Banner which includes the Working Together: Expanding Maine's Workforce logo with a graphic of two figures shaking hands: one is seated, one is standing.  In addition, there are three photos: 1) female office worker 2) two medical workers: one female, one older male 3) a teacher and a student in a classroom.
Working Together e-News
Volume 7 Winter 2010
In This Issue
Conference Wrap Up
2009 Business Award Winners
Thank You Sponsors
Upcoming Working Together Events: Focus on Veterans
"Think Beyond the Label" Campaign Launches into National Media
Veterans: How to Put Their Skills To Work
10 Reasons to Hire Vets
Employer Spotlight: Maine Oxy, A Company that Values Vets

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Conference held Nov. 4: Capitalizing on Maine's Changing Demographics
Conference Wrap Up
Thank you to those who attended Capitalizing on Maine's Changing Demographics, the conference hosted by Working Together and the Diversity Hiring Coalition in November. About 130 Maine business people participated in a day of interactive discussions and break-out sessions focused primarily on overcoming Maine's impending workforce shortage through diversity employment.

We hope you went back to work with ideas, tools, and resources to strategically incorporate diversity into your business. You can access presentations by our featured and keynote speakers and view pictures from the conference on the Working Together website.

We are already planning this year's conference, another collaborative event with the Diversity Hiring Coalition, scheduled for Tuesday, September 28, 2010. Stay tuned for more information and let us know if you have any ideas for our next collaborative conference.


Kohl's Biddeford received the 2009 Business Leadership Award
Kohl's Biddeford received the 2009 Business Leadership Award
2009 Business Award Winners
At the November conference, Working Together honored three businesses for outstanding commitment to employing people with disabilities.

  • Kohl's Store in Biddeford received the Business Leadership Award for its efforts and accomplishments as a large business.
  • Aroostook Centre Mall in Presque Isle was the recipient of the Small Business Leadership Award. [See photo here]
  • Access Auto and Lincoln Rental, both owned by Sterling "Boody" Osgood and located in Lincoln, received the Workforce Achievement Award. Also known as the "Just Do It" award, Working Together presents this honor to employers that roll up their sleeves without a lot of process or fanfare to bring people with disabilities into their workplace. [See photo here]

Thank You Sponsors
And, thank you to the conference sponsors for making the event possible:



Upcoming WT Events: Focus on Veterans
This spring, in conjunction with Maine & Company, Working Together will present two seminars on the benefits of hiring veterans, one in Brunswick in May and one in Bangor in June. We are finalizing details, so stay tuned for more information.


Think Beyond the Label
"Think Beyond the Label" Launches into National Media
Get ready for "Think Beyond the Label," the upcoming national media campaign focused on employment of people with disabilities. This is the first national campaign targeting employers since the old "Hire the Disabled" campaign of the 1970s. Think Beyond The Label emphasizes the smart business strategy of hiring people with disabilities. It emphasizes the importance of a diverse workforce and gives employers access to resources and direct links to employees. Look for the print campaign in Fortune Magazine and find out more at ThinkBeyondtheLabel.com


A Veteran amputee working in an office
Veterans: How to Put Their Skills to Work
Did you know that veterans make up 13.6 percent of Maine's population and 10.1 percent of the U.S. population?1 In fact, proportionally, Maine has more veterans than nearly every other state.1 As a member of Maine's business community, the large number of veterans in the state is good news for you, as veterans leave the military with a wealth of work-ready skills and intangibles that make them extremely valuable employees in the civilian workforce (see 10 Reasons to Hire Vets).

Yet, unemployment among veterans is high, particularly among young veterans returning from recent combat in Iraq and Afghanistan.2 Some estimates put the unemployment rate for veterans ages 18 to 24 between 15 and 20 percent, while the national unemployment rate is 10.1 percent.2,3 And with an additional 30,000 troops being called up over the next two years, more veterans will seek civilian jobs in the future.

Another challenge for veterans seeking employment is that 30 percent of veterans leave active military duty with a disability—a common barrier to finding and retaining employment.1 The nature of combat in the War on Terror, especially exposure to improvised explosive devices (IEDs), is leaving the most current generation of veterans with high levels of hearing loss, traumatic brain injuries, post traumatic stress disorder, and amputations. These are serious conditions, to be sure, but with sensitivity and minor adjustments to job descriptions or the physical workplace, veterans with disabilities can be top performers.

One difficulty employers face when considering veterans for employment is understanding how skills developed through military duty translate to assets in the civilian workplace. Many employers recruit veterans on the basis of the soft skills honed while in the military; after all, what company would not want employees who have been trained to be flexible, mission-oriented, resourceful, and quick to learn new skills? But many jobs also require technical skills or a specific set of experiences. Veterans are often qualified, but have little experience applying for civilian jobs and may not know how to communicate their qualifications. According to a Los Angeles Times article, 81 percent of veterans reported feeling unprepared for job-hunting on a Monster.com survey. Further, 76 percent of those feeling unprepared "said they didn't know how to turn military skills into civilian positions."4 As a result, veterans' resumes may not rise to the top and employers may miss out on some of the best talent available.

A male veteran reaching to shake your hand
Between the high rates of disability and problems translating skills, employers interested in expanding their workforce to include veterans are left with three challenges: 1) figuring out the best ways to recruit veterans; 2) instituting employment practices that meet veterans' needs; and, 3) thinking creatively about using military skills in the civilian workforce.

How can your business meet these challenges to reap the benefits of employing veterans? Following are some tips to get you started.


Recruitment
These recruitment related action items will help you reach veterans.5
  • State on job advertisements or vacancy announcements that your business is an equal opportunity employer and that "individuals with disabilities, including veterans with service-connected disabilities, are encouraged to apply."
  • Ensure that on-line job announcements, recruiting information, and application processes are accessible to individuals with disabilities.
  • Send vacancy announcements to, and ask for referrals from, government, community, military organizations, and One Stop Career Centers that train and/or support veterans with service-connected disabilities.
  • Post advertisements and vacancy announcements in publications for veterans, such as Veterans Today, Military Times, and GI Jobs.
  • Attend job fairs and use some of the many online resume databases that connect job-seeking veterans with civilian employers, such as Hire Veterans, (www.hireveterans.com,) Hire Patriots, (www.hirepatriots.com, ) Career Command Post, (www.careercommandpost.com,) Military Job Zone, (www.militaryjobzone.com,) and Vet Jobs (www.vetjobs.com.)

Integration
Because many veterans have disabilities, businesses interested in hiring and retaining veterans may need to think about taking some of the following steps to ensure success.5
  • Provide modified equipment or devices (e.g., assistive technology that would allow a blind person to use a computer or someone who is deaf or hard of hearing to use a telephone; a glare guard for a computer monitor used by a person with a traumatic brain injury; a one-handed keyboard for a person missing an arm or hand).
  • Modify the physical workplace (e.g., adjust the height of a desk or shelves for a person in a wheelchair).
  • Offer flex time so a person can work from home.
  • Provide leave for treatment, recuperation, or training related to disability.
  • Modify work schedules.

Translating Skills
There is no formula to help you align an applicant's skills with those required at your company, but below are a few ideas to help.
  • During the interview process, ask applicants to describe their military duty in terms of specific skills needed to perform job functions (e.g., project or logistics management, technical writing, database or IT management, other languages, inventory, etc.)
  • Use the O*NET database which contains information on hundreds of standardized and occupation-specific descriptors, knowledge, and abilities--all of which can help you align military experience, education, and training with civilian occupations.
  • Talk with government and service providers who regularly help veterans find civilian jobs.
  • Ask applicants how they believe their military training and experience will benefit your company.
  • Network with other Maine businesses that employ veterans and get a feel for how veterans might fit into your workforce.

The tips above are more than just practical—implemented the right way, these are the beginning of a workforce expansion strategy that can help your business grow by putting highly qualified and skilled veterans to work for your company. So, whether or not you think recruiting vets is socially responsible or patriotic, it is sure to be good for business.

References
1U.S. Census Bureau. 2006-2008 American Community Survey. Available at www.census.gov/acs.
2U.S. Department of Labor Bureau of Labor Statistics. "Unemployment and Veterans Who Served Since September 2001." March 23, 2009. Available online: http://www.bls.gov/opub/ted/2009/mar/wk4/art01.htm.
3Ahrens, Frank. "Unemployment Among Young Veterans Much Higher than the National Average." The Washington Post. November 11, 2009. Available online: http://voices.washingtonpost.com/economy- watch/2009/11/today_im_going_to_take.html.
4Hsu, Tiffany. "Vets Face Grim Job Prospects." Los Angeles Times. March 28, 2008. Available online: http://articles.latimes.com/2008/mar/28/business/fi-vetjobs28.
5Some tips were adapted from: U.S. Equal Employment Opportunity Commission. "Veterans with Service-Connected Disabilities and the Americans With Disabilities Act (ADA): A Guide for Employers." Available online: http://www.eeoc.gov/facts/veterans-disabilities-employers.html.



A Photo of a female Vet
10 Reasons to Hire Vets
  1. Accelerated learning curve
    Veterans have the proven ability to learn new skills and concepts. In addition, they can enter your workforce with identifiable and transferable skills, proven in real-world situations. This background can enhance your organization's productivity.
  2. Leadership
    The military trains people to lead by example as well as through direction, delegation, motivation, and inspiration. Veterans understand practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.
  3. Teamwork
    Veterans understand how genuine teamwork grows out of a responsibility to one's colleagues. Military duties involve a blend of individual and group productivity. They also necessitate a perception of how groups of all sizes relate to each other and can be utilized to achieve an overarching objective.
  4. Diversity and inclusion in action
    Veterans have learned to work side by side with individuals regardless of race, gender, geographic origin, ethnic background, religion, and economic status as well as mental, physical, and attitudinal capabilities. They have the sensitivity to cooperate with many different types of individuals.
  5. Efficient performance under pressure
    Veterans understand the rigors of tight schedules and limited resources. They have the capacity to accomplish tasks on time, in spite of tremendous stress. They know the critical importance of staying with a task until it is done right.
  6. Respect for procedures
    Veterans have gained a unique perspective on the value of accountability. They can grasp their place within an organizational framework, becoming responsible for subordinates' actions to higher supervisory levels. They know how policies and procedures enable an organization to exist.
  7. Technology and globalization
    Because of their experiences in the service, veterans are usually aware of international and technical trends pertinent to business and industry. They can bring the kind of global outlook and technological savvy that enterprises of any size need to succeed.
  8. Integrity
    Veterans know what it means to do "an honest day's work." Prospective employers can take advantage of a track record of integrity, often including security clearances. This integrity translates into qualities of sincerity and trustworthiness.
  9. Conscious of health and safety standards
    Thanks to extensive training, veterans are aware of health and safety protocols both for themselves and the welfare of others. Individually, they represent a drug-free workforce that is cognizant of maintaining personal health and fitness. On a company level, their awareness and conscientiousness translate into protection of employees, property, and materials.
  10. Triumph over adversity
    In addition to dealing positively with the typical issues of personal maturity, veterans have frequently triumphed over great adversity. They likely have proven their mettle in mission critical situations demanding endurance, stamina, and flexibility. They may have overcome personal disabilities through strength and determination.

    Adapted from 10 Reasons to Hire Vets published by the Veterans' Employment Training Service, U.S. Department of Labor.


A Photo of a man climbing into his truck
Employer Spotlight: Maine Oxy, A Company that Values Veterans
For three generations, the Albiston family has managed Maine Oxy, steadily growing the company to become a provider of welding products, industrial gases, and specialty gases throughout Maine, New Hampshire, and Massachusetts.

Talking to Maine Oxy employees, you get the sense that this company understands the value of each of the 140 people who work there. So, when four Maine Oxy employees were called up to active duty in 2004, it was no surprise that the company stepped up to help the deployed guardsmen and their families. Sending regular care packages overseas to their employees and providing help with household needs such as chopping firewood and providing emergency furnace repairs for the families that were left behind were just a few of the ways Maine Oxy supported their active duty employees.

When they returned from their active duty tours, Maine Oxy CEO, Bruce Albiston, encouraged his employees to take as much time as they needed before returning to work and has provided flexibility for these employees so they could attend follow-up medical and other service-related appointments. "We will always feel it is our honor and duty to support all service members who have sacrificed their own rights and privileges, to keep safe the freedoms of others and all Americans," said Albiston, speaking of his company's support of veterans.

Maine Oxy Major General Libby (left) of the Maine National Guard presents award on 10/28/08 to Retired Staff Sergeant Robert Smith (middle) and Sgt Kirby Touchette (right ) of Maine Oxy recognizing Maine Oxy's exemplary employment and support of veterans and their families.
Robert Smith is a long-time Maine Oxy employee and former National Guard member deployed for 18 months beginning in 2004. Smith remembers how comforting it was knowing his civilian employer was supporting him during a long and difficult deployment, especially knowing his wife and child would have extra support if they needed it. "It is part of our culture," he says, "we take care of each other." Returning to "normal" life following the deployment was much easier for Smith and his fellow guard members knowing that their jobs and careers did not suffer because of their service to their country.

And, when Smith returned to work, Albiston said, "Guess what, now you're in charge of the care packages," and the company began sending goodies and comforts from home to soldiers fighting overseas even though all of Maine Oxy's employees were back.

The company and its leaders believe supporting veterans "is just the right thing to do." These policies are also good for business, helping maintain high morale and providing a bit of marketing edge, although Smith admits, "we don't like to brag too much."

Despite its low key approach, Maine Oxy has received significant attention for its efforts. Among their many awards, in 2008, Working Together honored the company with a special award for its support of employees returning from active military duty and in February of last year, The Employer Support of the National Guard and Reserve presented the company with two awards.

Then, in March, 2009, U.S. Senator Olympia Snowe recognized Maine Oxy in the Senate "as a company that truly looks after its own…excel[ing] in assisting its employees who serve in the military." In her remarks, Senator Snowe cited the "often overlooked" and "profound impact a deployment can have on a service member's civilian career" and highlighted Maine Oxy as a company that has made a "veritable commitment to ensuring that those serving our country are seamlessly reintegrated into the workforce upon their return from active duty and that their families are taken care of while they are gone." View the Senate Record here (pdf) or (html)

Recently, the company and its employees celebrated an early Christmas present when they learned in December that the Maine National Guard would not be called up for another tour. Of course, the company would have been ready with whatever support was needed, but they are just as glad to keep the Maine Oxy family together.

2010 Working Together 207-828-4882
merritt@expandingmainesworkforce.com