Disability Inclusion: Untapped Veteran Potential?

How Disability Inclusion Is Transforming the Industry for Veterans

The unemployment rate for veterans with disabilities continues to be a significant concern, hovering around 4.1% in 2025, compared to the national average of 3.5% for those without disabilities, according to the Bureau of Labor Statistics. Traditional approaches to veteran hiring haven’t fully addressed the unique challenges faced by those with service-connected disabilities. But what if a shift towards genuine inclusion, rather than just accommodation, could unlock untapped potential and reshape entire industries?

What Went Wrong First: The Accommodation-Only Approach

For years, the focus has been primarily on accommodation: modifying workspaces, providing assistive devices, and adjusting job duties after a veteran with a disability was hired. While well-intentioned, this approach often falls short. It places the burden on the individual to identify and request accommodations, which can be daunting. It also reinforces the perception that disability is a problem to be “fixed” rather than a source of unique skills and perspectives.

I remember a situation at my previous firm, where we hired a veteran with PTSD. We provided him with noise-canceling headphones and a quiet workspace, but we didn’t address the underlying anxiety that triggered his episodes. He eventually left because he felt isolated and unsupported.

Another issue? A lack of understanding. Many employers simply don’t know what accommodations are available or how to implement them effectively. They might assume that hiring a veteran with a disability will be too expensive or too complicated. This is where resources from organizations like the Department of Labor’s Office of Disability Employment Policy (ODEP) can be incredibly valuable. Sometimes, veterans are missing out on VA benefits that could help.

The Solution: Proactive Inclusion and Skills-Based Hiring

The key to truly transforming industries lies in shifting from accommodation to proactive inclusion. This means building a workplace culture where disability is viewed as a natural part of diversity and where veterans with disabilities are actively sought out and supported. This starts long before the hiring process.

Here’s a step-by-step guide to implementing a proactive inclusion strategy:

1. Re-evaluate Job Descriptions: Many job descriptions inadvertently screen out qualified veterans with disabilities by focusing on physical requirements or outdated skill sets. Instead, focus on core competencies and transferable skills. Can the role be modified to be performed remotely? Can assistive technology bridge any skill gaps? For example, instead of requiring “ability to lift 50 pounds,” a description could state “ability to move materials with appropriate assistance or equipment.”

1. Partner with Veteran Service Organizations (VSOs): VSOs like the Disabled American Veterans (DAV) and Wounded Warrior Project have extensive networks of veterans with disabilities seeking employment. These organizations can help you connect with qualified candidates and provide valuable insights into their needs and skills.

1. Implement Skills-Based Assessments: Traditional resumes often fail to capture the full range of skills and experiences that veterans possess. Skills-based assessments, such as simulations, work samples, and behavioral interviews, can provide a more accurate picture of a candidate’s abilities. We’ve found that using platforms like Pymetrics for initial screening can remove unconscious bias and identify hidden talent. (Full disclosure: I think those platforms are slightly overhyped, but they’re better than resumes.)

1. Invest in Assistive Technology Training: Don’t just provide assistive technology; provide training on how to use it effectively. This training should be available to all employees, not just those with disabilities. This fosters a culture of inclusivity and ensures that everyone can benefit from the technology. Consider implementing training programs for software like Dragon NaturallySpeaking for voice-to-text or ReadSpeaker for text-to-speech.

1. Create Employee Resource Groups (ERGs): ERGs provide a safe and supportive space for veterans with disabilities to connect with one another, share their experiences, and advocate for their needs. ERGs can also serve as a valuable resource for the company, providing insights into how to improve accessibility and inclusion.

1. Offer Mentorship Programs: Pair veterans with disabilities with experienced mentors who can provide guidance, support, and career development opportunities. Mentors can help veterans navigate the workplace, build their professional networks, and achieve their career goals.

1. Leadership Buy-In: None of this works if leadership isn’t on board. Senior leaders need to champion disability inclusion and hold managers accountable for creating inclusive teams. This starts with clear communication of the company’s commitment to disability inclusion and ongoing training for all employees.

Measurable Results: A Case Study

Let’s consider a hypothetical (but realistic) case study. “Acme Manufacturing,” a mid-sized manufacturing company in the Atlanta metropolitan area, was struggling with high turnover rates and a shortage of skilled workers. They decided to implement a proactive inclusion strategy focused on hiring veterans with disabilities.

• Initial State (2023): 2% of workforce identified as veterans with disabilities. High turnover (25% annually). Low employee morale.

• Implementation (2024): Acme partnered with the Georgia Department of Veterans Service and the Shepherd Center in Buckhead to recruit veterans with disabilities. They revised their job descriptions to focus on core competencies and implemented skills-based assessments. They also invested in assistive technology training and created a veteran ERG.

• Results (2025): The percentage of veterans with disabilities in the workforce increased to 8%. Turnover decreased to 12%. Employee morale improved significantly, as measured by employee satisfaction surveys. Acme also saw a 15% increase in productivity, which they attributed to the unique skills and perspectives of their veteran employees.

Specifically, Acme hired five veterans with disabilities for roles in their machine operations department. One veteran, who had lost a leg in combat, was able to use assistive technology to operate a CNC machine with greater precision than many of his able-bodied colleagues. Another veteran, who had PTSD, brought a unique level of focus and attention to detail to his work, resulting in fewer errors and higher quality output. The Fulton County Veterans Court even recognized Acme for their efforts.

The benefits extend beyond just the individual companies. By employing veterans with disabilities, companies are reducing their reliance on government assistance programs, boosting the local economy, and contributing to a more inclusive and equitable society. Considering unlocking benefits for a successful transition can be a game changer.

Here’s what nobody tells you: This isn’t just about doing the right thing (though that’s important). It’s also about tapping into a vast pool of talented and dedicated individuals who are ready and willing to work.

The Legal Landscape

It’s also vital to understand the legal framework. The Americans with Disabilities Act (ADA) and related state laws like O.C.G.A. Section 34-6A-1 et seq., prohibit discrimination against individuals with disabilities and require employers to provide reasonable accommodations. Failing to comply with these laws can result in costly lawsuits and damage to your company’s reputation. It’s important for veterans to understand their finances throughout this process.

The Future Is Inclusive

The industry is undergoing a profound transformation driven by a growing recognition of the value and potential of veterans with disabilities. By embracing proactive inclusion strategies, businesses can not only meet their legal and ethical obligations but also gain a competitive edge in the marketplace. Many are finding financial freedom, moving from boots to budgets.

The single most impactful change you can make today? Start by auditing your job descriptions and removing any unnecessary physical requirements. You might be surprised at how many qualified veterans you’ve been unintentionally screening out. It’s time to build a truly inclusive workforce, one that recognizes and values the unique contributions of all veterans.