MSEEZ Playbook

MILITARY SPOUSE ECONOMIC EMPOWERMENT ZONES A CO MMITMEN T TO MI LI TA RY S PO US E EMPLOYM E N T

I. ABOUT MSEEZ Mission & Vision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

ABOUT HIRING OUR HEROES

Goals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . X

Hiring Our Heroes, a program of the U.S. Chamber of Commerce Foundation, launched in March 2011 as a nationwide initiative to help veterans, transitioning service members, and military spouses find meaningful employment opportunities.

Working with the U.S. Chamber of Commerce’s vast network of state and local chambers and strategic partners from the public, private, and nonprofit sectors, our goal is to connect America’s most talented workforce with great businesses across the country.

I I . M I L I TA R Y S P O U S E R E C R U I T M E N T : W H Y A N D H O W The Case for Military Spouse Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Connectiong with the Military Spouse Talent Pool . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Onboarding and Retaining Military Spouses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

III. MSEEZ WORKING GROUPS Composition, Roles, & Responsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

HOH MILITARY SPOUSE PROGRAM

Initial Working Group Meeting Worksheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

The Hiring Our Heroes (HOH) Military Spouse Program is dedicated to measurably impacting military spouse unemployment and underemployment by aligning with the HOH strategies of grassroots engagement and public-private partnerships. Also in collaboration with the U.S. Chamber of Commerce’s vast network of state and local chambers and strategic partners from the public, private, and non-profit sectors, our goal is to advance the narrative across America about the value of military spouses in the workplace and connect military spouses with continuous and meaningful employment opportunities.

Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

MILITARY SPOUSE ECONOMIC EMPOWERMENT ZONES Military Spouse Economic Empowerment Zones (MSEEZ) are focused on combatting the economic impact military spouse unemployment and underemployment have on 21st century military families by facilitating collaboration between local and national employers, educational institutions, and community resources. MSEEZ build robust employment networks for military spouses and develop workforces across the United States.

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MISSION & VISION

ABOUT MSEEZ

Military Spouse Economic Empowerment Zones MISSION STATEMENT Hiring Our Heroes' Military Spouse Economic Empowerment Zones (MSEEZ) develop workforce solutions for military spouses at the grassroots level through collaboration with government, industry, and nonprofit partners.

OUR VISION MMSEEZ will harness the power of local working groups to identify unique challenges that military spouses face in each distinct location. The ultimate focus of working groups will be to hire, train, and advocate for military spouses. Hiring Our Heroes recognizes that different states and regions face different barriers; through this grassroots approach the working groups can develop tailored solutions.

The working groups also act as a network of employers and service providers that can be utilized by the local Military Spouse Professional Networks (MSPN) for career opportunities, training, and an opportunity to expand their local contacts in a new location.

LEARN MORE To inquire about MSEEZ launch and sponsorship opportunities, please reach out to the Hiring Our Heroes Military Spouse Program at HOHMilSpouse@uschamber.com.

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GOALS BACKGROUND

MSEEZ are designated all over the country, and each zone has its own unique barriers to

In 2018, Hiring Our Heroes (HOH) Military Spouse Program launched 8 Military Spouse

military spouse employment. In an effort to provide guidance, but not impede creative

Economic Empowerment Zones (MSEEZ) across the country. Each location was chosen

solutions, Hiring Our Heroes has designated 3 overarching goals.

for having a high population of military spouses and a strong commitment from the community to improve employment opportunities for this underserved population.

In 2019, the program expanded to include 4 more statewide MSEEZ that are within the top military populated states and one state that is focusing its efforts on the National Guard and Reserve populations.

In order to maintain the MSEEZ designation, each working group must meet a minimum of quarterly and work towards the MSEEZ goals.

TO H IR E

TO T R A IN

TO ADVOCATE

CURRENT LOCATIONS

Olympia, WA

Some examples and best practices seen executed in the existing MSEEZ are:

State of Washington

• HIRE

Spokane, WA

• Commit to and publicize the Hiring 100K Military Spouses initiative

Leavenworth, KS

• Conduct informational interviews for job seeking military spouses

State of Wisconsin

• Execute military spouse focused hiring events • TRAIN State of Virginia Northern Virginia Central Virginia

• Deliver industry training for military spouses on opportunities and job skills • Provide training for hiring managers and applicable staff on military spouse resumes and benefits to hiring military spouses

Hampton Roads State of North Carolina

Southern Nevada

• ADVOCATE • Focus on fellowships; identify opportunities for spouses to integrate into these

Augusta, GA

programs locally

State of Georgia

• Develop military spouse hiring initiatives • Encourage states to incentivize military spouse hiring

San Diego, CA El Paso, TX

San Antonio, TX Tampa, FL

Colorado Springs, CO State of Texas

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RECRUITMENT

M I L I TA R Y S P O U S E RECRUITMENT

The Case for Military Spouse Employment

M

ILITARY SPOUSES represent an untapped segment of the workforce of the future. They provide employers

with a rich talent pool of diverse and versatile candidates with an exceptional level of grit.

What the

MILITARY SPOUSES ARE OFTEN OVERLOOKED AS CANDIDATES BECAUSE THEIR RESUMES “CONFUSE” EMPLOYERS.

DATA TELL US

MILSPOUSES IN THE WORKPLACE

They may have frequent relocations, multiple

Our 2017 military spouse-focused

short-term positions, gaps in employment,

employment survey, Military Spouses in

career path changes, and varying levels of

the Workplace, showed a military spouse

experience versus showing a traditional career path. Ask about their depth of experience to

unemployment rate of 16%. Twenty-

learn how they can contribute to your business

nine percent of military spouses report

and why they want to join your team.

a consistent four to six month gap in employment as a result of relocation.

Companies often say their people are their most valuable assets; military spouses are people of

69 % REPORT HAVING MORE EDUCATION AND EXPERIENCE THAN REQUIRED FOR THEIR CURRENT POSITION.

the highest caliber.

THEY ARE COMPETITIVE, DRIVEN, ENTREPRENEURIAL, RESILIENT, AND CREATIVE PROBLEM SOLVERS.

As America’s gig economy grows and the workforce continues to shift toward

They have taken on a lifestyle many would

freelance, project-based, short-term

decline and have been and continue to be

employment, military spouses are the

the backbone of our nation’s forces. They are

model of the pipeline of talent positioned

constantly forced out of their comfort zones yet

to build the nation’s workforce.

perform and thrive in facing the unknown.

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RECRUITMENT

RECRUITMENT

Connecting with the Military Spouse Talent Pool

Onboarding and Retaining Military Spouses

“IF YOU HAVE A MILITARY HIRING INITIATIVE THAT DOESN’T INCLUDE SPOUSES, YOU ONLY HAVE HALF OF A PROGRAM." • Eric Eversole, President, Hiring Our Heroes

D

O YOUR MILITARY spouse

Collaborate.

recruiting efforts need a boost? Try

DON'T reinvent the wheel by building a program from scratch.

implementing these strategies.

DO connect with HOH's Military Spouse Employment Advisory Council partners to learn about and continue to develop best practices in military spouse employment..

Get military spouses out of the fine print.

DON'T add "and military spouses" to your veteran hiring initiatives and collateral.

DO create a separate platform with clear messaging as to why you value military spouses on your teams and recognize them independently from veterans.

Connect with military spouses at the local level.

DON'T miss the opportunity to participate in Hiring Our Heroes event throughout the year. HOH hosts multiple hiring fairs and special events specifically for military spouses across the country. Attend as many of these free events as possible and ask how you can be more involved.

Interview military spouses.

DON'T bypass a candidate because you are confused by a resume with short-term experiences, gaps in employment, or career path changes.

Developing your workforce DON'T lump military spouses in veteran, working moms, or women’s cohorts.

DO implement support networks scaled to meet the needs of military spouses. Not all military spouses are veterans or women. Connect a new military spouse employee with a current military spouse employee.

GET CONNECTED

Interview military spouses DON'T assume military spouse employees know they are supported in the workplace. Military spouses have hesitated to self-identify for decades due to discrimination as a result of frequent relocation.

DO conduct focus groups with current military spouse employees. Encourage honest dialogue to demonstrate acceptance of the military lifestyle and welcome the sharing of experiences.

Learn more about HOH hiring events at

HiringOurHeroes.org/events Learn more about HOH's MSPN at

HiringOurHeroes.org/MSPN

DO get involved with HOH's Military Spouse Professional Network.

DO create a separate platform with clear messaging highlighting why your organization values military spouses on your teams and recognize them independently from veterans.

DO leverage HOH's digital tools and referral network.

HOH'S MILITARY SPOUSE PROFESSIONAL NETWORK (MSPN)

GET INVOLVED WITH MSPN

HOH MSPN locations are local cohorts of career-minded military spouses in approximately 50

HOST informational interviews with military spouses and MSPN members to share information about your

regions worldwide. Local networks meet monthly and provide military spouse professionals

organization, employment needs and trends, and meet military spouse candidates through the local HOH MSPN.

with a community of peers; professional development opportunities; connections to local industry, civic, and military leaders; and referrals to additional professional resources to measurably reduce gaps in employment and income. Network locations serve as a direct pipeline of experienced and educated talent to employers in their respective region.

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SUPPORT MSPN events by providing career development advice such as current trends in resumes, interviews, and salary negotiation.

LEVERAGE MSPN to promote training opportunities and job openings for direct referrals to talent.

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WORKING GROUPS

MSEEZ WORKING GROUPS

Solidifying the Committment

M

SEEZ WORKING GROUPS drive each local MSEEZ. Use the information below to learn about working groups.

WHO PARTICIPATES IN THE WORKING GROUPS? • Local Industries • Industry partners must make a Hiring 100K commitment • Civic Entities (City/State/Workforce/VA, etc.)

• Service Organizations • Installation Partners (if applicable)

EXPECTATIONS OF WORKING GROUP CHAIR(S) The Chair(s) will support the work of Hiring Our Heroes and provide on-site leadership and governance for the MSEEZ Working Group. The responsibilities of the Chair(s) will include, but are not limited to: • Serve as the main point of contact for the Working Group • Develop statewide or regional MSEEZ strategy and goals with MSEEZ Program Director and Committee Chairs • Assist MSEEZ Program Director in identifying and recruiting Working Group members • Lead Working Group meetings and follow up on action items • Attend annual in-person MSEEZ Chair meeting and semi-annual virtual meetings • Represent the MSEEZ at employer events and deliver remarks (as needed)

WORKING GROUP COMMITTEES The Committee Chairs will support the Working Group Chair(s) and will lead the working group’s 3 Committees, which are aimed at achieving the 3 goals of each MSEEZ: 1) Hiring Committee

2) Training Committee

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3) Advocacy Committe

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S TAT E W I D E W O R K I N G G R O U P S

REGIONAL WORKING GROUPS

Roles & Responsibilities in Statewide Working Groups

Roles & Responsibilities in Regional Working Groups

D

D

URING THE INITIAL WORKING GROUP MEETING, using the MSEEZ Initial Working Group Meeting Worksheet (page 16-17), each MSEEZ will define the opportunities/goals for each of these Committees.

RESPONSIBILITIES OF STATE-LEVEL CHAIR(S)

URING THE INITIAL WORKING GROUP MEETING, using the MSEEZ Initial Working Group Meeting Worksheet (page 16-17), each MSEEZ will define the opportunities/goals for each of these Committees.

RESPONSIBILITIES OF THE COMMITTEE CHAIRS

The responsibilities of the Chair(s) will include, but are not limited to:

The responsibilities of the Chair(s) will include, but are not limited to:

• Provide overarching support to regional MSEEZ locations, ensuring regional Working Groups align

• Convene their committee prior to the quarterly working group meeting

with the MSEEZ goals: Hire, Train, and Advocate.

• Assist MSEEZ Program Director and Chair(s) in identifying and recruiting Committee members

• Collaborate and offer strategic level guidance during quarterly meetings with regional Working

• Brief their committee’s progress to the larger working group

Group Chair(s).

• Represent the MSEEZ at employer events and deliver remarks (as needed)

• Drive annual planning goals, providing guideposts to regional Chair while maintaining an environment for regional Chairs develop grassroots solutions.

EXPECTATIONS OF WORKING GROUP MEMBERS

EXPECTATIONS OF REGIONAL CHAIRS COLLABORATING WITH STATE-LEVEL MSEEZ

• Commit to the Hiring 100K Military Spouses initiative (Industry only) • Ensure representation at quarterly Working Group meetings

• Act as subcommittee members to the state-level Working Group • Convene quarterly with State Chairs to provide progress reports on MSEEZ goals, address challenges requiring State Chair guidance, and collaborate on the military spouse employment initiatives.

• Identify and recruit other Working Group members • Identify employment resources and hiring events for inclusion on the MSEEZ Webpage • Participate as an industry mentor during Hiring Our Heroes’ AMPLIFY sessions (if available) • Participate as a host company for military spouse fellowships (if available)

NOTES

NOTES

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MSEEZ INITIAL WORKING GROUP MEETING

MSEEZ INITIAL WORKING GROUP MEETING

L O C A T I O N |

L O C A T I O N |

D AT E

ACTIVITY 1: GAP ANALYSIS Identify Barriers to Military Spouse Employment

Identify Existing Local Resources available to

in your location:

advance Military Spouse Employment:

Opportunities to close gaps that remain:

D AT E

Advocates Subcommittee Chair(s): What are opportunities/goals for this subcommittee?

NEXT STEPS: Identify Industries present in Working Group:

Industry

Companies Represented

ACTIVITY 2: DEVELOP GOALS Hire Subcommittee Chair(s): What are opportunities/goals for this subcommittee?

Who is missing?

DATE OF NEXT MEETING: Train Subcommittee Chair(s): What are opportunities/goals for this subcommittee?

Sign up for a Hiring 100K Commitment at HiringOurHeroes.org/hiring-100k

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2 0 2 0 S U G G E S T E D S TAT E - L E V E L M S E E Z M E E T I N G A G E N D A

2020 SUGGESTED REGIONAL MSEEZ MEETING AGENDA

1st Quarter Working Group Meeting

1st Quarter Working Group Meeting

• Share and commit to 2020 mission/vision/goals

• Share and commit to 2020 mission/vision/goals

• Regional MSEEZ Chairs provide goals and challenges update (Hire, Train, Advocate)

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• Provide update on engagement with key state stakeholders

• Plan joint MSEEZ/MSPN event • Reassess documented employment challenges

JOINT MSEEZ/MSPN EVENT EXAMPLES: 2nd Quarter Working Group Meeting

2nd Quarter Working Group Meeting

• Regional MSEEZ Chairs provide goals update (Hire, Train, Advocate)

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• State Chairs provide progress report on challenges

• Guest Presenter on military spouse employment • Recap and Lessons Learned: Joint MSEEZ/MSPN event

3rd Quarter Working Group Meeting

brainstorming assistance.

WORKFORCE DEVELOPMENT TOPIC EXAMPLES:

3rd Quarter Working Group Meeting

• Regional MSEEZ Chairs provide goals and challenges update (Hire, Train, Advocate)

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• Provide update on engagement with key state stakeholders

• Plan joint MSEEZ/MSPN event • Reassess documented employment challenges

4th Quarter Working Group Meeting

4th Quarter Working Group Meeting

• Regional MSEEZ Chairs provide goals update (Hire, Train, Advocate)

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• State Chairs provide progress report on challenges

• Guest Presenter on military spouse employment

• Establish mission/vision/goals for 2021

• Recap and Lessons Learned: Joint MSEEZ/MSPN event • Establish mission/vision/goals for 2021

Connect with the Hiring Our Heroes Military Spouse Program HOHMilSpouse@uschamber.com 18

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Lunch & Learns, networking receptions, open houses, reverse hiring fairs, etc. Contact the Military Spouse Program team at Hiring Our Heroes can for

Earn and Learn opportunities, Leveraging Workforce Development Funds, and the Future of Work.

EXAMPLES OF PRESENTERS INCLUDE:

Department of Commerce, Economic Development, Small Business Administration, Department of Labor, Society for Human Resource Management, and organizations with spouse hiring initiatives.

Connect with the Hiring Our Heroes Military Spouse Program HOHMilSpouse@uschamber.com 19

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