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The Minister for Defence People and Veterans (Leo Docherty)
I am pleased to respond to this debate and acknowledge the huge importance of the work carried out by my hon. Friend the Member for Wrexham (Sarah Atherton). It was good to hear her speak in the main Chamber earlier.
We institutionally acknowledge that this is a groundbreaking piece of work, and we will use it as a positive lever, as I have said, to accelerate the necessary institutional change in support of all women serving in the armed forces. I note that the scale of the involvement of former and currently serving female service personnel was significant. The historical arc that their service represented, reaching back to Aden and going through to the 1990s and very recent years, was extremely useful. I hope that the report pointed out some positive improvements, but of course it also illustrated very clearly the huge amount of work that needs to be done. I reiterate that we see this as a very positive opportunity to drive change. That was why the Defence Secretary, when he was approached by my hon. Friend the Member for Wrexham, was very keen that serving female personnel be allowed to give their testimony. He thought that that was a necessary factor in improving the utility and currency of the report, and we are very pleased to see the outcome.
I am grateful for the several contributions in the debate. As well as the speech from my hon. Friend, I was very pleased to hear from the hon. Member for South Shields (Mrs Lewell-Buck), my right hon. Friend the Member for Bournemouth East (Mr Ellwood) and the hon. Members for Glasgow North West (Carol Monaghan) and for Barnsley East (Stephanie Peacock). I will quickly address some of the questions before making some broader remarks.
I will address the issue of concurrent jurisdiction straight up. It was a common theme of today’s debate and was, of course, before the House on Monday night. Regarding some of the statistical analysis that has been done this afternoon, I think it will be useful if I point out that according to MOD figures, from June to November this year, there was a 50% conviction rate within the service justice system for rape offences. Over the past six months, of the 13 individuals tried at court martial for rape, six were found guilty and seven were found not guilty. That is why we have confidence in our conviction rate, but of course, we entirely acknowledge that it is too low, and that we must have a wholehearted institutional drive for better outcomes.
In the broader context, though, we regard it as important that we maintain concurrency as part of the service justice system capability. We are cautious, lest salami-slicing capabilities from the service justice system undermines the viability of the whole organisation. That is particularly the case because, as defence, we are expeditionary by design—designed to travel the world and war fight on behalf of the state—and we need an expeditionary justice system to travel with us. Of course, the numbers are very small and the scenarios often unique, but given that we are expeditionary by design and are sometimes required to operate in ungoverned spaces where there is no legal framework, we regard the ability to have an expeditionary service justice system as an important component, which we do not want to undermine by removing concurrency.
Mr Ellwood
The Minister is aware of the yellow card procedures and what happens in an operational environment, and he is absolutely right that conduct in those environments needs to be dealt with from a different perspective. The issue that we are trying to shed light on is what happens here in the UK. It is not salami-slicing. As we have said, it is clear that there is expertise in the civilian courts, so let us shift those cases across to the civilian courts, which have the experience that military courts do not. Justice Ministers have called for this in the past, and we are doing so here today.
Leo Docherty
I thank my right hon. and gallant Friend for that intervention. Of course, the jurisdiction is concurrent, so the choice of where these cases are best heard remains with the civilian prosecutor. I am not saying that we should have an absolute approach to this: my point is that we need to retain concurrency because of the essential expeditionary nature of our work. However, in simple terms, the civilian prosecutor will always have the final say, and it is quite right that that is the case.
Mrs Lewell-Buck
It might be because I am no legal expert, or because it is the end of the week and we are all a bit tired, but I am still not really clear. For my benefit and the benefit of those listening, will the Minister explain whether he believes that by not removing rape from military courts, victims will have more or less access to justice, and could he explain how?
Leo Docherty
I thank the hon. Member for her intervention. It is conceivable that a case being tried in the courts martial may actually be a better outcome for the welfare needs of a victim, due to the constraints around career sustainability or location. Clearly, I am not saying that that is a given; I am saying that the civilian prosecutor should have the final say, but it is entirely conceivable that not having a case taken out of courts martial and into the civilian system may be a better outcome for the welfare interests of the victim.
Stephanie Peacock
It is conceivable, but it is not very likely. I am sure the Minister is aware of Salute Her, the charity, which I spoke to yesterday and which was very involved in the report. We spoke about the fact that it has helped 600 victims of sexual assault and not one of them said they wanted their case heard in court martial. What does the Minister say to that charity on that point?
Leo Docherty
I would remind the charity that that is why we have concurrent jurisdiction and why it is entirely plausible. If cases would be better heard in the civilian context, they will be. That is a decision for the civilian prosecutor.
Mrs Lewell-Buck
The Minister can correct me if I am wrong, but I believe he said that, ultimately, it can still be decided in civilian court, if that happens. Why are we keeping the courts martial if a case can ultimately be decided in a civilian court? Why do we have a two-tier system?
Leo Docherty
As I mentioned, and I think the hon. Member for Barnsley East agrees, it might conceivably be advantageous to the victim for a case to be heard in the courts martial, due to career considerations, geography or constraints about their career progression. It is conceivable that it might be better for their welfare. It is good to have that flexibility in case that scenario occurs. However, the bottom line is that the civilian prosecutor will always have the final say.
Carol Monaghan
The Minister has spoken about the civilian courts and the increased number of convictions, which I think we all welcome. However, in her opening remarks, the hon. Member for South Shields (Mrs Lewell-Buck) talked about victims’ reluctance to come forward because of how they would be treated. How does he propose to deal with that?
Leo Docherty
That is a very good question. We need to be much more public about the outcomes of cases of this nature in order to give serving women confidence. The Secretary of State is very clear about increasing the number of women on courts martial. It is about the whole package that will give women confidence that their complaints will be heard independently and credibly.
My hon. Friend the Member for Wrexham asked about the independence of complaints of a sexual nature, and I can 100% confirm that that provision is now in place. If a serviceperson makes a complaint of a sexual nature, it will be handled entirely independently of the chain of command by the single service secretariat. My hon. Friend asked how we would measure outcomes. We will do that by being very public about our statistical performance and our outcomes. I also welcome the fact that our progress will be entirely accountable to Parliament. I look forward to her scrutiny throughout the delivery phase of all this work.
Sarah Atherton
You have not mentioned cases of harassment, bullying and discrimination. Are they going to be dealt with within the same process as you just outlined now? Going back to the further point about welfare, am I right in thinking that what you said is that rape cases should primarily be heard within the military jurisdiction because of welfare reasons? We know from our evidence and from visits to Salute Her that women are retraumatised during that process, and that actually only 16% of investigations regarding women who make an accusation of sexual abuse have any forensic evidence. How are you promoting and encouraging welfare by keeping it in that current system?
Dr Rupa Huq (in the Chair)
Order. May I just say that the Chairman of Ways and Means, Dame Eleanor Laing, is very hot on people not saying “you”? I know that we are discussing a very sensitive subject. I think the point has been made. Let us all try and avoid the word you in this room.
Leo Docherty
Let me be very clear: I am not saying that these cases should be heard in the military system. I am saying that it is right that we have the flexibility of concurrent jurisdiction. I am saying it is conceivable that, for the benefit and the convenience, and therefore the welfare, of a hypothetical victim, hearing a case in the court martial might be appropriate. However, that is, of course, entirely a decision for the civilian prosecutor.
My hon. Friend asked me about bullying, harassment and discrimination. That has not been removed from the chain of command. We still believe this it is about institutionalising a robust response from the chain of command. The chain needs to be part of the solution, not the problem. That is why we keep complaints of bullying, harassment and discrimination within the chain of command system. That is right and proper, because a lot of this is solved by better leadership. It is not about entirely decanting these issues from sub-unit commanders; it is about ensuring that people step up and realise that it is a function of their own professionalism to be able to deal with these sorts of cases.
One way in which the Secretary of State has gone further than the Committee’s recommendations is by requiring career reporting in the formal reports on commanding officers to include their approach to these cases. If a commanding officer goes against or does not fulfil their duty, or receives a complaint from the Service Complaints Ombudsman about a grievance, that should be reflected in the career profile of a person in authority. That is important measure will ensure that, institutionally, everyone has bought into this and is part of the solution, not just the problem.
The hon. Member for South Shields also mentioned service complaints. I was pleased with her reference to Salute Her. I have visited Salute Her, and I acknowledge the important work that it does. The Office for Veterans’ Affairs will be commissioning important research into the experience of women veterans. We look forward to that being announced next week when we formally launch the veterans strategy. I know it will be of particular interest to Salute Her.
My right hon. Friend the Member for Bournemouth East mentioned the importance of recruitment and flexible working. I remember when he was Minister on the Public Bill Committee scrutinising the Armed Forces (Flexible Working) Act 2018. I will write to him with some figures. I do not have figures today, but I do have very positive anecdotal experience of talking to serving females about the benefits of flexible working. He should be very proud of the Bill he took through. Allowing people to drop the kids at school and then do a day’s work in a more flexible way, when operational requirements allow, is of significant personal benefit.
The hon. Member for Glasgow North West mentioned diversity having value, rather than just being a box-ticking exercise. I commend that. As our new Chief of the Defence Staff referred to, this is not about wokefulness. It is about ensuring that we are a highly capable war-fighting machine that can deploy around the world to defeat the nation’s enemies. Diversity is a necessary precondition of that. We cannot afford not to be diverse, because diversity makes us more robust and, in this context, much more lethal.
That plays into the question the hon. Lady asked about how we achieve this cultural shift. It is all about leadership, ultimately. It is about a huge range of technical provisions, some of which I will mention in a minute, but the bottom line is that it has got to be backed up by leadership. Leaders need to be instilling this vision in their people. That plays into some of the questions from the hon. Member for Barnsley East. We are going to deliver this through good military leadership. I should mention that we have accepted 33 and partially accepted four of the Committee’s recommendations, and noted 13 points that are conclusions rather than recommendations.
Let me canter through some of the departmental and institutional improvements that we are getting after. The service chiefs have commissioned a policy review to strengthen the available levers for dismissing or discharging those who are found to have committed sexual offences or unacceptable sexual behaviour. We are developing a new sexual exploitation and abuse policy, which will look at the use of transactional sex workers, for example. We take extremely seriously the overseas context, which has been mentioned, so we are looking at what kinds of policy provision we can put in place for it.
We aim to build trust in the service complaints system and the service justice system through a revised approach to publication of successful service justice sexual offending prosecutions, alongside anonymised service complaint cases, so that women who are serving can see that those issues are taken seriously and that justice is delivered. As I have said, those cases will be taken outside the chain of command, and—this was mentioned in passing —we are very pleased to be delivering the defence serious crimes unit as a mainstay of the Armed Forces Bill.
As I have already mentioned, the Secretary of State is determined that there should be more female representation on courts martial boards. Broader than that, moving from the technical, legalistic provision, it is about ensuring that the broader cultural environment for women serving is satisfactory. We are doing a six-month review to accelerate existing work to deliver a range of new women’s health policies in the workplace, in response to feedback from serving women. The chiefs of staff are leading an urgent six-month review accelerating existing work to address uniform and equipment improvements, which was mentioned by a number of hon. Members. I am pleased to basically, body armour—will be issued by summer next year. So we are cracking on and buying the right equipment for serving women as well as men who happen to be smaller than average. That is good news on body armour.
It is also important to note that we are putting broader lifestyle support measures in place. Flexible service was mentioned. Importantly, with regard to supporting family life, wraparound childcare is now being piloted, and the recent feedback that I have had from members of the Royal Air Force serving in High Wycombe is that it is an absolute game changer in allowing a spouse to work and dramatically improving family cohesion. We look forward to that being rolled out in due course. That is one of the important components of the family strategy that will be formally launched next week. All hon. Members will get a copy of it with a “Dear colleague” letter explaining some of the excellent details. Basically, it puts the service family at the heart of defence and delivers choice and flexibility.
I should say a word about trying to see the positives and reinforcing the fact that service life should be seen as a positive opportunity for women. It is not just about mitigating bad behaviour but about celebrating and reinforcing good behaviour and the amazing array of positive opportunities that come through service. That is all about leadership. As I said, an important component of leadership is how those in authority and leadership positions deal with complaints as well as ensure a work-life balance and inclusive leadership—in other words, acknowledging the needs of the family when possible—at sub-unit level. We seek to empower leaders to help us drive this institutional change. Of course we are trying to regulate bad behaviour, but it is also about inspiring leaders to be part of the delivery mechanism for positive institutional change.
We have an ambition of 30% female inflow, but the bottom line is that we will achieve that only if we have really positive female role models who attract female recruits. Recently, I was pleased to visit the King’s Troop Royal Horse Artillery. I spoke to a range of brilliant service personnel, some of whom had served for 18 years and others for three or four years, and they were unanimous in the message that they love service life. Of course some had critical feedback, and I was pleased to take note of that. They are the sort of individuals who will inspire more females to join and acknowledge that it is an excellent career.
I mentioned the veterans’ charity Salute Her. When we launch the veterans’ strategy next week, we will commit to better understanding the needs of female veterans. That will be extremely important, and we will track that.
I will conclude with role models. As a Department, institutionally we are there to ensure there is a robust and independent service justice system that gives women confidence that they can serve with dignity and thrive in every role—since 2018, every role in the armed forces is open to women. The bottom line is that this kind of institutional change can be brought about only by servicewomen themselves. The best accelerant of the change will be to have brilliant women at the very top of the military, driving forward institutional change and inspiring more women to join and serve. That is why our target is 30%.
I would like to mention three women in particular. The first is Major General Sharon Nesmith of the army recruiting and initial training team; it is people like her who will effect this change. It is also people like Air Vice-Marshal Maria Byford, who is chief of staff personnel and air secretary, and the soon-to-be Rear Admiral Jude Terry, who will be promoted to that rank in August next year. They are role models who will drive positive change. Their own careers show young women who are considering a career in the armed forces that women can serve and thrive in the Army, that they should join, and that they will have a great career and will flourish in the armed forces.
Dr Rupa Huq (in the Chair)
The final words of wind-up will come from a fourth role model, Sarah Atherton.