How can we improve diversity and inclusion within the UK defence sector?

The challenge to improve diversity in the UK Defence Industry

The UK defence industry has long been an essential pillar of national security, technological innovation, and international influence. However, as in many sectors, it faces growing pressure to adapt to the changing societal demands of equality, diversity, and inclusion (ED&I). While progress is being made, the journey towards improving diversity within the UK’s defence sector remains a challenge.

In recent years, the need for increased diversity has become a focal point of discussions, with organisations in both public and private sectors recognising that diverse workforces lead to more innovative, effective, and inclusive environments. However, the defence industry, historically perceived as male-dominated and resistant to change, faces a unique set of hurdles in creating a more inclusive and diverse workforce.

The current state of diversity in the UK Defence Industry

As of recent reports, the UK defence industry is still predominantly male, with women making up around 15% of the workforce. This figure is even lower in more technical roles, such as engineering, where women represent just 9% of the total workforce. People from Black, Asian, and Minority Ethnic (BAME) backgrounds also remain underrepresented, especially in leadership and senior roles.

The Ministry of Defence (MoD) has taken some steps to address this imbalance, recognising that a diverse workforce is crucial for both the effectiveness and credibility of the armed forces. In fact, the UK Armed Forces have set ambitious diversity targets, aiming to increase the proportion of women and BAME personnel within the forces. However, even with these efforts, the pace of change has been slow.

Barriers to diversity

Several factors contribute to the slow progress of improving diversity in the UK defence industry. Some of these include:

1. Cultural and institutional barriers: The defence sector is often seen as traditionally masculine, with a culture that may be unwelcoming to those who don’t fit the historical mould. There are challenges around the perception of the industry as being rigid, hierarchical, and exclusive, which can deter women and ethnic minorities from considering a career in defence. This “old guard” mentality is not easily changed, as the sector’s core values of loyalty, discipline, and teamwork can sometimes be misinterpreted as exclusionary to those who are perceived as “different.”
2. Gender stereotypes and lack of role models: The lack of female representation in senior roles and technical positions further compounds the problem. When women and minorities do not see themselves reflected in leadership positions, it can discourage others from pursuing careers in the industry. Furthermore, gender stereotypes in fields like engineering, science, and technology perpetuate the misconception that these careers are better suited for men, which creates an additional barrier for women seeking these roles.
3. Workplace environment and flexibility: Defence roles—whether in the military, in research and development, or in technical and logistical positions—are often perceived as inflexible. Long hours, extended periods of travel or deployment, and a lack of family-friendly policies can disproportionately affect women, particularly those with caregiving responsibilities. The industry’s resistance to flexible working arrangements is a significant barrier for potential employees who might need a better work-life balance.
4. Recruitment and retention challenges: Recruitment campaigns targeted at women and underrepresented ethnic groups are often not as effective as they could be. The portrayal of the industry in a way that fails to highlight its inclusive aspects may reinforce existing biases and misconceptions. Moreover, even when underrepresented groups are successfully recruited, they may face an unsupportive environment that leads to high turnover and lower retention rates.

Efforts to overcome the challenges

Despite these challenges, there are a growing number of initiatives in place to improve diversity and inclusion within the UK defence sector. Many organisations are now prioritising ED&I as part of their core values, pushing for significant cultural change.

1. Diversity and inclusion strategies: The Ministry of Defence has set out several initiatives to increase the representation of women and BAME groups in the armed forces and the wider defence industry. A key part of this is improving recruitment practices, ensuring that diversity is an integral part of recruitment materials, and targeting previously underrepresented groups. Moreover, specific initiatives such as the ‘Women in Defence’ network and the Armed Forces’ “Diversity and Inclusion Strategy” aim to create a more inclusive environment.
2. Collaborations with industry bodies and academia: Recognising that diversity is not just a recruitment issue but a systemic one, the UK defence sector has partnered with universities, industry groups, and other organisations to promote education and career development for women and ethnic minorities in STEM (Science, Technology, Engineering, and Mathematics). Programs such as “STEM for Girls” and the promotion of engineering careers in schools are helping to address the pipeline problem, where women and minorities are less likely to consider technical careers in the first place.
3. Flexible working and family support: Increasingly, defence companies are introducing flexible working policies and a stronger emphasis on family support. These policies aim to improve the work-life balance for all employees, particularly those with caregiving responsibilities. By adopting these practices, the defence industry can become more attractive to a wider range of applicants.
4. Internal training and education: To ensure that the industry remains attractive and inclusive, many companies in the sector are providing unconscious bias training and establishing mentorship programs. These programs help raise awareness of diversity challenges and provide women and minorities with the support they need to progress in their careers. Mentorship, in particular, has proven to be a powerful tool for retention, offering guidance and reassurance to underrepresented groups.

The road ahead

Improving diversity in the UK defence industry is an ongoing challenge that will take time, commitment, and collaboration from all stakeholders involved. While tangible progress is being made, there are still many hurdles to overcome, particularly in changing deep-seated attitudes and addressing systemic barriers.

The future of the defence industry depends not only on technological advancements but also on how effectively it can harness the talents of all its people. Diverse teams bring different perspectives, ideas, and experiences, which ultimately lead to more innovative and effective solutions, something that is crucial in the rapidly evolving field of defence.

For the UK defence sector to maintain its competitive edge and continue to deliver on its mission of national security, it must ensure that it embraces a diverse and inclusive workforce. The challenge is great, but the opportunity for growth and success is even greater. Through ongoing commitment, innovative strategies, and a shift in culture, the UK defence industry can overcome these challenges and set an example for other sectors to follow.