Jill Graves
Issues Faced by Veterans in the Workplace
Cap Time News investigator journalist, Bennet Goldstein (2012), has conducted a study that presents that there are many job-seeking veterans working to overcome the stigma of disability. Thirty percent of veterans, with visible and non-visible disabilities, in the civilian labor force who have acquired a college degree, equal to or greater than a bachelor’s degree. Yet, have trouble being guaranteed employment. Nationally, disabled veterans who worked in the years after the attacks on September 11, 2001, faced higher unemployment rates (see Figure 1). Veterans of Iraq and Afghanistan also complain that they sense a stigma attached to their service, from interviewer’s who believe they may be unstable.
According to Goldstein, one recommendation of an inclusive practice, to increase the employment of veterans, would be for organizations to incorporate social integrations in their interview process. By doing so, interviewers can be educated on minority groups and how to see them as resourceful tools rather than complications (Goldstein, 2012, https://madison.com/ct/news/local/ service-stigma- disabled-or-not-veterans-face-job- challenges/article_725b8cfc-c54b-11e1-b4ba-001a4bcf887a.html)
Figure 1
Note. Research shows the rate of unemployment between post 9/11 veterans and the general population.
The Society for Human Resource Management Foundation and the National Association of Veteran-Serving Organizations (2017) held a summit to discuss employing, engaging and retaining veterans in the workforce.
This event was the beginning of a multi-year SHRM Foundation initiative to leverage SHRM's network of more than 250,000 HR professionals to disseminate resources and create local impact supporting veterans.
Outputs from this summit were used to generate needed research and solutions to support organizations in the important work of integrating and engaging veterans (see Figure 2).
Figure 2
Note. SWOT Analysis
According to the SHRM Foundation and the NAVSO, one recommendation of an inclusive practice, to increase the engagement of veterans in the workplace, would be for organizations to recognize their sense of uniqueness. By developing a SWOT analysis, staff in leadership positions can align veterans’ strengths and weaknesses with the company’s evaluation process to include specialized trainings, necessary promotions, and social capital (The Society for Human Resources Management Foundation [SHRM] & The National Association of Veteran-Serving Organizations [NAVSO], 2017, https://www.shrm.org/foundation ourwork/initiatives/engaging-and-integrating-military- veterans/Documents/4-17%20Vet%20Summit%20Report%20FINAL.pdf)
Figure 3
A study and report conducted by a group of students at the USC School of Social Work (2015) analyzed veterans not addressing their mental health and substance abuse issues and how it impacts their abilities at work (see Figure 3). This included the effect on willingness to pursue and retain work, difficulties placing veteran clients with mental health or drug dependency problems, and the desire to keep and find success in a career, as described by both VOA service providers and veteran clients.
According to the USC students, one recommendation of an inclusive practice would be for companies to provide career development and mentorship programs in order to address a veterans’ ability to successfully tackle their needs for recovery as well as their ability to find/keep employment. (Kintzle et al., 2015, https://voa-production.s3.amazonaws.com/uploads/pdf_file/file/762/A_Study_of_Volunteers_of_America_Service_Providers_and_Veteran_Clients.pdf)