Our annual appraisal system is the mechanism by which the entire career progression for individuals is based. It is a critical part of anybody's career in the armed forces if they wish for any particular career progression, whether that be another appointment or whether that be promotion and onward progression within the armed forces. I think the appraisal process is seen as absolutely critical to career advancement.
Within that, the objectives that are set out and agreed between the reporting officer and the individual at the beginning of the reporting period normally involve about eight objectives, and no more than eight objectives. Where the diversity and inclusion objective sits within those eight...because they're not done in priority order, necessarily. Those objectives are to be smart objectives in the fact that they are to meet all the criteria of smart objectives, that is, be deliverable, be measurable, and then all the other criteria.
I think from my perspective, and certainly it's the way I've addressed it and most of my contemporaries have addressed it, it has made a real difference in the way in which we report on people.