Diversity, equity, and inclusion (DEI) initiatives have become integral to progressive organizations by creating workplaces that honor differences and provide equitable opportunities for all. However, there is a vital group often left out of the DEI conversation: Veterans—individuals who have served and sacrificed for the nation. As organizations aim to foster truly inclusive environments, a comprehensive DEI strategy must understand the unique challenges and contributions of veterans.

Veterans: A Frequently Overlooked Group in DEI

Despite being a significant part of the workforce, veterans are often missing in DEI and Environmental, Social, and Governance (ESG) strategies. A recent article from the Observer highlights this gap, noting that although companies focus on many dimensions of diversity, veteran status is often overlooked.  HigherEd Military points out that acknowledging veteran status within diversity hiring initiatives is another way to bring diverse perspectives and backgrounds to academia as well as other sectors. Veterans bring a variety of abilities and life experiences, possessing worldviews shaped by unique circumstances that can enhance creativity and problem-solving within teams. They are trained to lead, problem-solve under pressure, and work collaboratively—traits that are highly valuable in any workplace.

However, societal biases and misconceptions about veterans, including stereotypes related to mental health and post-traumatic stress disorder (PTSD), can hinder their inclusion in diversity initiatives. Recognizing and integrating veteran status within DEI efforts is socially responsible while enhancing organizational performance and culture. By actively including veterans in DEI practices, organizations can tap into a wider talent pool and cultivate teams that reflect a broad spectrum of experiences.

Understanding Intersectionality: Disabilities and Mental Health

Veterans may face intersecting challenges related to mental health and physical disabilities. The DEI Toolkit by AAUW explores these issues, emphasizing the complex identities veterans embody. Many veterans face PTSD, depression, or service-related disabilities that can affect their workplace integration, but these challenges can be readily overcome. Treating veterans as a monolithic group neglects the diverse experiences within the veteran community. Instead, organizations can use intersectionality to tailor their DEI strategies to address these unique needs.

By recognizing the intersection of veteran status with mental health and disability, companies can implement more personalized support systems. This may include mental health resources, flexible work schedules, or physical accommodations, ultimately creating a supportive environment that values veterans’ contributions.

Overcoming Bias Against Veterans

To truly include veterans in DEI plans, organizations must address biases and misconceptions. According to the HR Exchange Network, veterans often face bias in hiring due to assumptions about their adaptability to civilian workplace culture or unfounded concerns over aggressive behavior. This can result in significant barriers to employment for veterans transitioning from military to civilian life (see our previous blog:  Bridging the Gap Between Veterans and Employers.

Organizations can overcome these biases by educating hiring managers and teams about the strengths veterans bring to the table. Regular training sessions can debunk stereotypes; spotlighting success stories of veterans thriving in civilian roles can reshape perceptions.

Strategies for Inclusion

To integrate veterans into DEI hiring and retention initiatives effectively, companies can adopt several strategies:

1. Outreach and Recruitment: As highlighted by MassBio––which has helped thousands of veterans transition into careers in the life sciences industry–– partnering with veteran organizations and attending military-focused job fairs allows companies to connect with potential hires directly. Establishing mentorship programs can aid veterans in navigating new roles and foster a sense of community.
2. Onboarding and Support Systems: VAforVets offers advice on creating onboarding programs tailored for veterans, as does ADP. For example, assigning veterans a mentor for the first several months can be an effective way to help them acclimate to what is often a significantly different culture than what they experienced in service. Providing access to veteran-specific support groups, professional development resources, and peer mentoring can help veterans adjust and thrive.
3. Fostering a Veteran-Inclusive Culture: Encourage open dialogues about the unique challenges veterans face, and celebrate military experiences as strengths rather than limitations. Recognition programs that honor veterans’ contributions can further enrich workplace culture.

Defending Diversity at Home and Abroad

The military itself is a pluralistic institution, bringing together individuals from different ethnicities, religions, and socio-economic backgrounds. According to a recent Forbes article, the diverse nature of the military has helped foster DEI both within its ranks and in communities at home. When soldiers return to civilian life, they bring this appreciation for inclusion with them, advocating for it in their communities and workplaces.

Integrating veterans into DEI efforts is a strategic advantage. Veterans offer rich, diverse experiences and a proven track record of leadership and resilience. Their inclusion can enhance workplace diversity, build camaraderie and collaboration, drive innovation, and craft more robust organizational cultures.

When creating or expanding DEI initiatives, it’s crucial to consider veterans’ unique experiences and contributions. When addressing biases, understanding intersectional challenges, and creating supportive environments, organizations can better honor those who have served the country. By embracing these steps, businesses can lead the charge in forming inclusive workplaces that acknowledge and celebrate veterans’ invaluable contributions.

Where have you been able to be more inclusive to groups not traditionally considered as part of DEI or ESG? Has hiring veterans contributed to a more diverse workforce in your organization? If so, tell us how!

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