Viewing Veterans Disabilities from the Business Perspective
Matthew A. Grob, MBA, MA
HR Transformation Leader | Leadership & Organizational Development | Military Veteran
Despite common perceptions and misconceptions, the facts are that most veterans, even those with terrifying war experiences, manage to re-integrate back into civil society and function successfully without pomp and circumstance; these stories are usually very uneventful and do not make the news. Yet with an increasingly smaller percentage of Americans that have military experience, most will develop their understanding of the military only through the lens of the media. This creates a perception among many transitioning service members and veterans that the onus is upon them alone to bridge the military-civilian divide.
Among the many concerns service members have in transitioning from military duty to civilian employment is the perception of service-connected disabilities, with PTSD being perhaps the most prevalent. Many veterans find it uncomfortable to reveal or discuss disabilities during the hiring process in fear that they may disqualify themselves from employment resulting from their disabilities. Ample experiences of discrimination exist to validate these concerns, and media attention on PTSD-related incidents do not do many veterans any favors by fomenting the image that most veterans struggle with emotional stability.
Veterans, however, are not the only demographic in America with disabilities. American veterans with disabilities are actually a minority of all Americans with disabilities. According to a July 2014 US Census Bureau report, approximately 19% (1 out of 5) of the American work force has some form of functional disability, and the US Department of Labor reports in September 2014 that Americans with disabilities experience over twice the unemployment rates (12.3%) as those with no disabilities (5.5%). It seems logical to suspect that disclosure of any disability jeopardizes chances for employment, though the business case for recruiting and hiring Americans with disabilities, to include military veterans, outlines significant advantages that many companies seek to leverage.
Many companies will not expressly ask candidates during the interview if they have a disability; this is considered a violation of the Americans with Disabilities Act. Knowing one's rights and protections under ADA during the interview will help steer clear of any discussion that could potentially subject oneself to discrimination and stay focused on the ability to perform the requirements of the job. Instead of just learning how to avoid discussion of disabilities, knowing the business case and advantages for hiring Americans with disabilities can help veterans successfully navigate the topic in interviews as well as address any misconceptions about military veterans in general. The US Department of Labor's Office of Disability Employment Policy and websites such as www.thinkbeyondthelabel.com provide good summaries of the advantages to businesses for hiring Americans with disabilities.
Since Americans with disabilities are a significant share of the total labor force, companies strive to find highly qualified talent, and disabilities are often not a basis for disqualification as suspected. It is in the best interest of business to exercise a robust diversity and inclusion strategy that integrates Americans and veterans with disabilities. Viewing veterans disabilities from the business perspective can alleviate concern about discrimination and provide veterans with disabilities powerful leverage that offers value to the potential employer.
Transition to College and Career Navigator. Strategist for Individuals Experiencing Barriers to Learning and Employment
8 年Hi Matthew - this is a great article. I would like to comment with a request that you define for your readers, the correct manner in which employers can ask a candidate if they need a reasonable accommodation to meet the minimum requirements of the job. As a VRC and Job Placement Specialist for many years, I've coached on this...to help my Vets and other job seekers understand their ADA workplace requirement...and prepare to help their future employer. This may include understanding the cost of the accommodation (if any), where to order a product that is a fit for their need, outside assistance if this is needed, etc. And, may I have your permission to share your article in a Conference I am holding in Seattle this May? I think the stats are fairly similar for 2016...and your content is right on. Thanks so much - Crista Shaw, M.S., VRC.
Operational Inclusion Expert | TEDx Speaker | Inspirational Storyteller Real Inclusion happens one story at a time.
10 年Great points. Most Veterans with disabilities just blend in with no, or minimal accommodation. Others, even with very severe injuries, are high achieves, for example Bob Dole and Tammy Duckworth. On the other hand, some struggle. Each Veteran is a unique person with their own strengths and weaknesses and should be considered for a position based on what they can bring to the table.
Disability access, workforce development, and education thought leader; MBA candidate.
10 年The Federal government is encouraging contractors to implement or expand affirmative action policies for individuals with disabilities. The 7% representation goal is evidence of this. At this point in time, I think self-disclosure of a disability is a calculated risk during the application process. https://www.employerslawyersblog.com/2013/09/ofccp-announces-new-veterans-and-disability-regulations-for-contractors.html
Global Human Resources Executive and Strategic Partner | Talent Management | Learning & Organizational Development | Change Agent
10 年Jeff, while I agree with everything you have said about corporates responsibility in getting better acquainted with military creeds and ethos, first thing is first. Many companies fail to hire tribal translators...ex-military HR professionals that can help hiring managers decipher resumes and wade through the acronyms to get at the core competences that are really important for the job. At the same time, the military does not do a great job in preparing people to leave. Many veterans are clueless as to what it takes to get hired. Both corporate America and the military have to be and do better for our veterans.