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President’s Letter

Think you know everything about all military spouse professionals? If this edition of our NMSN Career Connections and our year-long series of Military Spouse Highlights powered by USAA has taught me anything, it’s that if you’ve met one military spouse professional, you’ve met one military spouse professional. Our community is very diverse with different challenges and abilities. I’ve had the honor and privilege of interviewing nearly four dozen military spouses so far and it’s been eye-opening seeing all the amazing things they’re doing professionally and the different paths they took to get there. If you’re looking for some inspiration, check out their stories

And while it’s been wonderful getting to know so many fellow military spouses online, nothing beats making in-person connections at an old-school NMSN meet-up. Thanks to our friends at Wells Fargo, we were able to convene a fantastic panel to discuss Effective Networking in Every Situation followed by an opportunity to mingle with great people in a beautiful setting. It was an opportunity for people who are ready to take the next step in their professional lives to hear what it takes to get to that next level. Keep reading to learn more about the big takeaways and see pictures from the event.

As we close out 2024 and look forward to 2025, we hope to once again connect with many of you in person and online. The holidays can be a very stressful time for many of us—whether it’s because you’re missing someone from your holiday table due to a TDY or deployment, or whether it’s because you’re stressed because it’s such an uncertain time in our world. Just know that you’re not alone. Try not to isolate yourself. Give yourself the grace to do what you need to do to take care of yourself and don’t worry too much about other people’s expectations. Let’s all just do our best and reach out to those we trust when we feel alone or in despair.

I remember when we PCSed to Germany from Okinawa, Japan in the middle of the winter. When we left Okinawa, it was sunny, gorgeous and perfect light jacket weather. When we landed in Germany, it was rainy, gray and gloomy. We didn’t see the sun for six weeks. It was really difficult to get out of bed at times. On those days, we’d pile in bed and take turns listing off all the great things about living in Germany or things we were grateful for. Some days it was as lame as driving on the Autobahn or eating delicious doner kebabs, but it always served to make it easier to get out of bed. Sometimes those little actions mean everything when it comes to coping with life and everything that’s going on. Whatever it is, I hope you find something that helps ground you. And I hope that you’ll give yourself the same grace you extend to others.

Sue Hoppin Founder & President National Military Spouse Network

ADOPTING A ONE-SIZE-FITS-ONE MILITARY SPOUSE MINDSET

BY JENNIFER BARNHILL , EDITOR-IN-CHIEF OF NMSN’S CAREER CONNECTIONS

In May of this year Sue and I met with a group of military spouses, without agenda to let them tell us what their employment challenges were. The usual suspects were there: lack of child care and underemployment, but the thing that stood out the most was the diversity of their struggles and their real or perceived lack of choice. Here were the major themes they shared:

1. Lack of Role Models and Success Stories: One military spouse pointed out the absence of visible role models in the military spouse community who have successfully balanced their careers with military life. This absence makes it harder for others to envision a successful career path while supporting a spouse in the military.

2. Segmenting the Military Spouse Demographic: The discussion emphasized the importance of recognizing the different experiences within the military spouse community. For example, a spouse who marries young with limited education will face different challenges than one who marries later with advanced degrees and professional experience.

3. Child Care and Employment Decisions: Many military spouses face a difficult decision between working and staying home due to the high cost of child care. This financial burden often forces them out of the workforce, leading to long gaps in employment and a subsequent struggle to reenter the job market. However, not all spouses have children, making employment discussions that focus on child care alone too narrow to be useful.

4. Underemployment: Military spouses often find themselves taking jobs below their qualifications due to frequent relocations, lack of local job opportunities or the need to prioritize

their spouse’s military career. This results in frustration, as they see their professional peers advancing while they struggle to find meaningful work.

5. Overseas Challenges: For spouses stationed overseas, employment opportunities can be even more limited. The lack of jobs, coupled with legal and logistical barriers, creates significant obstacles to maintaining a career.

6. Data and Policy Improvements: The need for better data collection and policy interventions is a recurring theme. Spouses argue for more nuanced data that captures the diversity of experiences within the military spouse community. They also call for policies that address the specific needs of different groups, such as those living overseas or facing underemployment.

7. Cultural Misunderstandings and Stereotypes: Some spouses encounter stereotypes or low expectations from others, both within and outside the military community, about their employment potential. These misconceptions can limit opportunities and reinforce feelings of isolation or inadequacy.

According to psychologist Abraham Maslow’s hierarchy of needs, certain factors must be in place for individuals to survive and thrive. Food and shelter are foundational and a lack of these items may prevent individuals from truly thriving. Meaning and purpose can only be achieved once the base needs are met. However, Maslow also wrote, “Capacities clamor to be used, and cease to clamor only when they are well used. That is, capacities are also needs. Not only is it fun to use your capacities, but it is also necessary. The unused capacity or organ can become a disease center or else atrophy, diminishing the person.”

In studying this population I have realized that the solution presented for one military family may not work for another. This is why we need to get better at understanding the unique nature and countless variables that make us who we are. Military spouses are not all female, white, straight, stay-at-home moms. We are career-minded men and women, of a global cross section of not only American society, but the world. We need to get better at adopting a one-size-fits-one-person mindset. While not every program that serves us will be one-size-fits-all, the mindset can certainly change. And it starts with us. We need to stop assuming what worked for us will work for someone else. If the program that saved our career didn’t work for our neighbor, instead of convincing them of its value, we need to ask them why it didn’t work for them. We can certainly share our positive experience, but we have to get better at accepting the fact that their different experience doesn’t undermine our own.

One thing we all have in common is the military. And the military isn’t great at seeing our differences. That is why I believe it has to start with us. We need to see and support the areas we are different, not just celebrating our similarities.

We all just want to be seen as valuable, certainly for our concrete contributions, but also just as individual humans worthy of respect.

In her groundbreaking novel, The Feminine Mystique Betty Friedan cautions against, “The only way for a woman, as for a man, to find herself, to know herself as a person, is by creative work of her own. There is no other way. But a job, any job, is not the answer— in fact, it can be part of the trap. Women who do not look for jobs equal to their actual capacity, who do not let themselves develop the lifetime interests and

goals which require serious education and training, who take a job at 20 or 40 to ‘help out at home’ or just to kill extra time, are walking, almost as surely as the ones who stay inside the housewife trap, to a nonexistent future.”

While meaning is not only found in work, for military spouses who have been fighting to remain in, enter, reenter or move up within the workforce, the ability to work is not a guarantee or a choice we make freely.

“The big problem with the rhetoric of choice is that it leaves out power. Those who benefit from the status quo always attribute inequities to the choices of the underdog,” writes Pulitzer Prize nominee, Ann Crittenden. In the world of employment, military spouses are the underdog. That is why we have to push back on the rhetoric that says that “there’s a program for that, it worked for me.” Because just becomes a program works for some, does not mean it works for all.

If we don’t live up to our full potential as individuals there is a price. While some find this potential in remaining out of the workforce and happily working as an unpaid caregiver, others do not obtain fulfillment from this pursuit alone. Both the homemaker and the working spouse desire the freedom of choice. But this requires military compensation to allow for the flexibility to stay home and/or for the military to recognize—through policy and individual attitudes—that military spouses want and need to work. We need to get better at talking about why things may work for us, but not for our friends. It’s not because they are lazy and didn’t try. If things are not working we must stop and ask why.

Jennifer Barnhill is a columnist for military.com and the host of Military Dinner Table Conversations , a monthly reverse town hall with military families. She is a 2023 Bush Institute StandTo Veteran Leadership Program Scholar, the editor-in-chief of the National Military Spouse Network ’s Career Connections Magazine and the military spouse liaison on The League of Wives Memorial Project

Work Wardrobe

Decoded: What to Wear to Work Functions

BY ERIN HODGKINSON, STYLE ADVISOR

OFFICIAL FUNCTIONS

More formal functions typically necessitate attire that aligns with a polished dress code. Informal/business is often a reliable option, encompassing trousers, blouses, button-down shirts, closed-toe shoes and blazers or suits. This style strikes a balance between professionalism and sophistication, making it suitable for a variety of notable occasions.

SEMI-FORMAL AND FORMAL

DRESS CODES

What to wear and when? Casual, business casual, smart casual or formal that is the question. First and foremost always start with the dress code. If you are not sure what is expected, ask. A polished appearance conveys trustworthiness and reliability which all companies appreciate.

SUITED UP

Men’s suits are largely a matter of personal preference. Some men favor a relaxed, longer American fit, while others prefer a shorter hemline with a more tailored, slim Italian style. British suits tend to be more structured and classic. When it comes to footwear, options like tennis shoes and loafers are increasingly popular.

SOCIAL EVENTS

Casual dress means a relaxed yet puttogether appearance suitable for a work setting. Smart casual is the other safe and reliable choice. If you're concerned about being underdressed, consider pairing jeans with a collared or dressy top. Adding a cardigan or blazer can elevate your look and ensure you appear more polished.

TAKE IT EASY

When it's time to socialize with coworkers, it's perfectly acceptable to prioritize comfort and choose clothing that reflects your personality. Casual clothing styles often feature two of the most comfortable options: jeans and sneakers. These two versatile choices provide both style and ease, making them ideal for laid-back occasions.

OUT OF OFFICE CASUAL

BUSINESS AND SMART CASUAL

Team Building Events

Happy Hour Socializing

Potlucks

Volunteer Days

Casual Fridays

Birthdays

Erin Hodgkinson is an experienced vCommerce fashion stylist for HSN. She has supported the live show by dressing hosts and models.

• Sweatpants or Joggers: These are too relaxed for professional settings.

• Flip-Flops or Sandals: Often seen as too informal.

• Wrinkled or Dirty Clothing: Always ensure your outfit is clean and pressed.

• Graphics: CIothing with offensive language or controversial themes should be avoided.

Overcoming the “Military Spouse Wall”: Understanding Military Spouse Personas (Part 2 of 2)

BY SHELBY KEARNS

In Spring 2024, Career

Connections featured four spouses who fit into different “personas,” or the roles that military spouses fall into as they build their careers. We featured an entrepreneur, freelancer, stayat-home parent and licensed professional. Part two of this series introduces new personas: the all-of-the-above, a federal employee, an overseas spouse and a geo-bachelorette.

They share hopeful stories of coming into their personas and overcoming the “military spouse wall.” Originally an employment term called the “maternal wall”, this phrase describes employer bias toward parents, usually mothers, at various stages of their careers. Whether they’re re-entering the workforce after caring for children or working full-time while caring for children, mothers see their earnings, opportunities for promotion and job prospects take a hit when they come up against the maternal wall.

Military spouses—who are 90 percent female—similarly struggle in a workforce that, if not overtly discriminatory, too often fails to give them the flexibility they need for permanent change of station (PCS) moves, their

roles as solo parents during deployments and other demands imposed by military life. They face a military spouse wall. The following interviewees show the areas where the Department of Defense (DoD) and employers have been most helpful in addressing obstacles to military spouse employment. And when employers have not been helpful, these military spouses have, brick by brick, dismantled the wall themselves.

The All-of-the-Above: Nia Arrizon

Nia Arrizon, an Army spouse, does not fit into just one persona—she has experienced them all.

For the past twelve years, each duty station offered opportunities for Arrizon to advance in her career as a social worker. However, the support that she received along the journey varied widely.

“In a combat [military occupational specialty] (MOS) that is heavily needed, the hardship of the military lifestyle is still heavily influenced by the leadership that they have,” Arrizon said of her family’s ability to balance military duty with

other personal and professional obligations.

She recalls getting open heart surgery when her two oldest children were one and six years old. Arrizon’s mother had to travel from another state to help her recover.

Nia Arrizon is pictured with her husband and children after graduating from the University of Oklahoma with a master's degree in social work.

“My husband was scheduled to leave for his school, and his leadership denied rescheduling,” Arrizon said. “The night before my surgery, he was in the field … A few days after my surgery, I was just being released from the hospital, barely able to walk on my own.” As Arrizon recovered, her husband went straight from the field to his out-of-state school.

Other command cultures seemed to take a more holistic approach to the service member’s wellbeing by treating the service member’s needs and the family’s needs—including the spouse’s career goals—as inseparable. Arrizon says her husband has “had exceptional leaders [who] became like family.” At her family’s first duty station in Vilseck, Germany, she was also supported by civilian employees in working for the Child Development Center, the installation daycare facility. Although military spouses report difficulty in applying for federal jobs, especially overseas (more on that later), because Arrizon’s daughter attended the Center, its staff informed her of an opening and encouraged her to apply.

When Arrizon’s family PCSed to Fort Campbell, Kentucky, she worked at the installation’s Child Development Center and went back to school.

Arrizon took six classes taught by Child Development Center staff that doubled as professional development and credits towards a degree. With these credits, she earned an associate’s degree in child development.

“Then I thought, ‘Okay, well, what’s next? Where do I want

to end up?’ And so, I’ve always loved the field of social work and helping others,” Arrizon said. She continued to earn degrees in social work that culminated in a master’s from the University of Oklahoma.

While helping others, some of the jobs she has held worked to help her. Arrizon was once a caseworker at a homeless shelter near Fort Sill, Oklahoma, and her employer allowed her to bring her baby to work. The military spouse wall can leave spouses feeling left out of career fields that maintain rigid, linear paths. In social work, there’s no one path toward credentials and other career milestones.

“It’s very diverse,” Arrizon said. “You have those who are fresh out of college in their early twenties, and then you have those who … have been in the social work field for 20 years and are still passionate about social work.”

As her husband prepares to exit the Army, she’s working on upgrading her credentials from a licensed master social worker to a licensed clinical social worker and feels optimistic about obtaining employment in her new home state.

The Federal Employee: Julia Brischler

“Something that kept on coming up was gender-based violence,” said Julia Brischler, of the high rates of sexual assault and domestic violence she witnessed while working as a Peace Corps volunteer in Lesotho, South Africa, where she delivered health and social services to the Basotho people.

In Lesotho, Brischler reunited with her high school sweetheart, Nick, an Army helicopter pilot who she’s known since the first grade. He visited her from his duty station in Ansbach, Germany, and when Brischler finished her time in the Peace Corps, she married him and moved to Germany.

She continued her work in gender-based violence by applying for a position as a victim advocate with the Family Advocacy Program (FAP). This military-funded program “provides clinical and non-clinical services to prevent and respond to child abuse and neglect and domestic abuse” and “works with service members, their partners and family members to encourage healthy, abuse-free relationships and nurturing parenting.”

Julia and Army pilot husband, Nick, during a Family Day for the unit in Alaska.

“All the stars aligned,” Brischler said on the position opening. “I owe the military my career.”

The stars aligned again when Brischler and her husband PCSed from Germany to Fort Wainwright, Alaska. Fort Wainwright had an opening for Brischler’s exact position, so she applied before PCSing and was offered the position shortly after arriving at her family’s new duty station.

“It was easy for me to come on with my … knowledge from Germany and hit the ground running,” Brischler said. She is now a specialist for the FAP, a role that she says involves expertise “in all things family advocacy, but [with] more of a focus on prevention efforts,” including teaching classes on domestic abuse and child abuse prevention and reporting.

However, it is not always easy to break into the federal system, made more difficult by the fact that not all federal jobs recognize military spouse preference—a status that like veterans preference indicates military spouses will receive preference over others with equal qualifications. A 2023 executive order could improve military spouses’ ability to obtain federal employment. “The order aims to increase the number of federal jobs that provide hiring preference to military spouses” and “improve telework policies and capabilities to give spouses with government jobs flexibility as they move,” wrote Patricia Kime for Military.com.

In response to the executive order, the Office of Personnel Management published a strategic plan outlining initiatives to hire

military spouses. Making remote work available and creating specific goals for increasing the percentage of military spouse employees are strategies that some federal agencies have adopted, according to the Federal News Network. However, as of today, not all agencies have implemented these changes.

Being stationed outside of the continental United States can put one’s career on hold. Brischler is grateful that her job in Germany launched her career as a victim advocate and that working on the installation gave her insight into her spouse’s career. Her work exposes her to the stress and isolation experienced by military families, but Brischler said that she’s also joined a tight-knit community of service members, families and civilian employees. Although her husband exits the Army in May of 2025, Brischler plans to remain in her role.

“I feel like I’ve been invited into this world.”

The Overseas Spouse: Corey Eybers

When Corey Eybers first met her husband, Ralph, she was taken aback to discover that he was in the Navy. She calls herself a “Type A” personality who felt uncertain about the compatibility between her career as a science and math teacher and military life.

“But, you know, he was my person,” Eybers said. “I had my career, and he had his career.”

The couple married and Eybers moved to her husband’s duty station in Naples, Italy. As a teacher, before moving OCONUS, Eybers remained busy year-round

and used her summer breaks to work as a lifeguard. After over a year and a half in Italy, Eybers has yet to find full-time employment.

“So, I went from a hundred percent … to zero, and it was a huge shock,” Eybers said. She mentioned the Status of Forces Agreement (SOFA) between the governments of Italy and the U.S. limits available military spouse employment to jobs on the installation. Eybers said she believes the SOFA sets aside at least 70 percent of installation jobs for Italian citizens, leaving spouses with few openings.

Only recently were policies amended that allow military spouses to work remotely for U.S.based companies. If Eybers did find a remote teaching job, she said that the time zone difference would have her teaching in the evenings—something she’s reluctant to do.

Corey and her husband, Ralph, in Jacksonville Naval Air Station shortly before their wedding.

Even providing freelance services to other military spouses on the installation comes with limitations. Eybers used the MyCAA Scholarship to obtain personal training and other fitness-related certifications. However, the main network for advertising her personal training services—a military spouse Facebook page— prohibits promotional posts.

Eybers has also sought employment on the installation through USAJOBS, the site used to apply for positions with the federal government.

“It is not black and white,” Eybers said of the site. “It’s gray, pink, blue and purple. It is so confusing.”

She described an application process that is simultaneously too fast and too slow, giving candidates a 48-hour window to apply and then taking months to get back to them. Or candidates are given impossible tasks that, if not completed, restart the long application process.

In Eybers’ case, she applied to substitute teach at the installation school a year ago and hasn’t received an update on her application. Meanwhile, Eybers’ friend applied to substitute teach and was asked to provide her fingerprints within a week. Her friend was visiting the U.S. that week and couldn’t fulfill the request, so the hiring manager made her reapply for the position.

“They just never got back to her,” Eybers continued.

Eybers also applied for a lifeguard position at the recreation center pool. She is Red Cross-trained, with nearly nine years of combined experience as an ocean rescue and pool lifeguard, and a former

NFL lifeguard at the Jacksonville Jaguars’ stadium pool.

“I didn’t even get an interview,” Eybers said.

Despite the challenges of finding paid work, Eybers shared an upside to having more free time. “It’s forcing me to slow down,” she said of her period of selfdiscovery. She’s “learning to embrace the silence” and will bring the lessons of her temporary home of Naples, Italy, back to the U.S. “My cortisol isn’t up here anymore,” Eybers said. “I’ve kind of learned the va bene lifestyle.”

The Geo-Bachelorette: Peggy Kerber

Navy spouse Peggy Kerber has spent over a year as a geobachelorette. In the “geo-bach” arrangement, service members and their spouses become geographical bachelors and bachelorettes, living apart for reasons that include maintaining the spouse’s career or allowing children to attend the same school. According to research from Blue Star Families, nearly a quarter of military families geobached from 2015 to 2020.

Kerber is the human resources (HR) director for Warrior Service Company LLC, which subcontracts with the Department of Veterans Affairs (VA) to provide medical and accessibility equipment to disabled veterans. Her husband, Shane, is stationed at Naval Air Facility Atsugi in Japan. Given his deployment schedule he’s away roughly half the time Kerber decided to stay in Jacksonville, Florida, where the couple began their married life and where she has built her career and community.

“I had immigrated. I had gotten two scholarships. I had worked myself up the corporate ladder. Shane and I were earning comparable salaries,” Kerber said. She shared that, in their family, neither job is considered more important.

Kerber immigrated from South Africa and met Shane while completing her undergraduate degree at the University of West Florida in Pensacola. Shortly after her graduation, she moved in with Shane in 2017 while he worked at various installations in Jacksonville. Kerber then pursued military spouse-friendly graduate programs and, later, employment.

“I started messaging every single grad school … within a hundredmile radius,” Kerber said. “I didn’t care what the program was, didn’t care what I needed to study.”

Peggy and her husband (call sign 'Toto') at a Squadron dinner in Tokyo, Japan.

She obtained a master’s degree in HR from Central Florida’s Rollins College in 2018. Because Shane was still stationed in Jacksonville after he and Kerber married, she had a few years to establish herself in the area before he moved to Japan. Kerber’s employment contract allows her to work remotely, allowing her to work from home in Jacksonville with occasional visits to South Africa and Japan.

“Instead of … negotiating a raise, I negotiated additional [paid time off] PTO,” Kerber said. “The answer is always ‘No,’ unless you ask.”

But Kerber acknowledged that not everyone can plan ahead or reach agreements with employers before becoming a military spouse.

“I see these spouses that are now sitting in Japan at 22 years old,” Kerber said. “What did we all know at 22 years old? You don’t have the savvy or the experience to know that you have to do things well in advance or negotiate these things in your employment contract.”

And this is not just speculation. As part of her graduate coursework,

Kerber researched military spouse unemployment and underemployment. She found that “income potential … is very equal between spouses and their partner[s] up until about 24, 25.” The earnings gap starts to widen dramatically when the couple experiences major life changes moves to a new duty station, the service member’s increased leadership responsibility, the birth of a child, etc.

Kerber’s research informed her decision to geobach. Once a military spouse enters the realm of unemployment, Kerber said, “it is very, very difficult to come back from it.”

* * *

These interviewees demonstrate that military spouse “personas” and experiences are never the same. Employers, federal programs and a service member’s command present nexus points that can make or break a military spouse’s career. These stakeholders can make a military spouse’s career by offering remote positions and creative benefits—increased PTO in place of a raise, or letting employees bring

children to work in the absence of family support and affordable child care. Alternatively, they can break a military spouse’s career by upholding confusing and timeconsuming application processes.

Military spouses, no matter their persona, find themselves recovering from periods of unemployment the military spouse wall and forced to decide how to navigate the very unique circumstances before them. Each stakeholder makes decisions that either build up the military spouse wall or tear it down. Each must ask themself, “Do I want to break down walls or build them?”

Shelby Kearns is a freelance writer who has contributed to Fairer Disputations , America Magazine , The American Spectator, and Front Porch Republic (forthcoming). She is on the editorial board of Commonplace , the journal of the Catherine Project. Shelby lives in Central Florida with her husband, Matthew, an Army veteran.

5 Reasons to Jump on VGLI

BY JJ MONTANARO, CFP®

Acouple of years ago, I canceled my Veterans Group Life Insurance (VGLI) policy. If you’re not familiar, VGLI is a program that allows you to get between $10,000 and $500,000 of term life insurance when you leave the military. The maximum coverage is the same as the Servicemembers Group Life Insurance (SGLI) coverage you or your spouse carried at the end of your service. To get the coverage, you have to apply within one year and 120 days of leaving the military. You can apply online with the Office of Servicemembers Group Life Insurance (OSGLI) or by filling out form SGLV 8714 to sign up.

Now, back to my journey with VGLI. It served me well for about 15 years, but after consulting with my wife, we decided the juice was no longer worth the squeeze. However, getting rid of VGLI didn’t mean that taking it in the first place was a mistake, but rather just a decision that we no longer needed it today. This got me thinking…there are times and situations in which VGLI might work for you, and your family, like it did for us. Here are five situations where that might be the case.

You procrastinated. One of the nice things about VGLI is that you can get the coverage you need to replace Servicemembers Group Life Insurance (SGLI) without any medical questions or review. There’s only one catch: you have to apply for the coverage within 240 days of separating from service. If you’re healthy, you may be able to get more cost-effective coverage in the life insurance marketplace. However, that process can take some time and VGLI can provide an easy way to ensure you don’t have a gap in your life insurance coverage…even if you later decide to swap it for a more cost-effective option.

Your service came at a cost. I’ve met very few veterans who navigated military service without some wear and tear, both physically and mentally. As mentioned above, VGLI offers coverage to replace SGLI without medical questions and this may be very helpful if you would struggle to get cost-effective coverage in the marketplace for any number of reasons. One of those may be…

You use tobacco. Speaking of which, tobacco users typically pay dramatically more for their life insurance coverage. Even though VGLI premiums increase over time—every 5 years as you hit 35, 40, etc.—if you are a tobacco user, the VGLI premiums may be competitive for you over the long haul.

You anticipate needing coverage for a limited timeframe. VGLI can be very cost-effective, until it’s not. As I noted, the cost increases in 5-year bands. To give you a sense of how it works: $500K of VGLI for a veteran under age 30 costs $35 per month. However, for a 55-59-year-old, the price jumps to $300/month and in the 65-69 age band it’s $735. My point is simply this: If you assess your overall financial and family situation, and anticipate needing life insurance coverage, say, until age 50, VGLI could work well for you.

You want to keep your options open, but not a lot of hassle. You can quickly fill out a VGLI application and get the coverage. If you need a quick solution without a big commitment, do it. The good news is that if you find a more cost-effective solution or no longer need the coverage, you can cancel your VGLI by visiting the OSGLI website or even with a quick phone call. It’s also important to note that signing up also opens another door: You can convert VGLI coverage to a permanent life insurance policy through participating carriers without proof you are in good health.

Life insurance is a key component of your overall financial game plan. As your family makes the move to civilian life, evaluate your options and ensure you continue to protect the ones you love.

Understanding Underrepresented Military Spouses

How Mental Heath and Lifestyle Factors Impact Families

BY JERMAINE KING, ED.D.

In a bustling city just outside an eastern U.S. military base, Erika Green gazed at the calendar gracing her wall. Sitting in her living room, I watched as she looked at each square adorned with scribbles, reminders of appointments and notes about her husband, Calvin’s

deployments. With each month, Green told me that she felt the weight of loneliness build. He had been deployed three times in their five years of marriage. Despite her attempts to prepare for his absence, the reality always proved more challenging than expected.

When he departed, she sought solace in various activities— enjoying coffee dates with friends, volunteering at the local community center and even taking up the art of painting. However, these distractions gradually wore thin as the weeks turned into months.

What Green did not know is that research shows that she is not alone. In fact, more than 54% of military couples reported time apart as a top contributor to loneliness.

While loneliness is a reality for all military family members, spouses from minority communities face this and a other mental health challenges. In many cultures, mental health issues carry a stigma, causing individuals to refrain from seeking help due to the fear of judgment or ostracism. Green stated that as a spouse and black woman, she is aware of mental health programs but said that because she was well-known on the base, she was “scared to be seen” or how she would be seen within the “black community to be seen having mental health concerns.”

Members of minority communities often encounter obstacles when attempting to access mental health services, such as a lack of culturally competent providers, language barriers and inadequate insurance coverage. Experiences of discrimination can contribute to chronic stress, anxiety and depression. The impact of systemic racism can also instill a sense of hopelessness and trauma. Green stated, “As a black woman, I may be sent to a rural area that does not have many black doctors, so how can they relate to what I am going through?”

Mental health issues may be perceived differently across various cultures. According to research, 22% of Hispanic and Latino Americans reported having a mental illness but only 36% of those personnel reported receiving mental health services. Individuals from minority

backgrounds might feel isolated if their community does not acknowledge mental health issues. While strong community bonds can provide support, they can also exert pressure to conform and discourage the discussion of personal struggles. On one hand, a close-knit community can offer emotional and practical support, helping individuals feel cared for and connected. On the other hand, these same bonds might create pressure to fit in or adhere to certain norms, making people hesitant to share their struggles or seek help. While community can be a source of strength, it can also lead to feelings of isolation if individuals feel they can’t be open about their challenges.

Moreover, many individuals belong to multiple marginalized groups (e.g., LGBTQ+, people of color), resulting in compounded stressors and unique mental health challenges that may not be fully addressed in traditional support systems.

The impact of these challenges extends beyond personal; they affect professional opportunities as well. Economic instability, such as limited job opportunities, wage disparities and the increased cost of living often forces minority communities to contend with higher rates of poverty, which can limit access to quality education, housing, transportation, financial resources, child care and job prospects. Green shared that she “struggled to find work,” feeling that her emotional state and the stigma surrounding mental health were barriers to her professional aspirations. Her husband’s long absences had a negative impact on her mental state. They added to her feelings of emotional and

financial inadequacy, making it even harder to navigate the job market.

Although Green is just one person, she is likely not the only spouse to have experienced hardship because of her background. A 2021 Blue Star Family Survey showed that three in 10 service members identify as a racial/ ethnic minority, and this number is expected to grow in the coming years. By 2027, most recruitable adults will be people of color. Why is this important? The report also showed that military spouses of color experience substantially higher unemployment rates and their ability to advance within their career is worse than their non-white family and friends. Addressing these personal and professional struggles will impact the future conversations we have about recruitment and retention.

Henry and Jacob Miller met at basic training, Henry, a dedicated soldier and Jacob, a medic, who was always ready to lend a listening ear. They met during the “Don’t Ask; Don’t Tell” and found refuge in each other amidst the tumult of military life. They married shortly after the policy was repealed in 2010. Subsequently, Jacob medically separated from military service in 2018, while Henry remained on active duty.

Following a particularly harrowing deployment, Henry returned home a changed man. The horrors he had witnessed haunted him, seeping into his dreams and casting a shadow over his waking hours.

Jacob attempted to conceal his turmoil, burying the pain

beneath a facade of strength, which began to take a toll on his mental well-being. Jacob faced significant barriers when it came to employment. The stigma surrounding mental health, particularly in the military community, made it difficult for them to seek help or find supportive workplaces. He applied for various jobs, showcasing his skills and experiences, yet his interviews often felt like uphill battles. He often feared that revealing

details about his military service or orientation would lead to rejection or discrimination in the job market. During interviews, Jacob sensed an underlying discomfort when discussions turned to personal experiences. On more than one occasion, he overheard comments that trivialized mental health issues or made derogatory remarks about LGBTQ+ individuals. The pressure to choose between his identity or find a job left him feeling isolated and uncertain.

Who Are Military Spouses? And Why Are They Still Unemployed?

LGBTQ+ military spouses face unique mental health challenges due to stigma, discrimination and the stresses of military life. Although DADT was repealed over a decade ago, Henry and Jacob still witness prejudiced behavior from their peers and leadership. They feel pressured to conceal their sexual orientation for fear that others may question their job performance compared to their heterosexual counterparts. Additionally, they struggle to seek support, as many friends and colleagues are vocal about their religious views outside of work on social media. Avoiding talking about their personal lives has made it difficult for them to connect with others who share similar experiences.

And they are not alone, a study conducted by the HRC Foundation found that 35% of LGBTQ+ workers have heard their colleagues make jokes and negative comments about them, and 40% of LGBTQ+ workers withhold their identity at their job for fear of being stigmatized at work.

For those willing to seek help, LGBTQ+ military couples— and children—may struggle to find inclusive environments. Navigating personal identity while serving or being married to someone in the military can create additional stress, especially in less accepting environments. Changes in policies regarding LGBTQ+ rights can also create uncertainty and anxiety about their place within the military community.

When Roe v Wade was recently overturned, Justice Thomas, in his assenting opinion stated that the Court should “reconsider all of this Court’s

process precedents, including Griswold, Lawrence, and Obergefell.” This has left many LGBTQ+ military families fearful. Because Obergefell v. Hodges was a Supreme Court ruling and not federal legislation, if this decision were to be overturned by individual states, it would—at a minimum—create difficulties for military families who relocate to states that do not recognize their marriages.

Accessing Resources

“When information is pushed out, there is rarely any information concerning the underrepresented group,” said Henry. “It is assumed that everyone is heterosexual.” While many sites offer help to underrepresented groups, many of these sites are unknown to those they seek to help and are rarely pushed out to military spouses.

Organization Resource

Department of Defense Office of Diversity, Equity and Inclusion

National Military Family Association (NMFA)

Veterans Administration (VA)

Latino Veterans Organization (LVO)

Military Spouse Advocacy Network

Mental Health America

National Black MBA Association (NBMBAA)

Veterans Administration (VA) Asian American Pacific Islander (AAPI) Community Organizations

The Black Veterans Network

Hispanic Alliance for Career Advancement (HACE)

National LGBTQ Chamber of Commerce

NAACP

GLMA (Gay and Lesbian Medical Association)

Veterans Affairs (VA) LGBTQ+ Health Program

Modern Military Association of America (MMAA)

Additionally, not all military support systems are fully equipped to address the specific needs of minority groups. Henry and Jacob stated that “while they understand that they cannot control who can be hired for positions, diversity in the resources and services they receive makes a difference.” When they have to tell their “mental health problems to heterosexual doctors, it feels that the doctors

Outlines DoD DEI policies: https://diversity.defense.gov/

Offers resources for diverse families: https://www.militaryfamily.org/

Landing pages sharing resources for minority populations https://www.benefits.va.gov/persona/veteran-minority.asp

Provides resources for Latino veterans: https://alvavets.org/

Supportive community for military spouses focused on mentorship https://www.militaryspouseadvocacynetwork.org/

While not military-specific, provides mental health resources for minority military families: https://mhanational.org/

Provides resources for career advancement and networking opportunities: https://nbmbaa.org/

VA resource supporting AANHPI veterans: https://www.va.gov/ormdi/diversityinclusion/aapi.asp

Focused on the needs of black veterans and their families: https://bvsj.org/employment-programs/

Offers networking events and job boards for Latino professionals: https://haceonline.org/

Provides networking opportunities and resources for LGBTQ: https://nglcc.org/

Offers career resources and workshops for people of color: https://naacp.org/about/careers

Provides a directory of LGBTQ+-friendly healthcare providers: https://www.glma.org/

Offers mental health support for LGBTQ+ veterans and their families: VA LGBTQ+

Provides support advocacy and support networks for LGBTQ community: https://modernmilitary.org/

do not understand what they are going through and can only perceive things from their heterosexual perspective.”

Mental health is an important, but often overlooked, topic that helps us understand our diverse military spouse community. Here are some key themes for us to pay attention to:

1. Increased Stress Levels: Military spouses often experience higher levels of stress due to frequent relocations, deployments and the uncertainty that comes with military life.

2. Mental Health Risks: Military spouses may be at a higher risk for mental health issues , including anxiety, depression and PTSD, especially during deployments.

3. Social Isolation: Frequent moves can lead to social isolation, making it difficult for military spouses to build supportive networks, which can negatively impact their health and mental well-being.

4. Caregiver Burden: Many military spouses take on significant caregiving roles, leading to increased stress and emotional strain.

Supporting the mental health of military spouses is essential for overall family well-being and the health of military communities, especially minority communities.

Strategies for Success

To improve employment outcomes, minority and LGBTQ+ military spouses can employ several strategies:

• Utilize Military Spouse Employment Partnerships: Engage with programs like the Military Spouse Employment Partnership (MSEP) to connect with employers specifically looking to hire military spouses.

• Skill Development: Investing in personal and professional

Dr. Jermaine King is a senior leader in the United States Air Force* with over 23 years of experience in leading and innovating large organizations, holding more than 53 leadership and project management certifications. Specializing in strategic operations and planning, human resources and change management, he develops and implements effective strategies to enhance organizational performance and drive transformational change. A Presidential Veteran Leadership Scholar and MSI Fellow, Dr. King earned his doctorate in adult learning and organizational leadership. Additionally, he is a LinkedIn influencer, keynote speaker, executive leadership coach and lectures at five universities on topics including human resources, project management, business continuity and leadership philosophy.

development through online courses like MyCAA can enhance qualifications and improve employability.

• Highlighting Unique Experiences: NMSN and other groups help translate diverse professional experiences into strategic resumes, helping military spouse applicants stand out to potential employers.

Many spouses face unique barriers in the job market, including gaps in employment due to frequent relocations and the demands of military life. Providing access to career development resources, job training programs and networking opportunities tailored specifically for individuals with diverse backgrounds can significantly enhance their employability and overall well-being.

Ultimately, investing in both the mental health and employment opportunities of minority military spouses enhances individual lives and strengthens the fabric of our diverse military community.

* The views expressed are those of the author and do not reflect the official policy or position of the US. Air Force, Department of Defense or the US Government.

Photo Credit: https://diversity.defense.gov/

Military Spouses

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Scan the QR code to Learn more and join the Military Spouse Talent Community at:

Even though the election is over, as citizens we continue to have government meetings, voting on local ballot measures, contacting

Sue Hoppin

Voting is both our right and responsibility as citizens of our great country. It’s an opportunity to make our voices heard and be part of the process.

Jennifer Barnhill

Voting is exercising your voice. As a woman I don't take for granted that our voices were silenced for ages and it is my responsibility to take advantage of what others fought for on my behalf. Your one vote may feel like a whisper, but when joined with others' it is a deafening shout.

Shelby Kearns

I see voting as a virtue in that I must exercise that right regardless of what I think an election's outcome will be. Through voting, we engage in the activities of responsible citizenship: educating ourselves on policy and keeping our leaders responsive to the issues most important to their constituents.

Rachel Cartaya

Voting is important to me because even though at times it feels like your vote doesn't matter but it does as your vote allows you to leave an impact in your district. A MOAA survey showed an average of 36% of military spouses vote imagine what would happen if we all voted in order to make a difference for our military communities to change health care and housing situations.

the right to participate in the political process by attending local contacting our elected officials to share our ideas, concerns and more.

Jennifer Mewett

I vote because the needs of my active-duty family require both local and national representation! I became a resident of the state we live in for each duty station because I want to vote in local elections that affect our daily family life. (Looking back at our Navy life—this was a dumb move due to the repeated cost of new drivers licenses and registrations each time. But, I do have special insight into how each state's DMV works though! Hawaii and Rhode Island—it's ROUGH!)

On the national level, I wanted a say in the Congressional representatives that make decisions on a bigger scale—their efforts and support affect the bases we are stationed at now or in the future as well as DoD procedures that affect our family life over the span of my spouse's career.

Jermaine King

Voting is important to me because it represents a fundamental way to express my beliefs and influence the direction of my community and country. Each vote is an opportunity to advocate for the issues I care about, ensuring that my voice and the voices of those around me are heard. It empowers individuals to hold leaders accountable and shapes policies that can impact our daily lives, making it essential for a healthy democracy.

Erin Hodgkinson

Voting is one of the greatest privileges of being an American citizen. Participating in this Democratic process empowers us to shape the future of our communities and country.

Working Abroad in Belgium as a Military Spouse

BY RACHEL CARTAYA

When you receive orders for your new assignment it is exciting to imagine all the new adventures your family will have but something else also creeps in. A military move can be stressful depending on when you must report, the logistics of moving your entire life to a new home is doubled if you hear the word OCONUS (Outside the Continental United States).

For a military spouse who works, moving duty stations throws a wrench into most career paths as you likely have to start over at a new company every few years. But in recent years remote jobs have become increasingly popular making it easier to move your life within the US and keep the same job with no issues. But that all changes when those OCONUS orders come down. Will my company let me work remotely from another country? Will that country allow me to work remotely for a US-based company? What is the process? Those and many other questions pop up when trying to figure out the logistics of working abroad.

My Journey to Working in Belgium

When the list of duty stations came out, I was excited to see

one in Europe. We had friends in Germany who had no issues working as a spouse, so we did not hesitate to put in for this assignment. And we got it. But with that, also came fears and anxiety. Was this the right thing for my job? Would this huge move be worth the hassle? Should we have tried harder to stay in the States?

To start the process with my current job was easy. I submitted a move request for my position and my company said yes very quickly. They would allow me to work in Belgium. We have quite a few employees who work in other countries. My contract would be adjusted from being a full-time employee to being a contractor. At the time, this felt amazing—until I began to do some research. The US Army and NATO websites

kept mentioning SOFAs [Status of Forces Agreements]. Even after being with my husband for eight years of his military career, I had never heard that acronym. SOFAs are the legal framework that govern U.S. military personnel and their families while they are stationed overseas. I found that in Belgium if I wanted to work abroad, I would have to give up my SOFA status and pay Belgium taxes. It seemed simple enough until you dig into what working abroad truly entails*.

* This pertains to my personal experience and may not apply to everyone. I hope to shine some light on how I went about this process, should they too want to work in Belgium.

Don’t Believe Everything You Read Online

As any military spouse does, I started by asking questions in Facebook groups to see if what I had learned was accurate. I thought, "that can’t be right, we must be protected in some way as military spouses"… nope. Everyone confirmed that it is a long process, that many talented professional spouses before me decided not to pursue. Many said that it is impossible to work in Belgium unless you have a government job. I even heard if I started the process to apply for a work permit, I could be deported because I won’t be

able to get a protocol ID if I was working. This made me wonder if I could keep my job and if it was worth the hassle. Despite the best of intentions, I received a lot of misinformation along the way. This made me wonder if this move was going to be the right thing for me and my family.

However, despite this doubt, I continued to research and look for any information I could find. I did not want to believe everything I read online from others who had not completed the process. I reached out to the legal office to confirm I would not be deported. This was a huge relief. Armed with better information, I needed to obtain the correct documents and apply. The Army did provide a helpful brochure, but it highlighted the process if you got a job with a Belgium company and how they could obtain a work permit on your behalf. That process is where I started but it did not apply to me as someone who will be an independent contractor for my employer, they do not have a business entity in Belgium, and I had to apply for myself.

This felt like starting at square one again… No one could tell me the correct application I needed from the Army or NATO base. But after some more digging, I found the correct website and email address for the region in Belgium where we would be moving. I was headed in the right direction.

Finally Finding the Right Application

Finding the correct email address for the Wallonia region was the best thing I could have done for my research into this process. I was able to find the right person,

ask them questions and get accurate answers. I needed to apply for a professional card. The professional card usually coincides with a visa which allows you to come into the country of Belgium. But with military orders that step can be skipped. But it was highlighted that this process can take three to four months to complete and as someone living outside of Belgium I needed to apply with the Consulate within the US. It was not horrible news, but that meant I got started on the application right away.

I don’t want to scare anyone off with this statement but the research and sifting through the misinformation was the easy part of my journey. There were a lot of little things needed for a professional card application. It didn’t help that the application website and form were in a different language. I had to use Google Translate to understand and read everything. When applying you need quite a few documents including the professional card application, contracts from your employer, criminal background check, proof of education, proof that you have basic management knowledge and more.

Those seem easy enough, but there were complications along the way. I’m grateful that the Wallonia professional counter helped walk me through each step. My work as a project manager was proof of my management knowledge. But with the military piece came other challenges I had to prove I would be on orders and a military “dependent”. I had to send photocopies of my passport, U.S. military ID and a copy of my husband’s orders—which of

course took months to obtain, so a lot of my application documents sat until I had everything in order.

Another piece that helped explain my case was a paragraph stating why I was applying for a professional card. I had to explain how I would be staying with my husband and would be moving with a remote U.S.-based job and not taking work from a Belgian citizen. I also explained how I would be working in Belgium and in turn, would be spending money in Belgium, helping their local economy. I am not sure if this helped my application, but I think it did help as a supplemental document.

The criminal background check is also something to keep in mind. I worked with my employer to use their background check system, and they offered to help cover the costs. But, after sending in my documents, I discovered their process did not meet the standard and I had to have a background check completed by the FBI. I had to apply online and then find a local location to be fingerprinted.

For me, that was a post office. I had a hard time getting the process started, but once my fingerprints were scanned and sent off, this process was a piece of cake. I got a response back and within the week completed a big item on my checklist.

Sending Your Application

I had all my documents reviewed by the Professional Counter in Wallonia before sending them over to the Consulate. I soon discovered I needed a money order to pay for the application, two pictures of myself and

multiple copies of everything. After mailing my application to the Consulate, they did another review of my packet to ensure it was complete. They told me they needed proof that I was indeed working for my current employer and wanted copies of my current contract which had to be mailed in separately and not emailed.

A few weeks later my application was shipped out to the Wallonia region in Belgium. It was such a relief to know that I got the process started before our move. But I still wasn’t done.

The Move

Moving overseas is a culture shock as well. You are in a new place where the road laws are different and not everyone speaks your language. You are trying to settle in quickly, a difficult task when living in a small hotel with your family. Many people say things move slower here, and it is worth embracing the change. You are in a new country and get the opportunity of a lifetime to explore all it has to offer. But you must keep going, even though it feels daunting at times.

I was still waiting to hear back, as the process was supposed to take three months. While we waited, I still received some misinformation, people mentioning deportation. I persevered and I did not give up hope.

Application Completed and Reviewed

The last part of the application was a detail I could not provide until I had a home address in Belgium. This was another huge hurdle as obtaining housing can take a while to find a house on the economy. This process took us about a month. My application was finally moving on to review.

I received an email showing my approval letter a week later. This was exciting news; I was nearly done! I just had to get my professional card from a business counter. I discovered I would need my Belgium residence ID or National Number first before getting the physical copy of my professional card.

This felt like another daunting task as I heard rumors that residence IDs can take a while to process. But I reached out to my local commune, and they confirmed everything I needed to begin this process to apply for a residence card*.

After completing my appointment with the commune, I received my National Number right away. The ID takes longer to process. So, I returned to the business counter to see if this was enough to complete my profile and get my Professional Card (Be sure to confirm what method of payment organizations take in advance.)

Residence cards take a few weeks to process. It is not like the States

where some places give you something right away. But the application allows you to receive your Belgium national number which can move the process along with the business counter to pick up your professional card. All of these steps are not impossible, but there was a lot of uncertainty around what I truly needed to be legal to work here. There is so much misinformation out there that scared me multiple times and I almost gave up and quit a job I truly enjoy. But I did my own research and found that this process was doable, and I completed it. I think I only kept going because of the support from my family as I wanted to work to not only continue to better my career but help support my family and myself. With some research and hard work, I still have the same flexible job that will allow us to go on as many European adventures as possible.

* This depends on each commune and what they require for registration but always reach out, most communes have emails listed so this can help with the language barrier as not everyone will be able to speak English if you cannot speak French.

Rachel Cartaya is a project manager, military spouse and a boy mom. She has a diverse background of experience working in the semiconductor industry, hospitality industry to now digital and data project management. These experiences have lead her to grow professionally and personally throughout her career journey. In her personal life, she strives to give back to my military community by volunteering and advocating for other military spouses. She is driven by a relentless pursuit of excellence and a desire to make a difference.

NMSN Networking Mixer

BY JENNIFER BARNHILL

This past October, the NMSN hosted a Networking Mixer titled Effective Networking in Every Situation , presented by Wells Fargo, which focused on strategies for military spouses to connect with professionals in their industries. The event also extended its focus to service members and adult military children.

One key takeaway was the distinction between mentors and sponsors—two essential roles for career growth. Attendees were reminded that while both are important, they serve different purposes. As Enrique Castro, an attendee and selfproclaimed Marine Corps “brat,” noted, “Even as a military dependent or brat, the advice that was given to military spouses wasn’t the same run-ofthe-mill, ‘just put yourself out there.’ It was specific, actionable, insightful, and meaningful advice that you could apply. It was more targeted to support us.”

The event featured guest speakers Rosye Cloud, President and CEO of STRATA9, Maggie Reinagel, Head of Wells Fargo’s Military Talent Events & Programs and Jennifer Williamson, CEO of Volunteer Fairfax. These leaders shared their expertise on strategic volunteerism, transitioning into corporate America and positioning military spouses, veterans and military children for success in the C-suite. Attendees were also treated to networking opportunities and, of course, great food—always a highlight of NMSN events.

Volunteering Strategies and Benefits

Jennifer Williamson, CEO of Volunteer Fairfax, emphasized the importance of strategic volunteerism for individuals looking to gain experience and break into competitive fields. She highlighted the value of consistent and meaningful engagement with nonprofit organizations, which can lead to strong references and valuable community

connections. However, Williamson warned against overcommitting to too many volunteer opportunities, recommending that individuals focus on one or two organizations for deeper involvement. This approach, she explained, demonstrates commitment and reliability, qualities that employers seek. “I wouldn’t put dozens of volunteer opportunities [on your resume], because then it might look like you don’t stick with any one thing. It’s better if you volunteer a lot with one or two or three organizations,” she said. Williamson also noted that organizations like Volunteer Fairfax often look first to their volunteers when hiring. “If we’re hiring for an opportunity and there’s somebody within our community that’s already doing some of that work, we’ll go to that person first,” she added.

Transitioning from Military to Corporate America at Wells Fargo

Maggie Reinagel, Head of Wells Fargo’s Military Talent Events & Programs, shared her experience transitioning from military service to corporate America, highlighting how strategic volunteerism played a key role in her success. She stressed the importance of researching companies to find those that are genuinely supportive of veterans and military spouses. Reinagel acknowledged the challenges veterans often face in their first year in corporate roles, pointing to high attrition rates and emphasizing the need for companies to actively support these individuals. For military spouses, she recommended turning their diverse experiences into a cohesive narrative that showcases their skills and value to potential employers.

Reinagel also introduced attendees to Wells Fargo’s Military Spouse Homefront Heroes Hiring (HHH) program, which provides career opportunities and remote work options for military spouses, allowing them to maintain their careers despite frequent relocations. “We’re not only hiring military spouses through the program, we’re also giving

that temporary remote exception... so they can take their career with them wherever they go,” she explained. Reinagel urged military spouses to seek out companies that invest in military talent and offer real support for transitioning individuals.

Networking and Sponsorship in High-Level Appointments

Rosye Cloud, President and CEO of STRATA9, focused on the significance of intentional networking and securing sponsorship in achieving high-level corporate appointments. She clarified the difference between mentors, who provide guidance and sponsors, who open doors to new opportunities. Cloud encouraged attendees to be thoughtful and authentic when networking, while also being respectful of others’ time. She acknowledged the challenges of finding sponsors and advised leveraging existing networks to uncover opportunities.

Cloud also emphasized the importance of managing one’s public image, especially online. “I guarantee you, before anybody opens doors for you, their EA is going to go and look at your social media page,” she said, warning that an unprofessional online presence can pose risks to potential employers. She concluded with insights from her own experience building a consulting firm, a third of whose employees are military spouses, highlighting the exceptional talent and dedication of this community. However, she also

noted the realities of corporate politics, saying, “Sometimes people get escorted out of rooms and they don’t know why. And the most important thing you can start doing is talking about why.”

What You Can Do

• Investigate companies that have programs and employee resource groups specifically for military spouses and veterans.

• Learn about Wells Fargo’s military spouse hiring program and mobility opportunities.

• Ask potential employers about military spouse relocation leave and gap pay for reserve forces.

• Reach out to the US Chamber of Commerce to learn about other companies investing in military-connected talent.

• Understand the difference between a mentor and a sponsor.

Key Pitfalls to Avoid

• Unprofessional online presence: Review your social media profiles before starting the job search.

• Taking on too many volunteer opportunities: Show strategic initiative by committing to a few key organizations.

• Not being prepared when networking with senior leaders or potential sponsors: Respect their time and add value to the relationship.

The event’s overarching theme centered on the importance of being strategic, professional and adding genuine value when advancing as a military spouse professional. Success isn’t about expecting opportunities to come to you, but rather about positioning yourself effectively to seize them.