Armed Forces (Flexible Working) Bill [Lords]

Debate between Gerald Jones and Carol Monaghan

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.

Armed Forces (Flexible Working) Bill [ Lords ] (First sitting)

Debate between Gerald Jones and Carol Monaghan

Committee Debate: 1st sitting: House of Commons
Tuesday 14th November 2017 Public Bill Committees

[Gerald Jones]

I concur with the Minister about the unity across the House in wanting the best for our armed forces. As I said at the start, this is a probing amendment to seek further clarification. My hon. Friend the Member for North Durham has indicated what clarification is required on how the proposal will work across the ranks and on the appeals mechanism.

Although I accept what the Minister said about the services having flexibility, there needs to be some idea of what the limit will be in the future. Hopefully the Minister will consider that. For the arrangement to work effectively, there needs to be further clarity. I ask the Minister to look at that again, but I do beg to ask leave to withdraw the amendment.

Amendment, by leave, withdrawn.

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

I beg to move amendment 5, in clause 1, page 1, line 18, at end insert—

“(3AA) The Secretary of State must prepare and publish an annual report on any use of the power to vary, suspend or terminate set out in subsection (3A) and must lay a copy of the Report before Parliament.”

An amendment to require the Secretary of State to report annually to Parliament on instances where the right to work part-time or in a geographically restricted area has been varied, suspended or terminated.

I rise to speak to amendments 4 and 5—

--- Later in debate ---

[Gerald Jones]

I thank the Minister for the clarification and reassurance he has provided, and for recognising that there is still significant concern. My hon. Friend the Member for North Durham highlighted the concerns and practical issues facing families. The Minister commented on the future accommodation model, understanding that it stands alone as a significant piece of work. He said it is “coming round the corner” soon. Given that we were told that we would have the detail in 2017 and there are only six weeks left in 2017, and while I appreciate that he might not be able to give the fullest detail, I would have hoped for an indication of when that detail will be forthcoming. I am sure the Government recognise that this is a significant issue and that there are huge concerns around it. That said, I do not wish to push the amendment to a vote. I beg to ask leave to withdraw the amendment.

Amendment, by leave, withdrawn.

[Carol Monaghan]

I beg to move amendment 6, in clause 3, page 2, line 21, at end insert—

“(3A) Within one calendar year of making any regulations under subsection (3), the Secretary of State shall commission an independent evaluation into the impact of part-time and geographically restricted working on welfare of Armed Forces personnel.”

An amendment to require the Secretary of State to consider the welfare implications of part-time and geographically restricted working on Armed Forces personnel.

I will explain a little about the amendment. Ultimately, the Bill is to improve the welfare, satisfaction and work-life balance of those who are serving. Of course we want to modernise the services, consider working practices and, as a result, improve the recruitment and retention of personnel. The amendment would ensure that there was an evaluation of the process. Unless we evaluate the scheme, it will be impossible to know its efficacy and impact. The continuous attitude survey is already carried out, and we know that, at the moment, 35% of serving personnel report dissatisfaction with service life. It would be straightforward to widen the continuous attitude survey to include a section on flexible or part-time working, and have a specific evaluation for those who have undertaken that work.

Any new scheme needs evaluation. I am sure the Government have plans to monitor the success of the scheme, so I am not trying to be difficult, but it would be useful to know the details of the monitoring that will take place. Without evaluation, we cannot know the impact of what I believe to be a positive step for those now serving in the armed forces. I would welcome comments from the Minister on that point.