Higher education is a professional sector that employs a significant number of active-duty military spouses. While many military spouses work in higher education, they continue to encounter unique challenges that set them apart from traditional job seekers and employees. Drawing on data from the Office of People Analytics, the Department of Defense, Blue Star Families, and the D'Aniello Institute of Veterans and Military Families, let's discuss an overview of military spouse employment, special considerations, and offer actionable recommendations for higher education professionals who hire, supervise, and work with this population

Understanding the Active Duty Military Spouse Employment Landscape

Military spouses face an unemployment rate nearly four times higher than civilians, with the highest rate among those aged 18-34. Their median income is 42% lower than that of civilian peers, and spouses with bachelor's or advanced degrees earn less than civilians with the same level of education. Employment consistently ranked as a top concern for military spouses and servicemembers. Spouse unemployment and underemployment are linked to lower financial well-being and a higher risk of financial hardship. Having dual incomes is becoming increasingly necessary for military families to sustain financial comfort.

In their family systems, military obligations often take priority. Spouses anchor their families, managing logistics, the household, caregiving, and taking on additional responsibilities during the service members' absences. Nearly one-third of active duty military families have children at home, most being under six years old. Limited access to affordable childcare and the demands of balancing work with military life hinder spouses' ability to seek and maintain employment.

Relocation is a significant challenge for military spouse employment. One in four spouses has endured a Permanent Change of Station (PCS) move in the past year, and 81% have had at least one PCS during their spouse's career. Each move increases the risk of unemployment and financial instability. Unemployed spouses spend, on average, almost six months looking for work, but after a PCS move, this timeline can increase to more than 10 months. Frequent relocations disrupt career progression, making it harder to plan careers, build seniority, and achieve promotions^. Additionally, spouse incomes often decline further after relocation as they try to regain meaningful employment.

Comparing Military Spouses, Traditional Workers, and Job Seekers

Compared to their civilian counterparts, military spouses are generally younger, more likely to have children at home, and move almost four times as often. They experience less job continuity, limited advancement, and have trouble securing roles for which they are qualified. Despite being well-educated-50% hold at least a bachelor's degree and 18% an advanced degree-many military spouses confront a mismatch between their qualifications and job roles that do not fully utilize their skills and experience. These circumstances may create stigmas about their work ethic and decrease their desirability as job candidates.

Recommendations Going Forward

What does all of this mean for higher education professionals? Now that you know more about the challenges military spouses encounter seeking and maintaining employment and how they differ from civilians, you can use this knowledge to guide your interactions with military spouses. Here are some tips to help.

Hiring Manager or Search Committee Member

• See the person beyond the paper. When you view a military spouse's resume, you might notice and question short job durations or gaps. These do not always reflect their personal choices, work ethic, or commitment.
• Consider how you evaluate the spouse's career path, responsibilities, and skills when reviewing a resume. Focus on strengths like adaptability, resilience, resourcefulness, discipline, and problem-solving that they bring to the table, rather than a lack of job continuity or senior positions.
• Clearly lay out job duties, expectations, and potential for remote or hybrid flexibility. This helps spouses plan ahead and decide if the role realistically fits their lifestyle and availability constraints.

Supervisors and Managers

• Encourage spouses to pursue professional development and expand their skills. Identify ways to offer leadership roles, increased responsibility, special projects, or internal mobility.
• Create an environment that normalizes talking about and supporting the military lifestyle at work. Spouses may already feel singled out or worried about standing out. Build trust to help ease their concerns. When possible, offer remote work or flexible schedules to help spouses deal with other responsibilities and disruptions that will occur.

Team Members

• Avoid making assumptions or holding stereotypes about your military spouse coworkers. Take time to get to know them as individuals.
• Help military spouses feel welcome on your team. They might be joining a group that has worked together for a long time. Include them, share resources, and offer your knowledge, even if they may not stay as long in the role.

Article Topics

Job Search Advice Military Friendly Institutions Serving Military in HigherEd Workplace Inclusion

Republish this article for free. We want to make it easier for you to share knowledge and creativity, and encourage you to reuse our articles under a Creative Commons license.