Combat Air Strategy

Debate between Carol Monaghan and Baroness Anderson of Stoke-on-Trent

Thursday 27th June 2019 Westminster Hall

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

As ever, Mr Stringer, it is a pleasure to serve under your chairmanship. It is an honour to have worked with the hon. Member for Witney (Robert Courts) on this issue for what is now a significant period of time. As an Opposition Back Bencher, there are very few opportunities to make a real difference or change Government policy. One of my most confusing moments as a Member of Parliament was when the former Defence Secretary, the right hon. Member for South Staffordshire (Gavin Williamson), gave me credit for the change in policy—so I will now be taking credit for everything that everybody is doing on the issue.

I alert the House to my registered interests; I have the great honour to be the GMB lead in manufacturing. I must also apologise for the fact that, since business is quite interesting in this place at the moment, I have managed to get into the bizarre position of co-sponsoring debates in this Chamber and the main Chamber at exactly the same time. You have kindly given me permission, Mr Stringer, to go between the two debates as the afternoon progresses, so I will be going from combat air strategy to child food poverty in an easy step from one room to the next.

I welcome those who are watching from the Gallery—not least the Unite reps from Brough, who have travelled quite far to hear about the future of their sector, about what we care about and about what we are doing to fight for them. It is a great thing for us all to meet skilled men and women who deliver day in, day out, contributing in different ways to our national security—it is something I love to do. I have had the pleasure of visiting the team at Brough and other BAE sites to see how it works.

We asked for a defence aerospace industrial strategy at the beginning because it has several different components for Members from all parties, ranging from our national security to our sovereign skills and the wider defence family. We can forget that the reason for our sovereign skills capability in the sector is our own national security. It is about the men and women who come together at times of national crisis to develop the capabilities that our armed service personnel need to protect us. It is never, ever just about the platforms; it must always be about the people who design them, make them and use them to keep British citizens safe. We need to look at our defence industrial strategy in the round, so we should be talking about our defence family, not just our military family or the defence manufacturers.

What have we achieved so far? What have I achieved so far? Some 1,000 people are currently working on Tempest. We must not underestimate the fact that none of them was doing this two years ago. We came to this House and said that a new fast jet takes 30 years from conception to build. This Government did a wonderful thing in appreciating that as soon as we have commissioned and bought one platform, we need to consider the next.

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

I am loth to interrupt the hon. Lady when she is making such an eloquent speech, but the annunciator seems to think that she is somebody else—it may be confused by her being in two places at once. Perhaps whoever is operating it could amend that.

[Ruth Smeeth]

I am not sure that my hon. Friend the Member for Leeds West (Rachel Reeves) has ever spoken on defence industrial strategy—well, she has now—but it would be very helpful if I had a clone so that I could be in both Chambers at once today. I thank the hon. Member for Glasgow North West (Carol Monaghan) for highlighting that point.

Tempest has 1,000 people and £2 billion already invested and committed, both from the sector and from the Government. Moving forward, that will lead to potentially 22,000 jobs in the wider supply chain. When we talk about sovereign skills and investing in UK plc, that is exactly what we mean.

As the hon. Member for Witney highlighted, we asked for a strategy, not a platform. We asked how the Government would look at our combat air strategy in the round, and what the defence aerospace plan was for the next 30 years. I am delighted with what we have—but, as ever, Minister, it is not enough. We have seen recently how difficult it is to train new pilots and how long the waiting times are. In no small part, that is because of the delay in replacing the Hawk training platform.

The Hawk has done our country a huge service for many years and is still flown by the Red Arrows—although I think they could do with an upgrade, too. However, the Hawk is probably coming to the end of its natural life, and there are competitors that have positioned themselves, even to provide training for the F-35. We need to talk about what replacement aircraft we will need for the F-35 and what Tempest will finally look like. We need to talk about all this in the round, not just for a single platform.

The very talented men and women at Brough need some guarantees about their future. They need to know—as does the whole wider supply chain, not just BAE Systems—what we are talking about for the sector’s future, so I have specific questions for the Minister about plans for a training platform. What conversations is he having with the wider industry about what we will do to develop a new platform? If we are not going to do that, are we really talking about buying something off the shelf? That will be no good for sovereign skills as we seek to leave the European Union.

My other question to the Minister is about Brexit—sorry, I mean Tempest, although I have many questions about Brexit. There are currently four significant players involved in the design process. We have a huge opportunity with Tempest that we have not had before, because it is a blank piece of paper. Our weapons systems can be built into the platform, not added to it; the way the ejector seats operate can be included at the beginning, rather than the end; and the way we refuel can also be included at the development of the new platform. As we saw with the Rafale, not only does adding an in-air refuelling system make the product ugly, but—not that I am partisan—it adds challenges to stealth capability and the ability to be located on radar. We have an opportunity to do this all at the beginning, so we should be talking not just about the four companies, but about how we work with our small and medium-sized enterprises and the extraordinary companies driving change, and how they can access the programme with the four main partners.

With the Select Committee on Defence—our Chair, the right hon. Member for New Forest East (Dr Lewis) is in his place—I had the privilege of visiting the Paris air show last week, as did the Minister. We saw the opportunities available for UK plc, and we also saw where our international allies are looking to fill gaps in areas that we are not ready to participate in. Can the Minister share with us what conversations he is having with our international allies about working collaboratively?

We are leaving the European Union, I hope, at the end of the year, but that does not mean that we are leaving the continent of Europe. Continuing to work with our allies to develop a platform over which we can be in more control than we have been with the F-35 gives us the opportunity to build our security and financial relationships with allies by which we are currently challenged. Will the Minister inform us what we are doing?

It is a great thing to be able to talk about defence, work on a cross-party basis with so many colleagues, and continue to work with the hon. Member for Witney on the issue. We are grateful for what has happened so far—we just want more.

Armed Forces Day

Debate between Carol Monaghan and Baroness Anderson of Stoke-on-Trent

Wednesday 26th June 2019 Commons Chamber

[Carol Monaghan]

Of course, and people in many professions go back to their old schools and tell the students about their careers. We have seen the mess that has been made of recruitment—the amount of money that has been spent and the poor results—so maybe we should go back to using members of the armed forces as primary recruiters.

At all stages of the recruitment process, recruits should have confidence in its inclusivity of all identities of gender, sexual orientation, race and religion. When considering recruitment, it is important that we are also looking at the labour markets. Who are the military trying to recruit, where are their challenges, and who are they up against when trying to get the very best? If we need to consider the increased use of reservists to ensure that people have skills developed outside the military that can be used inside the military, then that should be done.

Armed forces pay scales reflect an outdated approach. Recruits will start with significantly lower salaries and more distorted pay scales than those in the police or fire services. In July 2018, the MOD announced that personnel will receive a 2% salary increase with an additional one-off payment of 0.9%. However, as the current inflation rate is about 2.2%, the armed forces’ annual rise of just 2% is still below that.

[Ruth Smeeth]

Does the hon. Lady agree that it is even worse for those in the Royal Fleet Auxiliary, who were not entitled to a pay rise at all, which is why they are currently consulting on an industrial dispute?

[Carol Monaghan]

It is incredible that we treat those personnel as separate when they are actually fundamental to the operations that we engage in.

Giving pay rises that are below the rate of inflation has a negative effect on the forces’ reputation as an employer that nurtures and respects its employees. The Scottish Government have taken a progressive approach towards public sector pay, delivering a guaranteed 3% increase to all those earning below £36,500. We believe that, as a minimum, a similar offer should be made to all armed forces personnel.

Much has been made of the tax bands in Scotland with regard to military personnel. Will the Minister say what are the plans for mitigation for personnel in England who are earning less than £33,000 and are currently being taxed at a higher rate than their counterparts in Scotland? My hon. Friend the Member for West Dunbartonshire (Martin Docherty-Hughes) mentioned an independent representative body similar to a trade union that would help to ensure that the interests of personnel were addressed properly. It would be able to negotiate on pay and conditions, and to look at other structural issues, but unlike normal trade unions it would have no right to organise a strike. Clearly that would undermine the integrity of our armed forces, and we could not allow that to happen. In many cases, a representative body works extremely well—for example, the Danish Reserve Forces Association, which describes itself as a negotiating organisation. It looks at contracts and pay but also provides legal assistance to personnel who need support in cases related to their service in the armed forces. This is something that we need to consider seriously.

Quality accommodation is fundamental to the welfare of personnel and their families. There are major issues with the MOD estate in terms of work space, living accommodation and training facilities, and a lot of it is in old, unsuitable buildings. The current management of the housing estate has provided extremely poor value for money for taxpayers. The performance of CarillionAmey in managing service accommodation has been shockingly poor. We do our personnel a gross disservice in continuing in this manner.

The education of forces children has been mentioned. There are big issues with continuity of education. It is right that we start considering military personnel children as having adverse childhood experiences, because their experiences potentially have an impact on their educational success. In Glasgow, when people fill in their annual update of contact details and other information, there is a tick-box that says, “Are the parents military personnel or veterans?” If the box is ticked, that is highlighted in the young person’s records and allows intervention if required. That is a very simple thing that could be done.

Veterans who have incurred physical injuries during their service should be assured that they will receive a commitment to lifelong specialist medical care. At the moment, these services are primarily led by charities, and we know of many such charities operating in our constituencies and throughout the UK. Stanford Hall was recently opened as a new facility for personnel who have suffered extensive injuries, such as limb loss. It takes over from Headley Court, which was the previous centre, but there is an issue with Stanford Hall: it is mainly for serving personnel, not veterans. It seems ludicrous that we cut people off at that point.

Armed Forces (Flexible Working) Bill [Lords]

Debate between Carol Monaghan and Baroness Anderson of Stoke-on-Trent

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

[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.