Igniting Change: Empowering Veterans in Transportation and Supply Chain Careers

The transportation and supply chain industry has long recognized the valuable skills and experiences that veterans bring to the workforce. However, despite the natural fit between veterans' abilities and the demands of the industry, many companies struggle to effectively support veterans as they transition from military to civilian careers. On May 8th, the inaugural Spark Change Lab, presented by Drive My Way, brought together a panel of industry experts and veteran advocates to tackle this pressing issue head-on.

The live experience, led by Beth Potratz, President and CEO of Drive My Way, featured an interactive brainstorming session focused on generating actionable solutions to create a more supportive environment for veterans pursuing careers in supply chain logistics. The panelists included Daniel Donlon, Senior Advisor of Global Marketing at Indeed; Sgt. Sarah Lee, Founder of Waypoint Vets Inc.; Matthew R. Mahoney, EVP of Strategic Initiatives and Development at the Tunnel to Towers Foundation; Joe Marino, US Army Air Defense Officer and Executive Director of Veterans Florida; Deputy Assistant Secretary Julian Purdy, U.S. Department of Labor's Veterans' Employment and Training Service (VETS); and Col. Adam Rocke, President of Client Relations at Katie's Way Plus.

Sgt. David Pike, Director of Recruiting with NFI, served as the "client" for the brainstorming session, highlighting the key challenges his organization faces in supporting veterans' transitions. These challenges include identifying and addressing the unique needs of veterans, creating a supportive and understanding environment, defining what it means to be "veteran ready," and providing the necessary resources and training for both veterans and their leaders.

Research from Indeed and Hiring Our Heroes' "Veterans in the Workplace 2023" survey underscores the difficulties veterans face during their transition to civilian jobs. The survey found that 39% of veterans struggled to find job opportunities that match their skill set, while 24.8% had difficulty adjusting to civilian workplace culture, and 17.4% found it challenging to translate their military experience to a civilian resume.

To address these challenges, the Spark Change Lab experts proposed a range of solutions. Implementing structured mentorship programs that pair veterans with experienced professionals in their field was a key recommendation. As Dan Donlon emphasized, "I firmly believe in mentorship programs. They help with career growth, career trajectory, and just break down the silos within an organization." These programs should have clear expectations and desired outcomes and should be open to all employees to foster a culture of inclusivity and growth.

Another crucial solution is educating internal leadership about the value veterans bring to the organization. By leveraging data from the Department of Labor and other sources, companies can demonstrate the strong work ethic, leadership skills, and diverse perspectives that veterans contribute to their teams. Testimonials from successful veteran employees can also be powerful tools in breaking down stereotypes and showcasing the positive impact of hiring veterans. "Pinpointing and compiling statements of affirmation from existing veteran employees, job-seeking vets will believe them over any trendy ads or clickbait buzzwords," stressed Sgt. Sarah Lee.

Creating a sense of belonging is essential for veterans' success in the civilian workforce. "If we detect a safe environment, we truly can shine. We feel empowered to perform and contribute and excel. It comes down to safety, personal safety, and the safety of those around us is really important to us," shared Sgt. Lee. Employee Resource Groups (ERGs) can provide a platform for veterans to connect, share experiences, and find support. Offering volunteer opportunities and community engagement activities can also help veterans continue their passion for serving others and foster a deeper connection to their work and colleagues.

Partnering with veteran-focused organizations and leveraging existing resources is another essential strategy. Deputy Assistant Secretary Julian Purdy highlighted the Department of Labor's HIRE Vets Medallion Program, which recognizes employers demonstrating a commitment to hiring and retaining veterans. "We recognize companies that have certain metrics, as far as how many veterans are in their workforce, and whether they have the employee resource groups and affinity groups that are catered towards veterans," he explained. Industry associations can also play a vital role in advocating for policies and programs that support veterans' transitions and promote best practices among their members.

Another key insight was the need for education and training for civilian managers and colleagues on the unique experiences and skills of veteran employees. "Breaking through stigmas and misconceptions is essential," said Matthew Mahoney, EVP at the Tunnel to Towers Foundation. "Showing the value veterans bring through data and success stories can help get buy-in throughout the organization."

Joe Marino emphasized the importance of having a veteran advocate in the recruiting process. A dedicated veteran advocate who understands military jargon and can effectively translate veterans' skills and experiences can significantly improve the hiring process and ensure that qualified veterans are not overlooked.

The Spark Change Lab experts also stressed the importance of recognizing the unique challenges faced by military spouses and providing them with opportunities for career growth and development. As Col. Adam Rocke reminded the group, "You cannot be a veteran-ready company unless you include spouses… that is an untapped resource that you should absolutely include in any strategy that you have."

The inaugural Spark Change Lab highlighted the critical importance of creating a supportive and inclusive environment for veterans transitioning into transportation and supply chain careers. By providing mentorship, education, and a sense of belonging, and by leveraging partnerships and resources, companies can create the safe spaces veterans need to thrive in their new roles. As David Pike noted, "Groups like this are going to have to continue to help those of us that need that direction. This is not a venture that any one individual or one company can take on by itself. It is a community. It is a brotherhood and sisterhood… We have to learn from each other, those best practices that exist within all of our companies, and be open to share."

The Spark Change Lab has ignited a conversation about empowering veterans in the transportation and supply chain industry, and Drive My Way is committed to keeping this momentum going. Stay tuned for the next Spark Change Lab, as industry leaders continue to come together to tackle the most pressing challenges in supply chain transformation. Conferences and companies interested in bringing the Lab experience to their organizations can learn more by visiting sparkchangelab.com or emailing hello@sparkchangelab.com.