Edelman conducted a survey in 2017 assessing perceptions of veterans' well-being, focusing on their job skills, education, and mental health, among 3,197 individuals, including veterans and employers. Despite a strong interest from employers to hire veterans, there are significant misconceptions regarding veterans' skills and education, which may hinder their employment opportunities. The findings suggest a need for better education about the value veterans bring to the workforce and for the development of veterans-focused internship and apprenticeship programs.

1. Edelman, a global communications marketing firm, conducted
a survey between May-June 2017 to assess perceptions of
veterans’ well-being in America. The survey examined
audiences’ perceptions of veterans’ job skills, education and
employment to understand how veterans may be viewed as
potential employment candidates. In addition, the survey
explored perceptions of veterans’ mental and physical health,
as well as their role in society.
In total, Edelman surveyed 3,197 individuals across the United
States, including non-veterans/civilians, veterans/military
personnel, educators and employers. For this briefing, findings
regarding educators are not presented.
VETERANS WELL-BEING SURVEY:
Focus on Employment, Education
and Health
2017
Page 1

2. Employers have misperceptions about veterans’ job skills
and education levels.
Though 76% of the employers* surveyed want to hire more veterans within their
organizations, most have underlying misconceptions about veterans’ education levels,
job skills and potential for success. Only 38% of employers believe the skills veterans
learn in the military are easily transferable to the public or private sector, while most
(62%) believe veterans need to acquire more skills- both hard and soft- before being
ready for non-military roles. One of the largest disconnects exists with employers’
views of veterans’ soft skills. Only 19% of employers believe veterans possess effective
communication skills, but 58% of employers say communication skills are essential for
potential job candidates. In contrast, 64% of veterans believe they possess effective
communication skills.
2017 VETERANS WELL-BEING SURVEY
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Q37: Which of the following best represents your views?
(n=1,000 Employers)
38%
62%
The skills veterans learn in the military are easily transferable to jobs in
the public or private sector
Veterans may need additional education or training before they are
qualified for jobs in the public or private sector
Figure 1. Perceptions of Veterans’
Post-Military Job Readiness
Figure 2. Skills Employers Believe
Veterans Possess
* “Employers” are defined as individuals at any level of an organization who actively participate in recruiting, interviewing and hiring
potential job candidates.
Q42: Which of the following skills/attributes do you believe
veterans possess? (n=1,000 Employers)
14%
19%
47%
48%
53%
58%
68%
Possess strong interpersonal skills
Be an effective communicator
Possess resiliency
Have the ability to adapt effectively to
adversity
Work effectively with others to achieve a
common goal
Have experience working with a team
through challenging situations
Have a sense of duty and responsibilitySense of duty and responsibility
Experience working with a team through
challenging situations
Work effectively with others to achieve a
common goal
Adapt effectively to adversity
Possess resiliency
Effective communicator
Possess strong interpersonal skills

3. 49%
52%
Compared to average citizens, most veterans have successful careers after
leaving the military
Compared to average citizens, most veterans do not have successful careers
after leaving the military
Furthermore, employers have misperceptions about veterans’ education levels and
opportunities for career success. Forty-nine percent (49%) of employers believe most
veterans do not pursue a college or vocational school degree either during or after
their military service. In addition, fewer than 10% believe veterans are more likely than
average citizens to obtain a graduate or doctoral degree. Finally, 52% of employers
believe, when compared to average citizens, veterans do not have successful careers
after leaving the military.
Together this data shows while employers are eager to hire more veterans, their
misperceptions about veterans’ education, skills and career potential may be
inadvertently inhibiting veterans’ employment prospects.
Q39. For each set of statements, please select the one
that best represents your views. (n= 1,000 Employers)
Figure 3. Employers’ Perceptions of
Veterans’ Education Levels
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2017 VETERANS WELL-BEING SURVEY
Q40: Which of the following best represents your views?
(n= 1,000 Employers)
Figure 4. Perceptions of Veterans’ Career
Success
29%
47% 52%
53%
45% 41%
18%
9% 7%
Bachelor's Degree Master's Degree PhD or similar
advanced degree
Military veterans are more likely than the average citizen to
obtain a bachelor’s/ master’s/ PhD or similar advanced degree
Military veterans are equally as likely as the average citizen to
obtain a bachelor’s / master’s/ PhD or similar advanced degree
Military veterans are less likely than the average citizen to
obtain a bachelor’s / master’s/ PhD or similar advanced degree

4. Both veterans and employers would welcome
internship/apprenticeship programs to encourage
veterans’ employment
To bridge the skills gaps and recruit more veterans, most employers would be
interested in participating in veterans-focused internship/apprenticeship programs.
While 50% of the employers surveyed currently have internship/apprenticeship
programs at their organizations, only 9% have programs targeted towards veterans.
However, 73% of employers believe a veterans internship/apprenticeship program
could benefit their companies by helping to attract more veteran applicants (50%)
and allowing veterans to develop the skills they need for full-time positions (42%).
This is particularly true among employers in large companies (1,000+ employees),
90% of whom believe this type of program would benefit their organizations. In
addition, 39% of employers (and 44% of employers at large companies) believe a
veterans internship/apprenticeship program would also improve their corporate
reputation.
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2017 VETERANS WELL-BEING SURVEY
The good news: veterans are eager
to participate in these programs.
Eighty-six percent (86%) of veterans
say they are or would have been
interested in participating in an
internship/apprenticeship program
after their military separation, and
58% of current service members are
extremely interested in participating
in this type of program after their
service.
Therefore, the data indicates
internship/apprenticeship
programs could be a viable way to
encourage veteran employment
moving forward.
Q52: How interested (would you be/would you have
been) in participating in an internship or apprenticeship
program after leaving the military to help you transition
into the private sector?
(n=1,097 Veterans; n=396 Current Service Members;
n=701 Former Service Members)
Figure 5. Veterans’ Interest in Internship/
Apprenticeship Programs
28% 31% 26%
58% 58%
58%
Veterans
86% 89% 84%Σ
Somewhat/Extremely
Current Service
Members
Former Service
Members

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2017 VETERANS WELL-BEING SURVEY
Figure 6. Percentage of Employers Who Believe Internship/Apprenticeship Programs
Would Benefit Their Organizations
Q53: How much do you believe your company could benefit by launching an internship or apprenticeship program
geared toward veterans? (Top 2 Box Shown: Extremely Beneficial, Somewhat Beneficial) (n=1,000 Employers; n=416
Very small; n=178 Small; n=225 Medium; n=181 Large)
Veterans leave their jobs for the same reasons as
non-veterans.
When it comes to retention, veterans leave their post-military positions for the same
reasons as non-veterans – salary and cultural fit. When asked why they left their last
non-military position, 25% of veterans
said it was not a good cultural fit and
21% cited inadequate pay. These are
the same reasons given by non-
veterans, 25% of whom left their last
position because of cultural fit and 22%
of whom left because of salary.
Veterans do not leave their jobs for
unique reasons. If employers are
having issues with veteran retention,
they may need to examine their
methods for retaining all employees. Q34: Why did you leave your last [non-military] position?
(n=476 Veterans; n=619 Non-veterans)
Figure 7. Reasons for Leaving Last Job
Not the right fit for me (25%) Not the right fit for me (25%)
Pay was not adequate (21%) Pay was not adequate (22%)
Management/ Leadership issues
(18%)
Management/ Leadership issues
(15%)
Not the field I wanted to be in
(15%)
I needed to change companies
to get to the next level in my
career (13%)
I needed to change companies
to get to the next level in my
career (14%)
Not the field I wanted to be in
(11%)
Veterans Non-veterans
73%
60%
71%
86%
90%
Employers (Total) Very small Small Medium Large

6. Non-veterans and employers have misconceptions
about veterans’ mental health and access to care.
Most employers and non-veterans have negative misperceptions of veterans’ access
to mental health care. Of those surveyed, fewer than 20% of non-veterans and
employers believe veterans have access to good or excellent mental health services,
and 70% of non-veterans and 81% of employers believe their communities could do
more to support veterans’ mental health. However, 76% of veterans agree they have
access to mental health support, and 74% say they know where to go if they or
someone they know needs help.
This is particularly interesting given that veterans, non-veterans and employers say
they experience mental health challenges at similar rates. Of those surveyed, 46% of
veterans, 35% of non-veterans and 40% of employers say they experienced a mental
health challenge in the last year. However, veterans are more likely to seek help than
their non-veteran and employer counterparts. Among those who experienced a
mental health issue, 70% of veterans say they sought help (specifically from a
government agency (24%) or Veterans’ Affairs (20%)), compared to only 61% of non-
veterans and 62% of employers.
This indicates that veterans have access to services and are willing to seek mental
health when they need it, which is not always the case for employers and non-
veterans.
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2017 VETERANS WELL-BEING SURVEY
Q17: Please complete the following sentence with one response below: Within the past year, I have… (n=507
Veterans; n=347 Non-veterans; n=402 Employers)
Q18: You indicated that you experienced a moment when you had a mental health challenge within the last year.
Did you get help? (n=507 Veterans; n=347 Non-veterans; n=402 Employers)
Figure 8. Mental Health Challenges and Treatment by Audience
46%
35% 40%
70%
61% 62%
Veterans Non-veterans Employers
Expereienced a mental health challenge Sought help

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2017 VETERANS WELL-BEING SURVEY
A social disconnect exists between veterans and
non-veterans.
An underlying social disconnect between veterans, non-veterans and employers may
put veterans at a disadvantage. Of those surveyed, most employers (75%) and non-
veterans (60%) say they are close with a friend or family member who is a veteran, but
fewer than 30% say they have a lot in common with veterans. At the same time, more
than 60% of employers and non-veterans believe society views veterans as heroes, but
30% or fewer believe society views veterans as average citizens or strategic assets. In
addition, 65% of non-veterans and 75% of employers wish they understood more
about veterans’ experiences.
The perspective that veterans are different from non-veterans, employers and
average citizens implies a social disconnect exists between veterans and these
groups. Improving this connection may be necessary to help improve veterans’ social
and employment prospects following their service.
Q12b: How much do you agree or disagree with the
following statements? (n=1,000 Employers; n=1,000
Non-veterans)
Figure 9. Relationship with Veterans
Q11. In your opinion, how are veterans typically viewed? Veterans
are viewed as…
(n=1,000 Employers; n=1,000 Non-veterans)
Figure 10. How Veterans are Viewed in Society
15%
26% 20%
30%
7%
34%
6%
45%
Non-veterans Employers
Somewhat/Strongly
22%
60%
26%
75%
Non-veterans Employers
Heroes
19%
25%
30%
71%
16%
24%
29%
64%
Average
Citizens
Victims
Strategic
Assets
I have a lot in common with veterans
I am close to my friends or relatives who are veterans

8. Overall, the study’s findings imply various
misperceptions exist about veterans and may be
inhibiting their employment and social opportunities.
These misperceptions relate to all facets of veterans’ lives, including job skills, education levels,
mental health and their role in society. To improve veterans’ prospects, both non-veterans and
employers need a more accurate understanding of who veterans are and the value they bring to both
their organizations and communities. Non-veterans and employers want to know more about
veterans, and employers are open to opportunities to integrate veterans into their organizations.
Simply, non-veterans and employers need more education to help better relate to their veteran
counterparts.
For more information about the study and these findings, please contact Justin Platt at
Justin.Platt@Edelman.com
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2017 VETERANS WELL-BEING SURVEY

9. Audience Description Sample Size Margin of Error
Veterans/Military
Personnel
U.S. adults ages 18+ who currently or have previously
served in the armed forces
Note: Veterans and active military personnel were
analyzed both separately and in aggregate. In most
instances, there was no significant difference between
the groups and, as such, they have been reported in
aggregate for this briefing.
N=1,097 +/- 2.96%
Former Service
Members
U.S. adults ages 18+ who have
previously served in any branch of
the armed forces
N=701 +/- 3.64%
Current
Service
Members
U.S. adults ages 18+ currently serving
in any branch of the armed forces
N=396 +/-4.88%
Non-
veterans/Civilians
U.S. adults ages 18+ with no current or previous
military service
N=1,000 +/- 3.10%
Employers U.S. adults ages 18+ who have input into hiring
decisions at their company. They do not work in
healthcare, education or for a veteran service
organization. They are non-veterans.
Note: Findings were analyzed in aggregate and by
company size, as defined below.
N=1,000 +/-3.10%
Very Small 1-20 employees N=416 +/-4.75%
Small 21-100 employees N=178 +/-7.31%
Medium 101-1,000 employees N=225 +/-6.50%
Large 1,000+ employees N=181 +/-7.25%
Educators/VSO
Employees
U.S. adults ages 18+ who work in education and/or for
a veteran service organization
N=100 +/- 9.78%
Methodology In-Depth: The Edelman Veterans Well-Being Survey was conducted
between May 18 and June 1, 2017. This 15-minute online survey resulted in n=3,197
respondents, n=1,000 of whom were non-veterans, n=1,097 veterans/military
personnel, n=1,000 employers, and n=100 educators/VSO employees. The specific
breakdown by group is as follows:
Respondents for the study were sourced from the following:
• Veterans and educators were recruited from a paid online panel provided by Lucid, as well as lists provided
by Give an Hour, Student Veterans of America and other veterans’ organizations.
• Non-veterans and employers were recruited exclusively from a paid online panel provided by Lucid.
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