flunked out of college and joined the navy during the vietnam war. when i left the navy came to church attack in literally is a course in aerospace engineering. that pretty much captures how motivated and mature these young people can be. second, with already talked today about what good business that is to hire a veteran. we've invested a lot in these people including those have taken advantage of it, additional education. in many cases veterans offer to go expertise directly relevant to the job in which they are applying. in other cases they bring the ability to quickly absorb new training in a scale similar to what they might have been in the service. or even not similar they just know how to learn. the reality is military experience confers on service members, skills and experiences that are highly sought after in business and industry. it is a diverse workforce that

made the cut to get into the military in the first place on the generation which only three of 10 young people qualify. over 40 years of peer-reviewed academic articles from several fields suggests there are a number of key adjuvants required for success in business and industry to win the military military inculcating toward veteran. these include being an entrepreneur while assuming high levels of trust, be they skills transfer across contacts and tasks, leveraging their advanced technical training and their ability to learn. being comfortable and adaptive than work in a discontinuous environment, bringing high levels of resilience the time exhibiting at the teambuilding skills, having strong levels of organizational commitment, leveraging cross-cultural look at this and definitely been enabled to work in diverse settings. who wouldn't want these characteristics in their workforce and that is before you

consider the tax credits available under several programs under which you can hire a veteran. third, young men and women bring values vital to any organization including loyalty, integrity, teamwork. when asked about employees, they've recently released employers most often cite karen or flaws rather than gaps in scale as their rationale. we are pretty good ironing out character flaws in the military. yet many companies hire for a skill sets listed in a vacancy announcement, not character. a study done by the corporate executive board and a capturing the value proposition of veteran employees. they found veteran performances 4% higher than for non-veterans and veterans experienced 3% less turnover. when you apply this to a company with a workforce of 25% veterans, that translates into an extra% or two of revenue.

it will also point to a monster survey that noted 99% of employers believed their veterans perform better or as well as their non-veteran peers. those of you here in business already have helped veterans and you know the u.s.a. and their adaptability, interpersonal skills and ability to perform under pressure and go the extra mile when it's required. we just need to also help ensure folks are getting a job that is the right fit because we want to make sure they are successful on their first try. to be sure, there are there sure, they're other compared us of so tiring that the doctrine it to the bottom line. in this regard i would ask we advocate not looking upon hiring a veteran as an act of charity, but that it can be an act of patriotism because it contributes to our military's future. that is because that sadly become president bush mentioned the next generation of service members will be influenced by how well does before them are

treated. one of the most important drivers for a young person signing up in the first place is key influencers who served in the military before. a positive narrative can open the door to others' willingness to serve. so what are we in the military doing to help our members at their transition? we recently redesigned our transition assistance program known as cap to many of you to provide contemporary, relevant and mandatory information tools and training to ensure our members. mr. services will implement the military lifecycle model into their tap programs, including grabbing onto whatever equivalency certifications we can find. we recognize simply briefing people as they walk out the door will not lead to their success. rather this model is designed to ensure our members careers are outlined with their civilian

career goals and highlights things they should address before they separate. successful transition is ultimately an individual responsibility that requires planning a deliberate execution. the veterans employment transition roadmap you'll hear about later in that i believe you have a copy of coming to decimate boastful talk to you about it are unveiling today can be helpful in this regard and in my view we my view when he took my view when he took propagated faster tandoori system. but it also may transition of leadership a priority. i believe it will take a while to get our program right and we definitely need your feet back. what we are looking for is continuous improvement over time. even with such a program, veteran still face stereotypes they can bring barriers to their ability to find employment. many prospective employers are scared off by the misimpression of veteran suffered this fortunately from first to manage

stress. indeed, 46% of h.r. pros surveyed by the society for human resource management cited dts and mental health issues of potential barriers to hiring employees with military experience. what a shame. the reality as well as small minority of veterans to ask. pts and masterminded brain injury, their susceptibility is no greater than the average american. moreover, these conditions can be treated then they probably may well have been treated better for some veterans than any other sector of society but why would i'd p. carelli say there is much, much more we can do. there is no data is no datacom datalinks pts or propensity for violence so we need to dispense with that narrative. i will close by saying all americans should take an interest in successfully transitioning our nation's veterans. for over 40 years we've relied on volunteers to fill our ranks. raising one's hand and taken an

oath to support and defend the constitution of the united states has united states has regained the rightful place of dignity in our land that it unfairly lost decade ago. that dignity is extended and i would say leveraged in a good and honorable and profitable way when these magnificent men and women come home and their talents are put to use in the private sector. i don't use the phrase give them a job. that sounds like a handout. i must recognize their exceptional potential to make a solid contribution to the bottom line. it is a win-win for them and for american business. veterans maintain stability in their lives and business does well by doing good. i again thank the organizers of this mission transition event for getting the word out on that. if anything is that today cannot be due that that i've done my job. this is a room full of passionate advocates, a powerful coalition and an amazing network

and as a member of the network i would like to include alan dunford who i'm so proud and there will be her next chairman. it is so important to have you in the audience today. thank you for being here. [applause] this is a powerful network in this room. you have to see the many connections made and the many familiar faces we've be in so many venues we have been passionate caring for military members and veterans is incredible. thank you for your continued support for our men and women both in and transitioning out of uniform. we have much more to do, that you are making a big difference and may god loves those soldiers, sailors, airmen, coast guardsmen and marines on watch this morning across the globe protection our nation. thank you very much. [applause]

>> the farmer first lady of the united states, mrs. laura bush. [applause] >> thank you. thank you very much. i'm thrilled to be here. this has been very interesting to hear so far. now i'm going to talk a little bit about what is coming up next in the next panel and that is people who don't want to leave out is military spouses. i know what it is like to be the spouse of a leader. thanks to the u.s. chamber for hosting this mission, transition hiring our hero summit. miguel, thank you fair leadership at the bush institute

with their military service initiative. as colonel howe and colonel minnick on no comments your spouses serve as well. while our servicemen and women are deployed, their spouses are the ones to take care of the families at home. they care for the children. they managed the finances and they pray that their husbands and wives will return home safely. master sergeant rocky rodriguez and his wife marlene joined us at our bush son or annual warrior 100 bypass. when marlene talked about the service in the air force, and she said we, i say we serve 25 years. i love every deployment with

rocky. every trial and tribulation. the day i said yes to him, i didn't realize the impact is going to have on me and that is why it is so important to make sure that while our servicemen and women was the day support they need that we care for their families as well. as we've heard this morning from employment support is the perfect place to start. studies show post-9/11 veterans face higher rates of unemployment in their civilian counterparts and the consequences of that that unemployment or underemployment harmfulness financial. of course when one family member is suffering, the entire family suffers. military spouses face a similar set of challenges. studies show that their primary concern is also employed in the come of their own. act as military spouses are more likely to have young children at

home. they may spend their marriage was in their family around the country or even around the world. losing makes it hard to name chain the employment. on average military families move to a new community every two to three years. this displacement causes periods of unemployment and it produces a week of national network for the spouses. among female military spouses aged 18 to 44, the unemployment rate is almost three times higher than their civilian counterparts. the department of defense estimates nearly 25% of military spouses are unemployed and roughly 40% are underemployed. and though the spouses are often highly educated, they also earn less. 38% less than civilians on average. fortunate they come in many

spouses use their own mix. to help advise other spouses. amy bontrager on her next panel is program manager for blue star careers where she provides career and education support to military spouses. and it holds a masters in nonprofit management and even with her impressive skill set, because of her husband changes of duty location, amy had difficult finding employment herself. even with a masters in years of work. at one duty station, the only job she could find was as a receptionist at the local baptist church. now a blue star careers, amy is using her experience to help the spouses of our military find meaningful employment. rachel o'hern is the caregiver and self-described rehab partner to her husband captain mark to

know her and who was injured in afghanistan in 2011. as a full-time caregiver of an injured has been with many needs, rachel couldn't seek other employment. when the condition include, rachel found a job at the quality of life foundation. now executive director, rachel works with other caregivers who gave daily substantial care to severely wounded veterans just as she has done. because spouses are typically subject to their servicemembers and flexible schedules, they develop a mantra for an orioles. and sometimes the careers through self-employment. patricia a military spouse in small business owner embraces entrepreneurial spirit when she started rat pack. 10 years ago chief petty officer anna lasky told her that light

streamed through like cheesecloth through his navy issued riot for a privacy screen around his. so pat went to the garage of their home and set a better curtain. she began displaying her project that exchanges and online and within weeks she was swamped with orders. today a backpack is a brick-and-mortar operation taste in st. mary's, georgia and the curtains are directly two navy ships, submarines, military seal of command as well as individual service. she attributes her success to the training and skills she learned while her husband served in the navy. her story is a testament to the resilience determination and the ingenuity of our military spouse community. amy, rachel and pat represent

many military spouses to give years of steadfast support and devotion to our men and women in uniform. their commit into their marriages, to their families into our country country is an inspiration to us all. as americans, it is our duty to support the men and women who volunteer to risk their lives and too often gave their lives so the rest of us might never know terror again. and of course to support their loved ones who are here at home. thank you all very much. [applause]

[inaudible] we are going to transition. i think the format is changing a little bit. now we are getting to the power session. if you really want to know what is happening, this is one of my favorite sub checks talking about employment. before we get started, asking us ladies about their experiences, i want to give a shout out to the chamber i remember four years ago and working wives doorway not that time and talking about doing the spouse employment from friends and we did one as well for caregivers.

the first one is the caregivers, you can count on one hand the basement of the hotel by walter reid with the participants that men. one gal came in. i was out and she walked right out and was in tears. i go into the room and say why she and tears. she was in tears because it was the first time someone had actually thought of her and what she was going or it was looking at how to make it work for her. to me, where we come from that basement and having a handful of spouses with an incredible ex-errands getting to where we are having you all there is fabulous. i recently had an opportunity to go down to dallas and derek blake took me around and it was the coolest thing. i went into their ceos office in on his board he had gold stars and silver stars. sometimes all you need is a job.

sometimes you look for a career where you can move around and those are the gold stars and they would move back and forth. i sat down to that level and understanding sometimes you need a job, sometimes you really want to make a career and la quinta is one of the many examples out there. thank you for a special emphasis on our military spouses. mrs. bush already went and told you some of the statistics about what the average military spouses. so i won't go over some of those they gave me earlier that the ban it is hard for us to find a career we can transfer. i was very fortunate i worked for a defense contract or for many years and they had offices around the world and they were very proactive with looking with me. for many out there, this is not

the case. the really strong point we will talk about a little bit later, they make us very unique and we are more apt to volunteer than our civilian counterparts. four times more. we don't have time. you are usually the place for two years. we get income or start volunteering. we take over the finances of any organization and we get it we get a ton more about attendance or civilian counterparts will be there. that is one of our strong your mistakes as well and we are very flexible and whatever comes our way. we are talking today specifically about transitioning in military spouses and employment and i am going to be listening to their responses because i am transitioning soon. any ideas out there from the audience are from the piano i will be very appreciative of. so we are going to start with

amy. in your current job and it's her previous job, you closely worked with spouses who are transitioning, servicemembers transitioning. why do you feel it was really important for those spouses to find employment, to keep their employment? >> well, it is obviously vital for the well-being of the family. particularly during the time of transition as many speakers have mentioned it is going to create stability. when the family begins the transition, they will go through a challenge of insurance is going to change. new financial obligations. this allowance doesn't exist in the civilian sector. if the spouse has been able to grow and develop skills that throughout their servicemembers career, they are going to take that and hope that he is the transition for the family. i think that is vital for the success of our transition

service members that when the spouse has the skill set and a possession, they are going to be able to contribute. i also want to mention for active duty. it is vital for meaningful careers of their servicemembers continue to serve. at some point the conversation as an active-duty spouse is how are we going to retain our top talent? how are we going to be team leaders and when the question comes up in the home, do i stay in or get out, it is a lot easier to say what they had and continue to serve our country would not spouse has been able to find meaningful employment and skill sets. i think it is twofold. we have to look at the transition service, but also the family is currently serving as they continue their career. >> i would agree. it's not only stability for the family and reduces the financial

pressures, which also translate into some situation or the family that are not real good for the military. if they can find a military member as throughout my time be married to the military, it becomes a real stress item. the job, the military spouse, whether she can keep her job or find meaningful employment once she moves on. let's transition to the skills that of our military spouses and caregivers and what do you feel they have to offer? >> share, caregivers and spouses both i and have a tremendous amount of it. it's working with collaborative themes. when we were in the hospital i was dealing with dod, va, nonprofit, but the chain of command, all this moving parts. same thing is true in the more traditional career path.

creativity -- i'm from texas and in texas who say there's nothing we can't fix it ill and wire and duct tape. you haven't seen created until you get a rehab center. we are trying all kinds of things. we'll get to how we make this work and i think that goes back to not necessarily as joe said that what the president mentioned in his remarks and that is the core value of how we make this happen. we are a mission focus, mission driven and we would get tedious. >> agree 100%. >> while you're there you said you had a real hard time finding corporate america. >> palace may be what would help corporate america out here. >> as first lady we did the right has been most returning from his fifth appointment and i need to keep our family together is going to have to make this move to louisiana.

i had an amazing position. i was gobbling the country, just very meaningful, rewarding work. i found myself in louisiana. i learned quickly there was no gs position, no contract positions and thankfully somehow i found the position making $10 an hour and they were very clear to me. they didn't want me doing anything else. you just answer the phones. it took about a year for me to find a position. i ended up working as a contract or for soldier for life which was previously a cab. i started working one-on-one with soldiers. within a month of me in that position it became available, the liaison officer. they told me don't apply. you are new. the transition manager is going to want a green suit her. it's kind of deterred from it. thankfully in reflection is

something that he may apply in my day. i pay tribute to the transition manager because she saw something in my skill set. she saw something in my drive and she took that chance with me. we were able to implement some great ratings and programs for pope as the battle mandate was implemented. so well for corporate america can take away from that is we have these employees who comment. a military spouse isn't going to wait around. they need to be advocates for themselves. when they are applying for the next position to move up, even if it hasn't been a month or maybe six do you really look at the skill set and drive and talent because with the contribution can be to your company is a lot -- they are able to create products sometimes a lot quicker than their billing counterpart because they know time is that nasa's today are driven. are pushed.

i main point that i misunderstand your talent base. don't underutilized it. and i was thankfully able to access that, but i think that is a challenge a lot of spouses face that under employment they are getting entry-level jobs and they are not able to progress. it is actually a disservice to corporate america because you can tax greater skill set if you understood -- if you evaluated the talent that is fair. >> thankfully she saw through all of that and thought she had a really good thing here. he made a great impact. something i could definitely nonanswer but i'm hoping our panelists can is what is it like to be a millennial in the job market? >> well, there's the negative stereotypes out there. some things we are known for prioritizing education, even to

focus on career aspirations. some ways to connect with that i would say flexibility is very important and i was to designate what military spouse or caregiver whether that's starting in a position in office than lacuna trained mission the virtual position to keep the spouse in a position. the important thing to remember as far as millennial go is the most important thing about a job is quality of what you're doing. you feel like you are giving back meaningful work. i think that it's been open to having something to a virtual position once he started. you touched a little bit of development opportunities. no one else want to learn. we really want to grow and we know when a development because we are not quite there yet. at thing i'm grateful for my

position and a program management, caregivers. in my president said okay, i will work with you and really took some time out and said we are going to invest upfront and that really works well and i am grateful for that opportunity investment. ..

do your best make your organization clearly friendly for military families. some take their wedding ring off for interviews because they are afraid of questions. >> even though that is illegal. >> it happened; right cracks the guard to talk to us today-- for days about similar practices. there are pictures of their military affiliated employees with their servicemember in uniform and i thought what a tremendous thing if you walk into a interview and you see something like this. this organization really values my lifestyle and don't look at me as a liability, but an asset. just a lot of us have student loans, loan replacement, reimbursement for any cottage certification transfer. if you are an injured scummy and governors on staff and if she is

moving, read-- consider reading -- reimbursing him or her for those costs. we talked about development sites as well. >> [inaudible] >> there is a lot of transition going on, so currently i work for blue star families and their model, i find, is so-- what's the-- it really works with the military lifestyle and the majority of our positions, wherever this military is she's able to work for blue star families and continue her career and potentially grow with this organization as her servicemember serves. and there are larger companies using this model, also. so, with a wealth of technology we have now and as that

continues to grow how can corporate america into telework positions, but also financially. is a financially viable for organizations and companies to have their employees work in tele- communication where they are working out of their home versus office space, so it's something to look out and review on a model of how could that be financially viable for your company and how it will allow military spouses to work for your company and then a grow with that organization. i am a true believer of a spouse who potentially starts off as a call center, who's to say after 20 year military career supporting her military spouse that about spouse doesn't end up as bp or president of the company. each place they go, they can grow skill sets and gain a skill sets and develop and is so for companies to tap into that, even at the entry-level position you

could potentially look at your next vp in the future or ceo. >> you never know who is walking through your door, so that's great. on the military side i did want to give a shout out also to lisa who is here and you mentioned ellen dunford and don who pending confirmation will be-- who will be running the air force, so it's important. to thank you for being here because it's important that i think our junior spouses see this is something also not just, you know, the active duty side, but is something that the spouses take seriously and want to make that connection as well and help out in any way, so thank you all for being here. anything else in closing you ladies would like to add to this >> higher a military spouse. >> train them and let them grow and develop and be awesome. >> great. thank you. [applause].

[inaudible] >> today we pay tribute to americans who placed themselves in the thick of the fight. >> there are us troops getting shot at, military brothers. you either get them out alive or you die trying. >> on foot heading into a village that suddenly the lights go out when it happens, about a mile away decoder and staff sergeant rodriguez secure the ambush of the radio. fighters were unleashing firestorms in the patrol was pinned down taking ferocious fire from three sides. >> they had mortars, rockets, grenades. >> four times they asked for permission to go in. >> they denied it. >> this will be told for generations. >> we are going in. >> they were defying orders, but doing what they thought was right.

>> the whole valley turned on this truck. i didn't think i was going to die, i knew i was and i kept moving back left and right. >> when they finally got those trapped, dakota jumped out. >> probably the longest run of my life. >> they carried them out one by one. >> because of your courage for americans came home and in doing so you have earned our nation's highest military-- military declaration, the medal of honor. [applause]. [applause]. >> thank you. [applause]. >> thank you. i want to thank the chamber,

it's foundation, the bush institute for military service initiative for inviting me today and allowing me to speak and i'm always grateful for the opportunity to talk about not only my experience, but the experience that so many of us post 911 veterans are facing today. we are blessed to live in the greatest catch on the face of this earth founded by principles of freedom, independence, and a quality. it's these principles that continue to make the nation strong and i am proud to a born the uniform of such a great nation. signing up for the marines was by far one of the greatest decisions i have ever made in my life and still i will tell you the truth, when i joined at 17, like a lot of us i thought i had all of the answers. as some of you know, they drill that out of you appear as island. [laughter] >> my time in the marine corps, more than anything else, tommy this: you will never know everything, but you should

always be able to handle anything. do whatever it takes attitude and this is a mindset that i would need, not only in the core , in battle, but once i left the military as well. when i got out, i had no idea what i was going to do. i just remember thinking what company would be looking for a sniper. i see now i was looking at it wrong. in the marine corps i was much more than just a sniper. i led teams, i managed projects, i found my communication skills and more. i advised, planned, strategized, all skills that companies are looking for. so, to be honest, maybe more companies should be looking for snipers. [laughter] >> our curriculum was just as tough as higher education courses, physics, target intelligence assessment, weapons systems and mission planning, but instead of a diploma, we got

special designation and this designation is something that no civilian and few marines will ever have, in spite of all of this, the toughest fight we veterans will ever face is figuring out what we will do when we take off the uniform. hundreds of thousands of servicemembers legal military and return to our communities every year. unfortunately, many of them will struggle. it is a challenging time. if there was ever any group of people that is known for rising to an occasion, it's our men and women who have worn the uniform in our armed forces. all they need is the resources and opportunities that your organizations are providing for them. many of these employers in this room have responded to the call other veterans by recruiting veterans and military spouses and he ranks. instead of a handout, you

decided to meet the need with an opportunity. in that decision it has paid off for those companies tenfold. still, there are as many companies out there that have yet to experience these benefits. to those businesses, i say this it doesn't matter whether you are recruiting for a large corporation or you are a small business, i can guarantee that your company once candidates that have high-quality occasions and utmost character. the private sector has stepped up and will continue to step up in the coming years. ultimately though, the transition process is something that we has veterans have to own a. it's something that we have to be prepared as possible to make the jump from the military to the civilian world and a big part of the preparation is knowing exactly what we did in the military and being able to show those skills to the employer's. i have seen resumes that just say logistics or intel or a sniper. those words alone don't mean

anything to employers. they don't him straight in criminal amount of skills in readiness veterans possess. we has veterans need to start thinking about military service as our personal brand a. we are men and women with world-class training and medicine, logistics, information systems and other cortical fields. we also have those intangible skills like problem-solving, reliability, and resourcefulness. we could do a lot with little. we can lead teams and call flesh complex tasks. less than a percent of americans can point to their military service on the resume. i think it's time for our military to start emphasizing on this and helping veterans tell their stories with exactly what we had in mind when the chamber, hired heroes, toyota and i watched the personal branding resume engine, an online tool that takes a servicemembers

military career and turns it into an effective civilian resume. we wanted to help serve as mentors talk about their background and take advantage of the opportunities that they have earned. i'm a small business owner myself and i will be honest, i'm not going to just hire anyone. i will hire someone who demonstrates their value, someone that can show what skills they bring to the table. the best advice that i can give, those who are about to transition and become a veteran, is to own your transition. there are some great resources out there right now for transitioning service members and veterans, but we have to be the ones to take advantage of them. own it like any mission we have ever prepared for the military. identify your objective and develop a plan to achieve it. do research and understand everything that we have to offer these companies willing to help. then, get out there and execute. so, thank you's-- you also much.

i appreciate it. [applause]. [applause]. >> i did an clear this by you, miguel? >> clearly, when you offer to host here you wanted the home advantage of audiovisual he, but that's okay. you are out playing football and we are out there fighting for our nation. >> how many years has it been? winning our nation's wars? >> no, no. >> it would it look like it, but miguel and i actually have a lot in common. >> people consider as twins, your arnold sports and eger and

i am danny devito. >> and i am actually bald. >> but, we do have a lot in common. we both started with our respective organizations about two years ago and we really had the good fortune of learning a lot from each other and from a lot of people here in this room and as we were learning about this issue and trying to get smarter about it, we really started to-- there you go. we started to ask three basic questions and it was, who are they, who are these servicemembers we are trying to serve and second, what other challenges and then how do we help them navigate to see and find is best in class resources. the one thing miguel and i both knew from the beginning is that he and i would not figure that out on our own.

>> clearly, the two of us if our transitioning service members were just in our hands, they would be in big trouble, but as the secretary of labor talked about there is a great orchestra him a great team that already exist, though erik reached out to me early on and said, miguel, we would like to host our next hiring the heroes event at the bush center, but we don't just want to be hiring the heroes group. we want to bring in the policy of community and business leaders who have been focused on this issue and so eric wanted to include our hundred thousand jobs initiatives and the blackstone group and major independence like walmart and bank of america and others, but there has also been terminus work in the nonprofit space and so folks like the institute for veterans and military families in the henry jackson foundation and some of the other great organizations that the president and margaret mentioned as well, but then critically to have our government partners here who have been leading the effort from joining forces to dod, to

the services to labor nba and so we brought that collective brain trust and expertise and leadership to the bush institute to focus on these three core questions. >> i think we learned quickly, who are they and again there is no one-size-fits-all to this end there are various segments, but we did see as a clear pattern is that we saw young enlisted servicemembers under the age of 35, most of them had some post secondary education, but no post secondary degree or certification, but those are the ones that are really facing high unemployment, greater than 11%, so that was our target population and one of the first things we learned as a group and of the second question. >> what are some of the major challenges they face and we heard it starting with the president and decode and what is the communication culture gap between jobseeking veterans and transitioning servicemembers and their spouses and you, the great business community that want to and need them within their

businesses. secondly, despite tremendous effort by the va, by dod and by labor who have really advanced the transition assistance program and developed in a bit of new tools and programs as well as the great public-private partnerships that young servicemen and women are still generally not prepared for that transition. they don't yet know what they don't even know. and how to attack and do that planning and leverage of those best in class tools and resources that dakota just talked about. >> that really led us to the third question and how do we help them navigate the sea of goodwill and, you know, there are some great resources out there, but that is really where the roadmap comes in and again, is a collective effort, but we really wanted our young servicemembers to really have a guidebook that helps them navigate the process and point them in direction of great resources that exist across the

face. now, we didn't want a one-size-fits-all approach and did not win take that, but we did see some commonalities between the transition process among all classes and service vendors and their families. >> there is an essential element to every veterans transition regardless of where they find themselves on the spectrum. so, we continued to work with this great coalition and develop the tool that we are releasing today and we have worked with intel last night, quite frankly on the tool that you have before you. so, it really captures and consolidates those essential steps and processes and there are really three phases. the first is to prepare. preparation is a benefit analysis and a tremendous country with tremendous benefits federal, at state and at local levels. really, working through that. really, the skills assessing and what we bring to the table as transitioning servicemembers and military spouses.

then, to start that strategic planning process and had worked through that. that then tugs as to the second phase, which is transition. that really starts with a value proposition that dakota talked about. what is the skill set, how do i bring value to your businesses and your companies. then, if the ability through marketing networking, to articulate that value proposition whether it's her a great resume, elevator pitch, interview skills and processes, but then from there you'll got to get into a a targeting process, a process to find those opportunities, to negotiate, which is a new skill set and then to decide. through that process mentors play a critical role. but, it is at that point that we cannot declare victory as transitioning servicemembers and veterans. that is where it really starts, and that's where lead and to succeed comes into phase, the third phase of the operation. so, there has to be cultural, it's just as we prepare to go to

places like iraq and afghanistan we have to prepare for the new civilian business environment we are moving into and then from there it's connecting, connecting with our new team and our new businesses, but also within our community. finally, we have to continue to succeed and take ownership and management for our success within our new business environment whether that means more directly taking control of responsibly for training and education, but also for our career advancements. >> you know, we wanted it also to be a workbook, and that's where you get the meat and potatoes of this guide or this transition roadmap to help servicemembers and their families, regardless of where they are in the transition process to learn some easy to use checklist of sorts, so they can go back and forth to pick up where they may have left off because of their busy lives, but more importantly as you will see in this resource guide, there is actually great resources in here as well because i can be overwhelming to a lot of young servicemembers and

servicemember's in general. these are best in class resources and represent all the great resources that exist in this space and that many of you have attributed to. >> what we are releasing today is not designed to inflate anything that already exists. is a way to help aggregate and consolidate all of that so that our men and women who need the great services, resources and organizations represented in this room can better navigate through that process and so we are also asking for your assistance today in two ways. the first is, we want your feedback for this first version, first generation of this important toolkit to better arm and empower our service members and veterans and their families. but, then we also need your help getting it out and fishing and out to the procuration is very much needed. so, you can find the toolkit here at the two of me go websites, hiring our heroes.org/veteran in the bush center.org resources.

>> quickly running out of time, but i want to make one last quick point. this is not the last roadmap. we know there are other populations that challenges and we want to make your we have a similar road path for spouses and caregiver population as well as her guard and reserve members, so thank you all very much and we look forward to continuing collaboration. miguel, any last thoughts? >> go army! [applause]. [applause]. >> my name is stephen on the presidency he held the international franchise association. we present nearly 9 million jobs in this country, 800,000 establishments in overt 2 trillion in economic output annually. and it was four years ago in this very building on veterans

day 2011, that the international franchise association made a commitment to higher 80000 veterans, military spouses and wounded warriors as part of the hiring our heroes program and first lady obama and doctor jill biden is joining forces initiative in the end of 2014. i'm happy to report that we met that goal and exceeded by the end of 2013. in the fact, just through may, we have now hired in the franchise industry 243,000 folks in our industry and over 6000 small business franchise owners that are veterans, military spouses and wounded warriors, so we are very proud of that, schmidt. [applause]. >> thank you. and we knew we had a shot at

meeting the goal because we already knew we had six he 6000 owned franchise businesses that employed 815,000 people and of the great thing about veterans, as you all know, is they tend to hire veterans. so, with that i want to give a special thank you to tom donohue for his great leadership of the chamber in some anyways including this initiative. my friend, eric eversole who is maniacally focused on the mission each everyday in terms of getting veterans hired with a great job fairs that the chamber does and also want to thank our friends at capital one who had been great partners with us as well as the bush institute, great leadership of secretary spellman when she was here running the foundation and now the biz-- bush institute, so with that please draw your attention to the video present by capital one. thank you. ♪ >> we partner with capital one to watch hiring 500,000 euros campaign and we wanted to get

businesses of all sizes across the country to make commitments to hire veterans, military spouse and transitioning servicemembers and provide them with tools and resources to publish that mission. >> we have literally hundreds of thousands of men and women who have served, reentering the civilian workforce. it's a perfect time for us to try to influence other companies to really recognize that talent that these men and women have. >> with capital one in june 2015, we surpassed half a million hires. >> veterans make us a better price and their spouses do as well. their experiences, participation, since of helpless service, these are all traits that companies like starbucks and many others want more of in their company. >> my role in the army is not only spouse, but caretakers, cabdriver, i also work full-time at being a military spouse, and by more than waiting for someone to come home. >> the campaign's committee

effort. large and small, fine, hire and retain great veterans and military spouses and one of those great partners is the international franchise association. not only have they help to many veterans and military spouses find meaningful careers and franchises, they have also crated a significant opportunities. >> it's important to have support because getting out of the military environment is just different. by having people that have made that transition previously and that can help you through it, but obviously that is helpful and makes that transition all the easier for the military folks. >> we have a lot more work in front of us. we will see one of the biggest transitions to the military and we need to make sure the private sector is ready. >> i think any size company anywhere should have the initiative to hire veterans first and foremost because it's the right thing to do. >> favoring skills with them and personal value pick leadership, how they work together as a

team, persistence to overcome obstacles in the ingenuity to solve complex problems. [applause]. >> so, in this session we will be discussing a private sector leadership and i will introduce to you our two panelists and in their booklet there is more information on them. carolyn is responsible for capital one winning community investment stradley of the present of the capital one foundation and she also leads initiatives that foster the link between quality education and community economic development outcomes under her leadership, both capital one and the capital one foundation, invest in creating economic opportunity in communities where the company operates including support for

education and jobs and financial literacy through grants and volunteering and signature programming. in a 2012, she assumed leadership of capital one's marketing partnering with local executives. of course focusing at all time on pressing community leads and it's nice to be with you this morning. >> also with me, ben lamb, vice president for servicemember affair for the capital one financial corporation and he joined in 19 i-9. leads the servicemember affairs office, where he is responsible for providing products and services, tailored to the unique needs of military customers and at this includes the development, implementation and the ongoing leadership of an enterprisewide and cra program. before this role he led capital one's digital servicing and before he joined capital one, he was on intelligence officer in

the us army where he served as a platoon leader, executive officer and intelligence staff officer with several middle east deployments. it's nice that he was well well. the video, i think, laid out the issue we were discussing oh morning. why was it so important for capital one to be part of this and how successful has abetted? >> in 2012, when literally hundreds of thousands of servicemembers were returning home, there was an enormous issue that needed addressing, so there was but they need and an opportunity for us to get engaged in meaningful employment of servicemembers and capital one in our community work always works in a way where we first look at, what can we give and then what are the particular needs and where is there a match. we have always been in the business, as you said, of educating people for jobs that provide meaningful and gainful and progressive employments and this then it became a natural to

us, so we said can we make a meaningful difference and the answer was, yes. so, we turn to our great partner at the us chamber foundation and talked together about what kind of a difference we could make and there came hiring our hero's fury over. ..

but of course i know with a lot of confidence people who run businesses are like is that it's important. also has to make business sense for us. tell me about the impact on small business. >> first of all, seven out of 10 jobs created in this country come from all business and small business has just as much of the needed big business to hire great people who have a great skills that you number one, dairies that piece of it. i think the other thing that is important and it was mentioned earlier is that the skills that one learns on the service or great entrepreneurial deals. so as more and more servicemembers are coming home and actually been much but no real in starting small businesses, there is a role we can all play in educating them in the ways of the digital world, for example, so it is not necessarily just enough to have expertise in the product that

your business makes, but you also to succeed need a set of digital skills that are unprecedented. that is another place we can be helpful. >> there appeared wise leadership so important? there's lots of debate of who should be leading the way. >> i hired to fill out if you've got a big company, small company, you are looking for the best talent. veterans and military spouses talk about some of the skills and abilities. leadership, teamwork, ability to solve complex problems is what we look for and what every company is looking for may find a bright hair. >> i can imagine the private sector is more flexible, too. you guys can turn on a dime in a way that may be government cannot necessarily make that decision and really create new initiatives. i've seen you create a bunch of initiatives.

>> we create new initiatives all the time. companies need to reinvent themselves all the time. companies need the kind of talent that can reinvent themselves all the time, which clearly this population has. i think number one is that employment that. i think what folks gave about the retention, former military members is incredible. i think also the giving back that sense of caring for a community that former military members have is incredible. there is a story they tell the men works for capital one, lieutenant alan finnigan and he is a former trainer -- he is former marine and he trained asking units skills like medical issues, logistics,

communications, operations feared 350 members of this unit. if you ask a person like that what their skill set is, they have enormous skills that translate into our business. he never thought about capital one and we never thought about him. through the u.s. chamber of hiring our heroes initiative, we met there not because job fairs are necessarily the greatest place to hire somebody from but because you meet people. through that networking, we learned about each other. he is not only an incredibly successful leader and analyst in our company now, but he is one of the key folks that gives back. he goes to the hiring tears. he works with others in the military, leaving the military spouses. there is the sense of giving that's incredible. >> had there been challenges you got to solve a natural fit than helpful in fixing those

challenges? >> absolutely. again, i go back to the skills i learned him that i practice in the military leadership. those are the skills that made me successful and military commanders seem skills and abilities that may be successful in the business world. i do want to say hiring veterans and military's mouse is important but that is not the last stop, not the last that. the transition into the corporate world doesn't stop with the hiring. we have a transition program, onboard income a specific training and mentoring led by her 800 military personnel clerk. associates were veterans and military spouses or have an affinity for the military. it doesn't stop at the higher. >> that's a great point because often measured to and not all the way through. the goal is 500,000. to hit the gold, what happens? are you done?

>> we saw the highest gap in jobs for 18 to 24-year-old veteran. we have something to contribute to that and we will continue to contribute to that. >> thank you very much. i appreciate you guys. thank you, everyone. [applause] >> ladies and gentlemen, we will be taking a five-minute break. thank you. >> i have this figure that's been a conglomeration of extremists and the palestinian figure if you notice he's on a prayer rug but he has issues on.

both these figures are sort of utilizing a false religion for political purpose. i'm an equal opportunity offender. >> my name is suzanne clark pandemic negative vice president of the u.s. chamber of commerce and let me be officially the 12th person to welcome you all here to this great building today. one of the great privileges i

have at the chamber is to help lead its foundation where we spend a lot of time thinking about america, about its competitiveness in a better future. we all know that america is a special place. i came across a quote recently that sums it up perfectly. america is the greatest, freest and most decent society in existence. it is an oasis of goodness in a desert of cynicism -- help me, barbarism. education at your core. this country once the next year and it unique in the world is now the last best hope for the world. we notice our military men and women know this. you served for it, sacrifice for it. we all know that america is a special place and for that to continue, a strong country needs a strong economy. he needs a strong business

community and a strong skilled, able workforce. so my message to the military community is this. your opportunity to serve your nation doesn't end when you hang up your uniform. it doesn't have to stop when you retire a transition to civilian life. you can continue to serve your country and new, vital and valuable ways. america needs you. our economy needs you. our business is media. there's been a lot of time about hiring our heroes to help better in and participate in the week for us. i would say that it's just the start. it's really empowering them to lead in the workforce, to propel innovation, to drive our economy and create opportunities for so many other people. many of the industries that we highlighted in this video represent the future, where we are headed and we believe and hope and pray that our military

men and women are going to help lead the way. so let's not ship this great generation's talent with the next great generation of american business. if we do, if we harness our industrial might and unleash our human talent, there is no question america will remain the greatest country on earth. the nation with the most resilient economy, the most innovative businesses and the greatest opportunity for individual at hansen and reward. this is a new opportunity for service for america's heroes then there's no one utters needed for the job. thank you very much. [applause] >> ladies and gentlemen, please welcome eversole, ross brown and

ogg. >> and as my foolish to be part of this today. these organizations and are doing so much for a veteran community. let's meet sandy ogg from our blackstone group. ross brown from jpmorgan chase and you have met before me today eric eversole who seems to be everywhere during every event. we have about 20 minutes so i'm not going to spend a lot of time and introductions. we ask each of these gentlemen first to tell us what they've accomplished in the lessons they've learned. >> first lot like to say i consider it an honor to be here.

[inaudible] [inaudible] to hire 50,000 veterans and some of the numbers that people have been accomplishing. you know, we feel like we've still got a lot of work to do. we have been added for two years now. we hired about 28,000 veterans so far and we think that the original commitment we said that we will meet and exceed. and for us there's been a very practical matter of getting it done starting with leadership

and we have 80 different companies that are led by excellent management and we said hey is there something we can do and they came back to us and said we think so. the first thing was to ensure what that has done is given permission for the organizations i've added you to create the sense of provision and alignment to go once you secure the leadership at the top. we needed number and a champion and it is not the data we forced. the number was in and we asked him they needed to come from any represented ambition because something like this demands,

requires ambitions in order for it to happen in the number was representative of that. with that number we needed a champion and we have a couple champions in the room here today. one person who without it leadership guidance as their champion of linux sound, michael make their met who is right here in the front and i know that we have derek wake here from la quinta. god knows there's an alyssa and warne here from hilton. these are the people who are really making this happen day in and day out. [applause] still a number and a champion. once we had a number and a champion, we knew we needed to mobilize and our theme of mobilizing something like this

is to think big. we need a big bold number but to start small. meaning let's do some things that can build momentum and then move fast. with that mantra, we've been able to get this initiative mobilized the leadership and ambition that has been extremely important if the partnership developed with the government. people told us in the beginning that if you try to partner up with the government people they will slow you down. that has been exactly the opposite america's. i know kerkorian is here for veterans affairs. the people that have helped us from labor, that it helped us

from dod, that have helped us from veteran affairs, we got together the first time. we run a sum up of the year. we got together with all this talk about having a warm handoff, that our service members need a warm handoff. we all said warm handoff, zero. we need to build a bridge and what the people in that room had done is to build a bridge and there had been very practical things delivered by kurt and the team at the va and the department of labor in the teammate dod to help us build this bridge and essentially i thought the public or the partnership was the cliché but it's real and it's really working and it's helping to accelerate the way we are getting this done. so a big thank you to all of

those people and an even bigger thank you to the champions here were resented above the group to give this happen. thank you all for having us. >> thank you to you and blackstone and portfolio companies. ross brown, jpmorgan chase. >> thank you, sir. it's a privilege to be here to represent jamie dimon and the rest of the leaders of jpmorgan chase and the commitment firm has for veterans. there are three pillars that comprise the veterans efforts at jpmorgan. jpmorgan. their employment, education and training and housing. employment alone this year we have hired over 900 veteran at jpmorgan chase alone and over the past or years have over 9000. probably what we are most proud of is being the leader of the 100,000 jobs and the 100,000 jobs are consisting of over 200 fortune 500 companies that have

hired 242,000 since 2011. [applause] the second pillar for our firm is education and training. under this pillory partner with the ibm asked in the great work at syracuse university. we kind of focus our programs on two things. one is we've committed a million dollars recently for a study of seven different universities and colleges to see what can be done to facilitate the success of veterans as they pursue education. there's going to be some great lessons learned from this that we can then provide back to the va and other organizations. the other other programs make cheney alluded to initially and i will follow up. the veterans transition program that we help spot there that allows service members and their spouse is to be certified on

different certifications that will afford them opportunities to be employed. i.t. is one of them. another is program management. we will continue to work with the education and training. finally in housing, jpmorgan chase bonus divided over 900 homes to deserving service members throughout the country. while we are continued to provide these homes as they are available, we also look at partnerships with public partners to help the va and others fight veteran homelessness as well as continuing to look for opportunities to provide veterans the opportunity to own homes. i would also like to thank our public partners and the support we receive from them as we move forward. thank you very much.

[applause] >> thank you, eric. >> thank you, general. we started higher our heroes program a little over three years ago. it was a pretty simple mission. we wanted to utilize our vast network of local chambers that connect them with businesses of all sizes across the country. we were going to primarily do that through hiring event and i think of soup on the buildings that we would do a couple hundred. we've now done over 900 in the last four years. that is one aspect of hiring events that we do. a lot of what we've done and a lot of what we've guided by his our heroes campaign that i'd know you've all heard a little bit about today. that is about going out in local communities and getting businesses of all sizes. first and foremost make the commitment to higher veterans

because it starts from the top down. more importantly the tools and resources to actually help sewers and retain the great talent in the work force. we have the great privilege of working in the communities large and small all at the focus of helping veterans and families they transition into the civilian sector. not just find them jobs, but find them the right jobs. >> you got the microphone. we will come back this way. what are the gaps that remain and what are the next steps? >> we would hear this today. we've heard it for the veterans died. we need to learn how to sell, market their valuable skill sets to american businesses. they certainly have done, but there is no core in the military. there's really just need to help servicemembers understand the

skill sets translate the very meaningful and impactful way of businesses. i would also encourage other business leaders to solve their industries. these young men and women are tremendously talented, but they don't know what they don't know. it's the business' responsibility to sell doesn't understand when they come to work for your business that they are continuing their service. they are still serving this great country. those are the two gaps i would really focus on. >> one gap i will talk to his data. being in the financial services industry as you might imagine. while we in this room know the right thing to do.

we believe an opportunity to provide more data in this case. we will pursue a study where we look at the retention and specifically because we all know that it's absolutely beneficial. we want to demonstrate that to the organization writ large by providing this data in these numbers to support that. i think we need to provide the business case for hiring of veteran, even though the veterans know that across our coalition is an opportunity to do that. >> well, one is accelerating the

hiring. we are off to a good start with a couple years behind us. but with the help of miguel and eric, jason mico says he will, we get the best practices. what are the things that can be done to help us move faster. accelerating the hiring would be number one for us. we now have 28,000 veterans working in our companies, what are we going to do to retain them and keep them excited and developed a career. we didn't take this on to higher people because we have a number of businesses where we have people come and go a lot. for example people take inventory in the middle of the night at wal-mart. those people come and go. fortunately the veterans stick around and they stick around at a higher rate than others, but

you have to capture them in the right way. so with our summit this fall, we are going to balance our efforts. in the beginning we said we were going to do one thing, which was higher people and we got busy doing that. now we need to accelerate that but with a population we have we have to dig in on the second issue which is how we are going to transition from a job into something that is a meaningful career because of fraud and the team at hilton get them trained up and they're doing a great job running the front desk or a whole hilton hotel, we want them to stick around and find ways we can continue to leverage off the investments we are making in these people. those would be the two things we have really focused on now and

we've got some interesting data that not potentially that we will share with you in terms of the business case because we see each one of these veterans represent a substantial business case. not only the skills they bring but also a lot of other benefit that brings real tangible things with them. in our case we have the evidence to say it not only is the right thing to do that is smart. it is smart business. >> senator, thanks. it is absolutely true there's a huge difference between providing jobs and providing careers and to the extent we can help folks get onto a career path, that is an accelerator to the end of degree. we've got enough time and i'll ask each of you to go down the line. if you had a servicemember in

front of you right now and had about 60 seconds to give in a later speech, what would you tell him or her that would benefit them in transition? >> thing we did this past fall which blew everybody away, now sitting in the room and it's not literally this way, but one side of the room you have a bunch of people representing various aspects of the government and that is done great work in helping us to build this bridge. on the other side of there may bunch of people representing businesses that are really putting people to work. in front of the room we had five veterans that we had hired collectively that we had hired him you went down the road the five veterans and to practically make people jump out of their chairs saying that got to get some of that. these people were amazing to a

person. one person was driving a humvee in iraq and another person was a fighter pilot from the navy and is now a general manager for us and one of the hotels. the thing that i would say if i were sitting in front of a veteran would be this notion of translation of what it is that you actually bring to the party. i think sometimes there's a little bit of shyness about what is it that i am actually bring and that can be beneficial to this is miss. it is important to do homework to understand a little bit deeper into the enterprise what is it that i bring to the party that will help translate to why would you hire a sniper. i thought that was a pretty cool thing. there's lots of reasons you at higher the sniper.

it's almost like we need to find each other. the business has been need and the veteran has the skills and we don't want to say see again lost in translation. >> what i would encourage them to do is harness the network. those that have gone before them have transitioned. i would suggest they make contact with those they race back and served with whether it be communication, how to communicate what you done but equally what you are interested in doing them the lessons learned that those that avert a transition. >> yes, sir. thank you. you have to own it. you have to own your transition. you need to prepare just like you prepare for any mission and you've got to go out and execute it and you have to do it early on. if you don't do those things, you will come up short and it's

no different than any day in the military. own it and then executed. >> thank you for your and organizations for the veterans. thank you, all. [applause] >> my husband is a sergeant in the united states army. we have two kids. one six-year-old void when 3-year-old girl. money was tight. we just weren't really sure how we were going to be able to have christmas. ..

it was the first time in five years i was able to volunteer at my sunday school. being an uber partner allows me to be at home in the important times. >> the biggest thing over is giving me the convenience of my schedule. i turn my phone and activate myself. when i choose to. [applause] >> good morning, everyone. i'm david plouffe.

it's such a privilege to be here with all of you. the chamber i want to thank for the commission work on hiring our heroes are no more important program in the country. we are also appreciative of all the amazing work that president bush and verse lady laura bush are doing on this program on mission transitional remarkable leadership and military and companies were doing what they can to take of those who take care of us. when i worked at the white house on the things i love to do most competent to do as often, i would a at night sometimes early on to we can take a run on the mall which is one of the great many words in the world. partial because i'm kidding over the problem with many spirit it was a great reminder of people who built the country. i made sure, in part because a state with you. part of what hundred doing his bit of you might of those who built this amazing country with a privilege to live in. we have won the lottery.

you see the general who founded this country and defeated kearney and the commander in chief integrated people and saved the union. you see the world war ii memorial, the korean memorial and the vietnam memorial and reminded the millions who stood by them, to make everything possible. that continues today and will continue tomorrow. those of the people who are the true heroes of america. they will never let us down. all of us of an opportunity to help them when they are done serving, there's no more important job. we at goober are so excited to try and pull apart. with a program called google military which the biggest book to which started last september with the guidance and support of many military leaders including the chairman of the uber military, secretary gates. our goal was to over 18 months bring 50,000 veterans on the platform. we're almost halfway there already. just in a few short months and

we've now expanded this to military spouses, military families. what's exciting about, the opportunity to provide. for those of you who have used uber, cooper is a technology platform, an app that you press a button and you summer the checksum -- someone arise. over 70% of the people in the u.s. are veterans. we are all about serving the cities. you see with our veteran driver partners that's what draws them is that they are able to deliver somebody home safely after a few drinks at a bar, someone has a car tha that breaks down thick d taken to work or committee calls. they can take some to the chemotherapy treatment. so they get a great nourishment. it's no surprise the highest rate of partners on our platform our veterans.

they provided through the service but they are still focused on serving. what we hear from them when they talk about why they enjoy huber is personal it's a great way to get reconnected to your community if you been serving overseas. you get to meet people come to living people all over the city. you get to see new businesses that are propped up for a lot of people it's a great transition we are pretty unique in that we architect of the company but not just up in the cloud. were on the ground, on the city. veterans really enjoy that opportunity to come moments are but also to great transitional job. a lot of people come home, then they go back to school, they may be searching for what the next race going to be. they may be interested in starting a business and what we arallow as they can get on a platform. veterans love to drive. most of vehicles already. within a few days they can get on the road and make money. completely on their own terms. there's nothing like it in our economy. there are no hours. you can drive or not at all.

you can drive eight hours to one hour, three hours, just doesn't matter. you basically turned app on and turn off when you want. as people are coming over country at what's next it's a terrific opportunity. we are so thrilled to pull it apart and providing it. what's interesting is will a lot of these veterans end up driving with us for a long time full-time. for many it will be a part-time and short-term endeavor. it is a remarkable bridge that we are so excited to be a part of to allow this opportunity. we have already in the d.c. area over 1000 veterans in the l.a. area over 1000 veterans. so making a big difference. they are helping the local economy. for a lot of people over there still something young people use on the weekend but we become ever powerful economic engine. here in washington with over 20,000 people driving right now on they uber platform. there's a company in the last two years this but that many people in income producing

opportunity. we've over 22000 in los angeles, over 24,000 in san francisco. these are huge numbers. so credits are coming in because all these people are going somewhere. this is one of the things we hear from veterans. they have a great affinity for small business owners. they are working hard. a third of our trips end or begin at the small business. those veterans are going to local restaurants, local retail establishments, going to local small businesses spending money and helping the local economy. you saw some of the story but it's remarkable we have a partner named mike richards and u.s. army, completed two tours in the middle east and cable. someone had grown very close to died in a drunk driving accident. so he came to uber in austin, texas, and because he wanted to drive people home at night and keep them safe rather than endangering themselves and other passengers. we are very proud of the role we were playing in reducing dui.

for people under 25 now, we know this from our research, there's been a behavioral change in urban areas. they think about drinking and driving anymore. why would you quit you press a button and get a ride there and back. someone is making that happen. it's these amazing veterans. you heard from teresa who is a military spouse in seattle who for the first time ever, used to be a manager, and just had and flexible hours. never volunteered at her kids at school, not once. she was able to get it because of the opportunity. we have a partner named bob and charlotte who lost both his legs in vietnam. live in ohio, was a telephone operator, had to move to a warmer climate for health reasons. was having a hard time finding work but he's a hand controlled -- uses and controlled vehicle. buber is a way for a lot of veterans to get out, especially disabled veterans who are stuck at home trying to find something to do. it's a good way to try to break down the barriers.

a real powerful opportunity. we have a veteran named carlos who drives in miami in the uber platform. he served in the marines. he has three daughters. the reason he likes buber is so always got his prime business was is he spins discs at night but he's got three girls. with the uber platform he can log on for a couple of hours, log off, back on. it's a very powerful i think economic engine that really works may be better than anything for veterans is they're trying to get what they're going to do next. so we're going to continue his commitment. were thrilled with the progress we've made. we think we can make more progress. humbling we would like to ask all of you to spread the word, that this is an opportunity. this may be something we have a lot of entrepreneurs who build up late so maybe it's a small business that someone's to start in partnership with this but maybe people who say i'm going to do this for a few months, for one of hours as i come home and

figure out what's next for me. and so there's nothing out employers are more passionate about uber military. it's what gets them up in the morning. it's what so many of our very brilliant young engineers and people who run our cities are focused on which is how can we spread the word, how can we build this program into something that becomes a guaranteed. so that when the veterans who have served us so able to come home, there's a guarantee that fc are confident what's next they've got this opportunity. day in the bargain will be doing a great thing for the city because they will be making sure less people died after drinking. they're going to cut down on distracted driving deaths. they will help the local economy, help small businesses. they will help bring less cars on the road. so that also big societal impact. we are eager for your advice. if you got ideas for us about how to run the program better, spread the word.

we are all the years. we are hungry for partnerships and if you have ideas in that regard we would love to sit down and talk with you. if you see anything we can improve on please don't be shy to let us know. we are trying to build a business and we are focused on that but in terms of uber military nothing is more important to us than making sure we're standing by these veterans, providing opportunity, providing the kind of service that they and their families me. so appreciate your time today and look forward to the road ahead with all of you. thank you. [applause] ♪ ♪ ♪ ♪

>> good morning, everybody. thanks for being here. my mother told me many years ago don't follow paparazzi. i think we're falling a bunch of paparazzi this one. this is an amazing crowd an organization to be a part of an effort ongoing right now are really, really commendable and timely. i am retired spider marks, u.s. army general, spent my life as a kid in the military and spent 30 years in uniform. i've been a basis for lasting years and years and i've had the great honor certain with veterans, military folks and uniform and in my sibling capacity having had an opportunity to hire veterans and it is a wonderful, wonderful addition to any team. i'm with a great team, colonel justin constantine, karen hyland and pete chiarelli. if you all would please take a few minutes, education cells. >> my name is justin constantine. i work for eric with hiring our heroes and our team is a wounded

veteran character program. we focus on employment opportunities for our would've veterans and caregivers who have a fence around the country. we just had a very successful event in fort bragg. now heading out of fort carson. i also have my own business as an inspirational speaker and leadership consultant. >> karen hyland, i am a legitimate other united states navy reserve. in my civilian role i work for bp america helping our grassroots efforts and political action efforts as well. i'm an iraq war veteran and i am the latter to be here. >> i'm pete chiarelli, and i did not run the army. i want to make that clear. [laughter] it's happened twice. you don't like to correct the president of the united states but i just want to make that clear. i was former vice chief of staff of the army and i currently run

a not-for-profit called one mind that is trying to get at a biological cause a dramatic drain into an post-traumatic stress in order to find better diagnostics treatments. >> thanks very much. our objective here today is to talk about finding talent and retaining talent for business. i'd like to start with you if i can, pete. in your research and in your efforts in one mind can you can dispel some of the myths and the stereotypes that are out there so we can set the record straight in terms of pts and what that really means? >> i'm very, very proud that this generation of warriors is at least brought attention to post-traumatic stress because those of you believe this is an injury of this generation of warriors, council the wrong. nothing could be further from the truth. it's been with us since war was fought, and that is a good thing but at the same time it's a double edged sword. there's a belief that anyone was

ever deployed this post them extras. nothing could be further from the truth. there is belief that are not evidence based treatment. nothing to be further from the truth. i had the opportunity, jpmorgan chase had me speak to a group of mid-level h.r. people and when you ask them the question or pose the question to them, do you believe anyone who's deployed has post about stress and you start to see the balking heads, yes, yes, yes. i look at them and i said 8% of the population while post-traumatic stress at some point in their life. 8%. so as admiral winnefeld said today the numbers are not that greater in the armed forces. if you think by not hiring that you can escape having anybody work for you that is both direct stress you are wrong. i promise you you've got at least 8% of moral of your population as of today. and you probably are not giving

them the treatment because your insurance company probably doesn't cover post-traumatic stress in the same way that the military is ensuring that these people, those were willing to come forward, get the treatment they need. so it's a real myth that you can avoid this. it is everywhere. and what we really need to do is to understand it, get better diagnostics so they can separate it from the other depressions and type of invisible once we have out of their and get to the root cause. i would kind of say, people need to understand we are so far behind in understanding it as we are not as far along as we are with the other diseases, of the human body, and that's what organization is trying to do is to move from the 1930s and

catch up with the rest of medicine in understanding getting to diagnostics and treatment for post-traumatic stress speed and justin come in your work do you see employers, i would call the mid-management level in the h.r., those folks who actually are on board, bring them on board, do you see the discussions of pd is coming up as a matter of routine or is it something that's just not, just not the biggest victims of the number of ways. it's particularly important to me as someone with pts is the globally about trying to reduce the stigma that we talked about. at our events, we have come usually a one day that we have a workshop for the veterans and caregivers in the morning and an informal networking event in the afternoon. you have a one hour long workshop for the employers. just like 2 20 employers and we are lucky we margery morrison as

part of our team. she's a clinical psychologist and she and i talked for an hour about dispelling the myths, about invisible wounds of war. we received great feedback because a lot of the time some of the folks in the audience our veterans themselves and have been doing this for a long time so they know we're talking about. a lot of the employers this is the first time they've heard from a veteran or a loaded word or a psychologist for both of us come at the same time talking frankly openly about pts entremed brain injury and what it means and what it doesn't. it's so great to have this quick forum to get some statistics out there like general chiarelli said, 8% of us in american pts. that's 24 million people. the national institute of mental health says every year 3.5% of folks have pts. that's 8 million people in one year. compare that to who knows what the exact steps are, 500,000 of

us have pts. 500,000 versus, you know, over 12 years compared to 8 million in one day. it's enlightening for them. what i choose it is those folks love the opportunity to educate them so because they realized how much, we are treating veterans different and we should be doing that. >> karen, npp what are you guys doing to really bridge the divide has been described when the military entrance of the understanding and the sympathies or maybe even the understanding more important? >> from personal experience i can tell you when i realized i was deploying, i decided to tell my family and i called my boss immediately. and just by the unlucky happened to be a retired navy captain in the reserves. so we understood the language very well and understood what needed to happen.

i was able to t.a.p. into our h.r. system very quickly, who understood the law. but more poorly understood the spirit of law and did everything they could help me and my family transition to the active duty life ended for me to transition over to iraq. when i came back, again they went by the letter of the law and the spirit of the law even more so. they wanted me to take as much time as i needed, as much as i could. i chose board and opted to go back to work within about four days of just coming off active duty orders. but i knew at every turn that i could t.a.p. into our resources to both the formal once and and for once. the informal ones were far more beneficial to me than calling into our hotline are going to the official h.r. channels. i think that's because the culture that the company i work for, bp, had, which is wanting. everybody is in it together and you can turn to anybody for help

or turn to anybody to offer help. it was very, very beneficial for me to know that i could do that if i wanted to. i chose not to for quite some time, it took quite a while for me to come to terms with my experience on my deployment. i dealt with my family first but i took the opportunity when it presented itself to inform my boss, all my bosses, and my colleagues that i was actually really struggling and that it was suffering from pts. like most veterans there's a fear factor around admitting that to yourself and to others in the support that i received from the company was astonishing. i'm very fortunate in that regard, and my great which is that every veteran has the same experience that i had to go to realize its unusual. but i think it goes back to the culture in our company for every employee matters. everybody is part of wanting.

it's similar in the military. i recognize the similar traits and was able to reach out to the right people. >> you are in a good organization. general dempsey wrote the piece, published a piece last fall and it talked about the stereotypes that the business and the civilian workforce might hold for military, departing military members. i'd like to kind of talk about that or if you can share with us your own personal perspectives of some of those stereotypes that you've seen, you have experienced as servicemembers transition. justin? >> sure. one of the stereotypes general dempsey talked about was corporate employers out there feel those of us coming out of the military, we like to do good work but which is good at following orders and two october that's because we've heard from the truth. we are very fortunate in our military in particular, that we

train our troops to take the command and then make it happen. i will say from my experience in iraq leading range there, whether was another officer or talking to one of my noncommissioned officers, we could be on a mission, talking -- we start receiving fire, i could turn to the sergeant and said what you think we should do? he knew, he would quickly come up with an exit strategy all respond one o one hour had come identified how much longer we should stay, route home, i published the nation. that's invaluable and that's not just dealing with what you were told to its understanding the intent whether from your ceo or your midline supervisor or whoever and making it happen. if anyone thinks in military we just don't we are told, we are good at taking orders but taking initiative is just as important.

>> very, very to. >> one of the great stereotypes i encountered, having encountered in his company and out in the general world is that veterans are members of the military our robotic. and that we do just follow orders. that couldn't be further from the truth. we choose to do this because with great passion for this country come a great passion for service, a great passion for getting things done in the right way. we do that remarkable teamwork and remarkable ingenuity. we are not robotic. we are able to think on our feet. i believe general eisenhower said something along the lines of plans are useless but planning is essential. that's absolutely true. we are flexible. we see needs. we're not necessarily always linear we are able to flex to different situation. sometimes better than i think the average civilian can.

but there's this belief for people of never served or not been around the military that everything is wrote, robotic come we all think the same way, feel the same way that that's not true. i would offer that even one had my uniform on those differences are celebrated among our ranks up and down and sideways, and i say get things done as a teen. win companies embrace that you really see people flourish and succeed. >> absolutely. >> karen is so my stereotype. >> okay speed and let me build on it of the. one of the things that i've seen in moving to the solicitor's one of the things that makes people think we are robotic is the fact that we dwell on trying to improve in just about everything we do. i really like going to the national training center and having a good day against the operational force and winning a battle. but we would sit down and an after action review and we would

take five minus talk about the good things we did at another hour and 55 minutes criticizing a look at we could have done it better and one quicker and faster. that's what i see. that's a part of our robotic system that i think that, in fact, we've got to try to import into come into civilian business. more often than not i see a tendency to spend all the time talk about the great success you've had and very little time taking the opportunity sit back and say how can we do this better? what are the things that we get to come to changes we could make that make is even better than we are today? >> in my experience in this love-hate relationship we have, not only with our h.r. professionals but with our general counsel, as a matter of routine we are looking at hiring you look at a position description. we grew up with paragraph and line numbers and are looking for very specific skill sets they

want these matters to be job ready upon arrival when really it's a combination of character and competency. it may be job ready but they are 65-75% of the way to because of the foundation of the character. that's the stereotype that drives me up the wall. let's hire someone who's got some magnificent talent. we can get the job ready. we can spend the money to get the job ready. the kind of in conclusion what would you all fix moving forward if your king or queen for a day, ceo, president of that organization, in terms of trying to distill, dispel stereotypes that there has to be an element of time. you can't ge do that overnight t what would you try to do to fix those things? any immediate thoughts? >> i'll just throw out there that all corporate america to understand because i think that is a myth or a stereotype out there that there, people doing the military does not necessarily done and the private

sector. say so us on to getting a job -- what is good is the question of responsibility come he managed a budget. argovernor pawlenty people when it's appropriate. you have led a good team building skills to all of these are intangibles which is impossible to create anywhere else as robust as we do. and also we have a lot of education courses going on in the military, a lot of our folks more for military percentagewise have started secondary education and the private sector are in the civilian sector. people got to understand just how robust we are, that would be a great start. >> i would ask that people not to all veterans as people looking for a handout. people who expect something in return for something that we all did voluntarily.

and i think that there's a very broad brush sometimes painted in the way and i would implore people to remember that every veteran is unique your we have all had unique experiences. we've all been part of something that's part of the greater good and we've done something in a team atmosphere. but we all have unique skill sets people have unique personalities, character traits come and embrace that and run with it, if you will. don't see the veteran group as the large block. see us as individual people and what we can do for you. i would really love to dispel the myth that anyone who comes out of the military has postmark stress or traumatic brain injury. there can be nothing for the from attribute a lot of into a people get stronger by the experience of with a concert in iraq and afghanistan and don't have these problems. it doesn't mean we can't take the focus off of helping those who need our help. that's a for sure. and everybody in here would go

back and ask your h.r. person or senior vp, or whoever, to put together a little point paper or a little briefing that laid out whether or not anyone in the company who it any kind of problem with any of the depression, post-traumatic stress, whether or not their insurance covers the trigger for that in the same way that the military takes care of soldiers, sailors, airmen, and marines and coast guardsman when they need that help and i think you're going to find some surprising facts that that is really not the case, that that is a really important thing is that we make sure not just in the military but in civilian society as a whole. that when people have some of these invisible wounds that they can get the help and treatment that they need. >> i would suggest that we all come and i know we do, hire a bit. it's good for the bottom line.

being narcissistic about your decision and look at it from your discussion with your board of directors and say i think this takes a lot of sense for us. folks, any final thoughts before we depart? any comments? wonderful. see you. thanks. [applause] >> ladies and gentlemen, please welcome shon manasco. [applause] >> everyone is getting up including the river that's not a good sign. i don't know about you but this conference for me has been not only inspiring but it's also encouraging because for some of us have been a part of this activity to last for five years, started off very fragmented, and to see the chamber bring