Madness… they call it Madness
Recently, I’ve been reading all about US Army Private Brandon Hughey who’s been suffering from feelings of hopelessness – and even harboured thoughts of committing suicide – since being earmarked for a tour of duty in Iraq. Then there’s the story of Jeremy Hinzman, a private First Class with the US 82nd Airborne. Like Hughey, Hinzman was afraid of serving in Iraq and, again like Hughey, drove to Toronto to escape the Gulf.
Now, the pair are seeking asylum. They risk prosecution in the States if they fail, or alienation if they succeed. Not much of a choice. Theirs is a very sad tale but, fortunately for them, Canada has a long tradition of providing safe haven for dissenting Americans.
The plight of Hughey and Hinzman encouraged me to look more closely at the news reports about those returning to the UK from war zones around the globe. In some cases, our servicemen and women are treated like heroes by employers, but such occurrences are few and far between.
In truth, Armed Forces personnel face the same selection procedures as the rest of those applying for jobs in Civvy Street. I suggest this is wrong, and that the security profession can take a lead in helping them.
Just because a soldier goes to war doesn’t mean that he/she will suffer an adverse reaction or disability that impacts on their ability to work. Further, disability doesn’t mean incapability. The majority of troops who return have no need for special care or attention. Some have a requirement for it, but don’t wish for special treatment of any kind. Adjustments can be made to accommodate and smooth the way for former servicemen and women.
The type of issues faced by servicemen and women are as broad as the human spectrum and it does little good to generalise. Each case should be treated on its own merits. However, of the employers I’ve spoken to, the most common fear is that the combatant is somehow likely to be unsound or unstable.
It’s true that some reports of troops suffering from psychological trauma abound, but employers can quickly put mental illness into perspective by recognising that, for many decades, 6% of the UK’s workforce has been suffering from psychological disturbances (with many individuals eventually ending up requiring hospitalisation).
As such, it’s reasonable to think that the issue of mental health is already so prevalent within our society that employers are dealing with it. Lord knows, even chief executives can now admit to suffering from a breakdown without fear of losing their job!
Counselling in the workplace
Workplace psychology has increased the amount of knowledge available to help managers and employees alike. A vast array of credible and reliable information is available to employers whose staff are suffering from the effects of their combat – or combat support – roles. So much so that workplace disruption can be greatly minimised, even eradicated.
For those employees who still suffer from their experiences, workplace counselling is available through a number of charities, with organisations like the National Gulf Veterans and Families’ Association, the Nuffield Trust and the Soldiers, Sailors and Airmens’ Families Association on hand to provide support and advice. Meanwhile, the Support Britain’s Reservists and Employers’ Association (SABRE) helps those employers who have territorial soldiers called to fight for their country, after which they return to work.
It might appear that the Government has its act together on the issue of resettlement, but don’t be fooled. Firms like Remploy who, historically, have done much to help injured service personnel, are now shutting down their operations. There aren’t a lot of options open to our service personnel, which is why the employers are now in the front line when it comes to ‘saving’ them.
Employers also live in fear of having to reject candidates with physical disabilities, in particular disfigurement. Leaving aside the abhorrent and wanton discrimination, this shows a remarkable lack of forethought. I can see how a seriously disfigured soldier may not be the model Front of House security officer whose looks attract ‘the right response’, but then how many of us choose to go into a retail store based on the appearance of its security personnel? Surely a person’s willingness and ability to do the job is what matters, not the cosmetic look cherished by the young and airbrushed by the media?
If employers genuinely cannot avoid vanity, why can’t they employ disfigured personnel in back office jobs where precious customer contact is minimised? How good looking do you need to be to watch a bank of monitors? Yes, the employer will still be guilty of discrimination, but at least they’re making an effort (and can address their conscience later).
Towards ‘positive’ discrimination
Perhaps the most frustrating reason expounded for not hiring ex-Armed Forces personnel is: “We cannot discriminate in favour of servicemen and women.” To be frank, this is completely nonsensical.
Open recruitment doesn’t prevent employers from turning to organisations like Tri-Services Resettlement in Aldershot who can help redress equality figures and add value by providing already-skilled servicemen and women willing to work in the security profession (at all levels and across disciplines from guarding to systems installation). Turning to Tri-Services Resettlement can actually help manage equality, not damage it.
Our profession remains strongly populated by former members of the Armed Forces. This means that the sector is uniquely placed to recognise and deliver the few adjustments needed to help these personnel settle back into civilian life. Perhaps even more relevant is that some of our Armed Forces personnel have combat experience – they can lend their expertise to help Human Resources managers manage the psychological and physical impact of being divorced from the combat zone.
Facing the moral dilemma
Finally, there’s always another thought. What if – heaven forbid – we believe our political masters who suggest the troubles in Iraq are likely to go on for some time yet?
That might mean the next person returning from the Gulf is your son or daughter. How would you like them to be treated? Is your company going to stand up and be counted?