Latest / The Diversity Career Podcast with Fexingo: Inclusion, Equity, and Underrepresented Professionals / How a Bank Turned Military Spouses Into a Career Pipeline
Transcript
- Lucas: So, Luna, I was reading through some workforce data the other day, and one number just jumped out at me. Military spouses have an unemployment rate that's consistently about four times the national average. Four times. Luna: That's staggering. And I think the reason is pretty obvious — they move every two to three years. How do you build a career when you're constantly relocating? Lucas: Exactly. And that's why I wanted to look at what USAA has been doing about it. They've built what they call a 'portable career' model specifically for military spouses. The idea is to design jobs that aren't tied to a specific location. Luna: So, remote work, but with a twist, I'm guessing. Lucas: Right. USAA has over a thousand military spouses in their workforce, and they've made a deliberate effort to create roles that can move with them. They have remote positions in areas like claims, customer service, and even some technology roles. But the key is they've built a whole infrastructure around it. Luna: What does that infrastructure look like? Is it just about offering remote work, or is there more to it? Lucas: It's more than just the remote option. They've created a dedicated team that helps military spouses navigate the internal job market. When a spouse gets orders to move, they work with this team to find a new role or adjust their current one. There's also a portable benefits package that doesn't reset with every move. Luna: That's smart. Because one of the biggest frustrations I've heard from friends in that situation is having to start over every time — new job, new benefits, new seniority. It's like your career resets to zero. Lucas: And that's exactly what they're trying to fix. What's impressive is the data. USAA says their military spouse employees stay longer and get promoted at rates comparable to, or even better than, their non-military-spouse peers. That's a direct counter to the assumption that this is a risky talent pool. Luna: So, what's the retention rate they're seeing? Do you have a specific number? Lucas: I don't have the exact figure in front of me, but I remember it's significantly higher than the average for similar roles in the industry. The point is, they've proven that if you build the right support system, these employees are incredibly loyal and productive. Luna: It makes sense. If a company invests in you like that, you're going to want to stay. But I wonder, how does this scale beyond one company? We're not all USAA. Lucas: That's the big question. But there are lessons here for any employer. First, think about which of your roles could be done remotely, even occasionally. Second, consider building a 'relocation bridge' — a process that helps employees transfer within the company when they face a personal move. And third, look at your policies around benefits and seniority to make sure they don't penalize people for moving. Luna: That sounds like a lot of work, but the payoff could be huge. I mean, you're tapping into a pool of highly educated, skilled people who are just desperate for a chance to use their skills. Lucas: Yeah, and that's the thing. Look, if we've helped you think through a career move or a hiring strategy, and you want to keep these conversations going, you can support the show at buy me a coffee dot com slash fexingo. It's a small way to keep us ad-free and independent. Luna: Yeah, we appreciate that. And it really does help. So, back to USAA — what do they say about the challenges they've faced? Because I can't imagine this is easy to implement. Lucas: One challenge they've mentioned is the need for constant communication between HR, managers, and the employees themselves. When a move is happening, there's a lot of coordination. They also had to shift their culture to really embrace remote work, which meant investing in technology and training for managers. Luna: So, it's not just a policy change; it's a cultural one. That's a good reminder that these initiatives only work if the whole organization is on board. Lucas: Absolutely. And there's another angle: USAA also partners with other companies to create a network of 'military spouse friendly' employers. So if someone leaves USAA because they have to move, there's a network they can tap into. It's a more collaborative approach to solving this problem. Luna: I love that. It's like they're saying, 'We can't keep you, but we'll still help you succeed.' That's so much better than just saying goodbye. Lucas: Exactly. And it's good for the economy overall. Military spouses represent a huge pool of talent — they're often highly educated, with skills in healthcare, education, logistics, you name it. When we leave them on the sidelines, we're all losing out. Luna: So, what would you say to a small business that doesn't have USAA's resources? What's the first step? Lucas: Start small. Maybe identify one or two roles that could be remote and offer them to military spouses specifically. You can also reach out to local military bases or organizations like the Military Spouse Employment Partnership. They can help you find candidates and even offer resources to get started. Luna: That's practical. And it doesn't have to be all or nothing. You can test the waters. Lucas: Right. And the data from USAA and others shows that these employees are often more engaged and stay longer. So it's not just a nice thing to do; it's a smart business move. Luna: I also wonder — are there other groups that face similar challenges? Like, what about people who care for elderly parents and need to relocate to be closer to them? Lucas: That's a great point. The same principles apply. The 'portable career' model isn't just for military spouses. It can be a lifeline for anyone whose life is unpredictable — caregivers, partners of professionals who move for work, digital nomads, even people who just want to live in a lower-cost area. Luna: So, really, this is about rethinking how we define 'presence' in the workplace. It's not about where you sit; it's about what you contribute. Lucas: Exactly. And that's a mindset shift that's been accelerating since the pandemic. Companies that embrace it are going to have a competitive edge in attracting and retaining talent. Luna: And what about the future? Do you see this becoming a standard part of how companies operate, or will it remain a niche for forward-thinking firms? Lucas: I think it's going to become more standard, especially as we see the benefits. The labor market is tight, and employers are looking for any edge. Plus, there's a growing awareness of the value of diverse work experiences. I wouldn't be surprised if in a few years, 'portable career' is just a normal part of the HR vocabulary. Luna: It's exciting to think about. And it's a reminder that inclusion isn't just about race or gender — it's also about life circumstances. The more we can accommodate different life paths, the stronger our workforce will be. Lucas: Well said. And that's the note I want to leave on today. Whether you're a military spouse yourself, or you're an employer thinking about how to tap into this talent pool, I hope you found something useful in this conversation. Luna: Thanks for listening, and we'll catch you next time on Fexingo Business.