America’s veterans answered the call of duty, and many
sacrificed in return. Now, more and more employers–both large
and small–are stepping up to repay their sacrifice, at least in
some small measure, by hiring veterans with disabilities. And in
return their organization gets a loyal, team-oriented employee
with job-ready skills.
Nearly 4 million veterans have a service-connected disability
and are among the most resilient members of society. Therefore,
it should go without saying that no veteran entering the
workforce should ever fear discrimination. But recent research
suggests a different reality.
The Journal of Vocational Rehabilitation found approximately
57 percent of veterans with disabilities entering the civilian
workforce feared discrimination. And 45 percent of employers
surveyed, as part of research conducted by DAV (Disabled
American Veterans) and Monster, feel their work environment
is not appropriate for veterans with disabilities, while 30 percent
openly expressed concerns about veterans with post traumatic
stress disorder (PTSD).
The fact is, disabled veterans are a valuable addition to any
workplace thanks to their unique experiences and skill sets.
To support employers, dispel myths and demonstrate the
business case for hiring veterans with disabilities, DAV
developed The Veteran Advantage: Guide to Hiring and
Retaining Veterans with Disabilities. The first of its kind,
the guide is being released this October in conjunction with
National Disability Employment Awareness Month.
The free, comprehensive guide is the result of more than four
years of study about what the veteran community contributes
to the workforce and how hiring veterans, especially disabled
veterans, can positively impact a company’s bottom line.
The 36-page publication features best practices for recruiting,
“Many employers don’t realize that when you hire veterans,
hiring and retaining veterans with disabilities, with a
comprehensive checklist to guide employers through each
process. Also, the guide explains the financial incentives, tax
credits and other supports available for employers, as well
as numerous informative resources from the Departments
of Labor, Department of Veterans Affairs and the Society
for Human Resource Management.
they often come with a built-in set of benefits. Thanks to their
military service, these benefits can include education, job
training and medical benefits,” said Marc Burgess, DAV CEO.
The guide also contains rich testimonials of veterans once
seeking employment and now thriving in successful careers,
as well as informative case studies from employers who
successfully employ disabled veterans.
The insights and examples from companies that have
incorporated veteran hiring best practices into their hiring and
retention strategies are invaluable. As an example, Rob Ells,
manager of the Roush Enterprises Veterans Initiative Program,
discusses how veterans strengthen corporate culture. And
Comcast NBCUniversal’s Carol Eggert, Senior Vice President
of Military and Veteran Affairs, shares critical tips to kick-start
veteran hiring programs.
DAV is working with a number of corporate partners including
First Data and USAA, to help disseminate the guide. These
organizations are not only sharing helpful practices with their
internal human resource and hiring teams, they are reaching out
to fellow industry leaders interested in hiring disabled veterans.
It’s time more hiring managers, business owners and leaders
in the corporate community better understand that the nearly
4 million veterans with service-connected disabilities can be
some of the most capable, driven and resilient employees on
Download the free guide at
Discover the Value Veterans with Disabilities
Bring to the Workforce and Bottom Line
“Many employers don’t realize that when you
hire veterans, they often come with a built-in
set of benefits. Thanks to their military service,
these benefits can include education,
job training and medical benefits,”
said Marc Burgess, DAV CEO.
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