How remote work accommodations benefit veterans and employers

Leaving the military is a challenging process, and it can be even more difficult for veterans who experience physical or mental health issues. In 2022, I experienced this journey firsthand when I was medically retired from my position as an Army Captain due to hip and shoulder injuries that led to multiple surgeries, alongside a diagnosis of PTSD. After concluding a decade of service in the military, I embarked on an extensive job search, submitting applications to over 200 jobs. My goal was to find a role that not only leveraged my skill set but also accommodated my medical needs, allowing me to thrive in the workplace.

I finally found that job with Aquent as a fully remote Content and Editorial Strategist. Flexible remote work allows me to contribute more productively as an employee while being able to continue physical therapy, have access to my service dog, and manage my mental health. Employers that promote these work styles foster an environment of inclusivity within the workplace. Many veterans and civilians with disabilities have valuable skills and experiences to offer—they just need flexibility from their employers to thrive.

How flexible work benefits employees

The key characteristic of jobs like mine that makes them work for veterans and people with disabilities is flexibility. Flexibility is about more than designating a few days for work from home; it means meeting employees where they are and supporting their needs to ensure work is sustainable for mental health and overall wellbeing. This creates a more inclusive, people-first environment.

For example, mental or physical health appointments are typically only available during the business day. This is especially the case for specialist appointments, which are both difficult to secure and crucial. Having the flexibility to attend those appointments and complete work later in the evening can greatly improve productivity and reduce mental load and stress.

At Aquent, my work is largely autonomous, allowing me the flexibility to schedule appointments, work during my peak productivity hours, and have the empowerment from my manager to take full ownership of my tasks. This autonomy leads to higher quality outcomes.

Flexible remote work means I can confidently take appointments as well as personal time off for sick leave or mental health without worrying about how my manager will perceive it.

Actionable strategies for HR professionals

In the effort to empower veteran employees, many companies extend beyond recruitment by crafting specialized programs tailored to their needs. About half of these forward-thinking companies not only seek to hire veterans but also implement dedicated support programs to equip them with resources crucial for success.

These initiatives vary from structured mentoring programs to employee resource groups, offering a supportive network for veterans.

Flexible and remote work options:

Employers should value productivity over mandates that all employees work the same way at the same time. Greater flexibility in when and where people work creates a more productive workplace overall by enabling employees to work during their peak productivity periods and allowing time for rest or mental health breaks.

Companies with in-person workplaces should explore offering employees the option to work from home or creating spaces for relaxation and recuperation around the office. Another option is implementing flexible working hours, such as only requiring a few core hours each day – 10 a.m. to 2 p.m., for example – around which employees can structure their time how they see fit, or even adopting a four-day workweek to enhance employee wellbeing and productivity.

For me, working from home was a priority to avoid PTSD triggers without having to request specific accommodations in the workplace. Now, working from home in my own office with my service dog, Mika, by my side, I’ve experienced a significant reduction in work-related stress and have found true fulfillment in my work.

Mentorship programs:

For me, I joined the Army at just 17 years old, and transitioning into civilian life a decade later was a daunting task—one faced by many veterans. Guidance and support from fellow veterans and mentors played a pivotal role in answering my questions, smoothing my transition, and laying the groundwork for success.

One standout example of an established mentorship program that many companies can participate in is the DOD SkillBridge, otherwise known as CSP (Career Skills Program). The DOD SkillBridge program is an opportunity for service members to gain valuable civilian work experience through specific industry training, apprenticeships, or internships during the last 180 days of service. DOD SkillBridge connects transitioning service members with industry partners in real-world job experiences.

Furthermore, mentors serve as conduits to company resources, such as paid time off (PTO) for mental health days, illnesses, or medical appointments. Such inclusive practices not only support veterans but also cater to individuals facing chronic illnesses, immunocompromised conditions, or disabilities, and other employees who may need it, fostering a workplace environment that values diversity and inclusion.

Employee resource groups:

Additionally, while flexible remote work clearly has its advantages, it is vital that companies are intentional about fostering a community for their virtual employees to avoid loneliness. Employee resource groups (ERGs) are a great way to do this, bringing together communities of employees, like veterans, LGBTQ+ members, neurodivergent workers and their allies through weekly, bi-weekly, or monthly meetings.

When employees are supported, companies thrive

Flexibility is crucial for neurodiverse individuals, people with disabilities, working parents, and many other groups to truly thrive. Moreover, we know that companies benefit from a diverse workforce that is enriched with a variety of unique backgrounds, skill sets, and lived experiences.

For instance, Wharton research found that there was a 15% increase in female applicants and a 33% increase in underrepresented minority applicants when in-person technical and managerial jobs became remote positions. In addition, according to the most recent McKinsey report, companies that prioritize diversity and inclusion have “a 39% increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.” Similar trends occur when examined among gender representation.

Veterans as a catalyst for organizational success

Veterans represent a pivotal yet frequently overlooked component of diversity, equity, and inclusion initiatives. Integrating them into the workplace yields benefits that extend beyond the veteran community. Veterans bring a unique set of skills, experiences, and perspectives to the workplace that can significantly enhance organizational performance. Their diverse backgrounds contribute to a broader cognitive range, fostering innovative thinking and problem-solving. Research indicates that veterans can drive collaboration processes and improve decision-making by offering divergent viewpoints and expertise.

Related: Benefits tailored to disabled veterans can help transition to workplace, study finds

To fully harness the potential of veteran employees, organizations must cultivate inclusive environments. Creating a hospitable climate for diversity and inclusion is essential for maximizing the benefits of a diverse workforce. This involves not only valuing veterans’ unique experiences but also integrating them socially into the organizational culture. By recognizing and appreciating veterans’ skills, knowledge, and perspectives, organizations can foster a sense of belonging and empower them to contribute fully to the organization’s success.

Targeted diversity management initiatives that focus on the specific needs of veterans, such as mentorship programs or leadership development opportunities, can further amplify their impact. Ultimately, by embracing veterans as valuable assets and creating an inclusive workplace, organizations can reap the rewards of their diverse talent pool.

All employees deserve a work environment that allows them to show up to work as their best selves. Whether they need to raise children from home, avoid the physical demands of a commute, or eliminate office distractions that can be overwhelming or triggering, flexible work fulfills these needs so that employees can do their best work and companies can thrive.

Elizabeth Toenyes is a Content and Editorial Strategist at Aquent, a global work solutions company. She joined Aquent in 2022 after being medically retired as an Army Captain after 10 years of service.