02/01/2025
Providing Career Services for Military Spouses
By Britt Feldman
Employment Challenges Faced by Military Spouses
The ability of a military spouse to build his or her career is often impacted by frequent relocations, unpredictable schedules, and prolonged periods of separations due to deployments. Research shows that the unemployment rate for military spouses is approximately 21%, which is significantly higher than the national average (U.S. Department of Defense, 2021). Underemployment is also a significant issue since many military spouses are forced to accept positions that are below their qualifications and experience (Lim & Schulker, 2010).
The average military family moves every 2-3 years, consequently forcing the military spouse to leave their job and search for employment at the next duty station (U.S. Government Accountability Office, 2024). This type of change hinders promotional opportunities, often leaving the worker to start at the lowest level in their next position. In addition, military spouses that have occupations that require certifications and licenses may be required to recertify in the new state, leading to employment delays and additional costs. The Military Spouse Licensing Relief Act of 2023 (Veterans Auto and Education Improvement Act of 2022 (H.R. 7939) (2022) Public Law No: 117-333) provides help with additional costs and promotes work towards interstate compacts, expedited applications, temporary licensure, or reciprocity, however these issues continue to present significant challenges for the spouse during their transition.
Military spouses may also face bias from employers who may view them as unreliable, or unavailable for long-term employment. This misconception often perpetuates the issues of unemployment and underemployment for military spouses, despite their abilities and educational backgrounds.
Frequent or lengthy military deployments can also impact the ability of the military spouse to remain employed. Deployments require the military spouse to take on the full responsibility of managing the household, including child or elder care, which can impact their availability for employment. These spouses may be forced to choose to work part-time or temporarily leave the workforce.
Although policymakers are beginning to address the employment challenges that military spouses face, Career Service Providers can help clients by recognizing these obstacles and working with them in a holistic manner to help clients navigate employment transitions more effectively.
Career Services Providers who understand the unique challenges that military spouses face can support them in many ways, such as helping them identify remote and portable careers and providing military friendly resources. The military lifestyle can also lead to high levels of stress and burnout and addressing the spouses’ personal as well as professional issues can support the client in a holistic manner. The Career Service provider can also encourage these clients to view their unique lifestyle as a skill, which can enhance confidence and resilience as they embark on their journey.
Career Resources for Military Spouses
As policy makers continue to address the unique employment challenges Military Spouses face, it is imperative that each Career Service Provider is aware of the free resources that will support their career advancement (Shinego, 2024). Below is a list of resources to be familiar with.
- Military Support Centers have trained professionals that can assist military spouses individually or through group instruction with a variety of employment supports.
- Military Spouse Employment Partnership (MSEP) is a Department of Defense initiative that connects military spouses with over five hundred employers that are committed to hiring and retaining military spouses.
- My SECO (Spouse Education and Career Opportunities) is a Department of Defense initiative that provides military spouses education and career guidance, such as:
- My Career Advancement Account (My CAA) is a scholarship program that provides up to $4,000 in financial assistance to eligible military spouses pursuing certifications or associate degrees in portable career fields.
- Individualized Career Coaching and Counseling at any stage of their career journey.
- Military Spouse eMentor which connects spouses with mentors in their field of interest.
- Career Accelerator Pilot Program is a 12-week paid fellowship program with employers in various industries.
- Onward to Opportunity (O2O) is a career training and employment program that provides military spouses, service members, and veterans with free professional certification courses and job placement assistance.
- Hiring Our Heroes’ Military Spouse Fellowship Program is a paid fellowship that offers military spouses direct work experience in various industries. In addition, Military Spouses have access to job fairs, fellowships, coaching, and a supportive network of employers.
- LinkedIn Premium free one-year subscription is available to military spouses when they have relocated due to a permanent change of station, or they are within one year of separating or retiring from the military.
- Military Spouse Hiring Preferences allows government agencies to hire military spouses through the Military Spouse Noncompetitive Appointment Authority and the Military Spouse Preference Program to give them a competitive advantage in the hiring process.
- Military Spouse Licensure Reimbursement Program is designed to reimburse, up to $1,000, of costs associated with obtaining or maintaining professional licenses and certifications when they change duty stations.
These resources offer vital support for military spouses that empower them to pursue stable, fulfilling careers despite the challenges of the military lifestyle. As a Career Service Provider, it is our ethical responsibility to offer culturally competent services tailored to the military lifestyle and to empower military spouses to achieve meaningful, sustainable careers.
References
Lim, N., & Schulker, D. (2010). Measuring underemployment among military spouses. RAND Corporation. https://www.rand.org/pubs/monographs/MG918.html
Shinego, W. (2024). Defense leader highlights support for military spouse employment at AUSA forum. U.S. Department of Defense. https://www.defense.gov/News/News-Stories/Article/Article/3936086/defense-leader-highlights-support-for-military-spouse-employment-at-ausa-forum/
U.S. Government Accountability Office. (2024). Military spouse employment: Part time workforce characteristics and perspectives. https://www.gao.gov/products/gao-24-106263
U.S. Department of Defense. (2021). 2020 demographics profile of the military community. https://download.militaryonesource.mil/12038/MOS/Reports/2020-demographics-report.pdf
Veterans Auto and Education Improvement Act of 2022 (H.R. 7939) (2022) Public Law No: 117-333
Britt Feldman, LMFT, serves as the Regional Work and Family Life Coordinator for Navy Region Northwest, where she oversees the Family Employment Program. With over 26 years of dedicated service to the military community, Britt is passionate about supporting active-duty service members and their families in achieving their career goals and navigating their professional journeys. She can be reached at Brittfeldman@comcast.net
Mary M. Rydesky on Sunday 02/02/2025 at 02:45 AM
This topic is one that is important and that you address well! Please add the TEAMs resource (https://www.dol.gov/agencies/vets/programs/tap/teams-workshops), an excellent source of support for spouses.