Written by: Kim Butler Smith, MS & Kayla Reed-Fitzke, PhD, LMFT
Many military spouses end up navigating a patchwork of temporary jobs, casual referrals, and/or word-of-mouth to secure employment after a permanent change of station (PCS). While these approaches may result in a position that can fill immediate needs, they may not lead to opportunities best suited to facilitate long-term career growth. Indeed, data from the 2024 Active-Duty Spouse Survey (Office of People Analytics, 2025) demonstrate that underemployment and wages insufficient to meet living needs remain persistent concerns, even as labor force participation has increased. This indicates that many spouses work in roles that do not fully utilize their skills or provide fair compensation (Office of People Analytics, 2025). Spouse employment and childcare challenges continue to be top concerns for many military families, and access to stable employment directly impacts family stability and readiness (Blue Star Families, 2025; Office of People Analytics, 2025).
Helping military spouses connect with meaningful work is where proactive Family Readiness Providers come in. In addition to directly supporting military spouses, they can also help local employers see the unique skills and adaptability military spouses bring while building real, lasting partnerships. What does it take to build employer partnerships that truly deliver lasting benefits for both spouses and organizations?
Partnering with Employers in Your Community
In building strong employer partnerships, it starts with the local workforce and understanding their needs. Family Readiness Providers can begin by identifying industries around their installation area that are in high demand. Be sure to learn where these employers face challenges, such as skill gaps or retention issues. As a provider, offer solutions that will position military spouses as a ready, adaptable talent pipeline. Connect those employers with qualified candidates. Identify ways to maintain these relationships, such as engaging in regular, manageable touchpoints, like offering occasional check-ins, roundtables, or brief workforce updates. Even simple notes on interactions can help ensure partnerships stay active, effective, and mutually beneficial without adding a heavy administrative burden.
Showcasing the Strength of Military Spouse Talent
A critical factor in sustaining employer partnerships is to effectively communicate the value of military spouses. Military spouses bring skills such as adaptability, resilience, efficiency, leadership, and problem-solving that are shaped by frequent relocations and dynamic environments. These attributes often translate into teamwork and workforce readiness. Highlighting these strengths to employers can help them see the strategic value of military spouse talent while working to match military spouses with opportunities that truly reflect their capabilities and potential. Helping employers see beyond misconceptions about mobility allows them to recognize how investing in military spouse careers supports retention, morale, and organizational success.
Connecting Local Efforts to National Resources
Aligning local employer engagement with national initiatives can expand opportunities and build credibility. Efforts by the Department of War’s Spouse Education and Career Opportunities (SECO) program and the Military Spouse Employment Partnership (MSEP) offer established networks and resources that support more strategic hiring of military spouses. In fact, leaders within the employment policy space have emphasized that military spouse employment isn’t just a goodwill gesture; it’s a readiness multiplier and a strategic workforce investment for employers and the nation alike (Simmons, 2026). Through the MSEP network, employers gain access to over 1,000 committed partners and a strong talent pool, helping spouses pursue pathways to career continuity rather than short-term or entry-level positions (Simmons, 2026).
Transforming Connections into Career Opportunities
Sustainable progress in military spouse employment depends on collaboration between community providers, employers, and national initiatives. Family Readiness Providers are uniquely positioned to bridge these efforts, translating workforce needs into meaningful opportunities for military spouses. By intentionally cultivating employer relationships and connecting them to resources like SECO and MSEP, providers can help create a more stable and responsive employment ecosystem. The next step is simple: start by strengthening one partnership that can open the door to new career opportunities for military spouses in your community. When partnerships are built around shared goals and measurable outcomes, they move beyond simple hiring pipelines and become powerful drivers of military family stability and readiness.
References
Blue Star Families. (2025). Military Family Lifestyle Survey 2024: Spouse Employment and Childcare Report [PDF]. https://bluestarfam.org/wp-content/uploads/2025/02/BSF_MFLS24_Comp_Report_Spouse_Emp.pdf
Office of People Analytics. (2025). 2024 Active-Duty Spouse Survey: Key Findings [PDF]. https://download.militaryonesource.mil/12038/MOS/Presentations/2024-active-duty-spouse-survey-full-briefing.pdf
Simmons, S. B. (2026, January 29). Innovating for Impact: Creating Lasting Career Opportunities for Military Spouses [General session]. MSEP Annual Partner Meeting, Washington, DC. https://whova.com/web/2kV3-Yo5qm%40sUXI-FuN2vpwZA5npDvNGRWAn1bQSZYI%3D/
Photo Credit: Fizkes | Adobe Stock 356083391
