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Event Details

    November 2023 DE&I Complimentary Round Table Virtual Discussion

    Date: November 30, 2023, 6:00pm – 7:00pm
    HRMA Princeton
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    DE&I Complimentary Round Table Virtual Discussion: 
    Case Study: Building a Supportive Workplace for Veterans

    Hosted by: Danielle M. Martinez, M.Ed., MSHRM, SHRM-CP 


    Thursday, November 30, 2023 • 6 p.m. to 7 p.m.

    Please use the following registration link to sign up for this and future DE&I discussions
    Registration CLOSES at 5 p.m. the day before each session



    This monthly roundtable discussion is intended to offer a platform of open discussion on Diversity, Equity and Inclusion related topics. 

    • Roundtable discussion will be hosted every last Thursday of each month
    • Summary of case will be sent out every first Thursday of each month

    Summary of Case

    In today's virtual round table event, let's delve into the crucial topic of diversity, equity, and inclusion in the workplace, focusing specifically on the experience of veterans transitioning into civilian careers. Our case study revolves around a company that recognized the value of hiring veterans but encountered challenges due to the lack of a standardized onboarding program tailored to their unique needs.

    Company X, a leading technology firm, made a conscious decision to actively recruit veterans as part of their commitment to diversity and inclusivity. They believed that the skills, discipline, and leadership qualities acquired during military service would greatly benefit their organization. Excited about this initiative, they successfully hired 15 veterans with diverse backgrounds and expertise.

    However, it quickly became apparent that without a comprehensive onboarding program addressing the specific challenges veterans face when transitioning from military to civilian life, retention and engagement issues arose. Within just 90 days, five out of the 15 hires either resigned or expressed their intention to leave the company. They cited discomfort in the work environment and a lack of clear understanding of their roles and responsibilities as the primary reasons for their dissatisfaction.

    Recognizing the urgency to rectify the situation, Company X swiftly took action. They formed a cross-functional task force consisting of HR personnel, veterans already employed within the company, and external experts in veteran transitions. The task force conducted thorough interviews and focus groups to gain insight into the experiences and concerns of the veterans who had resigned or expressed dissatisfaction.

    Based on their findings, the task force developed a comprehensive onboarding program specifically tailored to address the unique needs of their veteran employees. The program encompassed various components:

    1. Mentorship and Buddy System: Each veteran was paired with an experienced employee who understood the challenges of transitioning into a civilian workplace. These mentors provided guidance, support, and acted as a point of contact for any questions or concerns.
    1. Clear Communication and Expectations: Company X established clear job descriptions, expectations, and career development plans for their veteran hires. This ensured that they had a solid understanding of their roles and responsibilities from day one.
    1. Training and Skill-Building: The company arranged specialized training sessions to help veterans fill any skill gaps and adapt to the corporate environment. These sessions covered topics such as communication skills, teamwork, and adapting military leadership to civilian settings.
    1. Employee Resource Groups: Recognizing the importance of a support system, Company X created employee resource groups specifically for veterans. This allowed them to connect with fellow veterans, share experiences, and provide a sense of community within the organization.
    1. Ongoing Support and Feedback: Regular check-ins were implemented to assess the veterans' progress, address any concerns, and provide continuous support throughout their journey within the company. Feedback channels were established to encourage open dialogue and enable improvements based on their input.

    By implementing these measures, Company X successfully transformed their onboarding process into a supportive and inclusive experience for veterans. Over time, they saw a significant improvement in retention rates, with veterans feeling valued and empowered within the organization. Furthermore, the company's reputation as a veteran-friendly employer grew, attracting even more talented individuals with military backgrounds.

    This case study highlights the importance of recognizing the unique challenges veterans face when transitioning into civilian workplaces. It demonstrates the transformative impact of implementing targeted programs and support systems to ensure a smooth and successful integration, fostering diversity, equity, and inclusion at every level of the organization.


    1. Understand the significance of promoting diversity and inclusion in the workplace and the role management plays in creating a fair and supportive work environment.
    2. Identify best practices for addressing employee complaints and handling workplace discrimination, emphasizing open communication and timely action.
    3. Recognize the potential consequences of inaction in addressing workplace discrimination, including legal ramifications, damage to company reputation, and loss of valuable employees.



    Danielle Martinez is a distinguished human resources professional with a Master's degree in Education and Human Resources Management. With over 12 years of HR experience, including 5 at the executive level, she has supported companies through mergers & acquisitions, restructuring, and corporate HQ relocations. Her risk management expertise has proven invaluable in reducing workforce size with minimal legal backlash.

    As businesses undergo change, employees often face challenges. Danielle mastered the art of difficult conversations and adapted her skills to virtual platforms like Zoom and WebEx, ensuring empathetic communication. Motivated by a desire to create opportunities (versus being in a position to take them away), she relaunched Sole Hire, focusing on recruitment and assisting companies, primarily startups and SMBs, with retention strategies.

    Danielle has successfully developed and deployed learning & development  programs in North America and India. She is renowned for her exceptional talent acquisition and recruitment accomplishments, saving companies over $100K annually while collaborating with management and executives on talent retention.

    Danielle participates in conferences and panel discussions across the United States and online. She holds board positions with GSC-SHRM as the Lead Chair for Diversity & Inclusion and HRMA of Princeton as the Director of Diversity and Inclusion.