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Exploring the economic and employment challenges facing U.S. veterans: A qualitative study of Volunteers of America service providers and veteran clients.
... Longer-term success was evidenced to be dependent on career success (defined in this study by income and position, hierarchy and power) and life satisfaction, as reported in a study with veterans from the UK Navy (Baruch & Quick, 2007). However, others from the US suggest that a lack of jobs relevant and appropriate to veteran skills and experience 9 , and fewer jobs available that paid a living wage can cause problems (Kintzle et al., 2015;Szelwach et al., 2011). Therefore, for some veterans gaining work was difficult and can be argued to negatively impact longer-term employment outcomes. ...
... There is much evidence on the challenges some ex-Service Personnel face when transitioning to the civilian job market, with some individuals needing to adapt and adjust their behaviour. Some ex-Service personnel are reported to have problems: adjusting to the culture of civilian life and the work environment; translating skills and experience to the civilian labour market; managing the loss of their military identity and sense of belonging; adjusting their perceptions of opportunities available to them (see for example : Binks & Cambridge, 2018;Flynn & Ball, 2020;Johnsen et al., 2008;Johnston et al., 2010;Keeling et al., 2019;Kintzle et al., 2015;Lyonette et al., 2020;Parry et al., 2019;Prokos & Cabage, 2017;Stone et al., 2018;FiMT, 2013;The Royal British Legion, 2014). These challenges have been found to impact the likelihood of some veterans being unemployed in the longer-term. ...
... In the US, for instance, veterans' unpreparedness for civilian employment, such as veterans having unrealistic expectations about jobs they would qualify for and the salary they could earn has been observed (Kintzle et al., 2015). There was also evidence that veterans felt uneasiness about how to 'start over' as a civilian (Kintzle et al., 2015). ...
... In exploring the factors associated with pervasive unemployment, Burdett et al. (2019) reported veterans with lower rankings, unplanned discharge (excluding medical discharge), shorter service, and lower levels of education were more likely to claim unemployment benefits. Research investigating other factors contributing to employment difficulties in this population has included the negative impact of psychological symptoms (Adler et al., 2011;Harrod et al., 2017;Hendrikx et al., 2020;Kintzle et al., 2015;Kukla et al., 2015;Vogt et al., 2017), feelings of being ''demoted'' compared to military roles (Harrod et al., 2017;Keeling et al., 2018), cultural differences between civilian and military workplaces (Davis & Minnis, 2017;Kukla et al., 2015), perceived discrimination (Keeling et al., 2018;Kintzle et al., 2015;Stone et al., 2018), trouble communicating with and relating to civilians (Harrod et al., 2017;Keeling et al., 2018), and difficulty translating military skills and experience to civilian equivalents (Davis & Minnis, 2017;Kukla et al., 2015;Prudential Financial, 2012). ...
... In exploring the factors associated with pervasive unemployment, Burdett et al. (2019) reported veterans with lower rankings, unplanned discharge (excluding medical discharge), shorter service, and lower levels of education were more likely to claim unemployment benefits. Research investigating other factors contributing to employment difficulties in this population has included the negative impact of psychological symptoms (Adler et al., 2011;Harrod et al., 2017;Hendrikx et al., 2020;Kintzle et al., 2015;Kukla et al., 2015;Vogt et al., 2017), feelings of being ''demoted'' compared to military roles (Harrod et al., 2017;Keeling et al., 2018), cultural differences between civilian and military workplaces (Davis & Minnis, 2017;Kukla et al., 2015), perceived discrimination (Keeling et al., 2018;Kintzle et al., 2015;Stone et al., 2018), trouble communicating with and relating to civilians (Harrod et al., 2017;Keeling et al., 2018), and difficulty translating military skills and experience to civilian equivalents (Davis & Minnis, 2017;Kukla et al., 2015;Prudential Financial, 2012). ...
... Mental health difficulties were also noted to impact employment success in both previous international research and the current study. Consistent with previous research demonstrating that veterans with mental health conditions were less likely to be employed and more likely to report challenges in the workplace (Adler et al., 2011;Harrod et al., 2017;Hendrikx et al., 2020;Kintzle et al., 2015;Kukla et al., 2015;Vogt et al., 2017), participants indicated that acute psychological symptoms and treatment commitments were a barrier to both obtaining and retaining employment. ...
A qualitative investigation utilizing a phenomenology approach via one-on-one interviews with 35 veterans was conducted to explore the challenges Australian military veterans have experienced in civilian employment settings. Thematic analysis developed four major themes: starting over, mental health, interpersonal cultural difficulties, and organizational differences. Initiatives aimed at addressing unemployment and underemployment for veterans should focus on preparedness, education, and expectation management for both veterans and civilian employers/colleagues and focus on interpersonal and organizational cultural differences , including structure, teamwork, role clarity and feedback, an understanding of military skills, and reduction of mental health stigma and discriminatory practices.
... Yet, employment is one of the most common challenges faced by veterans in their economic reintegration to civilian life. 13,14 Even though 75% or more had an education level of some college, only 44.8% of all veterans were employed, according to the 2018 American Community Survey. 15 Diagnosis of depression was related to higher unemployment in this population. ...
Introduction
Veterans commonly experience both poor health and employment difficulty. However, the research examining potential relationships between chronic physical and mental health conditions and employment in veterans has important limitations. This study examines those potential relationships using large-scale, nationally representative data. The authors' hypothesis was that veterans experiencing these conditions would be less likely to be employed than veterans without the conditions and, further, that there may be differences in these relationships when comparing male veterans with female veterans.
Methods
The study team conducted a pooled cross-sectional analysis of nationally representative data from the 2004–2019 administrations of the Medical Expenditures Panel Survey, which had items addressing health conditions, employment, and military experience. The authors assessed the relationship between health conditions and employment using multivariate logistic regression. Control variables included demographics, SES, family size, and survey year.
Results
Veterans experiencing diabetes, high blood pressure, stroke, emphysema, arthritis, serious hearing loss, poor self-reported mental health, poor self-reported health, depression, or psychological distress were less likely to be employed than veterans without those conditions, even after adjusting for potential confounding factors. Veterans with diabetes had 25% lesser odds of being employed than veterans without the condition (95% CI=0.65, 0.85). Veterans with increased likelihood of depression had 35% lesser odds of being employed than veterans without depression (95% CI=0.52, 0.81).
Conclusions
This study adds evidence to the understanding of the role of chronic health conditions in employment status of veterans. The results support arguments for programs that aid veterans with both their health and their employment.
... Although this study was focused on better understanding the role of military culture in providing behavioral health care treatment, this information can also enable employers to be more appreciative of and sensitive to the perspective and skills that veterans bring to the workplace. Previous research suggests that veterans themselves have difficulty identifying how their skills, occupational experience, and qualifications can translate from military to civilian jobs (Hall et al., 2014;Harrell & Berglass, 2012;Keeling et al., 2018;Kintzle et al., 2015). However, our findings point to how the military environment may instill specific values and behaviors that are likely to cause veterans to be reliable, detail-oriented, respectful, and principled members of their various organizations after service. ...
Objective:
Attitudes and beliefs related to immersion in military culture can affect postseparation transition to the civilian setting. The etiology and complexity of these reactions are often overlooked by mental health providers, which can result in negative consequences for treatment. This qualitative study examined veterans' perceptions of military culture and the impact of military service on veterans' values, beliefs, and behaviors. The goal of this research was to identify aspects of military culture that are important for health care providers to consider as they care for veterans and to inform culturally sensitive mental health care for veterans.
Method:
Fifty-two military veterans completed a self-report survey and participated in semistructured focus groups.
Results:
Participants reported diverse military experiences, and many endorsed a high level of continuing identification with aspects of military culture. Seven broad themes related to military culture emerged from qualitative analyses: (a) military values, beliefs, and behaviors; (b) relationships; (c) occupational habits and practices; (d) acquired skills; (e) communication; (f) affiliation; and (g) psychological health and well-being.
Conclusion:
This thematic analysis elucidated strategies to improve mental health services for veterans, using a nuanced model that encourages providers to better distinguish aspects of cultural transition from psychopathology. Results underscored the importance of training mental health providers to ensure sensitivity to military culture. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
... As Edelman (2018) reported, many surveyed Post 9/11 veterans had trouble locating a position at the level they wanted and/or a job in their desired field for numerous reasons, including a lack of experience (40%), education level (39%), skills or certifications (40%), and industry contacts (37%). Unrealistic job expectations and/or underpreparedness for the career transition likely exacerbate postmilitary employment challenges (Kintzle et al., 2015;Zogas, 2017). Moreover, lower wages, underemployment, and high turnover are enduring concerns, with nearly one-third of veteran job seekers reporting being underemployed and almost two-thirds of veterans leaving their first nonmilitary job within 2 years (Barrera & Carter, 2017;Kasperkevic, 2017;Maury et al., 2016). ...
While few organizations would willingly identify as being unfriendly to veterans, articulating what being veteran friendly means is an ongoing challenge. As such, organization leaders may struggle to explain the term, beyond reporting a need to support military veterans. This knowledge gap could contribute toward the high turnover rates of military veterans, particularly within their first 2 years of employment. To lessen these struggles, the authors propose a framework focused on building and sustaining a veteran‐friendly organization. The framework provides an opportunity for organization leaders to improve their knowledge and preparation for creating a lasting veteran‐friendly culture. The paper introduces veteran employment challenges, offers a review of literature on veteran‐friendly organizations, details the proposed framework on veteran‐friendly practices, and concludes with a reflection on the framework and implications for organizations and scholars interested in supporting veteran career transitions.
... Some of the most common challenges experienced by post-9/11 veterans appear within four domains of well-being: (1) vocational (i.e., employment and education); (2) legal, nancial, and housing; (3) health; and (4) social relationships. In terms of vocational challenges, many post-9/11 veterans do not have a job when they leave the military (4)(5)(6). Young post-9/11 veterans appear to have the most employment problems (7). Moreover, veterans have reported challenges understanding and utilizing their Post-9/11 GI Bill bene t options (8). ...
Background - Numerous programs exist to support veterans in their transitions to civilian life. Programs are offered by a host of governmental and non-governmental stakeholders. Veterans report encountering many barriers to program participation. This was the first study to identify barrier reduction strategies offered by programs that post-9/11 veterans report using, determine which strategies veterans use and value, and to examine veteran characteristics that impact their odds of using programs that offer barrier reduction strategies.
Method - This study reflects findings from the first wave of data collection of The Veterans Metrics Initiative, a longitudinal study examining the military-to-civilian reintegration of post-9/11 veterans. Veterans were asked to indicate which programs they had used. The websites of these programs were coded for the barrier reduction components. Veterans also indicated which barrier reduction components they found most helpful in meeting their reintegration goals.
Results - Of 9,566 veterans who participated in Wave 1 data collection, 84% reported using a program that offered at least one barrier reduction component. Barrier reduction components included tangible supports (e.g., scholarships, cash), increased access to programs, decreased stigma, and encouraged motivation to change. Although only 4% of programs that were used by veterans focused on helping them obtain Veterans Administration benefits, nearly 60% of veterans reported that this component was helpful in reaching their goals. Access assistance to other resources and supports was also reported as a helpful barrier reduction component. For instance, approximately 20% of veterans nominated programs that offered transportation. The study also found evidence of a misalignment between the kinds of barrier reduction components veterans valued and those which programs offered. Veterans from the most junior enlisted ranks, who are at most risk, were less likely than those from other ranks to use barrier reduction components.
Conclusions – Despite the evidence that barrier reduction components enhance access to programs and contribute to program sustainability, many programs used by post-9/11 veterans do not offer them. There is also a misalignment between the barrier reduction strategies veterans value and the strategies offered by programs. Veteran serving organizations should increasingly implement barrier reduction strategies that veterans value.
... Some of the most common challenges experienced by post-9/11 veterans occur within four domains of wellbeing: [1] vocational (i.e., employment and education) [2]; legal, financial, and housing [3]; health; and [4] social relationships. In terms of vocational challenges, many post-9/11 veterans do not have a job when they leave the military [4][5][6]. Young post-9/11 veterans appear to have the most employment problems [7]. Moreover, veterans have reported challenges understanding and utilizing their Post-9/11 GI Bill benefits [8]. ...
Background:
Numerous programs exist to support veterans in their transitions to civilian life. Programs are offered by a host of governmental and non-governmental stakeholders. Veterans report encountering many barriers to program participation. This study identified barrier reduction strategies offered by programs that new post-9/11 veterans reported using, determined which strategies veterans use and value, and examined veteran characteristics that impact their odds of using programs that offer barrier reduction strategies.
Method:
This study reflects findings from the first wave of data collection of The Veterans Metrics Initiative (TVMI), a longitudinal study examining the military-to-civilian reintegration of new post-9/11 veterans. The websites of programs used by respondents were coded for barrier reduction components. Veterans also indicated which barrier reduction components they found most helpful in meeting their reintegration goals.
Results:
Of 9566 veterans who participated in Wave 1 data collection, 84% reported using a program that offered at least one barrier reduction component. Barrier reduction components included tangible supports (e.g., scholarships, cash), increased access to programs, decreased stigma, and encouraged motivation to change. Although only 4% of programs that were used by veterans focused on helping them obtain Veterans Administration benefits, nearly 60% of veterans reported that this component was helpful in reaching their goals. Access assistance to other resources and supports was also reported as a helpful barrier reduction component. For instance, approximately 20% of veterans nominated programs that offered transportation. The study also found evidence of a misalignment between the kinds of barrier reduction components veterans valued and those which programs offered. Veterans from the most junior enlisted ranks, who are at most risk, were less likely than those from other ranks to use barrier reduction components. Study limitations and ideas for future research are discussed.
Conclusions:
Despite the evidence that barrier reduction components enhance access to programs and contribute to program sustainability, many programs used by post-9/11 veterans do not offer them. There was also a misalignment between the barrier reduction strategies that veterans value and the strategies offered by programs. Veteran serving organizations should increasingly implement barrier reduction strategies valued by veterans.
In this book, first-hand accounts from academics and practitioners explore the concept of "professional identity development" in the context of higher education and provide guidance to develop and enhance professionalism.
The Development of Professional Identity in Higher Education presents a new understanding of identity development. Highlighting the importance of building positive identities in the development of a professional career, it argues for a reframing of the way academics think of themselves, suggesting the role of "practitioner" as one in which there is a continuous need to develop their professionalism as it connects to their daily practices and different identities. With contributions from a range of international authors, it demonstrates how professional development can change our beliefs and perceptions of the profession itself, whether it be through on-the-job instruction aimed at making teachers/researchers better, or through "self-learning" whereby teachers and researchers learn to develop and enhance their teaching and research competency through daily activities and self-analysis.
This book will be of great interest to researchers and graduate and postgraduate students in teacher education and professional development.
Recent years have seen the implementation of educational programs aimed at developing future orientation and better employability skills, mostly for people new to or returning to the job market. In a field study, we investigated the impact of a 5‐day program on reintegration to civilian life on young Israeli combat soldiers' time preferences, gratitude, patriotism, and perceptions of their combat experience. Questionnaires administered before and after the program revealed a positive effect on future orientation but a negative effect on gratitude and perceptions of the combat experience. Although the positive effect on future orientation is in line with the program design, the negative effects found should be taken into consideration when planning or improving similar educational programs.
Background - Numerous programs exist to support veterans in their transitions to civilian life. Programs are offered by a host of governmental and non-governmental stakeholders. Veterans report encountering many barriers to program participation. This was the first study to identify barrier reduction strategies offered by programs that post-9/11 veterans report using, determine which strategies veterans use and value, and to examine veteran characteristics that impact their odds of using programs that offer barrier reduction strategies.
Method - This study reflects findings from the first wave of data collection of The Veterans Metrics Initiative, a longitudinal study examining the military-to-civilian reintegration of post-9/11 veterans. Veterans were asked to indicate which programs they had used. The websites of these programs were coded for the barrier reduction components. Veterans also indicated which barrier reduction components they found most helpful in meeting their reintegration goals.
Results - Of 9,566 veterans who participated in Wave 1 data collection, 84% reported using a program that offered at least one barrier reduction component. Barrier reduction components included tangible supports (e.g., scholarships, cash), increased access to programs, decreased stigma, and encouraged motivation to change. Although only 4% of programs that were used by veterans focused on helping them obtain Veterans Administration benefits, nearly 60% of veterans reported that this component was helpful in reaching their goals. Access assistance to other resources and supports was also reported as a helpful barrier reduction component. For instance, approximately 20% of veterans nominated programs that offered transportation. The study also found evidence of a misalignment between the kinds of barrier reduction components veterans valued and those which programs offered. Veterans from the most junior enlisted ranks, who are at most risk, were less likely than those from other ranks to use barrier reduction components.
Conclusions – Despite the evidence that barrier reduction components enhance access to programs and contribute to program sustainability, many programs used by post-9/11 veterans do not offer them. There is also a misalignment between the barrier reduction strategies veterans value and the strategies offered by programs. Veteran serving organizations should increasingly implement barrier reduction strategies that veterans value.
Background:
Barriers to employment in the civilian labor force are increasingly difficult problems for returning veterans with disabilities. Reduced self-perception of disability status because of predominant military norms can be particularly harmful to reintegration efforts.
Objective:
We analyze rates of self-identified and externally determined disability status among U.S. veterans. Evidence of a lower self-report rate would confirm the hypothesis that armed forces culture might hold back truly deserving veterans from seeking the benefits owed, including specialized employment training programs.
Methods:
We use data from the Current Population Survey Veterans Supplement over the sample period 1995-2010 on disability status and associated demographic characteristics to present descriptive measures and limited statistical inference.
Results:
Over the entire sample period, federal agencies considered 29% of the survey respondents to have a service-connected disability versus a 9% self-identification rate. The rate of more severe service-connected disabilities has risen steadily, while less drastic disability rates have fallen. Non-white respondents and those with lower education levels were less likely to self-identify.
Conclusions:
Large disparities in internal and external disability status identification raise questions about targeting soldiers re-entering the labor force. Employment policy should focus on overcoming negative cultural stereotypes and encouraging self-identification.
Objective: To examine employment patterns from 2005 to 2008 among homeless veterans with co-occurring mental health and substance use disorders relative to national trends in veteran and non-veteran populations.
Methods: Unemployment rates for homeless veterans (N = 328) with co-occurring disorders were compared to national veteran and non-veteran unemployment rates using Current Population Survey data.
Results: From 2005 to 2008, unemployment among the homeless veteran sample with co-occurring disorders increased from 47% to 66%. While unemployment decreased for Current Population Survey comparison groups from 2006 to 2007, homeless veterans with co-occurring disorders experienced a 35.62% increase in unemployment.
Conclusions: Homeless veterans with co-occurring disorders were disproportionately affected by the 2007 recession. This increase in unemployment, relative to comparison group data, indicates the need for more comprehensive and integrated vocational supports aimed at obtaining competitive employment upon program discharge. Future research should monitor the impact of economic fluctuations on placement and employment sustainability for homeless veterans with co-occurring disorders.
Thematic analysis is a poorly demarcated, rarely acknowledged, yet widely used qualitative analytic method within psychology. In this paper, we argue that it offers an accessible and theoretically flexible approach to analysing qualitative data. We outline what thematic analysis is, locating it in relation to other qualitative analytic methods that search for themes or patterns, and in relation to different epistemological and ontological positions. We then provide clear guidelines to those wanting to start thematic analysis, or conduct it in a more deliberate and rigorous way, and consider potential pitfalls in conducting thematic analysis. Finally, we outline the disadvantages and advantages of thematic analysis. We conclude by advocating thematic analysis as a useful and flexible method for qualitative research in and beyond psychology.
Research has yet to examine the relationship between financial well-being and community reintegration of veterans. To address this, we analyzed data from n = 1,388 Iraq and Afghanistan War Era Veterans who completed a national survey on postdeployment adjustment. The results indicated that probable major depressive disorder, posttraumatic stress disorder, and traumatic brain injury were associated with financial difficulties. However, regardless of diagnosis, veterans who reported having money to cover basic needs were significantly less likely to have postdeployment adjustment problems such as criminal arrest, homelessness, substance abuse, suicidal behavior, and aggression. Statistical analyses also indicated that poor money management (e.g., incurring significant debt or writing bad checks) was related to maladjustment, even among veterans at higher income levels. Given these findings, efforts aimed at enhancing financial literacy and promoting meaningful employment may have promise to enhance outcomes and improve quality of life among returning veterans.
National Guard service members face deactivation from active duty soon after they return to the United States and rapid entry into the civilian workforce; therefore, it is important to examine employment among these Veterans.
The sample included 585 National Guard service members. Bivariate and multivariable analyses were conducted examining the associations between mental health symptoms, alcohol use, number of deployments, and combat exposure with employment status and full-time versus part-time employment as outcomes.
Forty-one percent of National Guard service members were employed 45 to 60 days following demobilization. Among those who were employed, 79% were employed full-time. Age, family income, and combat exposure were associated with employment; income and health status were associated with part-time versus full-time employment.
Mental health status may not be strongly associated with initiating civilian employment among National Guard service members; however, better mental health status is associated with being employed full-time versus part-time.
Vocational Rehabilitation and Employment for veterans (VR & E) is an entitlement program that provides job training and other employmentrelated services to veterans with service-connected disabilities. In cases where a disabled veteran is not able to work, the VR & E program provides independent living (IL) services to help the veteran achieve the highest possible quality of life. The VR & E program is administered by the Veterans Benefits Administration (VBA), part of the Department of Veterans Affairs (VA). To be entitled to VR & E services, a veteran must have been discharged under conditions other than dishonorable and be found to have either (1) a 20% service-connected disability and an employment handicap, or (2) a 10% service-connected disability and a serious employment handicap. After a veteran is found to be entitled to VR & E, a counselor helps the veteran identify a suitable employment goal and determine what services will be necessary to achieve that goal. The veteran is then assigned to one of five reemployment tracks: • Reemployment for veterans who wish to return to work they held prior to their military service; • Rapid Access to Employment for veterans who already have the skills necessary to compete in the job market and only need shortterm services such as job search assistance; • Employment through Long-Term Services for veterans who require postsecondary or vocational training to reach their employment goals; • Self-employment for veterans who have the skills to start businesses; or • Independent Living for veterans for whom employment is not a viable goal. Veterans may change tracks if a disability worsens or if their employment objective changes. Services may be provided by the VA, though they are more frequently purchased from an outside provider. VR & E benefits are typically limited to 48 months, though the benefit period can be extended under certain circumstances. In most cases, veterans are entitled to a subsistence allowance while they are enrolled in an education or training program. In FY2013, approximately 34,800 veterans developed a new plan of service with VR & E and almost 10,400 veterans completed rehabilitation. In FY2013, costs for mandatory VR & E benefits were approximately 187 million.
In 2011, about 1.8 million or 8 percent of the 22.2 million veterans were women in the US. The unemployment rate for female veterans of the wars in Iraq and Afghanistan rose to 13.5%, above the 8.4% for non-veteran adult women.
To examine data from the Behavioral Risk Factor Surveillance System (BRFSS), from 2004-2011 to determine the relationship between employment and veteran status, disability and gender.
Chi square analysis was used to determine if significant differences existed between the employment rate of female veterans with disabilities and female veterans without disabilities, female non-veterans with disabilities and male veterans with disabilities. Binomial logistic regression analysis was used to determine how veteran status, disability and gender affected the likelihood of not being employed.
Significant differences were found in employment rate between female veterans with disabilities and female veterans without disabilities, but not when compared to female non-veterans with disabilities or male veterans with disabilities. Disability was the strongest factor increasing the likelihood of not being employed, though veteran status and female gender were also predictive.
Female veterans with disabilities experience low levels of employment. Policies and programs are needed to address the unique needs of these veterans.
This paper examines three outcomes characterizing different aspects of post 9/11 veterans' economic reintegration to civilian life: unemployment, earnings and college enrollment, using Current Population Survey data from 2005 to 2011. Analyses include interactions of veteran status with sex, race/ethnicity and educational attainment to evaluate whether diverse veterans experience diverse consequences of service. In brief, I find that the basic unemployment differences between veterans and non-veterans often reported in the media understate the effect of military service on unemployment for men, since veterans have other characteristics that are associated with higher employment rates. Female veterans appear to suffer a steeper employment penalty than male veterans, but black veterans appear to suffer less of a penalty than white veterans. But on two other measures, earnings and college enrollment, veterans appear to be doing better than their civilian peers. Veterans with a high school education or less outearn their civilian peers, but veterans with at least some college education appear to lose some or all of the veteran earnings advantage compared to veterans with a high school degree, suggesting the greatest wage returns to military service accrue among the least educated. Veterans with at least a high school education are more likely to be enrolled in college than their civilian peers. Treating veterans as a monolithic block obscures differences in the consequences of military service across diverse groups.
Objective:
To determine if deployment to recent military operations or other health, demographic, or military-related characteristics were associated with employment after military service.
Methods:
Former US active duty military service members participating in the Millennium Cohort Study, a population-based sample of US military personnel that began in July of 2001, were prospectively followed from the time of baseline health reporting to self-reported employment status after military separation.
Results:
Of the 9099 separated personnel meeting inclusion criteria, 17% reported unemployment after military service. In multivariable modelling, prior deployment experiences, with or without reported combat, and post-traumatic stress disorder (PTSD) were not significantly associated with employment status postservice. Among those who routinely retired from service with a pension, positive screens for depression (OR, 1.67; 95% CI, 1.05 to 2.63) and panic/anxiety (OR, 1.63; 95% CI, 1.10 to 2.43) were significantly associated with subsequent unemployment. Poor physical health, female sex, black race, lower education and disabling illnesses/injuries were also predictive of postservice unemployment.
Conclusions:
After stratifying for reason for military separation, mental disorders like depression or panic/anxiety and poor physical health may have greater impact than prior deployment experiences or PTSD on the ability to find or maintain employment postservice. These findings may guide support for veterans most in need of job placement services after military service.