art IImplications for Employmentand Well-beingUltimately, employment is a key to economic,social and psychological wellbeing,community reintegration, familyfinancial stability, and more. Therefore,employment practices, collaboration withbusinesses and industries, and more arecritically important to the post-service lifecourse of veterans leaving service. Publicpolicy that supports integrated services,one-stop information gathering, referraland access to services, and other initiativesto streamline reintegration into civiliansociety will play an important role. Communities,including the civilian population,civic organizations, businesses andindustries, healthcare, educational institutions,public officials, and others havesignificant roles to play in the reintegrationof veterans.A review of relevant research illustratesstrong associations between poor healthoutcomes and unemployment, with over40 articles related to the topic. 17 One studyexplored the relationship between unemploymentand mental health, and foundthe most significant predictor of mentalhealth during unemployment was engagementin activity and perception of beingoccupied. 18 Another recent study discussedthe interactions between gender, familyrole, and social class, and found that“The financial strain of unemploymentcan cause poor mental health, and studieshave reported the beneficial effectsof unemployment compensation in suchcontexts. However, unemployment canalso be associated with poor mental healthas a result of the absence of nonfinancialbenefits provided by one’s job, such associal status, self-esteem, physical andmental activity, and use of one’s skills.” 19The study found that unemploymentimpacted the mental health of women lessthan men, in part due to family care responsibility,which kept them engaged inactivity. Additionally, the study found thatreceiving benefits during unemploymentwas correlated with better mental healthoutcomes. Voluntary or involuntary jobloss, particularly followed by periods ofunemployment, also negatively impactshealth. Among health conditions whichare linked to job loss were hypertension,heart disease, and arthritis. 20 Additionalnegative health outcomes attributed tounemployment included depression, substanceabuse, and even suicide. 21However, there are mitigating measures,including benefits, access to healthcare,community engagement, productive use oftime, family responsibilities and more. A recentstudy found: “The unemployed receivingunemployment compensation or benefitsfrom other entitlement programs didnot report significantly higher depression18 INSTITUtE FOR veterans and military families
Ultimately, employment is a key to economic, social and psychologicalwell-being, community reintegration, family financial stability, and more.relative to the employed.” 22 Finally, peoplewho have impaired health will also havelonger periods of unemployment, 23 makingaccess to health care a critical componentof unemployment policy. There are manysimilar studies focused on the relationshipbetween health and employment.During periods of unemployment, it maybe particularly important to mental healthfor the community to remain engagedwith veterans, specifically with veteranmen or others who are not productivelyengaged. Education and training programsmay have a significant role to play, asmay faith-based organizations, volunteerservice opportunities, and others whichimpact their self-perception. Communitycoalitions can and should address theneeds of veterans with a wide range ofservices, activities, and opportunities forproductive engagement in order to reducenegative mental health impacts, whichmight in turn otherwise prolong periodsof unemployment. Additional support forthese activities comes from hiring managerswho report that they would like tosee unemployed job applicants who havebeen engaged in training or education,temporary or contract work, or volunteering.24 These activities all support healthoutcomes and have additional networkingeffects, improved skills, and civilian reintegrationcomponents.transitions from military to VA healthcare,there may be delays in accessing care orin transferring records. Stigma may alsoplay a role, both in forming a new patient/provider relationship and trusting theprovider with mental health information,and in evaluating the risk of disclosure ofa mental health diagnosis while seekingemployment. Many veterans have sharedanecdotally that they fear disclosure of amental health diagnosis to healthcare providersbecause they believe employers willhave access to such records, as supervisorsand commanders were perceived to duringmilitary service.Another public policy component relatedto health and wellness outcomes forveterans is fiscally motivated and relatesto the impact of unemployment on stateMedicaid budgets. During heightened unemploymentmore people turn to Medicaidand to State Children’s Health InsurancePrograms (SCHIP), so states will often cutaccess to programs and services, includinghealthcare through Medicaid and SCHIP,and post-secondary education, 25 causingunemployed veterans to have less accessto programs and services. This may in turncreate further calls on public benefits andbudget implications.Additional concerns may include accessto health care during periods of transitionor unemployment. Those family memberswho previously had health access tomilitary service providers may no longerhave such access. Regardless of access,with a transition likely comes finding andengaging with a new healthcare provider,even with immediate employment. Whenmental health is also involved, it may beboth more difficult to find a provider, andto gain access to appointments. Duringguide to leading policies, practices & resources 19
- Page 1 and 2: GUIDE TO LEADING Policies, PRACTICE
- Page 3 and 4: GUIDE TO LEADINGPOLICIES, PRACTICES
- Page 5 and 6: AcknowledgementsFirst and foremost,
- Page 7 and 8: Part IV 1001In Support of the Emplo
- Page 10: art IWhat This Guide DoesThe “Gui
- Page 15 and 16: Setting the ContextThis section is
- Page 17 and 18: to work and to be economically enga
- Page 19 and 20: c.Projected Job CreationImpacting V
- Page 21 and 22: ▶Health and Wellness Implications
- Page 23 and 24: ment directly, e.g., the Veterans
- Page 25: credit, the veteran may transition
- Page 29 and 30: “Veterans are exceptionalindividu
- Page 31 and 32: ue patterns of education and traini
- Page 33 and 34: well, requiring affirmative steps t
- Page 35 and 36: during a single 12-month period to
- Page 37 and 38: guide to leading policies, practice
- Page 39 and 40: In Part II of this publication we h
- Page 41 and 42: Research studies focused on both mi
- Page 43 and 44: ▶Veterans Have Experience/Skillin
- Page 45 and 46: those efforts, New York State has m
- Page 47 and 48: 3. Employer Challenge: Skills Trans
- Page 49 and 50: Recommendations & Resources:▶ MOS
- Page 51 and 52: ▶ Executive-level engagement prom
- Page 53 and 54: 5. Employer Challenge: TrackingVete
- Page 55 and 56: Strategies for Tracking Veterans in
- Page 57 and 58: To create a veteran-engaged culture
- Page 59 and 60: tion, as well as encouragement and
- Page 61 and 62: ▶ When the veteran is hired, make
- Page 63 and 64: In response to calls from employers
- Page 65 and 66: in the firm, and is physically assi
- Page 67 and 68: personnel to become better educated
- Page 69 and 70: .Additional Leading PracticeExample
- Page 71 and 72: ing, and career coaching and mentor
- Page 73 and 74: In the context of this research and
- Page 75 and 76: 2. Leading Practices: Training andP
- Page 77 and 78:
VETalent is expanding, and Prudenti
- Page 79 and 80:
utilize these shadowing opportuniti
- Page 81 and 82:
C. Summarysuch programs to include
- Page 83 and 84:
▶ A Transfer Guide: Understanding
- Page 85 and 86:
Leading Practices Models:WalmartSca
- Page 87:
An internal network of military vet
- Page 91 and 92:
support for injured veterans, manag
- Page 93 and 94:
is to serve as a company resource o
- Page 95 and 96:
surviving parents, spouses, childre
- Page 97 and 98:
Challenges to Implementation andSca
- Page 99 and 100:
.▶ Furthermore, Walmart believest
- Page 101 and 102:
▶ American Corporate Partners (AC
- Page 103 and 104:
5. Teaming and Developing Small Bus
- Page 105 and 106:
▶ JPMC’s Supplier Diversity Net
- Page 107 and 108:
▶ Expand the presence of diverses
- Page 109 and 110:
1. In Support of the Employer: Issu
- Page 111 and 112:
TABLE 1:Summary of BLS Employment S
- Page 113 and 114:
figure 1:Unemployment Rates by Vete
- Page 115 and 116:
table 3:Unemployment Rate of Vetera
- Page 117 and 118:
figure 2: Number of Unemployed Vete
- Page 119 and 120:
UNEMPLOYME40%30%UNEMPLOFIGURE Afric
- Page 121 and 122:
elationships with family, and 44% f
- Page 123 and 124:
0%0%0%0%0%0%0%0%0%0%0%0%figure 6:So
- Page 126 and 127:
art IVAccess to HealthcareAccess to
- Page 128 and 129:
art IVResearchers have found that e
- Page 130 and 131:
art IV▶ ADA Disability and Busine
- Page 132 and 133:
art IVstudy that examined the preva
- Page 134 and 135:
art IV▶ Vision ImpairmentsThe Nat
- Page 136 and 137:
ummaryFor the better part of the pa
- Page 138 and 139:
AppendicesThe following resources,
- Page 140 and 141:
AppendicesAppendix B:Checklist for
- Page 142 and 143:
AppendicesAppendix D:Checklist for
- Page 144 and 145:
Appendices▶ The Veterans Opportun
- Page 146 and 147:
AppendicesPrivate Sector Initiative
- Page 148 and 149:
Appendices▶ Ryder System Inc., a
- Page 150 and 151:
AppendicesAppendix G:Summary of Sta
- Page 152 and 153:
Appendices144 INSTITUtE FOR veteran
- Page 154 and 155:
Appendicesof the education and expe
- Page 156 and 157:
CitationsPART I1Krier, D., Stockner
- Page 158 and 159:
Citations22Rodriguez, E., Lasch, K.
- Page 160 and 161:
Citations7Disability Case Study Res
- Page 162 and 163:
Citations14Student Veterans of Amer
- Page 164 and 165:
Citations43CSX Corporation Inc. (20
- Page 166 and 167:
Citations74Merrill Lynch (2008). Su
- Page 168 and 169:
Citations11Hall, R.E. (1972). Turno
- Page 170 and 171:
Citations38Kulka, R.A., Schlenger,
- Page 172:
700 University Avenue, Suite 303Syr