Spotlight Online for Employment and Recruiting Professionals, August 18, 2010 

Many employers value armed services veterans as employees for their leadership, performance under pressure, loyalty, integrity, and ability to work as part of a team. Furthermore, hiring veterans can demonstrate an employer’s social responsibility, patriotism, and willingness to hire diverse candidates. 

Still, there are steps employers should make to help those returning from military service—especially those in combat situations—shift to the workplace.  

“As our troops transition from the longest war in U.S. history, we must prepare for their return,” explains Ed Crenshaw, U.S. Navy veteran and president and CEO of DESTIN Enterprises, an employment services and consulting firm that developed the “Preparing Employers to Reintegrate Combat Exposed Veterans with Disabilities” (PERCEVD) diversity training program. “Many [veterans] have served multiple combat tours and the latest statistics reflect that one in five may now experience some form of combat-related mental health impairment.” 

Two common combat-related mental health conditions are post-traumatic stress disorder (PTSD) and traumatic brain injury (TBI), although neither is limited to veterans.   

PTSD is an anxiety disorder that develops after a person experiences or witnesses an extremely distressing event involving actual or threatened death or physical harm.  

A TBI is an injury to the brain caused by a person's head being hit, shaken violently, or penetrated by an object.  

Crenshaw notes that approximately 1.4 million Americans per year experience TBIs, and 50 percent of these injuries are caused by auto accidents. In many cases, PTSD and TBI can be treatable with medications, counseling, therapy, and/or time.  

“Although many employers consider it altruistic to hire transitioning veterans, some workplace environments may inadvertently exacerbate conditions by exposing employees to potential PTSD trigger issues,” Crenshaw notes.  

These trigger issues can vary based on the workplace or social environment, along with certain occupation requirements. Crenshaw explains that PTSD triggers can represent certain sounds, images, smells, and even people who can produce flashbacks, anxieties, or intrusive thoughts related to life-threatening experiences and/or memories of intense situations.  

As a result, it is important for employers to provide sensitivity training and make necessary accommodations for someone with PTSD, TBI, and other disabilities to be able to be comfortable in the workplace and maximize their work experience. Crenshaw says that a lack of inclusive practices and a failure to provide appropriate support resources for returning veterans (including those with hidden disabilities) can create mistakes and significant problems.  

Crenshaw says employee support is an essential ingredient toward recognizing diversity. Support may consist of providing new employees with former veterans as mentors, or referring individuals to medical service providers, veterans' organizations, and focus groups to help with adjustment challenges. Employee assistance program (EAP) personnel should also be trained to recognize and understand the common needs of veteran personnel, as well as their spouses. 

 “They should be prepared to refer veterans to support programs for family counseling, sleep disorders, substance and/or alcohol abuse, financial counseling programs and other areas of need,” he notes. “Workplace diversity, health, and readiness should always be emphasized.” 

Support and reassurance also comes in the form of demonstrating the company or organization's commitment to veterans in their culture, community outreach, literature, and media,” Crenshaw points out. 

Crenshaw says implementing diversity sensitivity training for all organization employees will help to raise awareness of the issues and create a baseline understanding of the various physical and hidden disabilities.  

“Many workplace accommodations are considered very reasonable and cost less than $500,” Crenshaw adds. “These measures can help to increase productivity, mitigate litigation, reduce turnover and create more conducive workplace environments.” 

Following are some tips from Crenshaw for working with veterans, specifically those with PTSD or TBIs: 

Create a workplace environment in which veterans can work comfortably: 

• Provide flexible schedules.
• Paint cheerful colors in office and work areas.
• Write down instructions for cognitive impaired employees.
• Respect medication-related ups and downs.
• Encourage proper amounts of rest, exercise, and healthy living habits.
• Provide diversity sensitivity training.
• Allow employees the opportunity to sit facing doors and windows. 

Implement supportive practices: 

• Avoid discussions of war or related controversial subjects.
• Practice patience in employee and customer interactions.
• Acknowledge military experience during employment interviews.
• Acknowledge military customs and holidays.
• Provide mentors, employee assistance programs, and support programs.
• Include veterans and persons with disabilities in career fair activities.
• Include feedback from focus groups in business decisions. 

Have strict policies that address persons with disabilities: 

• Do not tolerate offensive jokes and remarks.
• Practice proper etiquette towards persons with disabilities.
• Emphasize respect and inclusive practices.
• Employees without disabilities should not use disability toilets or parking spaces, but should respect the disability-related infrastructure. 

This article was adapted from Ed Crenshaw’s presentation titled “Understanding PTSD, TBI, and Best Practices Strategies Toward Accommodating Transitioning Veterans” at the NACE 2010 Annual Conference. For more information on PERCEVD diversity training programs, contact Ed Crenshaw at ej_crenshaw@destinenterprises.com. To access the archive of this presentation and the others from the conference, go to www.softconference.com/nace/sessionDetail.asp?SID=214511.