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Where do veterans stand in today’s labor market? #stats

(BUSINESS NEWS) As 2016 comes to a close, with the recent observance of Veteran’s Day, how veterans have fared in the labor market provides an interesting picture of how their often untapped skills can be of benefit.

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Indeed dug into the data

When thinking about critical skills and attributes that you’re looking for in potential new hires, many employers forget to think about the host of opportunities that come by hiring a veteran of the U.S. armed forces. As 2016 comes to a close, with the recent observance of Veteran’s Day, how veterans have fared in the labor market provides an interesting picture of how their often untapped skills can be of benefit.

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Labor market stats

Composing 7.6 percent of the U.S. population according to the U.S. Census Bureau, veterans have a lower unemployment rate overall than their non-veteran peers. October unemployment rates have been lower for veterans since 2009. The recession, which caused spikes in unemployment rates for all segments of the population, caused an unemployment hike to 9.9 percent in January 2011 for veterans, which has since decreased to 4.9 percent. However, segments of the veteran population have seen variations in levels of employment rates for those seeking to join the workforce.

With overall veteran unemployment at 9.9 percent in January 2011, unemployment rates for Gulf War II veterans (those serving since September 2001) stood at 15.2 percent.

While younger workers can typically face higher levels of unemployment than their older, more skilled competitors, this outstripped the non-veteran rate, which was at 9.3 percent for this segment of the population. This has since improved. The unemployment rate for this segment of the veteran workforce is markedly lower than their non-veteran peers.

Although veterans are less likely than their non-veteran peers to have a bachelor’s degree, they outstrip them in average earnings. Veterans earn a higher median income by over $11,000 annually ($38,334 for veterans, as opposed to $27,248 for non-veterans).

Where vets have landed

Veterans typically seek employment in fields that match their military operational specialty (MOS), or which utilize the skills they were taught and used in their time in the service. Many veterans continue their service for the federal government in other capacities. Over 27 percent of the federal workforce in 2011 was composed of former service members.

As the employment needs of the civilian job market and the military do differ, several of these types of fields are predicted by the Bureau of Labor Statistics in their employment forecast to shrink over the next several years.

High-growth labor markets, such as healthcare, have a unique opportunity to transition their supports to hire veterans. For example, in 2011, President Obama called upon Community Health Centers to make an investment of hiring 8,000 veterans over the next three years. He additionally tasked the Health Resources and Services Administration to identify career paths for veterans and expand opportunities for veterans to become physician assistants.

As was the case with overall unemployment rates, job selection varies by the era of service and the sex of the veteran. Older veterans with dates of service from 1976-2000 were more likely to be employed in roles that were primarily computer-based or mathematical in orientation than their non-veteran peers. More recent veterans tend to find roles that more closely matched their military experiences. For veteran women, many selected healthcare roles, and exceed the rates of employment of their non-veteran peers in computer-based and mathematical roles.

Hard transition

Despite having lower unemployment rates, veterans still find many obstacles in their employment paths. The Center for Talent Innovation’s survey in Indeed asked whether employees felt supported by their supervisor. Nearly 20 percent of civilian men and 15 percent of civilian women in white-collar jobs felt their supervisor was an advocate and champion for their cause. Only 2 percent of veterans in similar roles felt the same.

Beyond feeling supported by their supervisors, an astounding majority of veterans identified that their skill sets weren’t being fully utilized. 67 percent said they had three or more skills that their current employer was not asking them to use in their roles.

Resources for employers

Speaking to Business Insider, Jon Davis, a retired Marine sergeant and current hiring manager identified reasons employers should hire military veterans. “When given a proper framework and adequate training veterans can amaze you at how hard they can work and what they can get done,” said Davis. “Few cultures have been engineered like the one military veterans have been a part of and even fewer … focuses entirely on mission achievement, cooperation, and personal development. The fact is that there is no culture in the world that shapes people in the way the military does,” Davis notes.

When seeking to hire veterans, the U.S. government provides resources to the veteran for their transition. They provide financial assistance for higher education, along with enhanced re-employment services for post-9/11 veterans through the Veteran Gold Card, allowing them six months of personalized case management and additional supports at their community work center. The Department of Defense’s Military Credentialing and Licensing Task Force was created to identify opportunities for veterans to earn civilian occupational credentials and licenses without the need for additional training.

Additionally, through Joining Forces, an initiative that serves the U.S. veteran through education, wellness, and employment services, multiple employers have stated their goal of hiring more than 100,000 veterans and their spouses over the next several years.

For the employer, the Returning Heroes Tax Credit, enacted in 2011, provides businesses that hire unemployed veterans with a credit of up to $5,600 per veteran. The Wounded Warriors Tax Credit offers businesses that hire veterans with service-connected disabilities a credit of up to $9,600 per veteran.

The most important thing employers can remember when identifying opportunities for veterans to serve in civilian capacities is that these individuals have been placed into high levels of responsibility, many from a young age, and are typically mission-oriented. While their transition may require support, as is necessary for onboarding any new employee, the outcomes may pay more immediate benefits.

#HireVeterans

Roger is a Staff Writer at The American Genius and holds two Master's degrees, one in Education Leadership and another in Leadership Studies. In his spare time away from researching leadership retention and communication styles, he loves to watch baseball, especially the Red Sox!

Business News

Chick-fil-a stops donating to anti-LGBTQ orgs; can we eat hate nuggets now!?

(BUSINESS MARKETING) Boycotts, protests, and media coverage about the controversy may finally be making an impact as the company attempts to alter its reputation.

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After years of controversy for its anti-LGBTQ policies and donations, Chick-Fil-A announced Monday that it would stop funding three faith-based organizations similarly known for their anti-LGBTQ activities. The chicken sandwich empire has donated millions to The Salvation Army, the Fellowship of Christian Athletes, and Paul Anderson Youth Home, but from 2020 going forward, the chain will cease donations to these organizations.

Controversy over Chick-fil-A’s ethos exploded in 2012 when a Pennsylvania Chick-fil-A sponsored a Christian seminar promoting “traditional” marriage, and its CEO Dan Cathy made public comments opposing same-sex marriage. While these events brought Chick-fil-A’s homophobic politics to light, the chain had already, for years prior, been donating millions of dollars to organizations that either discriminate against or work explicitly to curtail the rights of LGBTQ people.

Some queers put down their sandwiches and joined a national boycott and protests, while others found tongue-in-cheek ways to process feeling guilty for continuing to enjoy waffle fries. At first the boycott backfired, with Governor Mike Huckabee hosting a Chick-fil-A Appreciation Day, encouraging conservative chicken lovers to show up en masse to support the chain and deliver a proverbial middle finger to the LGBT community by ordering extra nuggets.

However, the boycotts, protests, and media coverage about the controversy may finally be making an impact as the company attempts to alter its reputation. Chick-fil-A president, Tim Tassopoulos noted that there have been numerous news stories about the chain’s politics, explaining that “as we go into new markets, we need to be clear about who we are.” Attempts to expand into Europe hit a major setback when one of its two UK locations closed because the shopping center in which it was located took offense to Chick-fil-A’s anti-LGBTQ stance and decided not to renew the lease.

A spokeswoman told the Thomas Reuters Foundation that the company had fulfilled the “multi-year commitments” it made to Salvation Army and Fellowship of Christian Athletes, and that now that their “obligations” were complete, they would focus their charitable giving elsewhere.

Future donations will go toward charities that focus on education and homelessness, such as Junior Achievement USA and Covenant House. Grants will be distributed and reviewed annually. LGBTQ activists are optimistic, but slightly skeptical of the change. GLAAD director of campaign and rapid response Drew Anderson called for “further transparency” regarding Chick-fil-A’s “deep ties to organizations like Focus on the Family, which exist purely to harm LGBTQ people and families.”

Anderson further pointed out that Chick-fil-A has no non-discrimination policies protecting LGBTQ employees. The chain is also known for asking applicants about their religious and marital status in job interviews, making discrimination against non-Christian and LGBTQ applicants all too easy. Anderson called for Chick-fil-A to “unequivocally speak out against the anti-LGBTQ reputation that their brand represents.”

CEO Dan Cathy has been notoriously unapologetic for his homophobic views, expressing in 2014 that he regretted getting Chick-fil-A embroiled in controversy, but that his opinions about same-sex marriage had not changed.

While many are celebrating the withdrawal of funds towards certain anti-LGBTQ organizations, there’s no guarantee that more donations of this kind won’t be made in the future. So enjoy those hate nuggets with a large grain of salt.

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Business News

Ford rolls out a weird electric SUV that is somehow also a Mustang

(BUSINESS NEWS) Ford’s new Mach E is part of their big electric push, and their plan to get you in one is to appeal to the American dream of a mustang.

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What do you get when you cross a Mustang, Tesla and SUV? A traffic accident!

(Just kidding, bad joke; it’s the 2021 Ford Mach E, one of Ford’s 22 upcoming electric or hybrid vehicles. )

Since when has Ford been pushing for electric cars? Actually, it’s been a while, but Ford’s efforts have definitely increased since Jim Hackett took over as CEO of Ford Motors in 2017.

Hackett revitalized Ford’s mission and began pushing for a greater focus on electric and hybrid cars. In fact, Hackett even created an internal team – Team Edison – which oversaw the development of electric cars. The Ford Mach E is actually the first car to be unveiled.

One down, 21 to go.

Sure, the name Ford Mach E is pretty cool, but how cool can a sports car/SUV hybrid really be? It’s the first non-sports car to use the Mustang name, which is a bold move. Luckily, the Ford Mach E is slated to go 0 – 60 in under four seconds, which means it can keep up with other Mustangs and even go faster than some Porches. It also boasts around a 459 horsepower, which is higher than most SUVs on the market. Not half bad for an electric SUV.

Along with the battery – which will be able to last anywhere from 200 to 300 miles, depending on the unit – the Mach E is chock full of exciting new tech. For instance, it’ll boast hands-free driving assist technology comparable to Tesla’s.

It also includes a sleek interior, a large center screen and Ford’s new SYNC system, which will adjust entertainment customizations based on user preference.

This cloud-based system learns from drivers’ habits: if a driver typically stop for coffee in the morning, the system might automatically suggest routes to a coffee shop.

Kind of creepy, but also pretty neat.

The car is projected to hit the market in late 2020 and will be competing with other electric models from Tesla and Volkswagen.

Prices for the Ford Mach E will range from $43,000 to about $60,000, which is fairly comparable to other companies. With a $500 refundable deposit through the Ford website, individuals can place a reservation on one of these upcoming cars now.

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Business News

Ageism: How to combat discrimination in the workplace

(BUSINESS) Ageism is still being fought by many companies, how can this new issue be resolved before it becomes more of a problem?

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Google recently settled an age discrimination lawsuit to the tune of $11 million. The lawsuit from 2015 alleged that Google favored people under 40 for hiring. The federal case involved more than 200 parties. Part of the settlement requires Google to train managers on age bias in recruiting and hiring. There’s hope that the settlement will raise awareness in the tech industry, where ageism is thought to be pervasive.

IBM is also facing an age discrimination lawsuit alleging the company “systematically removed older employees from its workforce.” This lawsuit was filed in March in federal court in the Southern District of New York.

Both IBM and Google deny that there is any discrimination in hiring in their respective companies. IBM is confident that the case will fail. Google settled the case rather than fight it in court. The IBM case is still working its way through the system. It is highlighting ageism in tech, but the tech industry certainly isn’t the only one that seemingly discriminates against older workers.

Workers over the age of 55 represent the fasting growing sector in labor. The U.S. Department of Labor estimates that 25% of the labor force will be over age 55 by 2024. A 2018 AARP survey found that over 60% of the respondents reported age discrimination in their workplace. The figure is even higher among older women, minorities and unemployed seniors. Age discrimination is a problem for many.

How can your organization create an age-inclusive workforce?

It is difficult to prove age discrimination but fighting a lawsuit against it could be expensive. Rather than worrying about getting sued for age discrimination, consider your own business and whether your culture creates a workplace that welcomes older workers.

  1. Check your job descriptions and hiring practices to eliminate graduation dates and birthdates. Focus on worker’s skills, not youthful attributes, such as “fresh graduate” or “digital native.” Feature workers of all ages in your branding and marketing.
  2. Include age diversity training for your managers and employees, especially those that hire or work in recruiting.
  3. Support legislative reforms that protect older workers. Use your experience to create content for your website.

Changing the culture of your workplace to include older workers will benefit you in many ways. Older workers bring experience and ideas to the table that younger employees don’t have. Having mixed-age teams encourages creativity. There are many ways to support older workers and to be inclusive in your workplace.

What steps are you taking in your organization to reduce ageism in your workplace?

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