By: April Sarani
North County Times
Female veterans are not adequately prepared for the obstacles they face in the civilian workforce and community.
The Vow to Hire Heroes Act set precedents for veteran employment. It increased the expectations of the Department of Veterans Affairs and Department of Labor to initiate programs that focus on veteran employment. This is great. The current unemployment rate for Iraq and Afghanistan veterans in San Diego County is 11.5 percent, and it is at 27 percent for those 18-25 years old; Riverside County's numbers are similar.
Yet even with its initiatives, the Act fails to address the unique struggles that female veterans face in the civilian job market. Like their male comrades, female veterans recognize that despite having military training and experience for certain occupations, the lack of a civilian certification or degree is an employment barrier. The vast experience that veterans have is difficult to translate on a resume and during job interviews. They are also behind the curve with the ins-and-outs of civilian networking and the current area employment opportunities and requirements. There is also a sense of being out of touch with civilian life, much as civilians are out of touch with military life.
The U.S. unemployment rate of female vets of Iraq and Afghanistan rose to 13.5 percent in January 2012. Female veterans face the ever-present juggling act of wife, mother, provider, and breadwinner. This can lead to significant stress when transitioning. It has been questioned whether Veterans Affairs is doing enough to support these super women in the areas of child care, psychological health, and women's health care.
The VOW to Hire Heroes Act requires separating or retiring military to attend a transition program. These programs provide a multitude of transition and employment information. They enhance an individual's readiness for civilian life. Yet they are dated and don't address key concerns for the female veteran.
Civilians don't understand the role of women in the military. Society struggles with bias towards what type of jobs women are capable of against the idea of what a veteran is. This leads to gender discrimination that continues to be a barrier for modern women. Employers might imagine many things regarding military women, or very little, because when they picture a service member they envision a man.
Yet the female veteran has led teams, supervised complex missions, and worked alongside her male counterparts. They work in medical and administrative positions as well as jobs that are not so traditional, such as construction, electronics, and security and weapon systems.
Female veterans are to be recognized for the challenges they faced while serving our country. They include the ever-present balancing of roles, inadequate military health care, higher rates of sexual harassment and assault, and lower rates of career advancement. Despite challenges, these women led successful military careers serving their country.
To begin to address unique challenges for female veterans, the Department of Defense needs to update the transition program to address the challenges women have when leaving the military. Second, Veterans Affairs needs to make female veteran issues a priority. Finally, the Department of Defense can address the gender stereotype and other curveballs women face when leaving the military.
The result will prepare women to meet these barriers head-on. It will provide tools that can be used to communicate with future employers and a civilian community that needs the expertise and experience of female vets in the workforce.
The Vow to Hire Heroes Act set precedents for veteran employment. It increased the expectations of the Department of Veterans Affairs and Department of Labor to initiate programs that focus on veteran employment. This is great. The current unemployment rate for Iraq and Afghanistan veterans in San Diego County is 11.5 percent, and it is at 27 percent for those 18-25 years old; Riverside County's numbers are similar.
Yet even with its initiatives, the Act fails to address the unique struggles that female veterans face in the civilian job market. Like their male comrades, female veterans recognize that despite having military training and experience for certain occupations, the lack of a civilian certification or degree is an employment barrier. The vast experience that veterans have is difficult to translate on a resume and during job interviews. They are also behind the curve with the ins-and-outs of civilian networking and the current area employment opportunities and requirements. There is also a sense of being out of touch with civilian life, much as civilians are out of touch with military life.
The U.S. unemployment rate of female vets of Iraq and Afghanistan rose to 13.5 percent in January 2012. Female veterans face the ever-present juggling act of wife, mother, provider, and breadwinner. This can lead to significant stress when transitioning. It has been questioned whether Veterans Affairs is doing enough to support these super women in the areas of child care, psychological health, and women's health care.
The VOW to Hire Heroes Act requires separating or retiring military to attend a transition program. These programs provide a multitude of transition and employment information. They enhance an individual's readiness for civilian life. Yet they are dated and don't address key concerns for the female veteran.
Civilians don't understand the role of women in the military. Society struggles with bias towards what type of jobs women are capable of against the idea of what a veteran is. This leads to gender discrimination that continues to be a barrier for modern women. Employers might imagine many things regarding military women, or very little, because when they picture a service member they envision a man.
Yet the female veteran has led teams, supervised complex missions, and worked alongside her male counterparts. They work in medical and administrative positions as well as jobs that are not so traditional, such as construction, electronics, and security and weapon systems.
Female veterans are to be recognized for the challenges they faced while serving our country. They include the ever-present balancing of roles, inadequate military health care, higher rates of sexual harassment and assault, and lower rates of career advancement. Despite challenges, these women led successful military careers serving their country.
To begin to address unique challenges for female veterans, the Department of Defense needs to update the transition program to address the challenges women have when leaving the military. Second, Veterans Affairs needs to make female veteran issues a priority. Finally, the Department of Defense can address the gender stereotype and other curveballs women face when leaving the military.
The result will prepare women to meet these barriers head-on. It will provide tools that can be used to communicate with future employers and a civilian community that needs the expertise and experience of female vets in the workforce.
April N. Sarani is an Oceanside resident.
Read more: http://www.nctimes.com/news/opinion/commentary/forum-female-vets-face-unique-challenges/article_80bd2e80-5b75-5e43-9d46-e163a4b68787.html#ixzz1rHO19bgD
Read more: http://www.nctimes.com/news/opinion/commentary/forum-female-vets-face-unique-challenges/article_80bd2e80-5b75-5e43-9d46-e163a4b68787.html#ixzz1rHO19bgD
