Asked by: Lord Ouseley (Crossbench - Life peer)
Question to the Ministry of Defence:
To ask Her Majesty’s Government what action they are taking to deal with reported discrimination in the job market experienced by black and minority ethnic personnel leaving the Armed Forces.
Answered by Earl Howe - Shadow Deputy Leader of the House of Lords
The latest Department for Work and Pensions 'Labour market status by ethnic group' report, based on annual data to 2015, shows that the ethnic minority employment rate in 2015 was 62.8 per cent. The Black, Asian and Minority Ethnic (BAME) employment rates of Service leavers who have used the Career Transition Partnership (CTP) is 68 per cent, 5.2 percentage points higher than the general UK BAME population. This demonstrates that serving in the Armed Forces enhances the employment prospects of BAME Service leavers when they choose to enter the employment market at the end of their military career.
The CTP is the official Ministry of Defence (MOD) provider of resettlement services to members of the Armed Forces. The latest CTP Annual Statistics for Financial Year 2014-15 show that six months after leaving the Armed Forces BAME Service leavers who used CTP services had a lower estimated employment rate than white Service leavers (87 per cent). They also had a higher estimated unemployment rate and economically inactive rate. These differences were statistically significant and replicated differences seen in the general UK population. 89 per cent of CTP users were white, which was comparable to the UK population, where 86 per cent of the population was white.
All Service leavers bring significant transferable skills to the job market along with a proven ability to learn new skills and concepts quickly.
The CTP contract provides employers with unique access to the Service leaver talent pool. Employers can upload job opportunities to RightJob via the CTP website, which receives over 50,000 unique hits per month, and promotes employment opportunities through regular e-bulletins sent to over 20,000 active clients. Through the resettlement contract, the CTP can link employers with the best Service leaver candidates for their vacancies. The CTP offers a high quality, no-cost recruitment service for organisations looking to recruit highly motivated, skilled and experienced Service leavers.
The MOD and the CTP strive to further improve the employment prospects of BAME Service leavers and to work with other Government Departments to help overcome potential societal barriers which may be experienced by some. The MOD is not aware of any specific civilian employment discrimination related to the military service of BAME Service leavers.
Asked by: Lord Ouseley (Crossbench - Life peer)
Question to the Ministry of Defence:
To ask Her Majesty’s Government what assessment they have made regarding the employment prospects of black and minority ethnic personnel leaving the Armed Forces and entering the job market.
Answered by Earl Howe - Shadow Deputy Leader of the House of Lords
The latest Department for Work and Pensions 'Labour market status by ethnic group' report, based on annual data to 2015, shows that the ethnic minority employment rate in 2015 was 62.8 per cent. The Black, Asian and Minority Ethnic (BAME) employment rates of Service leavers who have used the Career Transition Partnership (CTP) is 68 per cent, 5.2 percentage points higher than the general UK BAME population. This demonstrates that serving in the Armed Forces enhances the employment prospects of BAME Service leavers when they choose to enter the employment market at the end of their military career.
The CTP is the official Ministry of Defence (MOD) provider of resettlement services to members of the Armed Forces. The latest CTP Annual Statistics for Financial Year 2014-15 show that six months after leaving the Armed Forces BAME Service leavers who used CTP services had a lower estimated employment rate than white Service leavers (87 per cent). They also had a higher estimated unemployment rate and economically inactive rate. These differences were statistically significant and replicated differences seen in the general UK population. 89 per cent of CTP users were white, which was comparable to the UK population, where 86 per cent of the population was white.
All Service leavers bring significant transferable skills to the job market along with a proven ability to learn new skills and concepts quickly.
The CTP contract provides employers with unique access to the Service leaver talent pool. Employers can upload job opportunities to RightJob via the CTP website, which receives over 50,000 unique hits per month, and promotes employment opportunities through regular e-bulletins sent to over 20,000 active clients. Through the resettlement contract, the CTP can link employers with the best Service leaver candidates for their vacancies. The CTP offers a high quality, no-cost recruitment service for organisations looking to recruit highly motivated, skilled and experienced Service leavers.
The MOD and the CTP strive to further improve the employment prospects of BAME Service leavers and to work with other Government Departments to help overcome potential societal barriers which may be experienced by some. The MOD is not aware of any specific civilian employment discrimination related to the military service of BAME Service leavers.
Asked by: Lord Ouseley (Crossbench - Life peer)
Question to the Ministry of Defence:
To ask Her Majesty’s Government what progress they have made in recruiting black and ethnic minority personnel to the armed services in each year from 2010 to 2015, excluding those from the Commonwealth.
Answered by Earl Howe - Shadow Deputy Leader of the House of Lords
The Defence workforce is not representative of the demographic within society. In order to address this the Defence Diversity and Inclusion Programme was established to increase the diversity of the civilian and military workforce, and to create a more inclusive working environment in which people are able to reach their full potential.
The Armed Forces are working towards a target of 10 per cent of recruits to come from Black, Asian or Minority Ethnic backgrounds by 2020, as announced by the Prime Minister prior to the 2015 election. Additionally, the Minister for the Armed Forces agreed a 15 per cent female recruitment target by 2020.
Information on recruitment of black and ethnic minority people to the UK Armed Forces from 2010 to 2015, excluding those from the Commonwealth, is shown below.
Table 1:
Black, Asian and Minority Ethnic (BAME) intake6,7 to UK Regular Forces1 and Future Reserves 20202 (FR20) excluding personnel from the Commonwealth by calendar year
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Rounding: Numbers are rounded to the nearest 10. Numbers ending in 5 are rounded to the nearest 20 to avoid systematic bias. Totals and sub-totals have been rounded separately and so may not equal the sums of their rounded parts. |
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1. UK Regular Forces comprise full-time personnel but does not include Gurkhas, Full-Time Reserve Service (FTRS) personnel and Reservists. |
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2. Future Reserves 2020 includes volunteer reserves who are mobilised, High Readiness Reserves (HRR) and volunteer reserve personnel serving on Additional Duties Commitment (ADC) or FTRS contracts. Sponsored Reserves who provide a more cost effective solution than volunteer reserves are also included in the Army Reserve FR20. Non Regular Permanent Staff (NRPS), Expeditionary Forces Institute (EFI) and University Officer Cadets and Regular Reservists are excluded. |
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3. Figures for FR20 Volunteer Reserves are only available from April 2012 onwards. |
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4. It is not mandatory for Service personnel to declare their ethnicity on the Joint Personnel Administrative (JPA) system. Figures reflect the number of personnel who declared themselves as BAME on JPA. |
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5. Figures are based on personnel with a known nationality as reported on JPA. |
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6. Intake to UK Regular Forces comprises new entrants, re-entrants, direct trained entrants (including professionally qualified officers), intake to the Army from the Gurkhas and intake from the Reserves. All movements within the Regular Forces, including flows from untrained to trained strength, transfers between Services and flows from rank to officer due to promotion are excluded. |
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7. Intake to FR20 comprises new entrants, Regular to Reserve transfers, Reserve re-joiners, and Reserve personnel joining from another part of the Reserves that are not included in the FR20 target population. Intake to UK Regular Forces comprises new entrants, re-entrants, direct trained entrants (including professionally qualified officers), intake to the Army from the Gurkhas and intake from the Reserves. It excludes all movements within the Regular Forces; including flows from untrained to trained strength, transfers between Services and flows from rank to officer due to promotion. |
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