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Armed Forces Personnel

I will be honest with my hon. Friend. If anything, we are perhaps behind the curve in terms of what is happening in the normal working environment throughout industry and elsewhere. That is probably because of the nature of military life, historically and otherwise. I will mention the success that we have had in recruiting females into the armed forces later in my speech, but we have to begin to look at this issue imaginatively; there should be no glass ceiling. There are too few senior military personnel who are female or from ethnic communities. We need to find sensitive ways of dealing with this. It is a matter of life choice for female entrants to the armed forces, in terms of what they want to do with their career and how they want it to progress. I meet many female serving members of the armed forces who are of an exceptionally high standard. They are a great exemplar, whether in the RAF, the Royal Navy or elsewhere. My hon. Friend has raised an important point, and we need to give proper and due attention to the matter in the time ahead. Military training has to be robust, challenging and demanding. Ensuring the right balance between looking after new recruits and giving them the training that they need for operations on the battlefield is not easy. We have had to learn from the tragedies of Deepcut. One of the keys to success in this area is greater transparency and external evaluation. In March, we welcomed the publication of the Adult Learning Inspectorate report, ““Better Training””, which set out its findings on the progress that we have made. This independent assessment said:"““In summary, great improvement has been made over a short space of time””." It also noted that"““while further improvements are required in certain areas the change has been significant.””" We are now working with Ofsted to ensure that external audit of our progress continues. In many ways, the real judges of the quality of what we do are the recruits themselves. I have placed in the Library of the House today the results of an independent poll of recruits recently received from MORI and referred to by the Adult Learning Inspectorate in the ““Better Training”” report. More than 24,000 questionnaires were returned. The headlines are that 89 per cent. of trainees would recommend others to join their service, 88 per cent. said that they felt a sense of achievement at completing their training, and 84 per cent. felt that the staff had done all that they could to help them. I accept that not all the feedback was positive. There is scope for improvement and we have already taken steps to improve areas highlighted within it. But this grass-roots report is further evidence that we are listening to the views of recruits and using the information to improve our training environment. We are also acting to improve the status and quality of our trainers. Much of our training is acknowledged as world class. We want to make sure that all of it is. A few weeks ago, the new Army staff leadership school officially opened in Pirbright. It will promote, teach and disseminate best practice among instructors and trainers in the armed forces. Our training needs to move with the times. That is one of the key points behind the defence training review, which we are now implementing. This will ensure that our services which fight together also train together, where that makes sense, and that they will do so in modern facilities. But it will also ensure that initial training, which is key to service ethos, remains in the hands of the single services. The proposed world-class academy for specialist training at St. Athan, scheduled to be opened in 2011, is a prime example of the high standards that we set for our training requirements.