Creating an effective workplace for Military Veterans

Recent data from the National Veterans Employment Strategy* highlights the demographics, employment challenges, and potential workforce contributions of Veterans in Canada. As of the 2021 Census, Canada had 461,240 Veterans, with nearly a third aged 25 to 64 and over 41% aged 65 and older; women represented 16.2% of this population. The unemployment rate among Veterans was 8.6%, slightly better than the overall 10%. However, more than 65,000 Veterans aged 25 to 65 were not actively participating in the labour force.

Employers stand to gain greatly by hiring Veterans, who can bring unique strengths to the workplace. Organizations focused on hiring Veterans have witnessed firsthand the advantages of incorporating these highly motivated, skilled, and dedicated individuals into their teams. Canadian employers looking to fill roles may consider engaging with Veterans Affairs Canada, Canadian Armed Forces, and other Veteran stakeholders to promote and create job opportunities for Veterans. To create a more Veteran-friendly environment, companies can consider adopting inclusive practices and fostering a culture that values diverse experiences.

The importance of attracting top Veteran talent

Military Veterans transition to civilian life with a diverse set of transferable skills. They perform effectively under considerable pressure and exhibit strong leadership capabilities at all levels. According to a survey conducted by Veterans Affairs Canada, almost half of the Veterans (46%) felt that their military skills transferred to their civilian jobs.

It is important that employers help newly hired Veterans recognize their career goals and help create a path for their success to retain this talent.

Challenges in supporting Veteran workforces

Some employers may find it challenging to support Veteran workforces. Below are some common challenges faced by employers:

1. A knowledge gap: According to one of the findings in the same report, some organizations may not fully comprehend the skills, values, and perspectives Veterans contribute, leading to inadequate alignment in providing necessary support and resources for their success. On the other hand, the shift from military to civilian life can be a considerable challenge for Veterans. Veterans may struggle with translating their military skills into the civilian job market and adjusting to new work settings. Organizations that implement effective transition programs for Veterans can offer essential support during this time.
2. Communication and engagement gaps: Effective communication between managers and their employees and engagement is crucial in supporting any group, including Veterans. Establishing open communication channels, offering platforms for feedback, and actively seeking input from Veteran employees can help organizations address their specific needs and concerns. Military and civilian organizations can have distinct cultural differences, including approaches to communication, established hierarchies, and methods of decision-making. Veterans may struggle to adjust to the more informal and less centralized environment found in many civilian jobs. Employers should be mindful of this transition when communicating with Veteran employees.
3. Need for education and training: Initiatives focused on educating employees about Veteran-related topics, such as military culture, can foster a more inclusive and supportive work environment for Veterans. If your workplace culture is not accustomed to having military-affiliated employees, it is normal for colleagues to be curious about their experiences in the service, as well as to have various opinions about the military. It is important to recognize that every employee is unique, and the individual should be asked what they feel comfortable sharing and discussing.

Transitioning to a Veteran-ready workplace

Here are some ways Human Resource (“HR”) leaders can create a Veteran-ready workplace:

1. Develop a Veteran hiring initiative: HR leaders can establish a formal program dedicated to hiring, onboarding, and retaining Veterans, including targeted outreach, partnerships with Veteran organizations, such as Veterans Affairs Canada, and offering specialized training for hiring managers to understand Veterans' unique skills and experiences.
2. Cultivate a Veteran-friendly work environment: Create an inclusive and supportive workplace culture for Veterans. This involves implementing policies that accommodate military obligations, providing resources for Veterans to connect and support one another, and offering mentorship programs that pair Veterans with experienced staff. HR leaders should encourage open discussions and provide channels for Veterans to voice their perspectives and experiences.
3. Offer transition support: Acknowledge the challenges of transitioning from military to civilian life. Provide resources for prospective applicants, including resume-writing assistance, interview preparation, and career counselling. Collaborating with local Veteran service organizations can enhance support and guidance during this transition.
4. Invest in professional development: Support the professional growth of Veterans by offering tailored training, workshops, and educational opportunities. This investment signals your commitment to their long-term success and growth within the organization. Providing avenues for Veterans to build their skills and knowledge can enhance their loyalty and sense of belonging.
5. Honour and acknowledge military service: Recognize and appreciate the contributions and sacrifices of Veterans. Acknowledge observances like Remembrance Day and create opportunities for Veterans to share their stories and experiences. The Remembrance Week Act, 2016 affirms that every worker in Ontario is entitled to wear a poppy in the workplace during Remembrance Week (November 5 to November 11) as a symbol of remembrance and respect. Organizations can support this initiative by facilitating poppy sales within the workplace to honour those who served. They may set up designated poppy-selling stations, create informational displays about the significance of the poppy, and organize events or discussions that promote awareness about Veterans' contributions. This approach encourages participation and fosters a collective spirit of gratitude and acknowledgement amongst employees.
6. Engage with community partnerships: Employers should build connections with local Veteran organizations and community groups that support Veterans. They can collaborate on initiatives such as job fairs, networking events, and volunteer opportunities. By actively engaging with the community, employers reinforce their commitment and establish a positive reputation as a Veteran-friendly employer.

Sustaining year-round support for Veterans in the workplace

Supporting Veterans in the workforce requires ongoing dedication. Regularly assess and evaluate the effectiveness of your initiatives, solicit feedback from Veterans within your organization, and adjust your strategies as needed. By prioritizing the well-being and success of Veterans, you can foster a workplace culture that values their contributions and encourages long-term commitment.

*The National Veterans Employment Strategy adopts a Veteran-focused approach to align with the Government of Canada’s commitment to create a comprehensive framework aimed at facilitating meaningful job opportunities for all Veterans transitioning from the Canadian Armed Forces (CAF). Veterans Affairs Canada (VAC) reviewed existing research and engaged with Veterans and relevant stakeholders. This strategy seeks to fill current gaps and capitalize on potential opportunities for enhanced support for Veterans.

This guide is intended to be used as a starting point in analyzing how organizations can create an effective workplace for Military Veterans and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.

This article originally appeared on: adp.com/spark.aspx and was originally published for ADP, Inc.