Jobs often inquire about veteran status primarily for legal compliance, to access financial incentives, and to recruit individuals with valuable skills, aligning with diversity and inclusion goals.
There are several compelling reasons why employers ask about an applicant's veteran status:
Legal Compliance and Affirmative Action
Many companies, particularly those doing business with the federal government, are legally obligated to inquire about veteran status. This is to ensure compliance with specific regulations aimed at promoting the employment of veterans and preventing discrimination.
- Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA): This federal law requires federal contractors and subcontractors to take affirmative action to employ and advance in employment protected veterans. Employers who hire veterans or work with veterans in the capacity of contractors and/or subcontractors benefit from knowing about Protected Veteran Status because it prevents them from violating VEVRAA. This includes contractor and subcontractor positions with the government.
- Uniformed Services Employment and Reemployment Rights Act (USERRA): While USERRA protects service members' and veterans' civilian employment rights and does not require an employer to ask about veteran status, understanding an applicant's military background helps employers ensure they are aware of and adhere to the protections afforded under this act, especially regarding reemployment after military service.
- Equal Employment Opportunity (EEO) Reporting: Companies are often required to report demographic data to the Equal Employment Opportunity Commission (EEOC) and other federal agencies. Asking about veteran status helps them collect necessary data to demonstrate compliance with non-discrimination laws.
For more information on VEVRAA, you can refer to the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP).
Employer Tax Credits and Incentives
Hiring veterans can provide employers with significant financial benefits through government programs.
- Work Opportunity Tax Credit (WOTC): This federal tax credit encourages employers to hire individuals from certain target groups, including qualified veterans, who face significant barriers to employment. Depending on the veteran's characteristics (e.g., unemployed for a certain period, receiving specific benefits), employers can receive tax credits ranging from $2,400 to $9,600 per eligible veteran. This incentive helps offset hiring and training costs, making veterans an attractive demographic for recruitment.
- Find more details on WOTC from the IRS.
Tapping into Unique Skills and Qualities
Veterans bring a diverse set of highly valued skills and attributes developed through their military service that are directly transferable to the civilian workforce. Employers recognize these qualities as beneficial to their organization's success.
- Leadership and Teamwork: Military service instills strong leadership abilities and the capacity to work effectively in diverse teams under pressure.
- Discipline and Punctuality: Veterans are typically highly disciplined, reliable, and possess a strong work ethic.
- Problem-Solving and Adaptability: They are trained to think critically, solve complex problems, and adapt quickly to changing environments.
- Integrity and Loyalty: Military personnel are accustomed to upholding high standards of integrity and loyalty.
- Technical Proficiency: Many veterans possess specialized technical skills acquired through their military occupational specialties, ranging from logistics and engineering to cybersecurity and healthcare.
Diversity, Equity, and Inclusion (DEI) Initiatives
Many companies actively seek to build a diverse workforce that includes veterans as part of their broader DEI strategies. Hiring veterans enriches the workplace with varied perspectives and experiences.
- Enriching Company Culture: Veterans contribute unique perspectives, fostering a more inclusive and robust company culture.
- Corporate Social Responsibility: Supporting veterans through employment demonstrates a company's commitment to social responsibility and gives back to those who have served.
Data Collection for Reporting and Improvement
Beyond compliance, employers may collect veteran status data for internal analysis and to improve their recruitment strategies.
- Workforce Analysis: Understanding the composition of their workforce, including the number of veterans, helps companies analyze hiring trends and identify areas for improvement in recruitment and retention.
- Program Effectiveness: Data on veteran hires can inform the effectiveness of veteran outreach programs and partnerships with military transition organizations.
By asking about veteran status, employers are not just fulfilling obligations; they are also strategically positioning themselves to access a highly skilled talent pool while benefiting from various government incentives and enhancing their corporate reputation.
| Reason for Asking Veteran Status | Employer Benefit |
|---|---|
| Legal Compliance | Avoids violations of VEVRAA and USERRA; meets EEO reporting requirements. |
| Tax Credits | Accesses Work Opportunity Tax Credit (WOTC) and other incentives, reducing labor costs. |
| Skills & Qualities | Gains employees with proven leadership, discipline, problem-solving, and teamwork skills. |
| DEI Initiatives | Enhances workforce diversity, strengthens company culture, and fulfills corporate social responsibility goals. |
| Data Collection | Improves recruitment strategies, analyzes workforce demographics, and assesses the effectiveness of veteran hiring programs. |
