Hiring Veterans A Step-by-Step Toolkit for Employers

1. JAN Webcast November 9, 2010 Lisa Stern | stern.lisa@dol.gov Hiring VeteransA Step-by-Step Toolkit for Employers

2. What we know about Transitioning Service Members Transitioning Service Members • Tend to possess an overall skill set that shows tremendous benefit the civilian workforce: • accelerated learning curve • dedication and focus • gets the job done • works brilliantly under pressure • more… • Have difficulty translating their military experience into civilian language and terminology – and therefore have trouble getting their resumes to “the top of the pile” • Are often unsure about exposing their military history due to societal stigma (re “the war” and media-displayed invisible injuries of war)

3. Injured Returning Service Members • More than 36,000 service members return with significant physical injuries. • Signature injuriesof the current overseas conflicts are unseen. • Nearly one in fiveveterans of the Iraq and Afghanistan wars is currently suffering from depression or stress disorder. Estimates range up to 300,000 with PTSD. • 19% report they might have experienced a TBI, usually as the result of a roadside bomb. Approximately 60,000 have sustained mild TBI. • PTSD among returning service members will cost the nation as much as $6.2 billionin the two years following deployment -- an amount that includes both direct medical care and costs for lost productivity.

4. Stigma • When the Society for Human Resource Management surveyed its members (June 2010), 46% said they believed post-traumatic stress and other mental health issues posed a hiring challenge. Just 22% said the same about combat-related physical disabilities. • Although media attention has helped make the diagnosis and treatment of PTSD and traumatic brain injury a government priority, veterans say it has also contributed to the stigma associated with these wounds. • "They hear so many stories on the news — this soldier got back from Iraq and killed his wife — which makes people a little reluctant to hire you."

5. America’s Heroes at WorkAn Initiative Created FOR Employers Educating Employers on the Invisible Injuries of War * Free * Fact Sheets Vetted Resources Training Tools Employer Toolkits Newsletters Presentations Federal Partners Links to 1:1 Assistance

6. Employment Pilot Project • Findings: • Top-level decision makers tend to drive employer participation in a veterans hiring initiative • Recruiter training is an important part of starting a veterans hiring initiative • Work experience, internship and mentorship opportunities are extremely helpful • TBI/PTSD-related stigma exists among many employers - and employers are generally unaware of the resources that exist to help them provide appropriate workplace accommodations

7. NEW Employer Toolkit http://www.americasheroesatwork.gov/forEmployers/HiringToolkit/

8. Toolkit Purpose • The Veterans Hiring Toolkit has been designed to: • assist and educate employers who have made the proactive decision to include transitioning Service Members, Veterans and wounded warriors in their recruitment and hiring initiatives. • pinpoint helpful tools and outline some important steps to take when designing a Veterans hiring initiative that works for your particular business. • showcase promising practices related to recruiting, retaining and promoting Veteran employees. • Sprinkled throughout: • Did you Know? • Resource Alert!

9. Step 1: Design a Strategy Create a Plan: • Familiarize yourself with the benefits of hiring transitioning Service Members, Veterans and wounded warriors • Learn about the tax incentives associated with the hiring of Veterans as well as disabled Veterans • Plan for results: Start with the basics

10. Step 2: Create a Welcoming & Educated Workplace • Assess your current processes and explore including Veteran-specific actions into your on-boarding strategies: • Develop an understanding of military culture and experience • Establish your company and its job application process as Veteran-friendly • Learn the facts about hiring Veterans with invisible wounds of war: Demystify TBI and PTSD in the workplace

11. Step 3: Actively Recruit Veterans and Military Spouses • Broaden your knowledge of how and where to find Veterans - and consider instituting a few strategies to help Veterans better find you: • Determine employment opportunities and create detailed job descriptions • Consider using military language in your outreach and job descriptions • Consider alternatives to full-time employment, such as work experiences, internships and apprenticeships • Access credible resources to help you look for qualified Veterans and wounded warriors who are seeking employment • Know what you can and should not ask during an interview

12. Step 4: Hire Qualified Veterans and learn how to Accommodate Wounded Warriors Reflect on your on-boarding strategies and consider adding a few new elements to be inclusive of Veterans, both with and without combat-related injuries: • Create a culturally sensitive new hire orientation plan • Understand your responsibilities under the Americans with Disabilities Act (ADA) • Consider disclosure concerns • Know where to obtain free, one-on-one guidance on job accommodations

13. Step 5: Promote an Inclusive Workplace to Retain Veteran employees • Retaining a skilled workforce requires effort after the hire: • Place a value on military service • Expand traditional Employee Assistance Programs (EAPs) • Develop and promote peer mentorships in the workplace - Vet to Vet  • Practice Veterans appreciation and promote a Veteran-friendly workplace • Recognize that military families may have different needs than civilian families • Consider participating in local Yellow Ribbon Reintegration Programs • Understand your responsibilities under USERRA

14. Step 6: Keep Helpful Tools and Resources at your Fingertips Know the resources available to help employers in their Veterans hiring efforts: • Keeping informed via social networking and e-news • Resources on recruiting, hiring and retaining Veterans • Know the answers to common employer questions about Veteran and disability employment, such as: • Workplace accommodations • Costs, liabilities and return on investment • Candidate qualifications and capabilities • Stigma and employees with psychological health injuries and mental health concerns • Staff training and disability-friendly workplaces

15. Final Thoughts – regarding injured returning Service Members • The injuries related to military service (physical, psychological health and cognitive) are “acquired injuries.” Allow the Veteran time to figure out what his or her mind and body can do again. • Every employee with a TBI or PTSD is an individualand therefore a strategy you try with one individual may not work with the next. • You don’t need to have all of the answers! Trial and error is often the best practice…so long as the Veteran is part of the process. • Workplace supports and accommodations create a welcoming and productive environment (for all employees).

16. For more information: • Project Lead: Michael Reardon • U.S. Department of Labor • Office of Disability Employment Policy • (202) 693-7853 - reardon.michael@dol.gov http://www.americasheroesatwork.gov Email: AmericasHeroesAtWork@dol.gov

17. Military Recruitment& Retention Initiatives

18. Our Company Sodexo • A leading provider of integrated food and facilities management services. • Present in 80 countries • Consumer impact >40 million people • Revenues of $20.5 billion Société d'Exploitation Hôtelière “A Company of Service and Hospitality" page 18

19. Our Company Our product to our clients is our people; our ability to source, attract, and retain talented employees is pivotal to our company’s success. • 120,000 employees • 6000 facilities • Serve organizations in 6 business lines: • Campus Services • School Services (K-12) • Corporate Services • Laundry & Linens Services • Government Services • Healthcare • Innovative service solutions: • Food Services • Clinical Nutrition • Environmental Services (housekeeping) • Facilities Engineering • Asset Management • Service Response Center page 19

20. Our Company and Diversity Fortune – Worlds Most Admired Companies SHRM - Human Capital Leadership Award for Innovative Business Solutions Diversity, Inc. - #1 Company for Recruitment & Retention CollegeGrad.com - Top 50 Employers for Entry Level Jobs; Top 200 Intern Employers Diversity Edge Magazine -Best Companies Diversity Hispanic Business Magazine -Top 60 Diversity Elite Employer GI Jobs - Top Employer; Top 100 Military Friendly Employer Latina Style - 50 Top Companies to Work For in the US Black Collegian - Top 100 Employers Award Black Enterprise – Best Company for Diversity Ere.Net – Recruitment Department of the Year Onrec.com - Most Innovative/Best College Recruitment Program page 20

21. Key Program Elements • Engage Existing Veterans and HONOR members • Communications / Branding • Recruiter and Hiring Manager Training • Job Postings / Websites • Military / Veteran Association Career Fairs page 21

22. Key Program Elements • Engage Existing Veterans and HONOR members • Communications / Branding • Recruiter and Hiring Manager Training • Job Postings / Websites • Military / Veteran Association Career Fairs page 22

23. Sodexo proudly serves and employs the heroes who protect our freedom Your military background translates into success with Sodexo: You recognize the importance of teamwork and employ it every day You thrive on new assignments and the challenges of new locations Your have developed skills such as leadership, project management, drive and dependability, and integrity, that are essential for the corporate world Sodexo has long supported its more than 3000 veterans, guard members and reservists. We are a proud recipient of the ESGR Pro-Patria Award and a G.I. Jobs Top 100 Military Employer for our company policies that support veteran employees. Sodexo is also a recipient of the Secretary of Defense Freedom Award, the highest recognition given to employers by the Secretary of Defense for exceptional support of our nation's defense. On November 11, 2009 - Veteran’s Day - Sodexo launched HONOR, our eighth employee network group to support our employees who have selflessly served and who continue to serve our country in the armed services. The Mission of HONOR:The mission of the Military Network Group is to provide support, guidance and resources to employees and families connected to the military by offering development opportunities, providing a forum to recognize and celebrate contributionsmade to our country, and establishing partnerships with community groups that support veterans, active duty, National Guard and military reserve. Whether you have a connection to the Military or if you are just looking for a new Diversity experience, you’re invited to be a part of the HONOR Military Network Group. page 23

24. Military Network Group Goals page 24 To provide an inclusive environment for military and veteran employees that will lead to strategies toward recruitment, engagement and retention. To celebrate, share and learn about “the military experience.” To leverage the military and veteran experience for individual growth and development as well as increase productivity and growth for Sodexo. To help identify and promote the appropriate training of Sodexo employees and managers. To educate the Sodexo community on the issue of awareness and the value of embracing an inclusive culture as these issues relate to military veterans. To expand Sodexo’s involvement in the community related to providing education about and supporting military and veteran initiatives. To provide mentoring opportunities for Sodexo military and veteran employees .  To provide support for the Armed Forces families in time of need.

25. HONOR Organization Structure Executive Sponsor Michael Montelongo Executive Sponsor Greg Verone Subarna Malakar Dir. ENG National Chair Chuck Wooten Office of Diversity National Co-Chair Felicia Brown Community Outreach Sub-Committee William Clapp Communication Chair Julie Branham Treasurer Sue Wetherwax Membership Chair Anthony Scarpino Secretary Tiffany Pourner Recruitment and Retention Sub-Committee Mark Stewart Awareness and Skills Sub-Committee Andy Whisnant Regional Chair/ Co-Chair Regional Chair/ Co-Chair Regional Chair/ Co-Chaiir Regional Chapters page 25 page 25

26. Sodexo Organization for disAbilities Resources • Sodexo Organization for disAbilities Resources (SOAR) to raise awareness, provide education and resources, and proactively provide outreach to create a culture that embraces, values, and fully utilizes persons with disabilities – by enriching the communities and clients we serve and positively contribute to Sodexo's growth and long term success. • Accommodations • • Accommodations task force will review non-routine accommodations requested at Sodexo or provide a resource to managers with questions on accommodations. • • ADA online course for Sodexo managers. • • JAN links on SOAR SodexoNet webpage offers creative ideas for accommodations and gives examplesof effective accommodations in the workplace. • Community Outreach • • Project Search is a school to work program for high school students with disabilities. SOAR is working with Project Search on a customized Project Searchprogram called STRIDe (Sodexo Training and Recruitment for Individuals withDisabilities) program. • • USBLN annual conference to learn more about workplaces, marketplaces, and supply chains where people with disabilities are respected for their talents. SOAR, working with Sodexo, is pursuing being a Corporate Partner in the Disability Supplier Diversity Program. • Education • • Discussion Series for Caregivers of Adults • • Disability is Natural webinar • • Sharpen your Skills around working with People with Disabilities series of Skillport classes • • LifeWorks supports Sodexo with useful information and resources for issues related to disabilities including veteran and transitioning soldier issues of PTSD and TBI. page 26

27. LifeWorks materials • Articles • Building the Resilience of Your Military Family • Creating a Family Emergency Plan • Culture Shock • Finding Strength in Community and Family • Having a Baby When Your Spouse Is Deployed • Holiday Stress and Deployment • Keeping and Creating Family Rituals While You're Deployed • Maintaining a Strong Relationship Through Deployments and Separations • Maintaining a Strong Relationship with Your Guard or Reserve Spouse • Preparing for Deployment:  The Home Side • Returning Home from Deployment as a New Father • Single Parenting While Your Spouse Is Deployed • Supporting Employees Returning from Military Duty • Teenagers and Deployment • Ways to Support a Co-Worker or Friend Whose Loved One Has Been Deployed • What to Send Someone Who Is Deployed • When Your Son or Daughter Is Deployed • When Your Spouse Goes on a Repeat Deployment • Booklets and recordings • Coming Home (booklet) • Finding Strength in Family and Community (CD) • These Boots:  A spouse's guide to stepping up and standing tall during deployment (CD) • Other resources • Quick Tips for Spouses of Service Members Coming Home • Video:  Returning Home from Deployment • Video:  Welcoming Your Loved One Home After Deployment • Final Wishes Form • Information and Records Inventory page 27

28. Key Program Elements • Engage Existing Veterans and HONOR members • Communications / Branding • Recruiter and Hiring Manager Training • Job Postings / Websites • Military / Veteran Association Career Fairs page 28

29. Communications & Branding Military Microsite (www.sodexohiresheroes.com) Holiday eCards New Hire Welcome Cards Article & Speaking Contributions (The Boot; GI Jobs; ERE) Actively engage internal and external audiences in recruitment and outreach Career specific messages Veteran issue updates Military recruitment initiatives Profiles (micro site, video, press interviews) Outreach to personal / professional networks Involvement in Career Fairs locally Training offered on Demand and live webinars page 29

30. Value of Military Service “It provided me with structure, accountability, maturity and people skills.” – Ed Lewandowski, Area Support Manager, Environmental Services, Healthcare “The diverse population… and the opportunity to live in a variety of places prepared me for the unique challenges of working with a large multi-national corporation and a diverse employee population. I learned adaptability, adjusting quickly to change, and how to quickly respond when necessary to meet the challenges of my career. “ - Tiffany Pourner, HR Manager, Corporate Services “Organization for starters! Being regimented in that any project or tasking was completed with strict attention to detail which came naturally being in the military.” - Richard Cestaro, Executive Chef, Corporate Services page 30

31. Key Program Elements • Engage Existing Veterans and HONOR members • Communications / Branding • Recruiter and Hiring Manager Training • Job Postings / Websites • Military / Veteran Association Career Fairs page 31

32. Military Sourcing TeamStatement of Purpose To reach out proactively to Active, Reserve and National Guard service members and Veterans for increased inclusion in employment opportunities with Sodexo. To provide support in the career process to internal Sodexo Veterans and encourage referrals. Define veteran sourcing and outreach strategies. Define the internal communication, education and recruitment tactics. page 32

33. Business Line Regional Outreach Targeted outreach and sourcing for veteran candidates. Commitment to interviewing and potentially hiring new manager into one account region. HR Managers in Partnership with Hire Heroes USA. Commitment from each regional HRD to hire one management trainee. Two HRDs and Training Account Manager identifying potential resource candidates. Outreach to Veterans. Outreach efforts to the Navy Nuclear and Submarine Units to place candidates within Facilities/Engineering positions throughout Sodexo. page 33

34. Basic Training - 101 • Total U.S. veteran population: 23.6 million • Diversity of U.S. veterans • 7.6% Women • 10.2% African American • 4.7% Hispanic • 1.3% Asian/Pacific Islander • 0.7% American Indian/Alaska Native • Veterans re-entering the workforce • 10.7 million - number of Veterans 18 to 64 in the labor force in 2007 page 34

35. Basic Training - 101 • Of 7,000+ job titles in the military, more than 80% have an equivalent civilian position. page 35

36. Basic Training - 101Why Hire Veterans? • Accelerated learning curve • Leadership • Teamwork • Diversity and inclusion in action • Efficient performance under pressure • Respect for procedures • Technology and globalization • Integrity • Conscious of health and safety standards • Triumph over adversity page 36

37. Key Comparisons - 201 page 37

38. Key Comparisons - 201 page 38

39. Enlisted Grades Crosswalk - 201 page 39

40. Officer Crosswalk - 201 page 40

41. Warrant Officer Crosswalk - 201 page 41

42. Occupational Skills - 201 • Every service member is trained in at least one occupational skill • Each branch uses skills codes to classify occupational skills • Resources • http://online.onetcenter.org/ • http://www.taonline.com/ page 42

43. Screening Military Candidates - 301 • Your role as “translator”: • Time in service & rank obtained • Military courses, education, schools with specific certifications noted • Number of direct reports and leadership responsibilities • Performance management • Coaching • Job training • How military service has prepared them to lead in the civilian arena • Demonstration: • Take sample resume and discuss highlights to point out to Hiring Manager • Outline key experiences and characteristics to help present candidate to hiring manager • What barriers might you face in presenting military veterans to a hiring manager? page 43

44. Educating the Candidate • The importance of work experience, internship and mentorship opportunities • Managing expectations of “entry level” leadership • Job search tools • Veterans Resources • Civilian Job Search • Networking • Veteran Community • Employer Community • Communication is a shared responsibility • Resume • Interview page 44

45. Key Program Elements • Engage Existing Veterans and HONOR members • Communications / Branding • Recruiter and Hiring Manager Training • Job Postings / Websites • Military / Veteran Association Career Fairs page 45

46. Anthony ScarpinoSenior Director Talent Acqusitionanthony.scarpino@sodexo.com