Unlocking Value for Veterans in the Civilian Workforce

I recently had the privilege of attending the NoVA Chamber of Commerce’s Meaningful Veteran Employment event, and was moved by the collective dedication to supporting military and Veteran transitions to the civilian workforce. The guest speaker also highlighted the crucial role of military spouses, a perspective that is often overlooked but equally significant. The commitment to fostering a narrative of a robust Veteran employment community resonated with me. Here are a few take aways:

Lack of Understanding and Awareness

While there is an admirable push to shift the narrative from challenge to triumph for Veteran employment, it's equally essential to acknowledge the employment vulnerabilities within the Veteran community. The term "Vulnerable Demographic" doesn't suggest any weakness on the part of Veterans. Instead, it signifies a thoughtful recognition that there are specific risks and barriers unique to this community, warranting protective measures.

It's important to understand both sides of this narrative—the triumphs and the challenges—to comprehensively address the needs of our Veterans. By acknowledging vulnerabilities, we can work collectively to implement targeted strategies, resources, and initiatives that ensure a more supportive and inclusive environment for our Veteran community in the workplace.

The reality is transition from active duty to civilian life is challenging. The statistics tell us such– transitioning service members are expected to change careers three times within the first five years, which is costly to Veterans, families, and employers. However, armed with the right resources and a strategic approach, Veterans can not only secure employment but find meaning and value in their new civilian roles that lead to excellence in the workplace and thriving Veteran families.

Thriving Workplace Culture for Veterans

We strongly encourage transitioning Veterans to pose critical questions when engaging with potential employers. It is paramount to gain insights into the company's workplace culture and its commitment to supporting Veterans. In particular, inquire about the existence of a dedicated Veteran resource program within the organization. A company's investment in such a program speaks volumes about its understanding and support for the unique needs of Veterans and, by extension, for you as an individual. A dedicated Veteran program not only signifies a commitment to fostering an inclusive environment but also provides a tangible support system in the workforce.

Understanding the typical career path for a role is equally imperative, especially for Veterans transitioning from long-term active duty service. It's concerning that approximately 44% of Veterans leave their first post-military job within a year, often due to challenges such as underemployment, perceived lack of value, a limited network, and insufficient growth opportunities. This statistic is an interesting one. For a moment, consider these unique circumstances—the typical active-duty service commitment is two to six years, military families move every two years on average, service members have such things as mandatory use or lose vacation leave because they don’t take it, and typically accumulate 60 days of carry-over leave before transitioning. In the military, sick days, overtime pay, typical work hours, and bonuses are uncommon, and compensation often lags behind civilian counterparts. However, again, nearly half will leave their first civilian job within a year. There is a notable imbalance in this equation, but one I believe we can overcome together.

Why This Matters

The high turnover rate not only impacts Veteran families but also poses a substantial cost to employers. Organizations spend billions annually on turnover-related expenses due to the absence of formal Diversity, Equity, and Inclusion (DEI) policies. If you are wondering why I included DEI Policies in this post, it is because Veterans are protected under the VEVRAA (Vietnam Era Veterans’ Readjustment Assistance Act of 1974), making them a part of DEI initiatives along with 27 other vulnerable demographics. This law established Veterans have the right to work in an environment free from discrimination and ensures that Veterans cannot be discriminated against in hiring, firing, pay, benefits, job assignments, promotions, layoffs, training, and other employment-related activities. Know your rights!

Resources to Utilize

Inclusive workplaces should provide mentorship programs, Employee Assistance Programs (EAPs), and other valuable resources for Veterans such as pre-transition apprenticeships, ensuring a smoother transition and fostering a sense of belonging. Statistics prove that when resources are tailored to the needs of Veterans, it leads to longer employment time and happier employees.

Here are some ideas for Veteran employers to think about:

1.       Education and Training: Conduct training that specifically addresses Veterans' experiences, dispelling myths and fostering understanding. When a Veteran is not thriving in your workplace, what’s next?

2.       Skill Recognition Programs: Implement programs that recognize and reward the unique skills Veterans bring to the workplace, emphasizing their value and contribution.

3.       Diverse Hiring Panels: Ensure diversity, hopefully a Veteran, in hiring panels to minimize biases and promote a more inclusive evaluation of Veteran candidates.

4.       Mentorship, Apprentice, and Support Programs: Develop mentorship initiatives and support programs tailored to the needs of Veteran employees, fostering a sense of community and shared experience.

When you think about it, it’s not that difficult. Effecting change requires intention, and channeling resources from anticipated turnovers towards cultivating a vibrant workplace culture for Veterans is simply a wise and strategic move.

Wrapping it Up

The dedication I witnessed at the NoVA Chamber’s Meaningful Veteran Employment event reinforces the understanding that genuine support involves all of us recognizing and addressing the multifaceted aspects of Veterans' experiences. Yes, transition from military service to civilian employment is undoubtedly a challenging journey, but with the right resources and a strategic approach, Veterans can not only find employment but also build successful and fulfilling post military careers.

The Veteran narrative is already a story of champions, and potential employers who want Veterans in their ranks can be a part of this success story. Bringing Veterans into your organization is inviting a rich pool of talent that brings diverse perspectives, unparalleled work ethic, and a commitment to excellence. Whether or not they stay, is not necessarily on them, as in life—it’s a two way street.

Let's work together to break down barriers and create workplaces where Veterans and their families thrive. Veterans Collaborative partners with Veteran consultants who want to help employers reach their goals in this space. Contact us for more information!

Tune in for Part 2: Employment Resources for Transitioning Veterans