Latest / The Diversity Career Podcast with Fexingo: Inclusion, Equity, and Underrepresented Professionals / How a Utility Company Trained Veterans for Grid Careers
Transcript
- Lucas: So Luna, I was digging through some employment data earlier this week, and one number jumped out at me. Veterans make up roughly seven percent of the U.S. population, but in the energy sector, they're about twelve percent of the workforce. That's a pretty big overrepresentation. Luna: Twelve percent? That's significant. But I guess it makes sense, right? A lot of military roles involve technical training and working with complex systems. Lucas: Exactly. And one company that's really leaned into that is a large utility in the Southeast. Over the past two years, they've hired veterans into nearly one in five of their new roles. We're talking about linemen, substation technicians, even some engineering positions. Luna: One in five? That's not an accident. They must have a deliberate strategy. What are they doing differently? Lucas: The core of it is a structured pre-apprenticeship program they run in partnership with a nonprofit that specializes in transitioning veterans into civilian careers. The program runs about twelve weeks, and it takes veterans with little or no utility experience and gives them the foundational skills they need to apply for an apprenticeship. Luna: So it's not just a hiring fair or a resume workshop. They're actually training people from the ground up. Lucas: Right. And the curriculum isn't generic 'how to write a resume.' It's very specific. They teach electrical theory, safety protocols like OSHA standards, and even some hands-on work with tools and equipment. The idea is that when a veteran finishes the program, they're not just qualified on paper — they've demonstrated they can do the work. Luna: That's smart. But what about the veterans who already have technical skills from the military? I imagine a lot of them worked with electronics or power systems. Lucas: That's a great point, and the company actually has a separate track for those folks. They call it a 'direct entry' pathway. If a veteran has the right military occupational specialty — say, they worked on generator systems or electrical distribution — they can skip the pre-apprenticeship and go straight into the company's formal apprenticeship program. Luna: So they're not treating all veterans as one block. They're recognizing that some have transferable skills and some need more foundational training. Lucas: Exactly. And that's the kind of nuance that separates a good program from a checkbox initiative. They literally have a team that reviews military job codes and maps them to equivalent civilian roles. So a veteran who maintained radar systems, for example, might be a great fit for a substation technician role because of the diagnostic and troubleshooting skills. Luna: That mapping must be pretty complex. How do they train their recruiters to understand military roles well enough to do that? Lucas: That's a really good question, and it's something the company has invested in. They brought in a consultant who's a former military officer to lead workshops with their HR team. The goal is to teach recruiters how to read a military transcript and understand what a 'MOS' — that's military occupational specialty — actually means in terms of skills, not just job title. Luna: So they're building internal capability, not just relying on external hiring tools. That's a long-term investment. Lucas: It is. And it's paying off. They've seen a thirty percent increase in retention for veterans who came through their programs compared to their general workforce. That's huge, because turnover in skilled trades is usually a major cost for utilities. Luna: Thirty percent higher retention? That's a compelling argument for the bottom line, not just for diversity. And it makes sense — if you hire someone and give them the tools to succeed, they're more likely to stay. Lucas: Exactly. And this is where I think we can take a moment to talk about something we don't often bring up on this show, but it's something that keeps our work going. If you've been listening to the Diversity Career Podcast and it's helped you think through your own career path, or given you ideas about how to make your workplace more inclusive, then you already know the kind of value we try to put out there. What you might not know is that we keep this show completely ad-free, and that's only possible because of listeners like you who support us directly. Luna: Yeah, it really does make a difference. Even a small monthly contribution helps us cover the costs of research and production, so we can keep bringing you stories like this one. Lucas: If that sounds good to you, you can support the show at buy me a coffee dot com slash fexingo. That's all lowercase, fexingo. And if you can't right now, no pressure at all — we're just glad you're here. Luna: Absolutely. Now, back to the utility company. You mentioned mentorship — how does that fit into the program? Lucas: Right, so once a veteran is hired, they're paired with a mentor who's been with the company for at least a few years. And the mentors aren't just there to show them the ropes. They're trained to understand some of the unique challenges veterans might face, like adjusting to a civilian work culture or dealing with PTSD. Luna: That's thoughtful. A lot of companies do mentorship, but it's usually just a nice to have. This sounds like they're actually thinking about the whole person. Lucas: Yeah, and they've also set up employee resource groups. There's a veterans' group that meets monthly, and they've been instrumental in helping new hires navigate things like using their GI Bill benefits for further education or connecting with local veteran services. Luna: So they're not just creating a pipeline in and then forgetting about them. There's a whole ecosystem of support once they're in the door. Lucas: Exactly. And what's interesting is that this isn't just a feel-good story. The company has actually published some of their results. They've brought on over three hundred veterans in the last two years, and they're on track to hit their goal of five hundred by the end of next year. Luna: Five hundred veterans in a couple of years — that's a serious commitment. And I'm curious, what kind of roles are we talking about? Is it mostly field positions, or are there office jobs too? Lucas: The majority are field roles — linemen, substation technicians, gas operations — but they've also hired veterans into customer service, IT, and even some management trainee positions. The common thread is that they're looking for reliability, problem-solving, and the ability to work in a team, which are all things the military instills. Luna: That's interesting. So they're not pigeonholing veterans into just the blue-collar roles. They see the potential for leadership and other functions. Lucas: Right. And that's actually been a deliberate strategy. They noticed that veterans often have strong leadership experience at a young age — think of a twenty-five-year-old who was responsible for a squad of soldiers. That's not something you typically see in a civilian hire of the same age. Luna: That's a really good point. In the military, you can be given a lot of responsibility really early. So how does the company assess that? Is it through behavioral interviews? Lucas: They use a mix of things. For leadership-track roles, they do structured interviews that focus on situational judgment — things like 'tell me about a time you had to make a decision with incomplete information.' And they also use a work sample test for technical roles, where candidates actually perform a task, like wiring a panel or reading a schematic. That way, they're assessing skills directly, not just relying on how someone presents on a resume. Luna: That's a much more inclusive approach, because it gives people who might not have a conventional background a fair shot. And it seems to be working. Have they seen any challenges with the program? Lucas: Sure, there have been bumps. One challenge was the time it takes for veterans to get licensed or certified in certain states. For example, a veteran might have worked on high-voltage systems in the military, but they still need to pass a state-specific licensing exam for civilian work. The company has started partnering with community colleges to offer test-prep classes on site, which has helped. Luna: So they're not just expecting veterans to figure it out on their own. They're actively removing barriers. Lucas: Exactly. And the results speak for themselves. They've seen a forty percent increase in the number of veterans who pass the licensing exam on the first try since they started the prep classes. Luna: That's a huge improvement. It just goes to show that with the right support, people can thrive. Is there anything you think other companies can learn from this approach? Lucas: I think the biggest lesson is about being intentional. You can't just say 'we want to hire more veterans' and expect it to happen. You need to invest in the infrastructure — whether that's training recruiters to understand military experience, creating alternative pathways for different skill levels, or providing ongoing support once someone is hired. It's a long-term commitment, but the payoff is a more diverse, skilled, and loyal workforce. Luna: And in this case, the payoff is also helping people who served our country find meaningful careers after their service. That's a win-win. Lucas: Absolutely. And I think that's what makes this story stand out — it's not just about a diversity metric. It's about recognizing the value that veterans bring and creating a real path for them to use it. I'm curious, Luna, do you see any industry that could adopt a similar model? Luna: Honestly, I think healthcare could benefit a lot. There are so many roles in hospitals and clinics that require cool-headedness under pressure and quick decision-making — skills veterans have in spades. And I've seen some hospitals starting nurse residency programs for veterans, but it's not as widespread as it could be. Lucas: That's a great point. And there's precedent for it — veterans have historically been drawn to healthcare careers, especially in nursing and emergency medicine. It's a natural fit. Luna: Yeah, and with the ongoing need for healthcare workers, it seems like a smart move for hospitals to tap into that talent pool more systematically. Lucas: For sure. And I think the utility company's approach shows that it's possible to do it well. It takes work, but the benefits for the veterans, the company, and the community are huge. Luna: Well, Lucas, I think we've given our listeners a lot to think about. If you're a veteran or know someone who is, this kind of program is definitely worth exploring. And if you're an employer, maybe it's time to look at your own hiring practices and see where you can be more intentional. Lucas: Absolutely. And as we've seen, the results can be transformative. Thanks for joining us on this episode of the Diversity Career Podcast. We'll catch you next time.