- Download Culture Report•Workplace Culture in 2025 and What it Signals for 2026
Veterans status refers to whether an individual has served in the military and, in some cases, the nature of that service, such as active duty, reserve service, or protected veteran status under the law. In the workplace, veterans status is a legally protected characteristic that should never be the basis for harassment, discrimination, stereotyping, or exclusion. Respecting veterans status means recognizing that military service is diverse, personal, and not defined by a single experience or personality trait. A respectful workplace allows veterans to decide if, when, and how they share their service history.
Emtrain’s harassment training course is engaging, interactive, and designed to spot and reduce EEO risk.
Military service has long been associated with honor, sacrifice, and national identity. At the same time, veterans returning to civilian workplaces have often faced misunderstanding, bias, or assumptions about their capabilities, temperament, or mental health. Following major conflicts such as World War II, Vietnam, and more recent post‑9/11 deployments, veterans have had to navigate reintegration into civilian employment while managing public perceptions shaped by media, politics, and limited narratives.
Today, millions of veterans work across industries, bringing leadership, adaptability, teamwork, and problem‑solving skills developed through service. Yet research shows that veterans can still experience discrimination in hiring, advancement, and daily interactions at work. According to the U.S. Department of Labor, veterans are protected from workplace discrimination under the Uniformed Services Employment and Reemployment Rights Act (USERRA), which outlines employer responsibilities related to harassment, job protection, and fair treatment. Guidance from the Department of Labor emphasizes that hostile behavior tied to military service can create legal and cultural risk for organizations.
Nonprofit and academic research also highlights the importance of inclusive workplace cultures for veterans’ long‑term success. Organizations such as the U.S. Department of Veterans Affairs note that stigma, stereotyping, and lack of understanding in civilian workplaces can negatively affect veterans’ wellbeing, engagement, and retention. When employers proactively address bias and harassment, veterans are more likely to feel psychological safety, remain engaged, and contribute fully to their teams.
At Emtrain, Veterans Status is addressed within the Preventing Workplace Harassment course to help employees recognize how seemingly small actions—jokes, pranks, or dismissive comments—can escalate into harmful behavior. Related Emtrain content, including the Why Include Veterans Day…Celebrations, reinforces that respecting veterans is not about special treatment, but about equitable treatment and accountability. Respecting veterans status is not just about legal compliance; it is about building a culture of dignity, inclusion, and psychological safety—where no one is singled out, mocked, or put at risk because of assumptions about their past service.
Harassment or bias related to veterans status does not always look overt. Often, it appears in the form of jokes, pranks, or comments that are brushed off as humor but can have serious consequences.
In the video preview scenario below, a coworker plays a prank involving a loud noise on a veteran colleague, assuming it would be funny because of their military background. When the veteran reacts instinctively, the prank escalates into mocking comments about PTSD or being overly sensitive. Even if the prankster claims they were “just joking,” the behavior crosses a line. It targets a protected characteristic, reinforces stereotypes about veterans and mental health, and creates an unsafe work environment.
Other examples of veterans status bias or harassment may include:
Coworkers repeatedly asking intrusive questions about combat, violence, or trauma
Making assumptions that a veteran is aggressive, rigid, or emotionally unstable
Excluding veterans from certain roles or responsibilities based on unfounded fears
Managers unintentionally contributing by tolerating inappropriate behavior
Failing to intervene when jokes, comments, or pranks cross the line
Minimizing the impact of veterans-related harassment by framing it as “just a joke” or harmless intent
These situations matter because they undermine trust, damage morale, and can expose organizations to legal risk. More importantly, they send a message about whose dignity is valued at work.
Creating a respectful environment for veterans starts with awareness and accountability at every level of the organization. Employees should pause before making jokes, comments, or assumptions related to military service and recognize that what feels harmless to one person may be harmful to another.
If you witness behavior that targets a veteran’s status—such as mocking comments, pranks, or dismissive language—speak up when it is safe to do so. A simple statement like, “That’s not okay,” or “Let’s keep this professional,” can interrupt harmful behavior and signal support. Checking in privately with a colleague who may have been affected also helps reinforce belonging and trust.
Veterans themselves should never be expected to educate others or tolerate disrespect. Organizations should ensure clear reporting channels are available and that employees feel safe using them without fear of retaliation.
Strong prevention starts with clear policies that explicitly include veterans status as a protected characteristic. Training should go beyond legal definitions and focus on real-world behaviors, helping employees recognize subtle forms of harassment and understand their impact.
Managers play a critical role. They set the tone by responding promptly and seriously to concerns, modeling respectful behavior, and addressing issues before they escalate. This includes shutting down “jokes” or pranks that target veterans and reinforcing expectations for professionalism.
Organizations can also support veterans by fostering inclusive practices such as employee resource groups, mentorship programs, and flexible policies that acknowledge service-related obligations or transitions. Importantly, inclusion efforts should avoid tokenizing veterans or treating them as a monolithic group.
Respect for veterans status is about more than honoring service—it is about ensuring that every employee is treated with dignity and fairness. When workplaces challenge stereotypes, stop harmful behavior early, and hold everyone accountable, veterans are better able to contribute their skills and experience without fear of being singled out. A culture of respect benefits not only veterans, but the entire organization.
In this video, a seemingly harmless prank on a manufacturing floor quickly reveals how jokes tied to veterans status can cross the line into harassment. When a loud siren startles a veteran coworker, the situation escalates into mocking comments and dismissive assumptions about PTSD. The video highlights the importance of speaking up, setting boundaries, and recognizing that intent does not erase impact—especially when protected characteristics are involved.
