Published: November 9, 2020
Employment opportunities for veterans have improved dramatically over the years as companies have come to recognize the value they can bring to the workplace and have bolstered their recruitment efforts for this demographic. And the results are telling: The jobless rate for the roughly 19 million veterans in the U.S. declined from 6.6% in 2013 to 3.1% in 2019.
“Veterans bring discipline, leadership and tech skills and a unique perspective and passion for the work they do,” says Betty Thompson, executive vice president and chief people officer at Booz Allen Hamilton, which came in at No. 5 on Forbes’ inaugural ranking of America’s Best Employers for Veterans.
Forbes compiled the list, in partnership with market research firm Statista, by surveying more than 5,000 U.S. veterans who have served in the armed forces, including the active military, National Guard and reserves. All respondents work part- or full-time for companies with at least 1,000 employees.
The survey, which ran from March to June 2020, asked respondents to evaluate their employers’ working conditions and approach to diversity and inclusion, as well as whether their work environment is veteran-friendly.
With a score of 98.68, Camarillo, California-based discount tool and equipment retailer Harbor Freight Tools took the No.1 spot, followed by Northeastern University in Boston and consumer goods company P&G, headquartered in Cincinnati.
Men outnumbered women in Forbes’ survey, a reflection of the predominance of men in the armed forces, and a substantial percentage of respondents, 40%, held upper management positions. Some 8% of veterans said they worked in the aerospace and defense industry, compared to 2.7% of respondents for Forbes’ 2019 list of America’s Best Employers.
Job candidates with military backgrounds possess a wealth of experience and transferable skills that are a valuable assets in the workplace, but they often find it difficult to gain civilian jobs because their unique skill set and the benefits they bring to organizations are not immediately apparent to corporate talent acquisition specialists.
To that end, businesses like CACI International, a national security defense company, sponsor interns through the Department of Defense’s Skillbridge Program, which connects transitioning service members to job training opportunities.
“Finding a job is one of the hardest parts of the transition process. For some, it’s the first time negotiating a salary offer or even getting to pick their line of work,” says Gary Patton, a retired major general and current vice president and director for military and veterans affairs at CACI.
The company, which came in at No. 14 on Forbes’ ranking, helps veterans and active troops tailor their resumes and optimize their military positions for the civilian workforce. A cyber operator title in the military, for instance, would most closely resemble a system administrator in the private sector, Patton says. At CACI, veterans and military service members make up 37% of the workforce and disabled veterans form 8%. More than 40% of CACI’s new hires had a military background or were military spouses for the last three fiscal years.
“We’re able to get these numbers because our commitment to serving this community is ingrained in our culture and our company DNA,” Patton, says, adding that CACI’s board chairman is a navy reserve veteran.
Headquartered just outside of the nation’s capital, in Arlington, Virginia, the company leverages its relationships with the federal government, networks at military bases and partnerships with companies like Microsoft, which offers a 19-week tech boot camp for those with military backgrounds. CACI also collaborates with veteran groups such as Hire Heroes USA, the American Legion and Blue Star Families, a nonprofit founded by and for military spouses.
“Veterans come with a wide range of skill sets that translate directly to our clients, along with self-discipline, a commitment to a mission, security clearances and a sense of dedication to duty,” Patton says. “It’s a win all-around.”
Just 10 miles away in McLean, Virginia, Booz Allen Hamilton is taking a similar approach to recruiting and developing employees who’ve served in the military. The consulting firm primarily serves the Department of Defense and other government clients, which allows veterans to build on the skills obtained in the military, offers them a sense of familiarity and camaraderie as former end-users of national security products, and directly aligns with their interest in serving the nation. The company boasts two business resource groups for military-connected employees: the Armed Services Network and a group for military spouses.
“We leverage them heavily for recruitment and retainment,” Thompson says. “These groups also help veterans to navigate the private sector after leaving the armed forces, which can be a jarring experience, and deal with the mobility that comes with having to relocate.”
Although a number of veterans enter the private sector with tech skills they picked up while enlisted in the armed forces, some need additional training or upskilling. Booz Allen offers online training programs in areas like engineering, machine learning and web development to assist veterans who are looking for their next career move or want to earn a certificate in a specialized field.
Veterans face a number of challenges during the job search, including a mental health stigma that’s often attached to their service. Those who have served in the military are 1.5 times more likely to die by suicide than non-service members, according to the U.S. Department of Veteran Affairs.
For veterans who experience mental disorders like post-traumatic stress disorder, Booz Allen offers a wellness program called Power Up that focuses on physical, emotional and mental health. The company also works with the nonprofit organization Give An Hour to train its leaders to recognize the mental health signs for at-risk employees and utilize the resources available to them.
Military service members can be called to active duty at any time, so Booz Allen offers various leave options, giving employees the freedom to complete their military duties without worrying about job security. The company’s short-term military leave allows eligible employees to fulfill their military training obligations of fewer than 30 consecutive days for the National Guard and Reserves. The leave is in addition to regular vacation time. Long-term military leave allows employees called to active duty to receive a salary for up to 12 months.
Once service members join civilian life, their military experience is often considered null, which Thompson says is unfortunate because they bring a unique viewpoint and a sense of purpose to their work, allowing them to thrive in a corporate setting. “They come in with leadership skills—often at a very young age—they’re tech-savvy and they have an underlying commitment to serve,” she says.
To determine the list, Statista surveyed 5,000 American veterans working for businesses with at least 1,000 employees. All the surveys were anonymous, allowing participants to openly share their opinions. Veterans were characterized as individuals who have served in the U.S. armed services either in the regular military, the National Guard or military reserves. Respondents were asked to give their opinion on a series of statements about their employer, for example, the atmosphere and development, company image, working conditions, salary and overall diversity. Respondents were also given the chance to evaluate other employers in their respective industries that stand out either positively or negatively. The 150 companies receiving the highest total scores made the final list.
For the full list of the America’s Best Employers For Veterans 2020, click here.
Forbes
Meet America’s Best Employers For Veterans 2020
November 9, 2020
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