Military Family Friendly
Employer Partnership Initiative
Employer Partnership Initiative
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Military Spouse Employment - A Win Win for Business & Military
Bias against hiring family members of our military forces is cited by top military officials as the number one crisis and readiness issue facing today's U.S. military forces.
This silent and pervasive employment bias hinders military families' ability to attain financial security and has become a major determining factor in the retention or loss of high quality military personnel.
77% of military spouses want or need jobs, yet their unemployment rate ranks three times greater than their civilian counterparts. (Nov. 2007 Department of Labor report)
This bias is based upon an employer's belief in employee longevity - "Why hire and train only to lose when the next duty assignment is posted."
That belief is outdated. Department of Labor (DOL) cites today's workforce will have 32 different jobs and seven different career paths in their lifetime with an average job tenure of two to four years.
While civilian job tenure has shortened, Department of Defense (DOD) reports that military tours of duty have expanded from the former year and a half tours of duty to today's three to four year tours stretching at times to as many as six year tours -effectively expanding and in many cases surpassing "civilian" employee counterparts' tenures.
Why does the discrimination continue? Why have none of the thousands of military family members discriminated against over the decades, across this nation, around the world, wherever our military families are based spoken out? Why has no one been told the heartbreaking and shocking stories endured by these highly motivated, trained and educated spouses? The answer lies in military culture, where it is frowned upon for a military spouse to speak against regulations or practices for fear that it will reflect on their active military partner and thus that branch of the service.
The innovative, county-wide Military Family Friendly Employment Partnership, is now THAT VOICE and its initiative is meeting area workforce shortage needs by effectively directing employers to a previously and largely untouched resource -military family members.
This silent and pervasive employment bias hinders military families' ability to attain financial security and has become a major determining factor in the retention or loss of high quality military personnel.
77% of military spouses want or need jobs, yet their unemployment rate ranks three times greater than their civilian counterparts. (Nov. 2007 Department of Labor report)
This bias is based upon an employer's belief in employee longevity - "Why hire and train only to lose when the next duty assignment is posted."
That belief is outdated. Department of Labor (DOL) cites today's workforce will have 32 different jobs and seven different career paths in their lifetime with an average job tenure of two to four years.
While civilian job tenure has shortened, Department of Defense (DOD) reports that military tours of duty have expanded from the former year and a half tours of duty to today's three to four year tours stretching at times to as many as six year tours -effectively expanding and in many cases surpassing "civilian" employee counterparts' tenures.
Why does the discrimination continue? Why have none of the thousands of military family members discriminated against over the decades, across this nation, around the world, wherever our military families are based spoken out? Why has no one been told the heartbreaking and shocking stories endured by these highly motivated, trained and educated spouses? The answer lies in military culture, where it is frowned upon for a military spouse to speak against regulations or practices for fear that it will reflect on their active military partner and thus that branch of the service.
The innovative, county-wide Military Family Friendly Employment Partnership, is now THAT VOICE and its initiative is meeting area workforce shortage needs by effectively directing employers to a previously and largely untouched resource -military family members.
INNOVATION ... COLLABORATION
EDUCATION .... READINESS
UNPRECEDENTED PARTNERSHIPS
DEDICATED TO MILITARY SPOUSE EMPLOYMENT
EDUCATION .... READINESS
UNPRECEDENTED PARTNERSHIPS
DEDICATED TO MILITARY SPOUSE EMPLOYMENT
History-making in scope, this Snohomish county-wide initiative has captured the attention of top DOD and DOL leaders. Both Departments of Defense and Labor are spending millions of dollars in providing military spouses with training and job search skills, yet those investments are not returning the dividends expected because many, many employer doors remain closed. The Military Family Friendly Employment Partnership Initiative now gives meaning to those dollars by opening those doors.
Learn More:
Mission
Initiative Background
Overview
Participating Military Family
Friendly Employment Partners
Friendly Employment Partners
Military Top Stories Center
Mar 10, 2010 05:37PM
Mar 10, 2010 12:00AM
Some Troops May Leave Afghanistan Early
U.S. Defense Secretary Robert Gates raised the possibility Wednesday that some of the U.S. forces involved in the Afghanistan surge could leave the country before President Barack Obama's announced July 2011 date to begin withdrawal.
Without giving specifics, Gates said, "It would have to be conditions-based."
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