Ever wonder how it is determined which companies have supportive veteran culture? Generally speaking, organizations with strong systems in place demonstrate evidence of hiring initiatives and practices, employee resources groups, retention and growth opportunities, benefits, training, and translation of military skills to the civilian sector. Other factors could include mentorship or sponsorship programs, partnerships with veteran organizations, and metrics that paint a picture of accountability, transparency, and data-drive results.
The key is executive and leadership commitment. Companies that have supportive veteran culture show buy-in that starts from the top. This, in turn, builds the company culture that values military experience.
Now, understand this. There is currently no universal standard as there is no regulated designation for a supportive veteran workplace. However, there are recognized frameworks and benchmarks.
Evaluation Practices
The use of third-party or external organizations usually provides an objective point of view. Otherwise, news and media outlets may display things like “Best Employers for Veterans” or something similar like:
- Jobs for Veterans
- Top 25 Veteran Employers for 2025
- Civilian Jobs that Sound So Wrong But Could Be So Right for Veterans
These practices help spread awareness and take off some of the workload by using certain methodologies like assessing each company’s self-reported data (surveys, scorecards, etc.) and gathering qualitative information from veterans to narrow the list.
Publicly available data provides transparency and authenticity regarding policies, programs, and organizational vision that leverages veteran strengths. Military Friendly® and VETS Indexes are a couple of notable organizations contributing to the evaluation of companies.
Organizations with Visible Outcomes
Here is a starter list of companies representing various sectors that go beyond a recognition label with active programs and policies targeting veteran populations.
JP Morgan Chase & Co.
Example: Co-founder of Veteran Jobs Mission.
Accenture
Example: Multi-year recognition on veteran-friendly employer lists across varied third parties. Launched the National Career Training Initiative.
Citi
Example: Citi Salutes program and partners with career development and transition programs like Hire Heroes USA.
Example: Complimentary premium subscriptions, veteran opportunity reports, Veterans at LinkedIn ERG.
PWC
Example: Veterans Talent Network, Programs for Veterans (Advance, MBA Opportunities).
L'Oréal
Example: Partnerships and community advocacy with FourBlock and Paralyzed Veterans of America, Valor ERG.
AdventHealth
Example: Dedicated career site with a built-in military job code translator feature, AdventHealth University benefits.
Tableau
Example: Free training and licenses for data careers, Viz for Vets Initiative, career transition support via partnerships such as Hiring Our Heroes.
Valuing Military Experience
Even though there is no universal regulatory body that standardizes how companies are evaluated as veteran supportive workplaces, many that do share common characteristics and demonstrate evidence. Intentionality and commitment to sustained policies and programs are foundational within organizations that value military experience. To support the long-term success of a veteran employee, companies with a great veteran culture operationalize it with visible outcomes.
