Military-Spouse Employment Study Links Workforce Gaps to Retention and National Security

At the Milken Institute in Washington, D.C., Blue Star Families (BSF) unveiled a three-year longitudinal survey of military-spouse employment. The study confirms that frequent relocations, licensing hurdles, caregiver duties, and employer bias continue to impede spouses’ ability to secure and retain full-time work. Only 22 % of respondents reported continuous full-time employment throughout the study period.

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Military families routinely endure moves every two to three years, school changes for children, and prolonged separations during deployments. Former U.S. Army Director of Personnel Thomas Bostick notes that these disruptions have long been “largely invisible to the business world,” yet they directly affect service-member retention and overall force readiness.

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BSF coordinates research and advocacy, while corporate partners implement mentorship and hiring programs. American Corporate Partners (ACP) has mentored over 40 000 veterans and spouses, maintaining a workforce that is 25 % military-spouse-led. CSX reports that one in five employees comes from veteran or first-responder backgrounds and includes spouses in community activities. Navy Federal Credit Union, Pentagon Federal Credit Union, and USAA also employ sizable numbers of military spouses, integrating them into their broader talent pipelines.

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• 22 % of spouses maintained continuous full-time work.

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• Approximately 40 % of BSF staff are military spouses.

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• ACP counts 2 900 spouse alumni and 600 current mentees; 25 % of its workforce are spouses.

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• CSX: 20 % of employees are veterans/first responders; spouses participate in events and some hold positions.

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• Navy Federal: 45 % of branch employees have a direct military connection; 25 % of recent hires are veterans or spouses.

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• Pentagon Federal Credit Union employs 138 military spouses.

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• USAA’s workforce includes 10-12 % military spouses and over 23 % military affiliates.

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When spouse employment falters, families experience heightened stress and financial strain, which in turn raises attrition risk among service members. Replacing seasoned personnel incurs substantial training and leadership-development costs. Conversely, corporate adoption of remote-work models and targeted mentorship taps a resilient talent pool, enhancing productivity while supporting families’ financial stability—a mutually reinforcing “win-win” for national security and economic competitiveness.

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BSF CEO Kathy Roth-Douquet emphasized the centrality of mentorship in the survey rollout, noting that BSF’s own staff composition reflects its commitment to spouses. ACP highlighted its mentorship reach and the proportion of spouses within its workforce. CSX, Navy Federal, Pentagon Federal, and USAA each reported ongoing hiring initiatives and community-engagement programs aimed at expanding employment opportunities for military spouses.

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• “If you only remember one thing today, it is the importance of military spouse mentoring.” — Kathy Roth-Douquet, CEO, Blue Star Families

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• “We enlist a Soldier, but retain families.” — Thomas Bostick, former Director of Personnel, U.S. Army

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• “When military spouse employment suffers, family stress increases, financial pressures rise, and retention becomes more difficult.” — Thomas Bostick

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• “Military spouses demonstrate those qualities while navigating disruptions most workers rarely experience, including frequent moves, family separation during deployments, school transitions, new communities, constant change, and uncertainty.” — Thomas Bostick

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• “Remote work gives corporations the opportunity to access a strong talent pipeline of military spouses.” — Thomas Bostick

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