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Successfully Retaining Wounded Warriors:Support in the Private Sector Workplace2nd Annual Wounded Warrior Hiring & Support...
Objectives• How to create a “plan of action” for starting or                     p                         g  refining a V...
Employer Toolkit
Toolkit Purpose• The Veterans Hiring Toolkit has been designed to:   • assist and educate employers who have made the proa...
Step 1:  Design a StrategyCreate a Plan: Plan for results: Start with the basics and create an Action Plan Familiarize y...
Step 2:  Create a Welcoming &         Educated WorkplaceAssess your current processes and explore including Veteran‐specif...
Step 3:  Proactively Recruit                                y p         Veterans and Military SpousesBroaden your knowledg...
Step 4:  Hire Qualified Veterans and learn         how to Accommodate Wounded WarriorsReflect on your on‐boarding strategi...
Step 5:  Promote an Inclusive Workplace         to Retain Veteran employeesRetaining a skilled workforce requires effort a...
Step 6:  Keep Helpful Tools and         Resources at your FingertipsKnow the resources available to help employers in thei...
Final Thoughts – regarding injured        returning Service Members The injuries related to military service (physical, p...
Job Accommodation Network (JAN) 
National Resource Directory(                              13
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Day 2 Afternoon Breakout Session 2 Support in the Private Sector Workplace Stern


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The goal of this session is to inform attendees on efforts to support and retain Wounded Warriors in the workplace. Speakers will provide resources that employers can use to incorporate support and retention strategies in the workplace.

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Day 2 Afternoon Breakout Session 2 Support in the Private Sector Workplace Stern

  1. 1. Successfully Retaining Wounded Warriors:Support in the Private Sector Workplace2nd Annual Wounded Warrior Hiring & Support ConferenceVienna, VA | November 10, 2011Lisa StLi Stern | National Resource Directory N ti lR Di tMary Lackides | Northrop Grumman, Operation Impact
  2. 2. Objectives• How to create a “plan of action” for starting or  p g refining a Veterans hiring initiative• Pinpoint effective tools and promising practices to use  p p gp in your company• Share success stories and lessons learned from  Northrop Grumman’s Operation Impact• Share additional (free) resources • Q&A
  3. 3. Employer Toolkit
  4. 4. Toolkit Purpose• The Veterans Hiring Toolkit has been designed to: • assist and educate employers who have made the proactive decision to  l h h h include transitioning Service Members, Veterans and wounded warriors  in their recruitment and hiring initiatives. • pinpoint helpful tools and outline some important steps to take when  h l f l l d l k h designing a Veterans hiring initiative that works for your particular  business. • showcase promising practices related to recruiting, retaining and  h l d d promoting Veteran employees.• Sprinkled throughout: • “Did you Know? • “Resource Alert!”
  5. 5. Step 1:  Design a StrategyCreate a Plan: Plan for results: Start with the basics and create an Action Plan Familiarize yourself with the benefits of hiring transitioning Service  Members, Veterans and wounded warriors Learn about the tax incentives associated with the hiring of Veterans  as well as disabled Veterans
  6. 6. Step 2:  Create a Welcoming &  Educated WorkplaceAssess your current processes and explore including Veteran‐specific actions into your on‐boarding strategies: ifi i i b di iDevelop an understanding of military culture and experienceEstablish your company and its job application process as Veteran‐friendlyLearn the facts about hiring Veterans with invisible wounds of war: Demystify TBI and PTSD in the workplace
  7. 7. Step 3:  Proactively Recruit  y p Veterans and Military SpousesBroaden your knowledge of how and where to find Veterans ‐and consider instituting a few strategies to help Veterans better and consider instituting a few strategies to help Veterans betterfind you:Determine employment opportunities and create detailed job descriptionsConsider using military language in your outreach and job descriptionsConsider alternatives to full‐time employment, such as work C id l i f ll i l h kexperiences, internships and apprenticeshipsAccess credible resources to help you look for qualified Veterans  py qand wounded warriors who are seeking employment  Know what you can and should not ask during an interview
  8. 8. Step 4:  Hire Qualified Veterans and learn  how to Accommodate Wounded WarriorsReflect on your on‐boarding strategies and consider adding a few new elements to be inclusive of Veterans, both with and f l b i l i fV b h ih dwithout combat‐related injuries: Create a culturally sensitive new hire orientation plan Create a culturally sensitive new hire orientation plan Understand your responsibilities under the Americans with  Disabilities Act (ADA) Consider disclosure concerns Know where to obtain free, one‐on‐one guidance on job  accommodations
  9. 9. Step 5:  Promote an Inclusive Workplace  to Retain Veteran employeesRetaining a skilled workforce requires effort after the hire: Place a value on military service Expand traditional Employee Assistance Programs (EAPs)D l Develop and promote peer mentorships in the workplace ‐ V t t V t d t t hi i th k l Vet to Vet Practice Veterans appreciation and promote a Veteran‐friendly  workplace p Recognize that military families may have different needs than civilian  families Consider participating in local Yellow Ribbon Reintegration Programs d l l ll bb Understand your responsibilities under USERRA
  10. 10. Step 6:  Keep Helpful Tools and  Resources at your FingertipsKnow the resources available to help employers in their Veterans hiring efforts:Veterans hiring efforts: Keeping informed via social networking and e‐news Resources on recruiting, hiring and retaining Veterans Resources on recruiting, hiring and retaining Veterans   Know the answers to common employer questions about Veteran  and disability employment, such as:   • Workplace accommodations • Costs, liabilities and return on investment • Candidate qualifications and capabilities • Stigma and employees with psychological health injuries and  mental health concerns • Staff training and disability‐friendly workplaces Staff training and disability friendly workplaces
  11. 11. Final Thoughts – regarding injured  returning Service Members The injuries related to military service (physical, psychological  health and cognitive) are “acquired injuries.” Allow the Veteran  time to figure out what his or her mind and body can do again. Veterans with disabilities are individuals and therefore a strategy Veterans with disabilities are individuals and therefore a strategy  you try with one individual may not work with the next. You don’t need to have all of the answers!  Trial and error is  often the best practice…so long as the Veteran is part of the  process. Workplace supports and accommodations create a welcoming Workplace supports and accommodations create a welcoming  and productive environment (for all employees).
  12. 12. Job Accommodation Network (JAN)
  13. 13. National Resource Directory( 13