The Returning Workforce: Reintegration Crisis at Sentinel Defense Contractors
A defense contractor recruited veterans aggressively. They're leaving at twice the rate of civilians. The organization doesn't understand what it built.
Duration
80 min
Difficulty
Advanced
Stakeholders
3
Company Size
Medium (100-500)
Organizational Background
Sentinel Defense Solutions is a 520-employee government contractor specializing in logistics and technical services for military clients. Eighteen months ago, Sentinel launched a Veterans First hiring program to meet federal contractor obligations and access a talent pipeline. 140 veterans were hired across roles ranging from warehouse operations to project management. The onboarding program was compliance-focused, not transition-focused. Supervisors received no training on military-to-civilian culture translation, trauma-informed management, or accommodating invisible wounds. ADA complaints reference denied accommodations, public criticism during team meetings, and supervisors characterizing PTSD-related responses as 'attitude problems.' Three veteran employees have been terminated in the past six months for behavioral issues that appear to be unaddressed trauma responses.
Key Stakeholders
Learning Objectives
- Apply trauma-informed organizational frameworks to veteran workforce integration
- Assess the gap between compliance-based and trauma-aware people practices
- Diagnose structural failures in workforce transition programs
- Design recommendations that address organizational competency deficits
- Navigate politically sensitive stakeholder dynamics involving identity and military culture
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