Building Workplaces Where Veterans Can Thrive    

Every Veterans Day, we pause to recognize those who’ve served in the armed forces. Beyond a day of gratitude, it’s also a time to reflect on how veterans are supported in our workplaces. It’s an opportunity to ask ourselves, “Are we creating an environment where veterans can bring their full selves to work?” 

The answer starts with inclusion. Veterans bring a wealth of experience to any organization: leadership under pressure, teamwork and problem-solving. Yet, the transition from military to civilian work can be challenging. Beyond hiring veterans, leading companies ensure veterans are part of the culture. That means educating managers about military culture, avoiding assumptions and inviting veterans to share their perspectives.  

Creating a respectful environment is essential to inclusion. Unfortunately, veterans can face unique challenges such as bias, stereotyping or even harassment. Some veterans report feeling misunderstood or marginalized due to assumptions about their service or mental health. 

Regular harassment prevention training promotes a culture of respect and inclusion, helping employees recognize and address behaviors that could marginalize veterans or others and providing tools to speak up and intervene when needed. By building awareness and empathy across teams, organizations create an environment where veterans’ unique experiences and perspectives are valued and supported. Managers should know how to respond when issues arise and how to foster open communication so veterans and all employees feel safe speaking up and valued for their contributions. 

Under the Americans with Disabilities Act (ADA), employers must provide reasonable accommodations for qualified employees with disabilities, including veterans with service-connected conditions. These accommodations might include flexible scheduling for medical appointments, noise-cancelling headphones to reduce distractions or ergonomic workstations to ease physical discomfort. 

For veterans, these adjustments can make a critical difference in their ability to thrive in civilian work environments. Making these accommodations signals respect, trust and genuine inclusion. An effective accommodation process starts with a culture of openness, where all employees feel comfortable disclosing their needs without fear of stigma or judgment. 

How HR Can Lead the Way 

Veterans Day is a reminder that HR has a vital role in translating gratitude into action. Here are a few ways to make a meaningful impact: 

• Review policies and practices to ensure they support veteran hiring, advancement and retention. 

• Provide training to all employees on inclusivity, bias, harassment and bystander intervention to strengthen understanding and empathy across teams. 

• Establish employee resource groups (ERGs) for veterans and allies to build community, mentorship and visibility. 

• Promote awareness of available accommodations and ensure the process is accessible, empathetic and confidential. 

When we make space for veterans to bring their full selves to work, everyone benefits. This Veterans Day — and every day — let’s honor those who’ve served by creating workplaces where veterans feel supported, respected and empowered to succeed.