017. The MOD said that this difference has increased compared with the 12 months to the end of September 2016, when there was a net outflow of 1,930. According to the 2017 armed forces continuous attitude survey, 35% are dissatisfied with service life in general, and the impact of service on family and personal life remains the top reason for leaving.

There are a number of operational pinch points, which are areas of expertise

“where the shortfall in trained strength…is such that it has a measurable, detrimental impact on current, planned or contingent operations”.

Data on operational pinch points are published in the MOD’s annual report and accounts. The latest report shows that the total number of pinch points, as at April 2017, is 30. Broken down by service, there are four pinch points in the Army, relating to logistical roles; 15 pinch points in the Navy, in engineering and specialist warfare; and 11 pinch points in the RAF, in engineering and intelligence roles, with emerging shortfalls in aircrew.

New clause 2, which is in my name, would ensure that a review is carried out allowing Parliament to monitor and evaluate whether the provisions in the Bill are having a positive impact on recruitment and retention. It would allow Parliament to hold the Government to account, and to monitor whether the measures are addressing the underlying crisis in recruitment and retention.

According to the explanatory notes to the Bill, clause 1(4) will give a commanding officer

“the ability…to vary, suspend or terminate the arrangement in prescribed circumstances, for example: national emergency or some form of manning crisis”.

I do not believe that anyone has a problem with the suspension of the agreement during times of national emergency—we discussed this point on Second Reading and in Committee—but we know that there are long-standing shortages in key areas and that the operational pinch points are increasing. We are concerned that a large number of service personnel will not benefit from the provisions in the Bill. The SNP amendment would allow Parliament to keep a close eye on the uptake of flexible working in the armed forces.

We welcome measures that could have a positive impact on recruitment of women, but it is clear that the Government need to do more to meet their 2020 target. The 2015 strategic defence and security review stated that by 2020 at least 15% of the intake into the UK regular forces would be female. In the 12 months to 31 March 2017, only 9.4% of the total intake was female. With women making up just 10.2% of the armed forces, more effort needs to be put into attracting female applicants. What impact does the Minister think the measures in the Bill will have on recruitment of women to the armed forces? What more do the Government intend to do to meet their target for 2020, because on current statistics we are a long way off?

As I said, the SNP welcomes the measures in this Bill, but we believe that this was the opportunity to do far more for service personnel and their families. Although the Bill aims to tackle some of the issues around dissatisfaction, unless personnel are properly represented among defence policy decision makers, it runs the risk of being a paper exercise. I do not think that any of us in this place want that to be the outcome. Having an armed forces representative body on a statutory footing is the norm in many countries. Recognised representation is a key way that the UK Government could better understand the needs and requirements of our armed forces and their families. If the UK Government are serious about improving the lives of our armed forces, they should look at putting an armed forces representative body on a statutory footing.

[Ruth Smeeth (Stoke-on-Trent North) (Lab)]

May I say how wonderful it is to see you back in your place, Mr Deputy Speaker?

I speak in support of the new clause and the wider provisions in the Bill. We have spoken before in this House about the challenges that we as a country face, and how vital it is that our armed forces have the capabilities that they need to tackle the threats that we are confronted with. Much of that discussion has understandably centred on funding, equipment, and having the right number of platforms. However, it really does not matter how many platforms we have and what their capabilities are if we do not have the skilled service personnel trained and retained in enough numbers to staff them.

We currently face a personnel deficit of 5%, with no fewer than 38 operational pinch points across the three services. Clearly, therefore, recruitment and retention is a real problem, and it is beginning to undermine our ability to deploy. While there are multiple issues that we need to address in this area, we know that flexible working offers the chance to begin to rectify the problem. As I have mentioned previously in this House, 46% of service personnel within the Royal Navy cite the lack of flexible working as a reason why they would consider leaving the military. Conversely, a third of all our armed forces cite flexible working as a reason why they would stay. So there is a very real and genuine demand in our military for provisions of the sort that this Bill brings forward.

However, for flexible working to succeed, it is vital that recruitment numbers increase, so that flexible working is a real option afforded to all service personnel. After all, introducing more flexible working at a time of static recruitment would risk exacerbating the problems we face, as we lack the numbers to fill the gaps, and people will not be able to take the options available. It will be important to monitor how many service personnel are working part-time, to identify and fill potential gaps in capacity, and to assess the effectiveness of this Bill’s aims. That is why I welcome my Front Benchers’ new clause requiring this information to be included in the armed forces biannual diversity statistics.

While a lack of flexible working is often cited as an obstacle to recruitment and retention, it is by no means the only one. There are challenges to be addressed in all four areas being looked at in the new employment model—pay and allowances, accommodation, terms of service, and training and education. In the case of accommodation, the recent collapse of Carillion—as everyone in this House knows, a major partner in the delivery of appalling service accommodation—means that these conversations are now even more urgent, and reassurance is a necessity.

On the matter of pay and conditions, little will change until we know what the pay review body is going to recommend this year to move us away from the appalling 1% pay cap. We also need certainty about the other terms and conditions offered to our personnel. Future pay rises cannot be funded by cutting tour bonuses or other allowances.

As chair of the all-party parliamentary group on the armed forces covenant, I am profoundly aware of the debt we owe to the men and women of our armed forces. Their commitment to our country is unwavering every day. Our commitment to them, to their families and to their welfare should be unwavering, too. I fear that the message the Government are sending on this front remains mixed. Nevertheless, I welcome the Bill as an attempt to tackle some of the problems we face and a good start on the work of improving recruitment and retention in our armed forces.

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[Carol Monaghan]

I thank the Minister for his work on the Bill around which there has been much consensus across the House, and I pay tribute to those involved in drawing it up.

I am disappointed that the Minister has not committed to publishing the statistics called for in the amendment and new clauses tabled by the Opposition and the SNP. No doubt, however, we will return to this issue, through parliamentary questions, freedom of information requests and so on, to ensure we are properly capturing the picture. I understand what he says about the small uptake initially, but we need to know that there is a small uptake initially and that it is increasing, and without the statistics, that is not possible.

The SNP has some concerns about the housing that armed forces personnel and their families are expected to live in. I repeat some of the comments about pay. It is imperative that we get the pay correct for members of the armed forces if we are to recruit and retain the best. I have raised leave entitlement several times. It is not enough that it can be carried forward and carried forward; safeguards must be in place to make sure that people can take their leave when they need to. There must also be safeguards in place for families to make sure they are supported when spouses are deployed and when they are on base and that the education of their children is considered when they join up.

The SNP will continue to call on the Government to set up an armed forces representative body. It was in our manifesto, and we will continue to raise this issue. The Police Federation is able to liaise with the Government. The armed forces and armed forces personnel do not have similar abilities. It would give a voice to those affected by the issues raised today—issues that affect retention and recruitment, not simply flexible working. I call on the Minister to look seriously at the issue of a representative body, but I thank him once again for his work on the Bill.

[Madam Deputy Speaker (Mrs Eleanor Laing)]

I call Kirstene Hair.

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[Carol Monaghan]

Some countries make far better use of reservists for that same reason. They bring their armed forces skills into civilian life and vice versa. Some countries’ armed forces have huge numbers of reservists making up their ranks, as opposed to UK armed forces which have only a very small number.

[Mr Jones]

The hon. Lady makes a good point; reservists do add something, but I am talking about regular members of the armed forces being able to leave for a certain period of time on the understanding that they will come back. In the United States, many on senior military courses leave to do doctorates or work in business and do other things and then come back into the armed forces, and doing that is not seen as a black mark against their career; on the contrary, it is seen as enhancing both the armed forces and those individuals’ careers.

This Bill is a start, therefore, and I assure the Minister I will be scrutinising how it works in practice and the uptake of its provisions. I also join him in thanking the Clerks and everyone involved in the Bill on making sure it has gone through both Houses with a degree of consensus from all sides and with additions to the offer that we can now give to people who want to join our armed forces.