House of Commons - Public Accounts - Thirty-Fourth Report

Select Committee on Public Accounts Thirty-Fourth Report

3 Diversity of recruits and those promoted to senior ranks

19. The Department's vision for the diversity of its staff is: "a workforce, uniformed and civilian, that is drawn from the breadth of the society we defend".[37] It monitors recruitment and promotion by race, as it has a target to increase the proportion of black and ethnic minority personnel in the Armed Forces to 8% of all personnel by 2013.[38] It does not monitor recruitment and promotion by socio-economic grouping or by educational background, but seeks to recruit people for their skills, aptitude and potential for the job.[39] It takes account of a potential recruit's educational achievements and qualifications but not the type of school attended.

20. Of the 10 most senior staff in each Service, nine out of 10 Army officers, six out of 10 Royal Navy officers, and three out of 10 Royal Air Force officers were educated in independent schools. The Department recognises the risk that some parts of the Armed Forces may be seen as only open to those from more privileged backgrounds. The Department sees the current officer intake to the Advanced Command and Staff Course as providing an indication of the likely composition of the future leadership of the Services: 58% of the intake of Army officers went to state schools; as did 70% of the Royal Navy officers; and 75% of the Royal Air Force officers.[40] In September 2005, 53% of Army Officer recruits to the Royal Military Academy Sandhurst had been to independent schools, compared with only 7% in the general population. In the absence of any information on socio-economic or educational background of most recruits it is difficult to provide firm evidence to support the Department's view that people are not being disadvantaged because of their background.[41]. The Department could be missing out on a pool of potential talent as a result.[42]

21. The Department accepts that there is a disparity in the award of Army Bursaries and Scholarships with a disproportionate number going to people from independent schools rather than state schools. In 2006-07, 27% (25 out of 94) Army scholarships were paid to pupils attending state schools compared with 60% (6 out of 10) in the Royal Navy.[43] Figures are not held centrally for the Royal Air Force. The Department does not hold information on unsuccessful applicants, so does not know what the comparative success rates are for those attending state and private schools. Following our hearing, the Department is looking at how awareness of the Army's scholarship schemes might be raised in state schools.

22. A high percentage of recruits come from military families. The Department did not know whether they were more likely to stay longer in the Armed Forces than those with no military background. Neither could the Department say whether recruits who came from disadvantaged backgrounds, such as those from broken homes, were more or less likely to stay longer. The Department's view that there is no significant difference in retention rates between socio-economic groups cannot be confirmed without appropriate information on the background of Service personnel.[44]

23. In 2005-06 some 500 personnel were promoted from Other Ranks to the Officer stream.[45] In the Army and Royal Navy the numbers promoted from Other Ranks to Officers in 2005-06 were broadly in line with the historical trend but the number promoted in the Royal Air Force was half what it had been in 2003-04. The Department does not believe that there is a "steel ceiling" which prevents them from progressing beyond a certain rank. In the Army Late Entry Officers who have already served a 20 year career in the ranks are eligible for promotion to all ranks but only a small number reach the rank of Colonel because there would not be enough time left for most to gain the required experience for this rank or higher before they retire at the age of 55.[46] In addition, those with real potential in the ranks would be picked up early and encouraged to apply for selection to officer through a regular commission and if successful would become cadets at Dartmouth, Cranwell or Sandhurst, with no upper limit on the rank they can reach.[47] Younger late entry officers can transfer across to a regular commission and therefore compete for promotion to the most senior ranks.

Personnel promoted from Other Ranks to Officers, 2000-2006[48]

	2000/01	2001/02	2002/03	2003/04	2004/05	2005/06	TOTAL
Royal Navy	110	120	110	100	90	80	600
Army	330	340	360	330	320	340	2030
Royal Air Force	240	210	220	210	120	100	1100