Why Veterans Are a Vital Part of the DEI Conversation

With the current state of the nation, it seems the country is throwing out the baby with the bath water when it comes to any initiative associated with “Diversity, Equity, and Inclusion” (DEI). When we hear the phrase DEI, we often think about race, gender, LGBTQ+, disability (sometimes), and other traditionally marginalized groups. When it comes to nursing’s take on DEI, it seems we have stopped at ethnicity! However, a group seldom mentioned and often ignored in the DEI conversation are the VETERANS.

Veterans don’t always get recognized as a diverse group, but the truth is that their experiences and backgrounds are as varied as any other population. And once they leave the military, they face unique challenges in employment, healthcare, education, and simply adjusting to civilian life. So why aren’t they more front and center in DEI discussions?

I’m also going to preface this blog by saying that being inclusive of the veteran community in the DEI conversation does not mean we stop focusing on any other marginalized or minoritized communities.

One of the biggest challenges veterans face after service is finding meaningful employment. They’ve developed leadership, discipline, and technical skills in high-pressure environments—skills that would benefit any workplace. Yet, many veterans struggle to get hired because civilian employers don’t always understand how military experience translates to their industries.

That’s where laws like the Uniformed Services Employment and Reemployment Rights Act (USERRA) come in. This law protects veterans from discrimination in hiring and ensures they can return to their civilian jobs after being deployed. And then there’s the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), which requires federal contractors to actively recruit and hire veterans. These protections are great, but they only go so far—employers still need to do the work to understand and value military experience and culture.

Some companies are getting it right by creating veteran hiring initiatives and mentorship programs to help former service members transition into the workforce. In addition, they educate their workforce about the veteran community and military culture. That’s what true inclusion looks like—recognizing the value of veterans and making space for them. What inclusion does not look like is slapping a “VETERAN” badge buddy on your veteran workforce and calling it a day! You know who you are!

Another system still not where it needs to be is the veterans’ access to healthcare. Often assumed that all veterans receive care through the VA, this notion is actually false. First access doesn’t always mean easy access. Second, most veterans access to care in the civilian community. Third, some veterans are not eligible for care and benefits at the VA (a discussion for a different time). In addition, for veterans living in rural areas where VA facilities are far away or nonexistent, long wait times and long distances can make it hard to get the care they need.

Mental health is an even bigger challenge. PTSD, depression, and suicide rates among veterans are alarmingly high. While programs like the Commander John Scott Hannon Veterans Mental Health Care Improvement Act have expanded services, stigma and bureaucracy still make it tough for veterans to get the help they need.

And let’s not forget that some veterans—especially those with disabilities—face even more barriers. Laws like the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973 help ensure veterans with disabilities are protected in healthcare, employment, and education. But policy alone isn’t enough—there needs to be a real commitment to making sure veterans can actually use these resources without jumping through endless hoops.

That’s not the only place veterans face challenges. Veterans, although they have higher completion rates than their civilian counterparts, face many challenges in education. The Post-9/11 GI Bill is one of the best benefits out there for veterans, covering tuition and living expenses for higher education. But once veterans get to campus, they often feel like outsiders; sitting in classrooms as experienced adults with students significantly younger can often feel isolating, and faculty’s inability to relate or understand your needs as a veteran can often further keep veterans away from academic faculty and resources.

Although many colleges and universities have veteran resource centers or dedicated support for military-affiliated students, veterans are often older than their classmates, may have families to support, and are juggling work and school. The traditional college experience just wasn’t built with them in mind, making it that much more important for faculty to have an understanding of the veteran and military community.

Some schools are stepping up by offering veteran peer groups, career counseling, and mental health services tailored to their needs. My own university, where I was faculty, asked me to create a module as part of their inclusive teaching program for faculty so they can better understand the veteran community, the needs of veterans, and how they can create a more inclusive environment. These efforts are a good step toward real inclusion—making sure veterans aren’t just allowed in the room but actually feel like they belong there.

At the heart of DEI is the idea that everyone deserves a fair shot—at a job, at healthcare, at education, at being seen and valued for who they are. Veterans, in many ways, embody this fight for fairness.

But if we only talk about DEI in terms of race or gender and leave veterans out, we’re missing a big part of the picture. Veterans don’t fit into one mold—they’re men, women, LGBTQ+, people of all races and backgrounds, and people with disabilities. They bring unique skills and perspectives but also face real barriers that should be part of the DEI conversation.

Veterans aren’t just people who served—they’re people who are still serving their communities in new ways every day. Veterans don’t return home to integrate with federal agencies. They come home… they come back to their communities.