After 10 years in the Navy with seven active duty deployments behind him, Eric Power decided it was time to leave the military behind and look to the future. But getting access to the benefits that would help him navigate this new life was harder than he anticipated.
“In the military, I was a parachute rigger, which was very detail-oriented, and I expected that same kind of attention to detail and help from the VA when I got out of the military,” Power says. “They’re supposed to advocate for veterans, but nobody could answer my questions.”
While applying for his benefits through Veterans Affairs, Power says he had to educate himself and sift through stacks of paperwork on his own, eventually securing the support he was entitled to. The experience inspired him to
“In the military, we’re trained to be tough and suck it up,” Power says. “Veterans don’t know what they don’t know, so if they’re not actively searching, they won’t go after what they need.”
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Employers can play an important role
Bridging this gap requires employers and veterans to work in tandem, says Mandy Price, CEO and co-founder of Kanarys, a DEI consultancy. Veterans bring a multitude of benefits to an organization, so it’s in a company’s best interest to make sure they’re returning the favor.
“Employers want to make sure they have a holistic strategy with respect to DEI, and that includes their veterans,” Price says. “It’s really about having that broad perspective and allowing people to approach issues in very different ways.”
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Benefits that address mental health issues can be crucial, as one in five veterans suffer from chronic mental health conditions, according to research by Rand, a nonprofit think tank. Other employee benefits and programs like veteran employee resource groups and educational resources can help veterans manage life outside of service.
Price also recommends providing veterans with a mentor in the company who can act as a source of support, as well as a sounding board. Additionally, the
“The military is very hierarchical, so this kind of structure helps because they understand that there is someone that they can immediately go to when they have questions,” Price says. “It’s important that leaders are getting that feedback about their challenges too, and then gather that data to ensure you have the resources and services to help them thrive.”
Employers that invest in their employees will find themselves reaping the rewards of a population that feels a deep sense of loyalty and desire to serve, Power says.
“If you tell a veteran to show up to work at 8, they’ll be there at 7:30,” he says. “If you put a veteran in a leadership position, they’ll shine.”
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The end goal for veterans is to feel like their country, their workplace and their peers have their back — the same goal employers should keep in mind for any employee walking through the door, Price says.
“A diverse, inclusive workplace is where everyone feels like they belong and where they can succeed, no matter their background or identity,” Price says. “We need to make sure we’re not just talking about veterans during this time, but to continue to talk about it in the context of creating that inclusive work environment for everyone.”
