Diversity and Inclusion Survey Questions: Military Service

How Military Service Impacts Diversity, Inclusion, Bias, and Belonging

2^nd Octobe 2024 by Mark Holt

According to recent statistics from the UK Parliament, there are approximately 2.47 million veterans of the UK Armed Forces alive today, with around 15,000 service personnel leaving the forces annually (UK Parliament, 2022). These individuals bring a wealth of skills and experiences that can greatly benefit civilian workplaces. However, their transition to civilian life, including employment, is not always smooth or straightforward (Ministry of Defence, 2022).

At Divrsity, we're huge believers that DEI surveys need to go beyond traditional categories like race, gender, and age to uncover the full spectrum of identities within the workforce. We recognise that veterans bring a wealth of diverse perspectives to the workplace. That’s why our surveys include specific questions about military service, allowing companies to gather data on how this experience affects inclusion, bias, belonging, and representation. Armed forces service can profoundly impact how veterans navigate their civilian careers and how organizations can support their successful integration.

Recent research and literature emphasize the importance of recognizing and addressing the unique needs of veterans in the workplace. Studies suggest that veterans face both overt and subtle barriers to inclusion, which affect their career progression, sense of belonging, and mental health. By including veteran-specific questions in DEI surveys, Divrsity helps companies address these challenges and create more inclusive work environments.

Understanding the Unique Perspective of Veterans and Armed Forces Personnel

When companies think of diversity, military service is not always top of mind, but it plays a helpful role in broadening the definition of diversity. Veterans and reservists represent a distinct demographic within the workforce, with unique life experiences that enrich workplace culture and bring a unique set of experiences, skills, and challenges to civilian workplaces. Many have undergone rigorous training, developed strong leadership skills, and worked in high-pressure environments.

Veterans add a distinct dimension to workforce diversity. A 2013 article by Forbes discusses ex-military personnel might be your next best hire:

Different Leadership Styles: Military training emphasizes leadership, teamwork, and strategic thinking, which can enhance organizational effectiveness.
Global Perspectives: Ex-military personnel often have international experience, contributing to a more globally aware and culturally competent workforce.
Composure and creativity under pressure
Big picture understanding, relentless attention to detail
The ultimate team player mentality
Uncompromising integrity
Habitual goal orientation

By acknowledging and valuing military service, organizations can harness these unique perspectives to drive innovation and improve problem-solving capabilities.

It's also worth noting that Military service intersects with other aspects of diversity, such as socioeconomic status, ethnicity, and disability. For example, research has shown that military service is more common among individuals from lower socioeconomic backgrounds (Kelty et al., 2018). Additionally, veterans are more likely to experience disabilities, such as PTSD, which can impact their ability to fully participate in the workplace (Hoge et al., 2004).

Divrsity recognizes the need to assess the impact of military experience on an individual’s career trajectory and workplace belonging. By including questions about armed forces service, Divrsity enables organizations to:

Identify Veterans within the Workforce: Understanding the proportion of veterans helps in recognizing the presence and potential needs of this group.
Tailor Support and Development Programs: Organizations can develop targeted onboarding processes, mentorship programs, and career development pathways that address the specific experiences and needs of veterans.

The Veteran Experience: Insights from Recent Research

The transition from military to civilian life can be challenging, often affecting how they are perceived, integrated, and valued within a corporate setting.

1. Veteran Representation in the Workplace

While organizations are increasingly interested in recruiting veterans due to their leadership skills, discipline, and problem-solving abilities, ensuring long-term retention and career progression remains a challenge. According to a 2022 study published in The Journal of Veterans Studies, veterans often face difficulties translating their military skills into civilian contexts, leading to underemployment or stagnation in roles that do not fully utilize their capabilities . This research highlights the gap between the perceived value veterans bring to an organization and their actual experience post-recruitment.

By asking veterans directly about their career progression, Divrsity surveys help organizations identify whether veterans feel represented and valued at all levels. This insight is crucial for companies aiming to provide equal opportunities for all employees, including those with military backgrounds.

2. Inclusion and Belonging: Combatting Stereotypes and Isolation

Veterans transitioning into civilian workplaces often experience a culture shock, moving from a hierarchical, highly structured environment to more fluid corporate structures. A 2023 report from the Institute for Veterans and Military Families (IVMF) emphasizes that veterans frequently feel disconnected from their civilian peers, who may not fully understand or appreciate the experiences veterans bring with them . This can create a sense of isolation or "otherness," preventing veterans from fully integrating into teams and workplace culture.

We also know that military personnel often develop strong bonds and camaraderie during their service, but the transition to civilian life can be isolating. Feeling included and valued in the workplace is crucial for veterans' well-being and long-term success. Our surveys can help identify if veterans feel their military experience is acknowledged and respected by their civilian colleagues and leaders (Department for Veterans' Affairs, 2022).

Divrsity’s surveys help organizations measure the extent to which veterans feel included in day-to-day workplace activities, team dynamics, and decision-making processes. By analyzing the survey results, companies can identify specific barriers that may prevent veterans from feeling a sense of belonging, whether those barriers stem from unconscious bias, cultural differences, or lack of appropriate support structures.

3. Bias and Equity: Overcoming Preconceived Notions

Unconscious bias toward veterans is a significant issue in many organizations. Research from Harvard Business Review (2022) and Hoffman (2018) suggests that some employers may stereotype veterans as rigid or authoritarian, while others may hold biased views about veterans’ mental health due to media portrayals of post-traumatic stress disorder (PTSD) . This type of bias can influence decisions about promotions, project assignments, and team dynamics, often without HR or leadership teams even being aware.

Divrsity’s veteran-specific questions allow organizations to understand where these biases may be at play. For example, if veterans are being passed over for promotions at disproportionate rates, Divrsity’s AI-driven analysis will highlight this trend and suggest concrete actions, such as bias training or leadership development programs.

4. Mental Health and Psychological Safety

Mental health remains a critical issue for many veterans. A 2023 study from The British Journal of Psychiatry found that a significant proportion of veterans experience mental health challenges related to their service, particularly PTSD and depression . Despite this, veterans are often reluctant to disclose mental health concerns in the workplace due to fear of stigma or being perceived as “weak.”

Divrsity surveys assess whether veterans feel comfortable discussing their mental health or asking for accommodations, helping organizations foster a psychologically safe environment. With the right data, employers can develop tailored support mechanisms, such as mental health programs or peer support groups, ensuring veterans feel safe and supported.

5. Intersectionality and Multiple Marginalizations

For some veterans, their military service intersects with other aspects of their identity, such as gender, race, or disability. Women veterans, for example, may face compounded discrimination due to gender biases layered on top of stereotypes about veterans. Similarly, Black and minority ethnic veterans may experience both racial and veteran-specific biases, leading to greater marginalization in the workplace.

Research published in Gender, Work & Organization (2023) shows that women veterans often struggle to reconcile their military identity with societal expectations of femininity, which can further alienate them in male-dominated workplaces . Divrsity’s intersectional analysis helps organizations identify these complex layers of bias and develop strategies to create a truly inclusive workplace.

Supporting Organizations in Hiring Veterans: Key Partnerships and Resources

Organizations that actively recognize and support veterans can enhance their employer brand, making them more attractive to a broader talent pool. Demonstrating a commitment to understanding and valuing military service can:

Attract Highly Skilled Individuals: Veterans seeking supportive and inclusive workplaces are more likely to consider employers that acknowledge their unique backgrounds.
Differentiate from Competitors: A reputation for supporting veterans can set an organization apart in a competitive talent market.

Organisations looking to support veterans can benefit from partnering with specialist organizations dedicated to veteran employment and inclusion. These groups provide invaluable resources, best practices, and support for employers committed to hiring and retaining veterans.

1. The Armed Forces Covenant

The Armed Forces Covenant is a UK government initiative that encourages businesses to support the employment of veterans, reservists, and their families. By signing the Covenant, organizations commit to ensuring that veterans are treated fairly and receive the support they need to succeed in civilian roles. The Covenant provides a framework for organizations to develop veteran-friendly policies, such as flexible working arrangements for reservists or specialized recruitment practices for veterans.

2. The Officers’ Association

The Officers’ Association (OA) helps veterans transition from military to civilian careers by offering coaching, training, and employment services. The OA works with employers to understand the benefits of hiring veterans and offers guidance on how to successfully integrate them into their workforce. For companies unsure of how to translate military experience into civilian job roles, the OA provides valuable tools and insights.

3. RFEA – The Forces Employment Charity

RFEA supports veterans by connecting them with employers across the UK. The charity provides advice to companies on how to develop veteran-friendly recruitment processes and offers a vast network of candidates. Organizations can benefit from RFEA’s expertise in helping veterans overcome challenges in transitioning to civilian careers and gain access to a talent pool of skilled workers.

4. Combat Stress

While not employment-focused, Combat Stress plays a crucial role in supporting veterans’ mental health, providing psychological services to those dealing with PTSD, anxiety, and depression. Employers who work with veterans can collaborate with Combat Stress to ensure their workforce has access to mental health resources, creating a supportive environment where veterans feel safe seeking help if needed.

Leveraging Data-Driven Insights to Build Inclusive Cultures

By including questions about armed forces service, Divrsity empowers organizations to gain deep insights into the experiences of veterans. The data generated from Divrsity surveys helps HR teams develop actionable strategies to create more inclusive, equitable workplaces. This data-driven approach goes beyond identifying surface-level issues, offering a comprehensive analysis of how veterans experience bias, inclusion, and belonging in the workplace.

Divrsity’s AI-driven recommendations combine both quantitative survey data and qualitative verbatim responses, giving companies a rich source of insights, plus a roadmap for fostering an inclusive environment for all employees. These initiatives might include:

Developing targeted recruitment strategies to attract more veterans
Identifying unconscious biases in recruitment
Creating employee resource groups (ERGs) specifically for veterans
Improving veteran representation in leadership roles
Providing training on military cultural competency for all employees
Offering support services, such as mental health resources or transition counseling

Conclusion: Recognizing Veterans in DEI Strategies

As veterans navigate the transition from military to civilian life, they bring with them a wealth of experiences that can enrich the workplace. However, without intentional efforts to include and support them, veterans can feel marginalized or misunderstood. Divrsity’s inclusion of questions about military service ensures that veterans’ voices are heard and provides organizations with the data needed to make informed, impactful changes.

For HR professionals, the inclusion of veteran-specific questions in DEI surveys serves as a reminder that diversity extends beyond visible characteristics. Armed forces service is a key component of identity that deserves attention in any strategy aimed at building a truly diverse and inclusive organization. With the right insights, action plans, and partnerships, companies can ensure that veterans feel valued, respected, and fully integrated into the workforce.

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