Heroes at Work: Veterans with Disabilities in

the Workplace

Hannah Rudstam, DBTAC—Northeast ADA Center, Cornell UniversityJudy Young, National TA Center for Employers, Cornell University

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The Disability & Business Technical Assistance Center1 800 949 4232

Offering training, consulting, and technical assistance

A resource…

Toll free phone line: 866-327-6669Email: earn@earnworks.comWebsite: www.earnworks.com

Consultation, training, and TA nationally on:• recruitment resources• website accessibility• disability etiquette• job retention • ADAAA, Section 503 and VEVRAA

855-AskEARN; earn@earnworks.comwww.earnworks.com

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In a nutshell, let’s consider…

1. Overview: Rates & types of disabilities experienced by veterans2. Overview: Laws that apply to veterans in the workplace3. Employers’ attitudes toward employing vets and vets with

disabilities 4. The unique nature of the “signature” disabilities of TBI and PTSD5. Workplace implications: special dynamics of signature disabilities6. Resources available to employers7. Strategies/best practices for employers to be effective 8. What still needs to be done for employer resources?9. Your questions

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1Overview:

Rates & types of disabilities

experienced by veterans

Overview: Disability rates & types

DOD rates across OIF, OEF & OND*

Total casualties:

41,675

Largest reason code:WEAPONRY, EXPLOSIVE DEVICE

29,789

*US Department of Defense (DoD) Personnel and Procurement Statistics at http://siadapp.dmdc.osd.mil/personnel/CASUALTY/castop.htm .

By the numbers*…

• There are 23.2 million veterans in the U.S. as of 2008

• 5.5 million have some level of a diagnosed disability

• 10.4 million veterans are in the workforce as of 2008

*US Census Bureau . Veteran Facts and Statistics, Oct., 2009. At www.disabled-world.com/disability/statistics/veteran-statistics.php

By the numbers*…

Obvious disabilities:Limb injuriesBurn injuriesSpinal cord injuriesSome traumatic brain injuries

Non-obvious disabilities:Post-traumatic stress disorderSome traumatic brain injuries

Returning veterans…

Arguably, the number of veterans with non-obvious disabilities far exceeds those with obvious disabilities

The two signature disabilities for Iraq and Afghanistan veterans are:

1. Post-traumatic stress disorder (PTSD)

2. Traumatic brain injury (TBI)

Consider these statistics…Rate of fully blown PTSD among Iraq and

Afghanistan vets was 6% diagnosed with an additional 27% probable, but undiagnosed*

Rate of TBI among Iraq and Afghanistan vets ranges from about 20 – 30%**

*Erbes, C., Westermeyer, J., Engdahl, B. & Johnsen, E. (2007). Post-traumatic stress disorder and service utilization in a sample of service members from Iraq and Afghanistan. Military Medicine, 172, 359-363.

**Approximately 20% of all combat-related military casualties have sustained a brain injury (ARNEWS (Army News Service), Spc. Chuck Wagner, Nov. 24, 2003, "Brain Injuries High Among Iraq Casualties").

**Nearly 30% of all combat-related injuries seen at Walter Reed Army Medical Center from 2003 to 2005 included brain injury. (Defense and Veterans Brain Injury Center)

2Overview:

Legal and policy issues around veterans in the

workplace

Overview: Legal and policy issues

Main laws covering veterans with disabilities in the workforce

• The Uniformed Services Employment and Reemployment Rights Act (USERRA)

• Some state-specific laws• FMLA—New provisions

• Title I of the ADA

Overview: Legal and policy issues

A 27 year old returns from Iraq with PTSD. A middle school teacher prior to his service in Iraq, he now plans on limiting his job search to non-skilled work because he is sure he will never be hired for professional jobs when he tells his potential employer about his disability.

A 24 year old soldier is recovering from a traumatic brain injury. She plans on hiding her disability from her employer because she fears she will be terminated if her employer finds out.

A 32 year old returns from Iraq with a spinal cord injury. An IT professional prior to his service, he believes he will not be able to return to his old job because the building he worked in lacks an elevator.

Overview: Legal and policy issues

About Title I of the ADA and veterans

• Clear need to build awareness of ADA employment rights– Veterans with disabilities themselves– Employers

• No special ADA employment rights for veterans

• Enforced by the EEOC

Overview: Legal and policy issues

About Title I of the ADA and veterans

• Right to non-discrimination!

• Right to have disclosure as a choice

• Right to accommodation

• Right to equal benefits

• Right to an accessible workplace

• Other…

3Employers’

attitudes toward hiring veterans with disabilities

3SHRM Poll:

Employing Military Personnel & Recruiting

Veterans—Attitudes & Practices

June 2010

3Highlights:

43% of employers pay no compensation; 3% pay full compensation

What employers have in place for transition back to work:66% - EAP 58% - Training for re-skilling48% - Flexible work arrangements44% - Recognition by management

53% had hired a vet (incl temporary workers)

3Highlights:

Did employers make a special effort to recruit vets?50% of those who had hired11% of those who had not hired

What do employers feel are challenges in hiring vets? Top 5 challenges:Transitioning skills from military: 60%Transitioning culture: 485PTSD & combat-related mental health: 46%Adapting to civilian worklife: 36%Combat-related disabilities: 22%

3About our upcoming

researchA collaboration with SHRM

NationalSurvey of 1000 HR

professionals on issues specific to employing veterans with disabilities

4The unique nature

of the “signature” disabilities of TBI

and PTSD

The special dynamic of these “signature” veterans’ disabilities…

• Under-diagnosed—Inadequate screening mechanisms

• Under-reported

• Many will not be fully diagnosed & treated until long after return to civilian life

• Change a lot over time

• Can have a wide range of symptoms and subtle manifestations

• Tend to be highly stigmatized

About PTSD…Three major categories of diagnostic criteria*

1. Re-experiencing Symptoms– Uncontrollable flashbacks– Nightmares

2. Avoidance Symptoms– Withdrawing from others– Loss of interest in life activities

3. Hyper-arousal– Sleep problems– Unexplained anger– Difficulty concentrating

Symptoms can “creep up” –not necessarily present immediately after the event

*4th edition of the Diagnostic and Statistical Manual of Mental Disorders(or DSM-IV).

About TBI…A leading cause is blast injuries, ranging from life

threatening to mild/undetected

Our screening systems for TBI are probably inadequate

A very complex injury, with subtle symptoms:– Sleep problems– Impaired memory– Poor concentration/attention– Depression– Anxiety– Irritability/mood changes– Headache/dizziness– Fatigue– Noise/light intolerance– Ringing in the ears (tinnitus)– Vision change: blurred or vision

5What does this

mean for employers?Workplace

implications…

And what does this mean to employers?

Many soldiers may still be in the process of admitting and adjusting to their disability long after they have returned to civilian work life

Their conditions & treatment plans may still be in the process of adjustment well into their civilian work lives

No “one size fits all.” Course of recovery and employment needs is different for each individual

Symptoms and accommodation options for PTSD and TBI often overlap:

Memory problems:• Written instructions; task reminders• Electronic organizers; calendars• Systematic check-ins/tracking systemsConcentration problems:• Break down tasks of large assignments• Work environment/privacy• Headphones• White noise Coping with Stress:• Schedule modifications• Allow for walks or other relaxing activity during break• Provide more time to learn new responsibilities• Allow time off for therapy• Work with a compatible mentor

Symptoms and accommodation options for PTSD and TBI often overlap:

Interacting with co-workers or supervisor:• Alternative communication systems• Work at home option (can be part time) • Clarity expectations and give positive coaching/feedback• Assign feedback partnerSleep disturbances:• Provide consistent schedule• Combine short breaks into a long break for a nap Fine motor skills issues:• Alternative input devices for computer • Speech to text software• Ergonomic phones, desks and office equipmentLarge motor skills issues:• Universal design• Basics of accessibility

And, finally, some “don’ts” for employers:

Don’tTry to diagnose conditions or speculate about a

disability issueAssume that all employees with PTSD or TBI are

alike—each case is different(As with anyone else) Excuse or ignore

performance issues until they become too big to manage

Assume they are “faking it”Assume that once an accommodation is in place,

nothing more needs to happen—these conditions change significantly over time

And, finally, some overall best practices for employers:

Do:Spread the word to mid-level

managers/supervisorsCoach—as you would anyone elseHave resources and options readyHave an EAP program for everyoneConsider an affinity/resource groupUse accommodations that, as much as possible,

keep veteran engaged in the jobBe flexible and creative with accommodation

approaches

A final note…It takes more than good will to welcome

and support veterans in their return to the workforce

Developing an organizational culture and climate around inclusion, diversity and disability inclusiveness is the key

Ask yourself: What happens to employees in my workplace when they come forward with their disability and ask for an accommodation?

Ultimately, this is what will happen to veterans

Resources for Recruiting, Hiring, Accommodating, and Retaining Veterans

with Disabilities

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www.AmericasHeroesAtWork.gov

www.americasheroesatwork.gov/forEmployers/HiringToolkit/

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VetSuccess.gov

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FedsHireVets.gov

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RealWarriors.net

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www.Hireheroesusa.org

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Wounded Warrior Programs

Each military branch has its own program and manager to help employers recruit

• Army Wounded Warrior Program• Air Force Wounded Warrior Program• Marines for Life and Navy Safe Harbor

Military installations have transition centers that assist with employment of veterans

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Additional Recruitment Resources for Veterans and Veterans with Disabilities • One- Stop Centers:

http://www.servicelocator.orgDisabled Veteran Outreach Program Specialist

• Department of Veteran Affairs • regional offices of Vocational Rehabilitation &

Employment: www.vba.va.gov• Colleges:

http://www.studentveterans.org/chapterinfo/40

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Dispelling the Myths –Online Training to:

• Educate HR professionals, managers and others about TBI and PTSD related employment issues

• Illustrate the helpful role that employment can play in the recovery of wounded warriors

• Present basic information about TBI and PTSD• Offer scenario-based learning• Provide links to tools and resources to help

ensure a successful employment environment– www.AmericasHeroesAtWork.gov/resources/presentations/

Veterans with Disabilities and the ADA:A Guide for Employers

• Describes differences between USERRA and ADA for veterans with disabilities

• Provides information on how the ADA applies to recruiting, hiring and accommodating veterans with service-connected disabilities

http://www.eeoc.gov/facts/veterans-disabilities-employers42

Job Accommodation Network (JAN)

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Strategies and Best Practices• Develop a strategy for veterans hiring• Build relationships with veteran service

organizations and military bases• Train recruiters to recognize the

applicability of military skills for civilian positions

• Utilize the Skills Translator on O*NEThttp://online.onetcenter.org/

• Attend veteran-specific job fairs44

Strategies and Best Practices• Provide training for managers and HR on

veteran employment issues• Develop a mentoring program for veterans• Provide information on availability of EAP• Communicate regularly to assess

employees’ success in transitioning• Establish veteran specific Employee

Resource Group

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Selected Best Practices• Veterans’ affairs office focusing on

recruiting, hiring and support servicesCSX Transportation

• veterans’ affairs committee of managers and executives who served in the military

Verizon Communications Inc.• Coaching transitioning vets on resumes,

interviewing, and job search techniquesCACI International, Inc.

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Selected Best Practices

• Maintain a vet-centric web portal– Raytheon

• Find mentors already inside the company

• Use them in the interviewing and onboarding process– Sears Holdings Corp.

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