Armed Forces: Career Development
(asked on 28th January 2021) - View Source
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, how many armed forces personnel have been promoted to officer ranks in each year since 2010 by ethnicity.
The requested information can be found in the table below for financial year 2012/13 onwards. No data is held for the period prior to financial year 2012/13.
UK Regular Personnel1, by ethncity2, that have been promoted from the other ranks (OR) into the officer ranks (OF), by financial year3:
Financial Year | 2012/13 | 2013/14 | 2014/15 | 2015/16 | 2016/17 | 2017/18 | 2018/19 | 2019/20 |
BAME | ~ | 10 | 10 | 20 | 20 | 20 | 30 | 30 |
White | 340 | 370 | 460 | 500 | 600 | 630 | 640 | 650 |
Unknown | ~ | ~ | ~ | ~ | ~ | ~ | ~ | ~ |
Tri-Service Total | 340 | 380 | 470 | 520 | 620 | 660 | 670 | 680 |
Notes:
1 UK Regulars comprise Full time Service personnel, including Nursing Services, but excluding Full Time Reserve Service (FTRS) personnel, Gurkhas, mobilised Reservists, Military Provost Guard Service (MPGS), Locally Engaged Personnel (LEP), Non Regular Permanent Staff (NRPS), High Readiness Reserve (HRR) and Expeditionary Forces Institute (EFI) personnel. This table includes those promoted to both trained and untrained officers and, therefore, there is potential for some personnel to return to the other ranks.
2 As recorded on the Joint Personnel Administrative system.
3 Figures in the tables have been rounded to the nearest 10, though numbers ending in a "5" have been rounded to the nearest multiple of 20 to prevent systematic bias caused by rounding numbers upwards. Numbers of 5 or less are represented by "~".
Additional statistical information on diversity in Defence can be found at the following link:
https://www.gov.uk/government/collections/uk-armed-forces-biannual-diversity-statistics-index
Defence is committed to achieving a more diverse workforce and has embarked on a range of activities to increase the number of Black, Asian, and Minority Ethnic (BAME) and female recruits into the Armed Forces. Whilst the representation of BAME personnel joining the officer ranks is improving, we recognise that progress in terms of the representative rates of our people – both military and civilian – has been too slow. It is clear there is still much further to go and we are working hard to fulfil the key objective in our 2018-2030 Diversity and Inclusion Strategy to eliminate discrimination and improve diversity throughout Defence:
https://www.gov.uk/government/publications/defence-diversity-and-inclusion-strategy-2018-to-2030-a-force-for-inclusion