Military recruitment and retention
Significant challenges in recruiting and retaining military personnel, mirroring issues faced by allied nations.
Source spread
Where this theme appears
This theme appears across 7 independent accountability sources, so the source mix matters as much as the headline total.
1 inquiry rec
9 PFD reports
260 committee recs
1 ICIBI rec
6 IMB recs
1 DHR rec
Browse by source
Source-grouped records are useful for tracing where a concern came from. Large sections show the 50 strongest matches for that source; counts still show the full theme total.
Prevention of Future Deaths reports(9)
Dean Hutchinson
Concerns: The Fire Diary's wording for fire risk assessment reviews did not prioritise them before changes in use or structure. Junior Fire NCOs also lacked specific training to identify significant electrical overloading in appliances.
Response: • The Defence Fire Risk Management Organisation (DFRMO) Fire Diary was amended to clarify that a competent fire risk assessor's advice must be sought before premises changes or if an … (AI summary)
Responded
William Savage
Concerns: The coroner identified that intelligence on the nature and duration of pistol hits was not accurately circulated, leading to commanders being misinformed. Greater consideration may be needed before clearing threat warnings from routes.
Response (Ministry of Defence): • A new Standard Operating Procedure (SOP) for the PISTOL system was issued on 11 May 2013, requiring all PISTOL hits to be reported and uncleared areas treated as Vulnerable … (AI summary)
Responded
Mark Foley
Concerns: The coroner noted the driver had insufficient experience in controlling the vehicle during difficulties, despite being qualified. There was also a practice of commanders not wearing safety harnesses and a lack of enforcement of standing orders by senior officers.
Overdue
David Efemena
Concerns: The coroner identified a lack of defibrillator (AED) availability at the training site and insufficient AED training. Concerns were also raised about inadequate communication checks between staff and cadets after nightfall due to unclear policy guidance.
Overdue
Darren Neilson
Concerns: The coroner identified soldiers' unclear understanding of a specific gun drill, the Range Conducting Officer's insufficient knowledge of tank status, and inadequate risk assessments by BAE and MOD failing to identify a gun could fire without a safety assembly.
Response (Ministry of Defence): • Army Equipment Support Publications (AESPs) were amended to include explicit checks for the presence of the Bolt Vent Axial (BVA) assembly during 'prove the gun' drills, 'going to action', … (AI summary)
Response (BAE Systems): • BAE Systems and the MoD are developing a design solution for the current Challenger 2 gun to eliminate the risk of it firing without the BVA assembly. • Four … (AI summary)
Responded
Youngson Nkhoma
Concerns: The coroner raised concerns regarding the absence of screening for sickle cell trait in non-UK military selection candidates, both before and after selection processes, given the increased risk of collapse or death during military exercise for those with the trait.
Response (Ministry of Defence): • The Army implemented a two-stage screening process for all candidates, regardless of origin, comprising a Family Origins Questionnaire and subsequent blood tests for those identified as high-risk for Sickle … (AI summary)
Response (Ministry of Defence): • A Defence policy was issued on 4 November 2022, mandating Sickle Cell Trait screening for all military recruits across the Army, Royal Navy, and Royal Air Force. • Additional … (AI summary)
Responded
Alexander Tostevin
Concerns: The coroner noted that the lack of independence in DCMH care risks under-reporting of mental health symptoms, and the primacy of DCMH views in risk assessment meetings may lead to inadequate risk management plans. There is also no single composite risk assessment and care plan.
Response (Ministry of Defence): • Cpl Tostevin’s Unit adopted the Army General Administrative Instruction (AGAI) 110 – Vulnerability Risk Management and invested in the Wounded in Service Warrant Officer (WISWO) position. • A joint … (AI summary)
Responded
Neil McDougall
Concerns: The coroner raised concerns about post-tour debriefing for serving personnel, which lacks 1-to-1 sessions. There is also no mandatory mental health assessment during the Army resettlement process for those leaving service.
Response (Ministry of Defence): • The Ministry of Defence (MOD) stated that a Structured Mental Health Assessment is conducted at the mandatory discharge medical for all service personnel, indicating that comprehensive mental health assessments … (AI summary)
Responded
Jonathan Cole
Concerns: The coroner raised concerns regarding the insufficient number and availability of psychiatrists and psychologists within the Ministry of Defence, impacting serving personnel's access to appropriate treatment and diagnosis. This shortage was noted particularly in Northern Ireland and Scotland, affecting timely care.
Response (Ministry of Defence): • The Ministry of Defence published the 'Defence People Health and Wellbeing Strategy 2022-2027' and the 'Armed Forces Suicide Prevention Strategy and Action Plan'. • The mandatory Annual Mental Fitness … (AI summary)
Response (Nottinghamshire Healthcare NHS Foundation Trust): • The Trust has appointed a Trustwide Lead for Suicide Prevention and is reviewing its Suicide Strategy to include a focus on veteran patient groups. • Information on veteran services … (AI summary)
Responded
Select committee recommendations(260)— showing 50 strongest matches
#16 —
Recommendation: A reduction in Reserve workforce numbers confirms that the capability of the Reserves has declined over the last few years. To reverse this, a co-ordinated response is needed that includes incentives for joining and provides clarity of purpose for all …
Response attribution not verified
#15 —
Recommendation: The new Government should prioritise reinvigorating the Reserves. It should respond to General Sir Nick Carter’s review, clearly articulating what role(s) it expects the Reserves to undertake and how they should be organised to effectively supplement and support our Armed …
Response attribution not verified
#13 —
Recommendation: To increase recruitment numbers and enhance the efficiency of the process, the DRS should take a more balanced and risk-tolerant approach to its medical examinations and accelerate the process of resolving marginal cases.
Response attribution not verified
#12 —
Recommendation: The Defence Recruitment System (DRS) is burdened by excessive bureaucracy, particularly in its medical evaluation process, which has become overly cautious and risk averse. This has led to unnecessary rejections and delays, discouraging many potential recruits.
Response attribution not verified
#11 —
Recommendation: The Armed Forces continue to face recruitment and retention challenges, which must be addressed urgently. We call on the new Government to set out what plans it has to address these, whether it will implement the recommendations of the Haythornthwaite …
Response attribution not verified
#21 —
Recommendation: In its response to this report, the UK Government must set out how it plans to deliver this national conversation on defence in Scotland, in order to support awareness of the wide range of roles available within the sector. Both …
#20 —
Recommendation: The Defence Industrial Strategy called for a public conversation on the importance of defence. However, sufficient progress has not yet been made in developing this national conversation. Delivering such a conversation will be essential to supporting recruitment and retention in …
#19 —
Recommendation: We recognise calls for the importance of defence and manufacturing sector needs to be reflected in immigration policies. The UK Government should regularly review defence roles included in the temporary shortage list to ensure defence skills gaps in Scotland can …
#18 —
Recommendation: It is clear there will continue to be a role for international workers in Scotland’s defence sector for the foreseeable future, particularly given that demand for products from the defence sector has historically fluctuated. Current skills shortages have exacerbated this …
#17 —
Recommendation: By June 2027, the UK Government should provide the Committee with a progress update on the implementation of the DUA, including early indicators of its effectiveness in supporting Scottish graduates and institutions. The UK Government should then publish annual reports …
#16 —
Recommendation: Recruiting Scotland’s talented graduates and keeping that talent in Scotland is a clear challenge for the defence industry and is particularly difficult for SMEs. We welcome the creation of the Defence Universities Alliance as a positive step to promote the …
#15 —
Recommendation: Progress establishing DTECs in Scotland has fallen behind those in England. While it is important that both the UK and Scottish Governments are aligned on the establishment of DTECs, intergovernmental cooperation and engagement should not be a cause of delay. …
#14 —
Recommendation: The UK Government must work proactively with the Scottish Government to expand apprenticeship provision for the defence industry in Scotland, given the vital role apprenticeships play in developing skilled workers and supporting the UK’s national security. For the same reasons, …
#13 —
Recommendation: The availability of a skilled workforce will be a key factor in determining whether Scotland can realise the opportunities presented by growth in the defence sector. Apprenticeships play a vital role in developing these skills and, by extension, in ensuring …
#12 —
Recommendation: In its response to this report, the MOD should set out the other UK Government initiatives, outside of the £20 million fund, that the Minister said will support defence skills development in Scotland. It should explain the benefits each initiative …
#11 —
Recommendation: The MOD should write to the Committee within six months to explain how it arrived at this £20 million figure, and how it is commensurate with the size, importance and potential of Scotland’s defence sector. It should also explain how …
#10 —
Recommendation: Funding for apprenticeships remains an enduring risk to the ability of the UK Government to deliver the Scottish elements of the DIP in the coming years. We welcome the UK Government’s plans for direct skills investment in the defence sector …
#24 —
Recommendation: Initiatives that have helped improve retention include a new housing strategy, wraparound childcare and improved pay, and the Department particularly flagged the importance of housing.46 Day-to-day maintenance and servicing of the estate has begun to improve, albeit from a very …
Response status not verified
#23 —
Recommendation: Data indicates that the time taken to recruit new personnel has fallen. Overall, the average time between someone applying to join and them starting basic training reduced from 496 days in 2023 to 290 days in 2024, and the Department …
Response status not verified
#22 —
Recommendation: After many difficult years with both recruitment and retention, the latest public statistics for the year to October 2025 point to a corner being turned, with the number of people joining the Armed Forces exceeding the number leaving. All three …
Response status not verified
#6 —
Recommendation: The Department does not know whether a recent improvement in recruitment and retention is a result of changes it has made, or whether it can sustain these improved trends. After many difficult years for both recruitment and retention, the latest …
Response attribution not verified
#8 — UK Armed Forces face persistent capability shortfalls and an unresolved recruitment crisis
Recommendation: There are multiple capability shortfalls within the UK Armed Forces. For that reason, we welcome the decision to maintain the Albion-class vessels in operational service until their out of service dates in the 2030s. However, we are also increasingly concerned …
Response attribution not verified
#78 — Significant pinch-point shortages in technical trades severely limit UK Armed Forces capability
Recommendation: In November, the Secretary of State told us that recruitment and retention was an area of concern for him given that in September 2023 there had been “183 pinch points, of which 61 were assessed as having a significant or …
Response attribution not verified
#76 — UK Armed Forces face significant recruitment challenges competing for national talent
Recommendation: The Chief of the Air Force highlighted the difficulty in recruitment presented by the UK labour market which had 1.3 million vacancies at the start of 2023.160 The First Sea Lord described the Armed Forces as being “in a battle …
Response attribution not verified
#75 — MOD acknowledges significant recruitment shortfall: five new personnel for every eight leaving.
Recommendation: The MOD publicly concedes that for every eight service personnel who leaves, it currently recruits five people, although we understand the situation may have deteriorated further.159
Response attribution not verified
#73 — UK Armed Forces suffer significant net outflow and critical skill shortages in key areas.
Recommendation: The Haythornthwaite Review (examined in the section below) found that in 2022 there was a net outflow (the difference between the number of people leaving and those joining) of 4,660 from the UK Armed Forces with the “overall voluntary outflow …
Response attribution not verified
#64 — Defence faces skills and capability shortages in medical, cyber, intelligence, and engineering professions.
Recommendation: In July the Chief of the Defence Staff told us that, as well as in medical and health, there were also skills and capability shortages in cyber/digital127 and in addition, the MOD Annual Report and Accounts highlighted intelligence as a …
Response attribution not verified
#28 — Mishandling Modernised Accommodation Offer caused personnel grievance, impacting morale and retention.
Recommendation: By mishandling the implementation of the Modernised Accommodation Offer (MAO), the MOD has created a situation in which groups of service personnel are now more likely to feel aggrieved, whatever form the scheme takes. With a limited supply of housing, …
Response attribution not verified
#20 — Single Living Accommodation failing to meet recruit needs adversely affects recruitment and retention.
Recommendation: Single Living Accommodation (SLA) does not always meet the needs and expectations of today’s recruits, and this is having an adverse effect on recruitment and retention. (Conclusion, Paragraph 102)
Response attribution not verified
#14 — Prioritise retaining Typhoon workforce and securing export orders to bridge Tempest production gap.
Recommendation: Retention of the existing Typhoon manufacturing workforce, made more challenging by dwindling production runs and the gap until full-scale production of Tempest is underway, must be a priority; and securing further Typhoon export orders to ensure a consistent pipeline of …
Response attribution not verified
#13 — Implement a holistic approach to recruit and retain a skilled GCAP defence workforce.
Recommendation: Building and maintaining a skilled workforce will be crucial to GCAP’s success. With the defence industry facing fierce competition from other sectors for skilled workers, it is essential that a holistic approach is taken to recruitment and retention. GCAP offers …
Response attribution not verified
#15 — Ministry of Defence reviewing housing estate to address poor conditions and recruitment issues.
Recommendation: We raised concerns about the Ministry of Defence housing estate.26 The Chief Executive of the DIO told us that the Ministry is undertaking a review of the housing estate in order to address poor condition. As part of the review, …
Response attribution not verified
#11 — Increased armed forces visibility and engagement positively impacts military recruitment and preparedness.
Recommendation: This should also allow other departments, society and industry to be more aware of, and therefore more prepared for, the potential challenges ahead—relieving pressure on Defence to focus on its principal tasks during a national emergency or conflict. Greater visibility …
Response attribution not verified
#13 — Shortage of adult volunteers hinders cadet expansion, requiring improved support and remuneration.
Recommendation: The Council explained that each of the armed forces would decide how to accommodate more cadets, through a combination of increasing the size and number of cadet units. The RFCAs would then support the chosen approach.18 The Department said that …
Response attribution not verified
#9 — Address criticisms on UK's lack of mass and NATO Article 3 failures with implementation timeline
Recommendation: We were concerned to hear that the UK’s lack of mass is denuding its leadership in NATO. In addition, the lack of resourcing dedicated to the UK meeting its Article 3 commitments is a further failure of leadership. We recommend …
Response attribution not verified
#8 — UK's lack of mass and capability delays undermine NATO First approach
Recommendation: The Government has stated its intention to implement a NATO First approach. For this to be meaningful, it must implement SDR recommendations aimed at ensuring that the UK is a better Ally. Witnesses have highlighted a lack of mass, delays …
Response attribution not verified
#20 — Poor quality accommodation significantly impacts defence personnel retention and engagement
Recommendation: The Department acknowledged that providing poor quality accommodation negatively impacts its personnel. Most significantly, it increases the risk that people leave the service earlier than they otherwise would.41 This is a serious risk given the problems with retention that the …
Response attribution not verified
#17 — Department plans to fix F-35 personnel recruitment and retention, but full recovery takes time
Recommendation: The Department told us that it has plans in place to fix its recruitment and retention problems. The Department also told us that it has increased its recruitment of engineers significantly in the last two years. It has offered joining …
Response attribution not verified
#16 — Resolving F-35 engineering personnel shortages will take three to four years
Recommendation: The Department acknowledged that the shortages across all these roles were very important, with the Chief of the Defence Staff stating that personnel had been one of his top two priorities in his previous role as Chief of the Air …
Response attribution not verified
#15 — F-35 programme plagued by critical shortages of engineers, pilots, and flying instructors
Recommendation: The F-35 programme suffers from personnel shortages across a range of occupations. A 2024 review of the programme, by the National Infrastructure and Service Transformation Authority (NISTA, formerly the Infrastructure and Projects Authority), stated that shortages of suitably qualified engineers …
Response attribution not verified
#14 — F-35 aircraft availability compromised by persistent personnel shortages and global support solution reset
Recommendation: The Department also set out the reasons for poor availability of aircraft. It accepted that shortages of personnel, particularly engineers, impacted aircraft availability, and would continue to do so until they were resolved.30 Furthermore, the Department told us that the …
Response attribution not verified
#4 — Prioritise investment to complete RAF Marham accommodation improvements much earlier than 2034 timescale.
Recommendation: Accommodation at RAF Marham is substandard, exacerbating issues with recruitment and retention. Despite the urgent need to address this, upgrades will not be completed under current plans until 2034. RAF Marham has been the main F-35 operating base since 2013, …
Response attribution not verified
#3 — Produce radical plan to recruit and retain highly skilled F-35 personnel, including accommodation and pay.
Recommendation: The F-35 programme faces an unacceptable shortage of several types of personnel, including engineers, cyber specialists, pilots and qualified flying instructors. The Department acknowledges that there are significant shortages of engineers in the F-35 programme, and that this is an …
Response attribution not verified
#10 —
Recommendation: All in all, the evidence we heard points to the current size of the British Army being inadequate. While size is not the only measure of capability, we are concerned that the Army cannot, as currently constituted, make the expected …
Response attribution not verified
#1 —
Recommendation: Scotland remains central to the UK’s defence sector at a time when maintaining a resilient industrial base is more critical than ever. The context of increased defence spending presents a significant opportunity for Scotland. Meeting rising demand for defence capability, …
#15 —
Recommendation: The development of new SSN facilities in Adelaide and Perth could pose a risk to workforce retention at the UK’s equivalent facilities in Barrow-in- Furness and Plymouth. The MOD must closely monitor workforce flow as the design and build of …
Response attribution not verified
#5 —
Recommendation: Defence faces particular challenges in recruiting and retaining space specialists. We were encouraged by the Minister for the Armed Forces’ support for a more flexible approach to recruitment and career management within Defence, and we support the use of secondments …
Response attribution not verified
#34 —
Recommendation: The UK Shipbuilding Skills Taskforce’s report should identify the skills demands of the warship industry specifically, as well as steps that can be taken to meet those needs.
Response attribution not verified
#18 — Operational demands create personnel retention issues and growing capability shortfalls in services.
Recommendation: Personnel need time to recover from operations, and time to train and develop new skills. But the demand of operations makes that harder to achieve. It is unsurprising that more people are leaving the Forces than joining them. All three …
Response attribution not verified
#143 — Growing capability shortfalls and overstretched personnel create vicious cycle in Armed Forces
Recommendation: Personnel need time to recover from operations, and time to train and develop new skills. But the demand of operations makes that harder to achieve. It is unsurprising that more people are leaving the Forces than joining them. All three …
Response attribution not verified
ICIBI immigration recommendations(1)
IMB individual recommendations(6)
Portland (2023)
Need to make work in the prison service attractive
HMPPS
Isis (2022)
Support the Prison Service in the development and implementation of an effective workforce strategy by ensuring that the pay and conditions of prison officers are attractive when compared against similar professions.
Ministry of Justice
Bedford (2025)
Will the Minister influence government policy so that staff on overseas visas are not lost to the prison service?
Other
Implemented
Deerbolt (2022)
We are members of the local community and we understand that staffing is difficult in all sectors in our region and as per our response last year, we are aware that there are efforts to discuss recruitment. However, we wonder what has been done uniquely to address the staffing levels at Deerbolt?
HMPPS
Deerbolt (2022)
There are often rumours that Deerbolt is accepting older prisoners and that the prison is ‘closing’. What is the long-term plan for Deerbolt’s youth offender institution status?
Other
Wetherby (2023)
Recent prison officer recruitments campaigns have resulted in the appointment of many female officers: the figure was over 70% in the recent recruitment campaign. Male young people tell the Board that there are too many young female officers, some little older than they are. Is there anything that can be done to attract more male officers?
HMPPS
Independent reviews(29)
Levene Defence Reform Report — Rec 12d
Defence should place greater emphasis on recruiting or developing people with the right skills and expertise, particularly in professional or more specialist functional areas.
Other
Levene Defence Reform Report — Rec 12c
The Department should move to a model where most individuals stay in post for longer and the most senior civilian and military posts are held, as a rule, for 4 to 5 years.
Other
Levene Defence Reform Report — Rec 12
Key recommendation 12. The Department should manage and use its senior military and civilian personnel more effectively. With oversight of the ‘Appointments’ sub-committee to the new Board, the career management system should be designed so that individuals stay in key senior posts for longer and the processes for promotions and …
Other
Levene Defence Reform Report — Rec 11
Key recommendation 11. In line with the overall capability planning and financial management model, the Department should afford greater priority to managing its ‘human capability’ as a strategic resource, to ensure a better balance with its consideration of equipment capability. Specifically, it should develop the ‘Whole Force Concept,’ which seeks …
Other
Selous Review — Rec 109
The Department for Education and the Ministry of Defence to work together to introduce the Armed Forces Covenant in schools and colleges to increase awareness among children and young people of the nation’s promise to Armed Forces personnel and their families. Final recommendation
Other
Selous Review — Rec 107
The Ministry of Defence, Government Departments in England, and the Devolved Governments to: • reinvigorate and strengthen the Armed Forces Covenant through legislation to drive recognition of the critical role played by the Armed Forces and their families, and raise ambition across society to harness better targeted support for Service …
Other
Selous Review — Rec 103
The Ministry of Defence to promote research to develop a greater understanding of ‘what works’ to support Serving families to aid recruitment and retention.
Other
Selous Review — Rec 101
The three single Services to: • review current policies which require frequent moves and repeated upheavals in family life • make a commitment to facilitate greater stability and choice for military families while maintaining operational effectiveness • review the length of deployments and associated training activities pre- and post-deployments to …
Other
Selous Review — Rec 81
All three Services to take steps to aid the retention of Serving personnel in dual-serving relationships, particularly those in different Services, and ensure that career managers liaise with each other to manage work requirements and deployments in order to minimise relationship stress.
Other
Levene Defence Reform Report — Rec 12b
The Department should improve its talent management and succession planning in the Senior Civil Service and the management level below, and involve the Civil Service Commissioners for all appointments at 2 star and above and of CDS or VCDS for the most senior appointments.
Other
Levene Defence Reform Report — Rec 12a
A new model for the management of senior military officers – the joint assured model – should be introduced, which would include a role for an independent member on Service promotion and appointing boards; an enhanced role for the existing Senior Appointments Committee, to which PUS, Commander Joint Forces Command …
Other
Selous Review — Rec 108
The Ministry of Defence, in collaboration with the Chain of Command and the Families Federations, to ensure every Serving member of the Armed Forces and every spouse/partner knows about the Covenant and understands how it can benefit them. Armed Forces Covenant: medium term
Other
Selous Review — Rec 106
The Home Office and the Ministry of Defence to review the cost of visas and the settlement process for Commonwealth Service personnel and their families in the light of the Armed Forces Covenant.
Other
Selous Review — Rec 105
The Home Office to undertake a review of the policies relating to the Minimum Income Threshold and settlement requirements as applied to Foreign and Commonwealth members of the UK Armed Forces, and take action to reduce the negative impacts on their families and their family life as required by the …
Other
Selous Review — Rec 104
The Ministry of Defence to: • ensure that, prior to coming to the UK, recruits to the Armed Forces from Foreign and Commonwealth countries and their families are always very well informed about the immigration, settlement and visa requirements and costs that could have a significant impact on their family …
Other
Selous Review — Rec 86
The Armed Forces to actively explore the integration of specialist welfare support with deployed units and ways to provide better coordinated support across the Armed Forces community.
Other
Selous Review — Rec 85
The three single Services to work together to: • ensure there are no gaps in welfare support when Serving personnel and their families relocate • offer welfare support to all military families irrespective of whether they live on the patch or are dispersed, and to find new ways to reach …
Other
Selous Review — Rec 83
The Chain of Command and Welfare staff to ensure greater awareness of factors which increase loneliness and social isolation and pro-actively reach out to families who are especially vulnerable as a result of deployments, mental health concerns, additional needs or disabilities, postings to new areas, and dispersed living arrangements.
Other
Selous Review — Rec 80
The Ministry of Defence and the Armed Forces to take a pro-active approach to supporting families and preventing relationship breakdown by: • being more aware of the cumulative pressures on couple relationships • ensuring every family is given information about the potential stressors on their family relationships as a result …
Other
Selous Review — Rec 53
The Ministry of Defence to undertake comprehensive evaluation of the revised spousal support programme that allows further understanding of the drivers for participation, the outcomes in respect of employment uptake, sustainability and satisfaction, and the impacts on retention. Spousal/partner employment: medium term
Other
Selous Review — Rec 20
The Armed Forces to take account of the needs and situation of military children and the non-serving partner when posting a Serving person to another area, and ensure, wherever possible, that the assignment process aligns to a much greater extent with defined stages of education and school years.
Other
Selous Review — Rec 19
The Armed Forces to limit the number and frequency of relocations and facilitate extended postings to allow for more educational stability for military children.
Other
Selous Review — Rec 18
The Armed Forces to minimise short-notice postings wherever possible, enabling parents to apply for school places in the normal admissions timeframe, and to develop a common agreed short-notice posting timeframe. Relocation: medium term
Other
Selous Review — Rec 2
The Ministry of Defence to remove the four year rule and the distinction between eligibility and entitlement to SFA for couples in long-term partnerships, and render SFA accessible with the same requirements as for couples who are married or in a civil partnership, including in the FAM pilot areas.
Other
Selous Review — Rec 52
The Ministry of Defence and Devolved Governments to support the development of Forces Families Jobs to become the ‘go-to’ place for high quality information, advice, guidance, training and job opportunities, and partner employment support.
Other
Selous Review — Rec 51
The Ministry of Defence to encourage Barclays and other employers to promote the Armed Forces Covenant, and promote partnership with the Armed Forces to develop employment initiatives for non- serving spouses and partners.
Other
Selous Review — Rec 48
The Ministry of Defence to challenge the FSB, IOD, CBI and Chambers of Commerce to: • apply the Armed Forces Covenant more effectively to partners of Serving personnel, • facilitate continuity of employment when spouses/partners are relocated • eliminate real and perceived discrimination.
Other
Selous Review — Rec 47
The Ministry of Defence to strengthen the Armed Forces Covenant Employer Recognition Scheme by requiring employers to support the whole military family and giving awards only to those who provide tangible demonstration of this commitment through job interviews and job offers.
Other
Selous Review — Rec 46
The Ministry of Defence and Devolved Governments to continue to raise awareness amongst employers through the Employer Recognition Scheme of the significant skills and expertise offered by military spouses/partners and about the commitment in the Armed Forces Covenant that Service families should be treated fairly and not be disadvantaged.
Other