Almost every year, approximately two hundred thousand females and males depart from the U.S. military service and return to civilian life. Whether veterans measure their service by years or decades, the transition from active duty to civilian presents multiple challenges. Veteran life provides a sense of routine, structure, and purpose that may be challenging to replicate in civilian culture. During their time in military service, males and females abide by the orders given by their supervisors, hence shifting to civilian life where this form of structure is absent poses multiple challenges for the ‘new civilians.’ Therefore, the integration to civilian life after military service is characterized by a series of adjustments, including geographic location, social network, family roles, community, and career. No transitions are similar; every transitioning service member experiences their unique transition journey.
While most individuals successfully transition from military service to civilian life, many experience difficulties. In a recent study (Zoli, Maury & Fay,2015) of approximately eight thousand veterans, fifty-five percent stated finding employment while forty-one percent stated adjusting to civilian culture. On the other hand, forty percent identified financial challenges as their most significant challenge. Thirty-nine percent stated applying military learned knowledge and skills to civilian life. Some of the factors linked to imposing these difficulties during the transition include experienced psychological and physical trauma during service time, less than honorable discharge, insufficient support services, employer discrimination, cultural clash, etc.
Unquestionably, career transition from military to civilian is one of the daunting challenges ex-veterans experience. While military veterans are an essential and diverse human capital resource for the business in the country they serve. According to Prudential (2012), finding employment was rated as the most challenging factor during the transition. This rating is linked to several aspects. Some did not have a job when leaving military service. Some had unrealistic expectations of quickly finding employment and desired remunerations. On the other hand, those who get employment tend to experience discrimination, under remuneration, exclusion, negative stereotyping, stigmatization, prejudice, etc. (Shepherd, Kay & Gray, 2019). Due to these and many other factors, ex-military personnel struggle with integrating into the civilian workplace during their transition, which reflects on the employment and unemployment rates of military veterans and civilians( Bureau of Labor Statistics, 2020; Gati, Ryzhik & Vertsberger, 2013)
The information detailed above provides sufficient evidence there is a significant gap between military service and civilian employment. While many successful transitions, residual ex-veteran employees find entering the civilian labor market challenging. This article intends to focus on this group. Briding the military-civilian career tap is complex; however, it can be attained by: education, changing employer perception, diversifying the workplace, Transition Assistance Programs (TAP) counseling, and social support.
Argument: Supporting Evidence
Changing Employer perception
The civilian perception of military veterans’ knowledge, skills, and capabilities is one of the significant barriers to veteran employment. Many employers or organizations perceive military veterans as a mismatch or unsuited for civilian jobs. According to Castro et al. (2014), post 9/11, some organizations did not recognize their needs. Also, they did not perceive ex-military personnel as having the necessary skills and knowledge. They considered them dangerous and had mental and emotional dysfunction. Therefore did not want to employ them. Military veterans possess desirable principles and valuable skills and knowledge. However, many companies overlook/despair them as a valuable human capital source. At the same time, others fail to fully utilize the skills, abilities, and knowledge they developed during their military service career. This perception prevails even though multiple employment programs acknowledge the various attributes gained by veterans during their army careers. However, altering the preconceived notion and unfounded beliefs about soldiers will increase the acceptance rate. An understanding of the stereotypes will be useful in establishing organizational cultures that influence respect for veterans and other stigmatized individuals.
Furthermore, stereotyping often contradicts reality. In the United States, the government constantly praises veterans, calling them heroes. Therefore the public has a positive perception or impression of them, and veterans are typically moral agents. However, despite their positive traits, soldiers are often perceived as rigid, too strict, and unable to interact with workmates (Stone, Lengnick-Hall & Muldoon, 2018). Due to lack of emotion and perseverance during public interaction, employers expect challenges dealing with veterans before they attempt due to the hero-worship received by soldiers. However, when recruiters positively perceive veterans, they will acknowledge their abilities (quick-thinking, resilience, structure, etc.), greatly impacting organizational success. Organizations’ decision-makers will accurately picture soldiers’ skills and abilities and refrain from using unfounded beliefs when hiring them (Stone & Stone, 2015). Also, it will increase positive contact between veterans and employers to provide individualized information, allowing the decision-makers to be aware of an individual’s actual attributes instead of unsubstantiated stereotypes.
Education Enhancement
Military veterans’ skills and knowledge transferability are identified as employed-related issues. Veterans entering a civilian career cannot adequately translate their skills gained in the army into civilian work skills. Also, some advanced skills and knowledge acquired by veterans during their military service period may not match the needs of an average civilian career. Furthermore, veterans lack relevant capabilities and experience in certain employment fields because they chose to join the military. Therefore forgo the opportunities to spend time to cumulate work experience. The survey showed that approximately seventy percent of unemployed ex-military individuals initially perceived they could use skills relevant in the military service in a civilian work environment. However, almost sixty percent of them later admitted they did not apply their military skills and had to acquire new skills. Therefore veterans must acquire new ‘civilian capabilities, skills, and knowledge to successfully transition from an army service background and not lag in a non-veteran in the corporate work environment.
Education will provide comprehensive preparation for civilian employment that transition services did not prepare them for. For example, in 2009, the GI Bill was enacted that provides monetary aid to assist cover university tuition, books, and other training for army veterans that served in the military after 10 September 2001. Another opportunity veterans have is government schemes. As reported in The Guardian, “Ex-service personnel with no degree will be able to become teachers in half the normal time….” Education will allow ex-army personnel to obtain more knowledge and experience to compete against their peers in the same job market.
Counselling
Physical and psychological health issues resulting from military service create additional barriers. Some research detail employers have concerns about incurring the expenses of dealing with PTSD, depression, or suicidality. On the other hand, ex-service personnel that initially succeed to secure employment opportunities struggle to maintain their jobs. According to Parker et al. (2019), almost fifty percent of ex-military veterans in the U.S. quit their first jobs within twelve months. Some factors influencing the choices include adjusting to civilian life and workplace culture poor alignment between their core military values and their new workplace (colle et al., 2011). Therefore, it is vital to receive counseling to prepare themselves emotionally and mentally. Sometimes, the daily routines of military life may conceal mental health problems which may be triggered by the transition and coping skills learned in the service may no longer be effective. Through counseling an army veteran will learn effective coping mechanisms fit for the civilian environment. Also provide techniques for realignment to the new career, adaption of new behaviors and development of post-transition goals. Furthermore provide modules on civilian cultural competency
Diversify workplace environment
Workplace diversity entails individual differences of demographic attributes which, often overlook veteran status. However, veteran status is a category in which people define others and themselves. This category is task-related because it is linked with specific knowledge, ability, and skills alongside certain core values and personality traits. Employers worry about employing ex-service personnel in civilian positions, yet some military backgrounds can bring valuable skills. Organizational inclusion will entail firms having the goals to provide ex-service personnel with equal access to information and resources as other employees and treat them as part of the organization that fully participates and influences entity decisions. If organizations consciously comprehend military framework application to the current corporate practices. Also, identify ways the entities could utilize the veterans’ skills and knowledge to create a more diverse, innovative, and viable working environment. These measures would increase workplace diversity, closing the gap between military service and civilian employment.
Recognition of prior training
Multiple studies associate educational attainment with employment opportunities. However, veterans encounter challenges obtaining academic credit for army training, although some soldiers may complete academic qualifications and receive professional training. The indecipherable acronyms used in military transcripts pose challenges to educational institutions, so the educational attainment or knowledge is not acknowledged. Bergen and Herd () advocate the recognition. The authors argue that most soldiers tend to be of mature age. Therefore, career success significantly depends on making rapid progress and adding on the knowledge they developed in the military service. Through recognizing prior learning, military veterans would receive academic credit for training received during their period in the army. Hence, consistent credit transfer can fundamentally assist veterans in receiving education for smoothly transitioning into civilian workplace environments. Completing academic knowledge with skills acquired in the military through education is a strategic way to make a transition from military service to civilian career.
Counter Arguments
Transition Assistance Programs (TAP)
Multiple programs offered by government and non-governmental stakeholders exist to support the veteran-civilian transition. The U.S. has approximately more than forty thousand programs to assist veterans in transitioning to civilian careers and life. The U.S. TAP supports military veterans by offering pre-separation therapy and transition assistance workshops during the military-civilian transition. The program can provide valuable information to assist ex-service personnel in weighing their civilian life options. However, based on recent studies, many ex-servicemen and females do not seek TAP use (Aronsin, 2019). There are several founded and perceived barriers to accessing these programs. Some of the reasons highlighted include failure to identify a program or support service that sufficiently meets one’s needs and wants. Also, some veterans fail to comprehend the type of program they qualify for, while others do not know where and how to obtain the assistance.
Similarly, failure to use the programs was due to a lack of awareness of community-based support groups (Demers, 2011). Also, lengthy paperwork and challenges navigating the health care system reduce the chances of service members seeking support. Therefore, even though TAP are effective, they face multiple challenges. In contrast, counseling provides a conducive environment and are conducted by trained professional personnel. Therefore can provide comprehensive strategies to smoothen the transition.
Veterans Preference
During the transition, some veterans perceive they do not have to enhance or develop themselves because of ‘privileges’ enacted after service in the army. In the United States, military veterans receive preference in federal government appointments. Also, disabled veterans or veterans who serve on active duty in the Armed Forces during particular periods are entitled to preference over non-veterans in the federal recruitment process. Policies in the U.S. have attempted to increase the demand for veterans labor. For example, Congress enacted private employer tax credits for organizations that hire veterans. However, the preference does not guarantee a job. It is not applicable in internal organizational actions such as reinstatements, promotions, and transfers. Similarly, the preference applies to only veterans discharged from duty in the military under honorable conditions. Therefore retired personnel are not included in the preference eligibility. On the other hand, a protected veteran status only protects ex-service personnel from employment discrimination. Thus a veteran who continues studying increases the probability of smoothly transitioning from military service to civilian employment. Furthermore, the knowledge and skills acquired in colleges or university may assist a veteran increase their chances of receiving promotion and increase remuneration.
Conclusion
Although some veterans find civilian jobs after leaving the army, some veterans experience persistent employment issues. The transition from military service to civilian career captures many challenges experienced by individuals moving from one career to another. For ex-service personnel, they seek to establish a different career after a period of service in the military. Although military veterans have skills, knowledge, and abilities that should make them attractive in the civilian corporate world, they often face many challenges accessing and maintaining employment. The issues widening the gap between military service and civilian employment are not homogenous and require tailored strategies to bridge the gap. These may include counseling, education, diversifying the workplace, credit transfer, and changing employer perception. On the other hand, support programs and veteran preference status may assist in bridging the gap. They fail to provide an effective and long-lasting effect.
References
Morin, R. (2020, May 30). The difficult transition from military to civilian life. Pew Research Center’s Social & Demographic Trends Project. https://www.pewresearch.org/social-trends/2011/12/08/the-difficult-transition-from-military-to-civilian-life/
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