Racism and Diversity in the Armed Forces
Lord Sheikh encourages ethnic
minorities to join Armed Forces
Dr. Mozammel Haque
Recent events throughout the world, particularly United
States of America and Europe, have brought the issues of racism and diversity
into sharp focus. Labour Peer Lord Touhig tabled the question what steps or
measures be taken i) to address racism and ii) to improve diversity, in the
Armed Forces. On Wednesday, 17th of June 2020 the House of Lords was
debating how to bring changes in the Armed Forces.
Baroness Goldie (Con), The Minister of State, Ministry of
Defence, said, “My Lords, recent events have brought the issues of racism and
diversity into sharp relief. While the Ministry of Defence has long recognised
that any form of racism or discrimination is absolutely unacceptable and has
continued to challenge itself to become more diverse and inclusive, we
recognise that the pace of change needs to quicken. Efforts are being redoubled
to fulfil the key objectives in the Defence Diversity and Inclusion Strategy
2018-2030 to eliminate discrimination and improve diversity throughout defence.”
Labour Peer, Lord Touhig said, “My Lords, last year 12% of
service complaints were made by BAME personnel, despite the fact that they make
up just 8% of our Armed Forces. A third of those complained of bullying,
harassment and discrimination. Clearly there is a problem. The whole House will
welcome the announcement of the Chief of the Defence Staff that the defence
chiefs will meet regularly to change the “lived experience” of BAME personnel.
Can the Minister tell us what that means precisely? How will it make a
difference, and will the House receive regular reports on the progress of this
initiative?”
Baroness Goldie replied, “We owe it to our black, Asian and
minority-ethnic personnel to understand these issues from their perspective. We
must listen and continue making change happen. I assure the noble Lord that
this will be led from the most senior level. I am the Defence Minister
responsible for diversity and inclusion. Chiefs of staff, senior management and
personnel are all now engaged in addressing the challenges and ensuring that
the laudable objectives of the diversity and inclusion strategy are delivered.”
Conservative Peer Lord Sheikh participated in the debate
and he encouraged the ethnic minorities to join the Armed Forces. Lord Sheikh
said, “My Lords, I encourage the ethnic minorities to join the Armed Forces.
The problem is that very few are promoted above the middle ranks, which causes
frustration. Furthermore, ethnic minorities make up only 2.5% of officers,
which is very low. For us to improve diversity and assist the mental and
spiritual well-being of servicemen, chaplains of all religions need to be
full-time officers. Muslim and Sikh chaplains have received full officer
training but are part-time reservists. They need to be regular full-time
officers with adequate rights. Can my noble friend the Minister look at this
point?”
Baroness Goldie replied, “I listened with great interest to
the point raised by my noble friend. I have no specific information about the
appointment of chaplains or the backgrounds from which they are appointed. I
shall investigate and write further to him.”
Baroness Falkner of Margravine spoke about BAME
communities. She said, “My Lords, the target for female representation at 15%,
as set out in the biannual diversity report, seems to me too low. Why are they
not being more ambitious, with a higher target? Nearly half the BAME staff are
of non-UK nationality. Why are they not succeeding in recruiting people from
United Kingdom BAME communities, and what lessons can be learned from the
recruitment for Future Forces 2020, which seems to have a much better record
with both women and BAME communities?”
Baroness Goldie replied, “A number of very good things are
happening and very positive developments are taking place. However,
particularly having regard to the events of recent weeks, it is critical that
we reassure staff within the MoD that this is not some transient focus of
attention. There is now an ongoing serious conversation that will continue. It
is being driven by the senior levels of management and personnel and at the
ministerial level within the MoD.”
Conservative Peer Baroness Verma said, “Will my noble
friend work with her colleagues at the Department for Education to ensure that
history lessons reflect the contributions made by service people of colour?
Will she provide the House with a copy of guidance that provides the Armed
Forces with a clear interpretation of how to ensure genuine access to
opportunities in real career progression? Will she meet me to discuss the work
that I have done in other sectors on inclusion and diversity?”
Baroness Goldie replied, “I might be able to offer my noble
friend some reassuring examples of the strategies that are currently being
deployed to address the very issues that she referred to. I shall of course be
very happy to meet her to discuss her own experiences. As I said in response to
an earlier question, if there is anyone or anywhere from whom or from which we
can learn, we shall do that.”
Lord Houghton of Richmond said, “I absolutely agree that,
in institutional terms, our Armed Forces should strive to be exemplars of the
very best that can be achieved in values and standards. Can the Minister
therefore inform the House what has been achieved since 2016 in policy terms in
the areas of bullying, harassment, discrimination and opportunities for women?”
Baroness Goldie replied, “I reassure the noble and gallant
Lord that various initiatives and programmes have been deployed within the
Armed Forces to cover these very areas of concern. If we want to prevent this
unacceptable behaviour, we must create a culture within our civilian and
military workforce that represents, includes and celebrates all elements of the
society that we defend. Within the MoD, we need to institutionalise
anti-racism.”
Labour Peer Lord West of Spithead talked about the Royal
Navy, Racism and the BAME communities. He said, “My Lords, the Royal Navy is
very conscious of the need to tackle racism and improve diversity, not only
because it is right to do so but because it enhances its effectiveness—and, at
the end of the day, the Navy’s job in extremis is to fight and win. For the
last seven years, the Royal Navy has been listed by Stonewall in the top 100
employers. It was recorded in the Times’s top 50 employers for women 2019 and
in the top 50 employers for social mobility. Sadly, only 4.2% of the total
regular service are BAME; a target of 10% intake into the forces has been set
for 2020. Where do we stand on the Wigston report on inappropriate behaviours, dated
15 July 2019, what are the timings of the implementation of its recommendations
and who is ensuring that they are implemented?”
Baroness Goldie replied, “ First, I commend the Royal Navy
for the fine example that it has been giving. I say to the noble Lord that, in
pursuance of the diversity and inclusion strategy, to which I referred,
numerous procedures are now afoot to advance awareness, to educate, to audit
and to monitor performance. As the Minister with responsibility for this issue,
I am certainly very clear that I shall be driving forward these checks, tests
and examinations, and progress.”
Liberal Democrats Peer Baroness Smith of Newnham said, “My
Lords, the Minister rightly said that the culture needs to institutionalise
anti-racism, but what can she offer in terms of a more immediate response to
service men and women who are suffering from racism and bullying? At the end of
last year, the Services Complaints Ombudsman said that racism was on the rise
in the UK’s Armed Forces and that incidents of racism were occurring with
“increasing and depressing frequency”. Changing the culture is necessary, but
we need to have results sooner than that might entail.”
Baroness Goldie replied, “The noble Baroness is correct to
focus on results. I share her interest in doing that and, within my ministerial
role, I will endeavour to ensure that that happens. I reassure her by saying
that just this week departmental-wide communications have been released by the
Permanent Secretary and the Chief Operating Officer. Indeed, the Chief
Operating Officer proposed a step-by-step plan to diversify the organisation,
starting immediately. On Monday this week, I briefed my Secretary of State and
ministerial colleagues on diversity and inclusion, and this very afternoon I
shall be part of the MoD all-staff dial-in in respect of diversity and
inclusion. I shall certainly reiterate the message of inclusion, try to
reassure staff that concerns will be listened to and, in particular, invite the
input of staff from minority backgrounds to get involved. I want to hear from
them.”
No comments:
Post a Comment