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Creating a Positive Workplace: Strategies for Supporting Veterans and Enhancing Inclusion
Table of Contents
What Veterans Need at Work
Setting Up Support Systems
Training Better Leaders
Checking What Works
Final Thoughts
FAQs

Creating a Positive Workplace: Strategies for Supporting Veterans and Enhancing Inclusion

Creating a Positive Workplace: Strategies for Supporting Veterans and Enhancing Inclusion

7 min. read.

Are you looking to offer meaningful support to veterans within your workplace? Here’s an insightful guide on how to cultivate an environment in which they can truly flourish and make you a MostLovedWorkplace®:

  1. Understand the challenges veterans face
  2. Recognize and utilize veterans’ unique skills
  3. Set up support systems (ERGs, mentorship programs)
  4. Train leaders on military culture and skill translation
  5. Offer flexible work options and mental health resources
  6. Measure success and continuously improve

Key benefits:

Table of Contents

For Veterans
For Companies
Easier transition
Access to skilled talent
Career growth
Better retention
Sense of purpose
Stronger teams
Mental health support
More diverse workforce
By implementing these strategies, you’ll create a workplace where veterans can excel and drive success. Remember, supporting veterans isn’t just good karma – it’s smart business.

What Veterans Need at Work

Veterans bring a unique set of skills to civilian jobs. But they also face challenges when switching from military to civilian careers. Let’s look at what veterans need to thrive in the workplace.

Moving from Military to Civilian Work

Switching from military to civilian work isn’t easy. Pew Research found that while most veterans feel ready for active duty, only about half feel prepared for civilian life. That’s a big gap.

Veterans often struggle with:

• Explaining their military skills in civilian terms

• Working in less structured environments

• Finding a new career path

• Balancing work with VA appointments

How can employers help? Here are some ideas:

• Guide veterans towards civilian certifications

• Set up mentoring programs

• Offer flexible schedules for VA appointments

• Create clear career paths that use veterans’ skills

Skills Veterans Bring

Veterans have lots of valuable skills. Here’s a quick look:

Skill
What It Means
How It Helps at Work
Leadership
Learned through tough training and real-world experience
Managing teams, leading projects
Adaptability
Quickly sizing up situations and finding solutions
Handling change, responding to crises
Teamwork
Understanding how to work together for a common goal
Working across departments, building strong teams
Risk Assessment
Trained to weigh options and make smart choices
Planning strategies, managing risks
Integrity
High standards and taking responsibility
Following rules, making ethical choices

Tom Kastner from Wounded Warrior Project® (WWP) says:

“Veterans were trained to adapt and overcome various challenges, and those distinctive qualities are not lost as they navigate their civilian career journey.“

Workplace Obstacles

Even with these great skills, veterans can face problems at work:

  1. Communication issues: Military lingo can confuse civilian coworkers.
  2. Culture shock: The military’s chain of command is different from most civilian workplaces.
  3. PTSD misconceptions: Some employers worry about hiring combat veterans.
  4. Underused skills: Companies might not fully tap into veterans’ unique abilities.

How can companies help? Try these:

• Train staff to bridge the military-civilian culture gap

• Start veteran support groups

• Teach managers about military experience and how it applies to civilian jobs

• Set up mentoring to help veterans navigate corporate life

Johnson & Johnson is doing this well. They created a Veterans Leadership Council to help veterans connect and grow while supporting their health needs.

Setting Up Support Systems

Hiring veterans is just the start. To help them thrive, you need to build systems that support their unique needs. Here’s how to do it:

Starting Veteran Groups

Employee Resource Groups (ERGs) for veterans can be a game-changer. They give vets that sense of community they often miss after leaving the military.

Want to set up an effective veteran ERG? Here’s how:

  1. Set clear goals (like boosting retention or career growth)
  2. Get the big bosses on board
  3. Give the group a budget and time to meet
  4. Keep tabs on how it’s helping (think retention rates, job satisfaction)

Check out this quick breakdown of ERG benefits:

For Veterans
For the Company
Feels like home
Keeps vets around longer
Career boost
Fresh ideas
Support network
Team players
Easier transition
Different viewpoints
An infographic titled "Mutual Benefits of Veterans in the Workforce." It features a circular diagram with six segments, each depicting a key benefit for integrating veterans into the workplace: Fresh Ideas - Illustrated with a lightbulb icon, signifying the infusion of new perspectives and creativity. Keeps Vets Around Longer - Shown with an hourglass icon, emphasizing the encouragement of long-term retention of veteran employees. Easier Transition - Depicted with a sailing boat icon, representing the facilitation of a smooth transition for veterans into civilian roles. Feels Like Home - Illustrated with a house icon, highlighting the creation of a familiar and comfortable work environment. Career Boost - Shown with a climbing figure icon, denoting the provision of opportunities for career advancement. Support Network - Illustrated with interlinked hands, indicating the establishment of a strong community of support among veterans. Below the diagram, there's a red banner with text "Get Certified" and a badge icon labeled "Most Loved Workplace," encouraging businesses to become a certified, veteran-friendly employer.

Take Amazon’s Warriors ERG, for example. It’s not just for vets – it includes their families and supportive coworkers too. They network, help the community, and smooth the path for new veteran hires.

Setting Up Mentor Programs

Mentors are HUGE for vets moving into civilian jobs. The Department of Veteran Affairs even found that mentoring was the #1 program vets wanted when transitioning.

Here’s the secret sauce for a great mentorship program:

• Match vets with civilian pros

• Set clear goals (career growth, networking, office know-how)

• Train those mentors

• Check in often

As Mary Leone, a talent pro, puts it:

“No veteran mentoring program at your company? Start NOW! It’s a game-changer for keeping vets around past that first job.”

Don’t want to start from scratch? Team up with groups like Veterati, American Corporate Partners (ACP), or Four Block. They’re pros at this stuff.

Offering Work Options

Flexibility is key for vets adjusting to civilian life. Try these:

• Flex schedules for VA appointments

• Remote work for those who need quiet

• Gradual return-to-work for injured vets

• Job sharing for those easing back in

Mental Health Resources

Mental health support is crucial. Here’s how to nail it:

  1. Train your team on vet-specific issues
  2. Bring in pros who get the veteran experience
  3. Set up peer support groups
  4. Get an Employee Assistance Program with vet resources
  5. Allow mental health days

Here’s a sobering fact: 1.7 million vets have been diagnosed with mental health needs, but almost half don’t get help. Your support could change that.

Training Better Leaders

Creating a veteran-friendly workplace goes beyond just hiring. It’s about building an environment where veterans can thrive. Here’s how we can train our leaders to support veterans effectively:

Military Background Training

Leaders need to understand military life and culture. This knowledge bridges the gap between military and civilian worlds.

Good military background training covers:

Topic
Purpose
Military structure
Understand veterans' previous work environment
Common military terms
Improve communication
Military values and ethics
Grasp veterans' work ethic
Deployment experiences
Build empathy

The Department of Labor’s “America’s Heroes at Work” toolkit is a great resource. It covers hiring and supporting veterans, including those with PTSD or traumatic brain injury (TBI).

Converting Military Skills

Veterans often struggle to translate their military experience into civilian terms. Managers can help by:

  1. Learning to read military resumes and job descriptions
  2. Identifying transferable skills (like leadership and problem-solving)
  3. Helping veterans explain their experiences in civilian terms

R. Matthew Croslin, a retired Lieutenant Colonel, says:

“Military leadership skills do translate to the civilian workforce. Leadership is leadership and experience is experience and military leaders bring both to the table.“

Career Growth Plans

Veterans need clear paths for advancement. Without them, they often leave quickly – nearly half leave their first post-military job within a year.

To create good career growth plans:

• Ask about career goals

• Find opportunities that fit their skills and interests

• Provide mentorship from experienced civilian leaders

• Offer training for higher-level skills

But remember, not all veterans want to be managers. Lida Citroën, an author and consultant, shares:

“A retiring Air Force Colonel told me, ‘I wish people would stop assuming I want to lead in my next job. I just want to contribute and go home at night knowing I added value.”

Ways to Show Thanks

Honoring military service in your company culture makes veterans feel valued. Try these:

• Celebrate Military Appreciation Month (May)

• Recognize Veterans Day

• Create a “Wall of Honor” for veteran employees

• Offer extra paid time off for VA appointments or Reserve duties

Bart Womack, Veteran Strategy Officer at Randstad, says:“Veteran hiring is a mindset and a culture shift. The companies that excel at hiring veterans have mastered this shift from the top down.“

Graphic titled "Become a Most Loved Workplace®". The graphic includes a headline in bold, blue letters followed by a paragraph that reads: "Join the movement of companies that prioritize employee satisfaction and create a culture of love and respect. Get certified today and stand out as an employer of choice." Below the text, there is a call-to-action button labeled "GET CERTIFIED". The lower part of the image features a photograph showing a group of happy employees celebrating, likely at a corporate event, representing the vibrant and inclusive company culture. The logo of "Most Loved Workplace" is also displayed prominently on the right side of the graphic. Engaged Employees

Checking What Works

You need to know if your veteran support programs are doing their job. Here’s how to measure success and make improvements based on data:

How to Measure Success

To see if your veteran initiatives are working, use these tools:

Metric
What it means
Why It's Important
Retention Rate
% of vets staying past year one
Shows if vets are happy and programs work
Career Progression
Promotions and moves for vet employees
Tells you if vets are growing in the company
Engagement Scores
Results from vet-specific surveys
Gives direct feedback on vet experience
Performance Ratings
How vets perform vs. non-vets
Shows the value of hiring vets
Shows the value of hiring vets

SHRM says 68% of employers think vets perform better than non-vets. Track these metrics to see how your company stacks up.

Getting Veteran Input

Want to know what vets really think? Try these methods:

  1. Anonymous Surveys: Use tools like the VA All Employee Survey for honest feedback.
  2. Focus Groups: Have small group chats to dig into specific issues.
  3. One-on-One Talks: Check in with vet employees regularly to understand their needs.
  4. Exit Interviews: Learn from vets who are leaving to spot areas to improve.

“Exit interviews are gold mines of information. They often reveal blind spots in your veteran support programs that current employees might be hesitant to share.” – Mary Leone, talent acquisition expert

Keeping Score

Track these KPIs to see how your vet program is doing:

• % of new hires who are vets

• % of vets promoted within 2 years

• % of vets finishing skill development programs

• % of vets in mentorship programs

• Hours vets spend volunteering through company programs

Make a dashboard to watch these KPIs. Update it every 3-6 months to spot trends.

Making Things Better

Always aim to improve. Here’s how:

  1. Look at Your Data: Check your KPIs and feedback often.
  2. Set Clear Goals: Make specific, measurable goals for improvement.
  3. Make Changes: Use what you’ve learned to tweak your programs.
  4. Check Again: After changes, see if they worked.
  5. Compare Yourself: See how you stack up against other companies.

Veteran support is an ongoing job. Bradley-Morris found that Proseal America‘s vet hires were outpacing others in skill growth after just one year. That shows what good vet programs can do.

Final Thoughts

Supporting veterans in the workplace isn’t just good karma – it’s smart business. Let’s recap the key points and see how to make these efforts stick.

Here’s why supporting vets at work is a win-win:

For Veterans
For Companies
Easier shift to civilian life
Top-notch talent pool
Career advancement
Better employee retention
Feeling of purpose
Stronger teams
Mental health backup
More diverse, innovative workforce

Making It Stick

Want your vet support to go the distance? Here’s how:

  1. Bake it into your culture

Don’t just talk the talk. Make vet inclusion part of your company’s DNA. Jim Beamesderfer from Prudential Financial nails it:

“We don’t hire military talent out of charity. We do it because it makes great business sense.“

  1. Keep tweaking

Don’t set it and forget it. Keep an eye on things like retention rates and career progress to see what’s working.

  1. Team up with vet groups

Build solid relationships with organizations that help vets find jobs. Fiserv, for example, backs the Institute for Veterans and Military Families at Syracuse University.

  1. Grow your leaders

Give vets a clear path up the ladder. CACI‘s got a smart move with their Veteran Transition mentoring program, pairing seasoned vets with newbies.

  1. Flex when needed

Monster’s survey shows workers today want flexibility. Offer remote options and flexible hours to help vets juggle things like VA appointments.

Supporting vets isn’t a one-and-done deal. Keep at it, listen to feedback, and you’ll build a workplace where vets can shine and put their skills to work.

William Davidson, a retired Command Sergeant Major now working with Home Base, puts it well:

“When it comes to veterans, recognizing the service and sacrifice of these individuals to serve our country is essential.“

FAQs

How to support veterans in the workplace?

Supporting veterans at work is key for their success and career growth. Here are 8 ways to create a veteran-friendly workplace:

  1. Skills-based hiring: Match military skills to civilian jobs
  2. Clear company mission: Show how their work matters
  3. Team building: Build a sense of belonging
  4. Structured frameworks: Set up clear onboarding processes
  5. Veteran ambassadors: Let experienced vets mentor new hires
  6. Employee resource groups: Create vet support networks
  7. Include military spouses: Tap into military family talent
  8. Mental health benefits: Offer full support for vet well-being

These strategies can boost vet retention and job satisfaction. Take Johnson & Johnson, for example. They set up a Veterans Leadership Council to help vets connect and grow while addressing their health needs.

Tom Kastner from Wounded Warrior Project® (WWP) says:

“Veterans were trained to adapt and overcome various challenges, and those distinctive qualities are not lost as they navigate their civilian career journey.“

By recognizing these qualities and offering targeted support, companies can tap into the skills vets bring to civilian work.

Supporting vets is ongoing. Keep checking your initiatives and ask vet employees for feedback. This way, you’ll create a workplace where vets thrive and add their unique strengths to your company’s success.

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