.png)
Veterans returning to civilian life bring with them a unique set of skills and perspectives developed through years of service to protect our nation. Unfortunately, while these veterans have already sacrificed for our country, they often face new battles when they come back home, especially in the workplace. Instead of being met with understanding and support, many veterans encounter discrimination and misunderstandings in their jobs. For some companies, a veteran’s unique ways of coping and adjusting to civilian life are seen as flaws or inconveniences rather than opportunities to understand and support their transition.
Veterans often face unique challenges when they re-enter civilian life. They may be dealing with invisible wounds like post-traumatic stress disorder (PTSD), anxiety, and other mental health conditions that make their transition back to everyday work life more complex. These experiences, combined with years of following strict military structure, often mean that veterans need time and space to adapt to a less regimented, civilian work culture. Yet, big companies too often fail to accommodate these needs, treating veterans unfairly and, in many cases, dismissing or even firing them without a deeper understanding of their experiences and the support they require.
The Challenges Veterans Face in the Workplace
Leaving the military and adjusting to civilian life is one of the biggest transitions veterans faces. Military life is structured and defined by strong camaraderie, clear rules, and a shared purpose, whereas civilian workplaces often function differently. Veterans may use specific coping strategies to adjust, including building personal connections with colleagues or customers as a way to reduce anxiety and establish a sense of normalcy. However, these actions are sometimes misinterpreted by employers who may see them as inappropriate or excessive.
For example, my husband, a dedicated veteran, was terminated from his job for being “too affectionate” with customers. What the company didn’t realize is that his personable demeanor was a coping strategy—a way to manage his anxiety and feel grounded in his role. Instead of recognizing the underlying reason, his employer simply saw a behavior that didn’t align with their idea of “fitting in.” This lack of empathy and understanding on the part of his employer highlights a broader issue: the need for big companies to create workplace cultures and policies that support veterans, not dismiss them.
How Companies Are Failing Veterans
Large corporations often have the resources to support veterans effectively, but many do not invest in creating inclusive and supportive environments. Veterans deserve workplaces that are ready to help them adjust, yet they are frequently met with misunderstanding or outright prejudice. Here are some keyways companies fall short:
Misinterpreting Veterans’ Behaviors as “Misfit” Traits
Veterans may bring unique interpersonal or behavioral patterns to the workplace, many of which stem from their military training or as ways to manage stress. However, when companies lack an understanding of these traits, they label veterans as “not fitting in” rather than working to understand their backgrounds and needs.
Failing to Accommodate Mental Health Needs
Many veterans live with mental health conditions that require specific accommodations under the Americans with Disabilities Act (ADA). For example, a veteran might need a quieter workspace, flexible hours, or occasional mental health days to manage anxiety or other mental health challenges. Without these accommodations, veterans face undue stress and may not be able to perform their best at work.
Imposing Unreasonable “Cultural Fit” Standards
“Cultural fit” is a common hiring criterion, but it can unfairly exclude veterans who are simply different due to their service background. By valuing “fitting in” over understanding, companies unintentionally make veterans feel alienated or excluded, despite the unique value they bring to the team.
Stigmatizing Mental Health Struggles
Despite the fact that military service is often mentally and emotionally taxing, some workplaces make it difficult for veterans to openly address their mental health needs. In competitive corporate environments, admitting to a struggle or requesting accommodations can be seen as a weakness. This forces veterans to either hide their needs or risk being seen as “unfit” for the job, both of which create significant stress.
Punitive Reactions to Natural Coping Mechanisms
Veterans may develop coping strategies, like building connections with others, to feel more comfortable and reduce anxiety. When these coping mechanisms are misinterpreted, they’re often met with negative consequences, as was the case with my husband. His approachable, friendly demeanor—intended to keep him grounded—was misjudged and used as a reason for his dismissal.
The Impact of Workplace Discrimination on Veterans
The failure to support veterans in the workplace doesn’t just affect their jobs—it affects their lives. Veterans who face discrimination, misunderstanding, or termination can feel isolated, alienated, and undervalued. They may lose confidence in their abilities and may even begin to feel a lack of purpose. This workplace discrimination can compound their mental health challenges and create additional stress for their families.
Financial stability is also at risk when veterans are unable to secure or keep jobs due to misunderstandings. Being dismissed from a job impacts veterans' sense of security, leading to financial strain, especially for those who may already be adjusting to new civilian salaries. These financial pressures and the resulting instability add even more stress to a veteran’s already complex transition.
Why Big Companies Must Change Their Policies for Veterans
It’s time for large corporations to recognize that veterans are not just employees but individuals who have given years of service to protect our freedoms. When veterans return to civilian life, they deserve workplaces that appreciate their skills, offer reasonable accommodations, and provide understanding, supportive environments.
Here are actionable steps companies can take to create a more supportive culture for veterans:
Implement Veteran-Focused Sensitivity Training
Sensitivity training for all employees, especially for supervisors and HR, can create a more informed workplace culture. By learning about PTSD, anxiety, and other mental health issues veterans may face, coworkers and managers will be better equipped to empathize and offer support rather than misjudging veterans.
Offer Flexible, Veteran-Specific Accommodations
Veterans may need unique accommodations, such as additional mental health days, flexible schedules, or quieter workspaces. Providing these accommodations is essential to making veterans feel comfortable and valued, allowing them to contribute to their full potential.
Promote Open and Safe Communication
Veterans should feel comfortable discussing their needs without fear of judgment or dismissal. Companies that cultivate a culture of open communication and support allow veterans to feel valued rather than marginalized.
Develop Mental Health Support Programs
Many veterans need access to mental health resources as they adjust to civilian life. Companies should consider offering counseling services, access to support groups, or employee assistance programs that can specifically address veterans’ needs.
Handle Complaints with Urgency and Respect
When veterans raise issues about discrimination or mistreatment, HR should take them seriously and act swiftly to resolve them. By addressing complaints in a timely and respectful manner, companies can demonstrate that they value veterans and care about their well-being.
Create Mentorship Programs Tailored for Veterans
Veterans transitioning to civilian life can benefit immensely from mentorship programs, especially if their mentors are other veterans who have successfully made similar transitions. Having someone who understands the challenges they’re facing can make veterans feel more connected and less isolated.
How Colleagues Can Support Veterans in the Workplace
While company policies play a critical role, individuals within a company also make a difference. Colleagues can educate themselves about veterans’ experiences and show compassion for their unique journeys. Small actions—like supporting a veteran in times of stress, asking questions to better understand their experiences, and showing patience—can have a lasting impact.
Standing up for veterans if they experience mistreatment or misunderstanding can also make a world of difference. By advocating for them and ensuring their voices are heard, colleagues create a more inclusive and understanding workplace.
Conclusion: We Owe It to Veterans to Do Better
Our veterans deserve better treatment in the workplace. After years of sacrificing for our country, they should not be subjected to discrimination or termination simply because they approach work a little differently. Companies have a responsibility to create policies and cultures that recognize veterans’ unique needs and experiences.
Big companies can no longer afford to ignore this issue. By making small but impactful changes, they can create workplaces that not only accommodate veterans but celebrate them. It’s time to step up, implement policies that truly support veterans, and make our workplaces spaces where veterans can feel valued, secure, and respected.
Veterans have given so much to protect our freedoms; it’s our turn to protect their right to a fair, supportive work environment. Together, we can ensure that veterans have the resources, understanding, and support they need to thrive in civilian life. Let’s stand with our veterans by pushing for policies and cultures that recognize, respect, and appreciate their service.
I invite you to join my Life Coaching program if you're ready to start making positive changes in your life. We'll talk about things like forgiveness, happiness, empowerment, and more, all of which may play a role in helping you reframe your life and find your true calling. Don't be shy; Way of the Wise Owl is a non-profit organization, and your consultation with us will cost you nothing. Let's cross our fingers and hope for a speedy response.
If you enjoyed this, you may also like these blogs about art, travel, American cuisine, daily inspirations, and useful information to help you shift your mindset.
Diary of a Female Player
Non-Fiction Stories about my life and how I overcome the addiction for Men's.
Exploring the US in a Budget
After losing all of our worldly possessions in a house fire in 2022, we officially retired and made the decision to rebalance our lives and begin creating memories. You can find destinations we visited throughout the United States in this blog. Being broke and traveling within our means and on a BUDGET.
Personal Life Coaching
The Way of the Wise Owl is a nonprofit business that provide Life Coaching services. As a Master Life Coach, I specialized in the following topics: forgiveness, happiness, mindfulness, goal success, re writing your life story, life purpose, spirituality, confidence, mindset, self-care.
Español Life Coaching
The Way of the Wise Owl es una empresa sin fines de lucro que brinda servicios de Life Coaching. Como Master Life Coach, me especialicé en los siguientes temas: perdón, felicidad, mindfulness, éxito de metas, reescribiendo tu historia de vida, propósito de vida, espiritualidad, confianza, mentalidad, autocuidado.
Short Story: The Truth About My House Fire
By transforming this tragic incident into something positive, we were able to be happier and have a stronger relationship. We are revealing our story of how we overcame losing our home in a fire at the beginning of 2022.
Daily Affirmations and Daily Journaling Prompts English/Español
Weekly, I'll share journaling prompts and daily affirmations on this blog to assist you in shifting your mindset.
— The Way of the Wise Owl by Dagmarie Daniels
Comments