When considering diversity, equity, and inclusion (DEI) initiatives, most people typically think of classifications such as race, gender, ethnicity, culture, and sexuality, yet often neglect to incorporate the military veteran population into their considerations. Are veterans a forgotten sub-segment of American society? To many, the answer would be yes. Most individuals donning the uniform have familial ties to the profession of arms. Organizations must make a concerted effort to acknowledge veterans’ sacrifices. One method that establishments may employ is implementing veteran preference hiring practices to assist transitioning service members in quickly obtaining employment as they move from military service into the civilian sector. This small but significant initiative can prove advantageous for the organization, as the employment of veterans holds several financial benefits. Additionally, targeting this specific population contributes to the mental health and well-being of transitioning service members; this substantial life change causes several emotions, and assistance in obtaining post-military employment will ease some of the angst in the transition from the military back into the civilian population.

Some institutions have recognized the importance of recruiting from a more diverse pool of applicants and have introduced targeted recruiting programs to increase the inclusion of a broader population of suitable candidates. The University of South Carolina requires at least one qualified veteran to be interviewed for each full-time equivalent position, including faculty and staff positions. This is significant to military service members, as it shows the institution’s reverence and commitment to those that have borne the responsibility of supporting and defending the Constitution. There is a common misconception that service members are, on average, less educated than their civilian counterparts, which can result in biases against them when applying for faculty positions in higher education. This is an inaccurate assessment, as approximately eighty-five percent of all military officers hold at least a bachelor’s degree, with forty percent possessing an advanced degree. Academy professorships at the military academies require a Ph.D., as cadets and midshipmen must meet the exact stringent educational requirements as their civilian counterparts that attend similarly situated institutions. I addressed the academic and professional qualifications needed for these influential positions in a previous article, which indicates not only their expertise in the subject matter but also their propensity to be effective leaders in a classroom environment.

The University of Virginia also employs a veteran hiring preference policy that provides preference to any veteran, surviving spouse, or child of a veteran killed in the line of duty, or member of the Virginia National Guard, as long as the applicant meets the minimum requirements as it pertains to the knowledge, skills, and abilities needed to perform the duties of the position. Individuals with a service-connected disability rating are also given special consideration during the hiring process. The Judge Advocate General’s Legal Center and School (TJAGLCS) for the Army is located on the University of Virginia campus, which is convenient for students and faculty as the university has a law school, and, thus, a law library. This arrangement benefits TJAGLCS, providing additional resources for the attorneys and paralegals attending classes at the Army institution. Additionally, it is advantageous for the University of Virginia as it exposes the students and faculty to its organizational culture and makes it a viable option for those seeking post-Army employment.

As an individual looking to transition from the military in the next five years, it is encouraging to see institutions of higher learning making a concerted effort to include veterans and other military-affiliated members in their recruitment efforts. As a double minority with ties to the military, I have spent considerable time researching unemployment rates for veterans, women, and African Americans. Often, the academic achievements of service members are discounted as less accomplished than their civilian counterparts or completely overlooked as inferior. I’ve heard stories of potential employers inspecting résumés to ensure that the location of residence aligns with the school of attendance. This bias against some online academic programs also significantly affects veterans because it is convenient for many service members to utilize online platforms to pursue their academic endeavors. I’m hopeful that more colleges and universities will specifically target the veteran population to increase diversity in their organizations.

To learn more about how to include veterans in your DEI initiatives, please review the following resources:

How to Include Veterans in Your DEI Plan https://www.hrexchangenetwork.com/dei/columns/how-to-include-veterans-in-your-dei-plan

Article Topics

Job Search Advice Military Friendly Institutions Serving Military in HigherEd Women Veterans Working as a Veteran in HigherEd Workplace Inclusion

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