What Employers Should Know about Hiring Women Veterans

When employers set out to recruit new employees, many have a target group in mind: Veterans. And many more narrow that group even further: Women Veterans. The fact is, employers want to hire Women Veterans because they bring exceptional skills, smarts, and strategy to the workplace.

While it seems like the process should be easy – and smooth – the fact remains that there are noticeable gaps in Women Veterans employment. As we’ve discussed previously, transitioning from military to civilian life presents numerous challenges, and many are unique to Women Veterans in particular.

If you’re an employer, you might be wondering:

Is there something we can do to close those gaps and hire Women Veterans – easily?

Yes! Whether you’re a small business or a large corporation, you can take active roles in attracting this high-caliber talent and cultivating a supportive culture.

Gaps in Women Veterans Employment

It’s helpful to understand the state of Women Veterans employment. What exactly is happening when Women Veterans search for jobs during their transition process? What roadblocks do they experience?

Research shows that, by and large, Women Veterans struggle to secure a civilian job before they transition from the military. It takes longer to find a job than it does for male Veterans, and often, Women Veterans find themselves underemployed and underpaid.

For example, a survey conducted by the Institute for Veterans and Military Families found:

• Only 27% of Women Veterans had found a job before they transitioned from the military.
• Women Veterans report an average annual salary of $47,000, as compared to male Veterans, who make an average of $61,100 per year.
• 31% of Women Veterans feel they are underemployed.

Comparatively, LinkedIn’s 2021 Women Veterans Opportunity Report found:

• The underemployment rate of Women Veterans is 18% higher than of civilian women, and 22% higher than the Veterans population as a whole.
• 37% of Women Veterans take a pay cut when they accept a civilian job, as compared to 23% of male Veterans.

Over the years, WVIF has worked with dozens of employers just like you. Working with employers of all sizes, we’ve identified common strategies that help close the gaps.

Employers who build bridges of understanding, implement targeted recruitment efforts, and cultivate a culture of respect and support are successful in hiring Women Veterans for longterm, meaningful employment. So, how can you do the same thing?

Let’s take a look at 5 common strategies:

5 Effective Ways to Recruit & Hire Women Veterans

1. Find a common language.

Like all Veterans, Women Veterans will describe their military experience in a language that might seem foreign to you. Acronyms, military-specific phrases, and duty titles can be a challenge to understand. Sometimes, Veterans even have a hard time explaining these things in common terms.

This can become a barrier in getting to know each other. Help knock down this barrier by asking for explanation or more details. You can say things like, “Does this mean that…?” or “Can you explain a typical day at your last position?” or simply, “What does this acronym stand for?” Show interest in Women Veterans’ experience, and ask about the skills they used to fulfill their job requirements. Simply diving deeper into details will build bridges of understanding and reveal ways applicants can add value to a workplace.

2. Develop innovative HR programs to support Women Veterans.

Human resources departments are a great resource to help cultivate a culture of respect and support. Empowered HR departments develop innovative and proactive recruiting and training programs. These types of programs attract Women Veteran applicants and onboard Women Veteran employees in meaningful ways.

Empowered HR departments might:

• Attend training to help them understand the transition experience for Women Veterans, and discover opportunities to meet their needs.
• Learn about current legislation or incentives to understand new and appropriate ways to operate within the Women Veterans space.
• Create focus groups for current and onboarding Women Veteran employees, which will foster a sense of belonging and support.

3. Focus your recruitment on Women Veterans.

Specifically targeting Women Veterans, especially for key leadership roles and technical positions, is quite useful in closing employment gaps. To connect with Women Veterans, you can utilize digital tools, attend hiring events, and participate in conferences that are specifically designed for Women Veterans.

Try performing a filtered query through LinkedIn, which often reveals hundreds, if not thousands, of qualified Women Veteran applicants. Plus, sponsoring an event, such as the National Women Veterans Leadership and Diversity Conference (NWVLDC) or the Women Veterans Transition Space (WVTS), can help you promote your services and values, as well as network directly with Women Veteran applicants.

4. Sponsor a hiring fair for Women Veterans.

It’s worth giving that last detail its own space. Sponsoring a hiring event can give you “prime real estate” in your recruitment efforts. Plus, it will establish your reputation as an employer that supports and values Women Veteran employees.

Numerous military-friendly organizations hold hiring events for Women Veterans, and they often offer varying levels of sponsorship. For example, we at WVIF offer employers several levels of sponsorship for events like the NWVLDC, WVTS, the Pink & White Empowerment Series, and more. When employers become a sponsor, they receive highly visible marketing space, prominent speaking opportunities, high-traffic recruitment spaces and more.

5. Network with Women Veterans and Women Veterans Organizations.

Building bridges and recruiting Women Veterans involves a robust networking strategy. Once you get plugged in, they’ll be amazed by the results.

To get plugged in, connect with Women Veterans organizations, or even general Veterans organizations that have focused lines of effort for Women Veterans. Learn how you can participate in their events and conferences. Ask if they can help you find other ways to network directly with Women Veterans. You can also engage colleges and universities that have specialized Veterans employment programs.

When attending events or conferences, develop strategies to network directly with Women Veterans. Whether you hold informational tables, host meet & greets, offer resume reviews, or even hold interviews on the spot, finding ways to talk face-to-face with Women Veterans will reap huge rewards – for you, and for Women Veterans!