Armed Forces: Reserve Forces

Lord Stirrup Excerpts

Thursday 1st November 2012 Lords Chamber

[Lord Stirrup]

My Lords, reservists have a long and distinguished history in this country and have been key to securing the security of these islands and the interests of this country’s peoples over many years, but nothing stays the same. The means of protecting our security and interests necessarily evolve over time, which means that reservists, along with their regular counterparts, need to evolve too. They have done so. It would be wrong to think that the reservists of today are the same as those of the Cold War. Far from it—the idea that they are somehow weekend warriors is completely out of date. Over the past several years reservists have served and sometimes, alas, died and been wounded alongside their regular comrades. I for one deprecate the suggestion that “Dad’s Army” is still alive and well and I salute the courage and fortitude of those reservists who have served their country so well in recent times.

That is not to say, however, that all is as it should be in the Reserve Forces or that there is no scope for further change and improvement. Much needs to be done, and the recent review of reserves is an important step in that direction. I have been fortunate enough to have reserve units under my command. I was privileged to be the honorary colonel of a TA Royal Engineer regiment for several years, and during my time as Chief of the Defence Staff I saw at first hand what a magnificent contribution our reservists made to operations in Iraq and Afghanistan. As a result of these experiences I also became acutely aware of the scale of the challenge that our reservists face and the difficulties that we must tackle if we are to improve the situation. Recruiting has always been an issue, but poor retention has exacerbated the problem. All too often new recruits have fallen by the wayside because their initial enthusiasm was not matched by the effort that went into their training. They spent long periods, sometimes stretching into years, waiting for places on the relevant courses. Meanwhile, they could not be used for the purposes and in the roles that attracted them to the reserves in the first place, and as a consequence many of them left.

If we are to do better with our Reserve Forces, we will need to be prepared to put in the necessary resources—not just to deliver the appropriate training to everyone but to deliver it in a timely manner. This is not just about man training days; it is also about the right number of instructors and other training resources, none of which comes cheap. Even if we have the right numbers with the right training we have to be able to employ them effectively. I welcome the review of reserves’ focus on the “whole force concept” and its emphasis on the better use of scarce skills in key areas, but this means reservists who are used on a regular and continuing basis. Meanwhile, most of those people have civilian jobs, through which they provide for themselves and their families, build for the future and provide for their retirement. No amount of enthusiasm for their military roles can make them forget that, so the future model for the use of reserves must take account of these needs. It is not just about being able to go back to their civilian roles; it is about sustaining their wider career aspirations while serving in the reserves.

The review of reserves goes some way to recognising that by highlighting the need for legislative changes, better employer protection and greater recognition of employers. Having grappled with this thorny issue over a number of years in partnership with some other noble Lords who are in their places this afternoon, I do not believe that the review goes far enough. In my view what is required is nothing less than a cultural shift in this country. We need a mindset where having reservists in the workforce is not just something to be tolerated but something to brag about. We need a situation where a civilian employer who does not have reservists in the workforce feels rather uncomfortable, or at least rather regrets the fact. That reserve service must be seen as a badge of honour for the employer as well as for the employee. I do not think that a kite mark by itself, useful though it may be, will take the trick.

Cultural shifts are possible, but they are notoriously difficult to achieve. They require sustained leadership over an extended period. By “sustained” I mean over the course of many years, not just a few months—and they need that leadership at the highest level. They also require the necessary investment of resources over that period. Even with these, success is not guaranteed—but without them, failure is certain.

The review of reserves sets out an imaginative road map for our Reserve Forces, and a bold plan for sustaining and improving their effectiveness in the complex world of the early 21st century. It provides a sound theoretical underpinning for the proposals in Army 2020. My concern is about whether the plan will be delivered in practice. Will successive Governments have the political determination and staying power to deliver the necessary cultural change to make the proposals work? Will they sustain the necessary levels of investment to deliver a trained capability of the right size? Or will our Reserve Forces be left, as they were so often in the past, to make do and mend as best they can when the initial enthusiasm for the current initiative has faded? I hope that the Minister will reassure us on that score. I know that he feels—as I do—that our reserves deserve much better.