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In March of 2007 DESTIN won a contract with Walter Reed Army Medical Center (WRAMC) Transition Employment Assistance Management Service (T.E.A.M.S.) Division to provide placement services for transitioning Iraq and Afghanistan Veterans. Many of the transitioning veterans that were referred to us by TEAMS had experienced a myriad of combat related disabilities and war related injuries and health conditions. As our representatives developed more personal relationships with our employment-seeking clients, it became a common and pervasive observation that they had various symptoms directly related to mental health issues. Many of the displayed symptoms that were noted consisted of depression, frustration and anger, guilt, memory problems, anxiety, lack of self-esteem and motivation. Many of these unseen disabilities were also accompanied by occurrences of impaired motor skills, speech impairments, headaches, sleep-deprivation, incontinence and a distinct inability to concentrate and focus on basic tasks.

One particular scenario that took place was a veteran that I had personally escorted to an employment interview with a prospective employer that had a well known reputation of hiring veterans. The candidate had a stellar background with a (highly sought) top-secret security clearance and professionally presented very well, however in this particular case, five minutes into the interview process, the candidate lost his cognitive memory of where he was and how he got there. Soon after the interview, I was privately told by the employer that this candidate “had issues” and appeared unsuitable for the position. At that moment, it appeared to me that the employer had made a rash decision that had seemed to be based on his personal stereotypical observation of the candidate's capabilities and ability to function in the workplace.

Soon after this experience, we at DESTIN began our research into the dilemma facing other transitioning OIF and OEF veterans. We discovered that the Army had just recently begun the official study of mental health disorders among transitioning veterans and the fact that 2 many of the discharged veterans at the time had not been efficiently evaluated for various mental health conditions including post-traumatic stress disorder (PTSD), and/or traumatic brain injury (TBI.) We also discovered, that the likelihood of PTSD effects and permanent mental health conditions had concurrently increased with the number of tours completed in Iraq and Afghanistan (12% for the first tour, 18% for the second, etc.) Many of our veterans continue to serve on an average of 15 month intervals. The latest statistics reflect that 1 in 5 transitioning veterans suffer from some form of mental health issue with 127,907 US troops with wounds injuries and conditions resulting from combat exposure.

We at DESTIN, shared our observations regarding the employment challenges facing the transitioning veterans with former WRAMC staff psychiatrist and OIF veteran, Dr. Cynthia Washington. Dr Washington is a board certified psychiatrist that specializes in the areas of PTSD and had treated thousands of veterans. Within our many conversations, we jointly noted that the responsibility of providing a more comprehensive 'reasonable workplace accommodation' for the growing demographic of veterans that are integrating into the civilian workplace is imperative. It was our concensus that a new level of “awareness” regarding the residual issues of war and military culture, must be acknowledged and understood by the employer including other counterpart employees. Thus, DESTIN pioneered the revolutionary “Preparing Employers to Reintegrate Combat Exposed Veterans with Disabilities (PERCEVD)” diversity/sensitivity training program for employers.

PERCEVD diversity training integrates five disciplines (including: legal, medical, health and wellness, human resources and diversity) and two perspectives (military culture and disability.) The one-day training program consist of 8 modules including: understanding combat related physical and mental health care conditions; proper etiquette towards people with disabilities, workplace accommodations; understanding military culture; understanding ADA and USERRA compliance; human resource and EAP processes; diversity; and, understanding workplace environmental triggers. Although many employers consider it noble and altruistic to hire veterans, it is a true dis-service to the veteran, to create a vicious cycle of repetitive employee turn-over based on misconceptions and improper handling of various issues.

PERCEVD training is strategically designed to enhance understanding and awareness of combat related issues and consequently mitigates workplace disruption that can lead to decreased productivity and turn-over. PERCEVD educates employers on ways to mitigate potential litigation based on placing veterans in workplace environments that can adversely cause a downward behavior spiral. Issues such as understanding how black garbage bags can be confused as body bags and can be “triggers” making work environments tumultuous. PERCEVD educates employers on the various nuances that can create problems.

Dr Phillip S Wang, M.D., Dr. PH, is a leading psychiatrist at National Institutes of Health (NIH.) He makes the business case for PERCEVD training as an employer intervention. He states,"(s)ome data is emerging that employer interventions can improve productivity and reduce employee turnover - an important result because it can cost a company a year of wages to replace a worker." He also states, "It appears the more one spends to intervene, the more 'depression-free' days one gets." He concludes,“...it remains possible for employers to actually save more than they spend on enhanced depression treatment, because of the increased productivity and not having to replace skilled 3 workers.”

Currently, we at DESTIN are introducing our PERCEVD training program to commercial businesses, federal contractors, non profit organizations, federal agencies and municipal organizations. It is our goal to work with the District of Columbia to educate employers on the epidemic of PTSD and TBI with our transitioning veterans. We look to the leaders of the District for your support regarding employer interventions and creating a more inclusive workplace that is sensitive to the needs of our valiant veteran heroes, Thank you.

Ed Crenshaw President and CEO DESTIN Enterprises, LLC 8630 Guilford Road, #273 Columbia, MD 21046 443-538-1351 ej_crenshaw@destinenterprises.com