Commission for Racial Equality (Hansard, 26 May 1999)

§ Mr. Doug Henderson

The Chief of Defence Staff signed a five year Partnership Agreement with the CRE in March 1998. It provides an unambiguous foundation for Service racial equality policies, committing the Armed Forces to reflecting more closely the rich ethnic balance of our society, and developing a culture which positively welcomes diversity. It also calls for clear lines of accountability in tackling discrimination and racist behaviour and in ensuring that all personnel embrace a personal responsibility to implement the spirit of the Agreement.

The Armed Forces have made considerable efforts to implement the Agreement's principles and I am pleased to report excellent progress over its first year of operation.

All the Services continue to attach the highest priority to recruiting and retaining more ethnic minority personnel. Recruitment advertising campaigns targeting ethnic minorities have proved attractive, with career applications doubling over the last two years. All three Services now have specialist recruiting teams dedicated to increasing awareness of Service careers amongst ethnic communities, and a new long-term "Community 144W Partnerships" campaign has been launched to build bridges between the Services and black, Asian and other non-white communities across the nation. The proportion of intake to the Services in 1998–99 which was from ethnic minorities was 1.8 per cent., about a 40 per cent. increase on 1997–98.

Significant emphasis has also been attached to equal opportunities and cultural awareness training. The Tri-Service Equal Opportunities Training Centre at Shrivenham was launched in September 1998 and has already trained over 1,000 Service Equal Opportunity Advisers to provide specialist advice and training to their units. Similar training is now mandatory for senior military officers, and over 300 have already passed TSEOTC courses.

The Services are continuing to develop a culture which not only holds zero tolerance to any form of racist behaviour, but which also positively welcomes racial diversity. Individual Service efforts in the field of equal opportunities are now co-ordinated through the Corporate Framework announced in March 1999, which encourages a sharing of best practice across the Armed Forces. Service recruitment, promotion and management procedures are objectively reviewed to ensure that they do not unwittingly discriminate against ethnic minority personnel.

All personnel are regularly reminded of their own personal responsibility not just in combating racism, but in ensuring a harassment-free serving environment. The Chief of Defence Staff has formally declared "war on racism", and the Service Chiefs have reminded their Commanders, as recently as March this year, that any form of racist behaviour is incompatible with military service. Any incidents or accusations of racism or harassment are taken very seriously and will be promptly and thoroughly investigated—guilty parties face the severest penalties up to and including dismissal.

Progress is regularly reviewed, with representatives from all three Services meeting with the CRE Commissioners on a regular basis. I also met with Sir Herman Ouseley, the CRE Chairman earlier this year, and will be doing so again in the future. The Chief of Defence Staff, who has overall responsibility for implementation of the Partnership Agreement, will be reviewing our progress with the CRE shortly.

In the year ahead, the Services will consolidate their successes to date and continue to drive forward equal opportunity initiatives. Complacency is not an option; this is a long-term process and the Armed Forces remain committed to implementing the spirit and letter of the Partnership Agreement.