Each time I return to Washington, DC, I can’t help but be moved by the iconic monuments and buildings all lit up in the distance. As I glanced out my hotel window at the Pentagon last week, it made the reason for my trip seem that much more meaningful and important.
This year marked four years of TCDI’s commitment to the Department of Defense’s Military Spouse Employment Partnership (MSEP), which is as significant to us as anything we’ve ever undertaken. MSEP’s goal is to connect military spouses with hundreds of employers who have committed to recruit, hire, promote, and retain them. Last week’s annual meeting, ENGAGE 2025, brought corporate and agency partners from across the country together to celebrate the induction of MSEP’s largest partner class to share best practices in hiring and professional development, and to inspire each other in reimagining military spouse engagement.
Results from the 2024 Active Duty Spouse Survey
One of the most interesting sessions I attended featured a first look at the most recent employment results from the 2024 Active Duty Spouse Survey. I learned that 62% of almost a million total force spouses are active duty spouses (as opposed to Guard and Reserve), and 74% typically live off military installations. Additionally, 88% of spouses are female, and branch-wise, almost 50% are Army spouses (24% Air Force, 19% Navy and 10% Marines).
The average age of an active-duty spouse is 32, and families average two children (with 69% of those under the age of 12). Spouses are well educated, with 49% of active and 57% of reserve and guard spouses holding at least a bachelor’s degree (compared to 38% of the general American population over age 25), and 18% of active duty spouses hold advanced degrees. From a high mark of 25% in 2002, there has been a gradual decline in the military spouse unemployment rate to its current 20%, yet the post-PCS unemployment rate sits at 32%.
The biggest barriers to military spouse employment (in order) are:
- Frequent moves
- Inadequate pay to cover childcare
- Lack of flexible schedules
- Available child care
- Relevant local jobs
- Lack of experience
- Lack of part-time options
- Transferability of licensure
Breakout Reflections on TCDI
Special breakout sessions offered opportunities to hear from military spouses and a wide range of employers. During breakouts, I’m always comparing our efforts to other partners and trying to gauge whether we are doing enough. Reflecting on the employment barriers previously noted, I’ve reached the conclusion that we are making a positive difference.
There are three fundamental company practices that make TCDI exceptionally military spouse-friendly. First, TCDI is built for remote work. We were on-trend with this way of life long before the pandemic hit. While there are always going to be critical in-person roles, by and large, most of our employees (and 100% of our consultants) work remotely. This is a true game-changer in the life of a military spouse who wants consistent and challenging work regardless of where they may be located.
Second, TCDI offers a corporate TTTYN (Take the Time You Need) leave policy for full-timers, and we offer flexible project scheduling and work hours for consultants. Will a PCS next month take your family from Hawaii to Texas – or North Carolina to Alabama? No problem. Do you need to work at night and on weekends to accommodate kids’ schedules? Okay – you can do that too. We offer paid leave for full-time employees to re-settle and establish new home bases for their families, and our project-based consultants can choose whether to accept assignments on timelines that suit their schedules.
And finally – we promote from within. At every opportunity for a full-time hire or job promotion, we look first to our team of military spouses and affiliates to fill those roles. Fifty percent of our Managed Review team alone consists of military spouses, and (at all times) at least thirty percent of our project consultants are spouses.
ENGAGE 2025 Final Thoughts
#MSEP2025 presented a great opportunity to be in the company of like-minded professionals who share our dedication, and I’m grateful to MSEP for their support, resources, and expectations for accountability and engagement. I’m also immensely proud of TCDI’s corporate commitment to the MSEP mission and enjoy every opportunity to share our experiences with others. A strong national defense will always rely on the resilience and stability of military families – and it’s exciting to be a part of a team committed to their support.
Janet Hamilton
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As Director of Legal Process, Janet oversees recruitment and business process development for TCDI’s Managed Review business line, including expansion and enhancement of TCDI’s MSMR (Military Spouse Managed Review) Program. Janet is a 27 year veteran of the legal services field, having spent most of those years in HR, leading attorney recruiting and practice development efforts for an AmLaw 100 firm. Janet was instrumental in launching, growing, and managing all operational aspects of their in-house eDiscovery practice, serving on the leadership team for 8 years, with oversight for vendor contracts, staffing, annual reviews, SOPs, client billing and accruals, project budgeting, profitability analysis, and execution of coast-to-coast project ramp-ups. Janet joined TCDI in 2019 as Director of Legal Process, overseeing recruitment and business process development for TCDI’s Managed Review business line, including expansion and enhancement of TCDI’s MSMR (Military Spouse Managed Review) Program.
