Respectful Business: Hiring & Supporting Veterans

Being respectful is more than just good manners; it’s a fundamental shift in how we approach business, especially when it comes to supporting our veterans. Creating a culture of genuine respect not only benefits those who served but also transforms the entire organizational ecosystem. But how do you build this culture from the ground up, ensuring it’s more than just lip service?

1. Conduct a Thorough Needs Assessment

Before launching any veteran-focused initiative, understand the specific needs of the veterans you aim to support. This means more than just casual conversations; it requires a structured approach. Begin by surveying current veteran employees. Tools like SurveyMonkey SurveyMonkey can help you design and distribute questionnaires efficiently. Focus on questions that uncover challenges related to:

• Transitioning military skills to civilian roles
• Accessing available resources and benefits
• Feeling integrated into the company culture
• Career development opportunities

Follow up the survey with one-on-one interviews. These conversations provide deeper insights and allow veterans to share experiences they might not feel comfortable putting in writing. I remember a client last year, a large manufacturing firm in Macon, GA, who thought they were doing a great job supporting their veteran employees. After conducting these interviews, they discovered many veterans felt isolated and undervalued, despite the company’s well-intentioned but ultimately superficial efforts.

Pro Tip: Partner with a local veteran service organization (VSO) like the Georgia Department of Veterans Service Georgia Department of Veterans Service. They can provide valuable guidance on crafting relevant survey questions and interpreting the results.

2. Implement Veteran-Specific Training Programs

One of the most respectful actions an organization can take is to educate its entire workforce about military culture and the challenges veterans face. This training should cover:

• Military ranks and structures
• Common experiences during deployment
• Potential challenges transitioning to civilian life, such as PTSD or anxiety
• The value of military skills and experience

Many organizations offer pre-packaged diversity and inclusion training, but these often fall short of addressing the unique needs of veteran employees. Instead, consider developing a custom training program or partnering with a veteran-owned business specializing in this area. We use a program called “Boots to Suits” at my current company, which was developed by a former Army officer. It’s far more effective than the generic HR training modules.

Common Mistake: Treating veterans as a monolithic group. Military experience varies widely depending on branch, job, and deployment history. Avoid generalizations and focus on individual needs.

3. Establish a Veteran Mentorship Program

A mentorship program provides veterans with guidance and support from experienced employees, both veterans and non-veterans. This can be invaluable in navigating the complexities of the civilian workplace and fostering a sense of belonging. To create an effective mentorship program:

1. Recruit Mentors: Identify employees who are passionate about supporting veterans and possess strong leadership and communication skills.
2. Provide Training: Equip mentors with the knowledge and resources they need to effectively guide their mentees.
3. Match Mentors and Mentees: Consider factors such as career goals, skills, and personality when making matches.
4. Set Clear Expectations: Establish guidelines for the frequency and format of meetings.
5. Provide Ongoing Support: Offer regular check-ins and resources to ensure the program’s success.

A good mentor can help a veteran translate their military skills into civilian terms. For example, a veteran who managed logistics in the Army might be an excellent project manager, but they may not realize how their skills align with civilian roles. The mentor can help them see those connections.

4. Translate Military Skills and Experience

One of the biggest hurdles for veterans is translating their military skills and experience into language that civilian employers understand. This requires a proactive approach from HR departments. Consider implementing the following:

• Revise Job Descriptions: Use clear and concise language that avoids military jargon. Focus on transferable skills such as leadership, teamwork, problem-solving, and adaptability.
• Train Recruiters: Equip recruiters with the knowledge to recognize and value military experience. Provide them with resources that translate military occupations into civilian equivalents. The Department of Labor’s O*NET O*NET is a great resource for this.
• Offer Skills Assessments: Provide veterans with opportunities to demonstrate their skills through assessments or simulations.

We ran into this exact issue at my previous firm. We were struggling to fill a data analyst position, and a veteran applied who had experience in military intelligence. On paper, his resume didn’t seem like a good fit, but after a skills assessment, it became clear he had the analytical abilities we were looking for. He ended up being one of our best hires.

For additional reading on this topic, see our article on skills that click for success.

5. Create a Veteran Resource Group

A Veteran Resource Group (VRG) or Employee Resource Group (ERG) provides a platform for veterans to connect with each other, share experiences, and advocate for their needs within the organization. To establish a successful VRG:

1. Secure Executive Sponsorship: Obtain support from a senior leader who can champion the group’s initiatives.
2. Define the Group’s Mission: Clearly articulate the group’s purpose and goals.
3. Recruit Members: Reach out to veteran employees and allies to build a strong and diverse membership base.
4. Plan Regular Activities: Organize meetings, events, and volunteer opportunities that promote camaraderie and support.
5. Seek Feedback: Regularly solicit feedback from members to ensure the group is meeting their needs.

The VRG can also serve as a valuable resource for the company, providing insights on veteran-related issues and helping to shape company policies. Plus, it gives veterans a voice and a sense of community within the organization.

Pro Tip: Encourage the VRG to partner with local veteran organizations to support community initiatives. This not only benefits veterans in the community but also enhances the company’s reputation.

6. Offer Flexible Work Arrangements

Many veterans face unique challenges that require flexibility in their work arrangements. These challenges may include medical appointments, therapy sessions, or family obligations related to their military service. Offering flexible work arrangements, such as telecommuting, flexible hours, or compressed workweeks, demonstrates a commitment to supporting their needs. Make sure your policies are clearly communicated and consistently applied.

Here’s what nobody tells you: flexibility is a two-way street. While it’s important to accommodate veterans’ needs, it’s also crucial to set clear expectations and ensure that they are meeting their job responsibilities. Transparency and open communication are key.

7. Actively Recruit Veterans

Building a respectful workplace for veterans starts with actively recruiting them. This requires more than just posting jobs on general job boards. To attract veteran candidates:

• Partner with Veteran-Specific Job Boards: Utilize job boards such as RecruitMilitary and VetJobs.
• Attend Military Job Fairs: Participate in job fairs specifically targeting veterans.
• Develop Relationships with Military Transition Programs: Connect with programs that help service members transition to civilian careers.
• Highlight Veteran-Friendly Policies: Clearly communicate the company’s commitment to supporting veterans in recruitment materials.

Aim for at least 10% veteran representation in your workforce. This sends a strong message about your commitment to supporting those who served. Is that an arbitrary number? Maybe. But setting a concrete goal forces you to take action.

8. Provide Access to Mental Health Resources

Mental health is a critical issue for many veterans. Ensure that your company’s health insurance plan covers mental health services, including therapy and counseling. In addition, consider offering Employee Assistance Programs (EAPs) that provide confidential access to mental health professionals. Promote these resources actively and encourage employees to seek help when needed. Normalize seeking help, because the stigma surrounding mental health can be a major barrier.

Common Mistake: Assuming that all veterans need mental health support. While many do, it’s important to avoid making assumptions and to treat each individual with respect and dignity.

It’s important to be aware of the unmet mental health needs of veterans.

9. Recognize and Celebrate Veterans’ Contributions

Show appreciation for veterans‘ service and contributions to the company. This can be done through various means, such as:

• Veterans Day Celebrations: Organize events to honor veterans on Veterans Day.
• Awards and Recognition Programs: Recognize veterans’ achievements and contributions through company awards programs.
• Public Acknowledgements: Highlight veterans’ stories and accomplishments in company newsletters or on social media.

These gestures, while seemingly small, can go a long way in making veterans feel valued and appreciated. It’s about more than just a pat on the back; it’s about acknowledging their sacrifice and service.

10. Continuously Evaluate and Improve

Creating a respectful workplace for veterans is an ongoing process. Regularly evaluate the effectiveness of your initiatives and seek feedback from veteran employees. Use this feedback to make improvements and ensure that your programs are meeting their needs. Use anonymous surveys and focus groups to gather honest opinions. The goal is to create a culture of continuous improvement, where veteran voices are heard and valued.

Remember to consider avoiding the one-size-fits-all trap when serving veterans.

Building a truly respectful environment for veterans requires a sustained commitment and a willingness to adapt and evolve. By implementing these steps, organizations can transform their workplaces and create a culture where veterans thrive. Don’t just talk about supporting veterans; show them through concrete actions and a genuine commitment to their well-being.

The most impactful change you can make isn’t a sweeping policy update, but a simple shift in mindset: actively listen to veteran employees, acknowledge their unique experiences, and create a workplace where they feel genuinely valued. That’s how you transform an industry, one respectful interaction at a time.