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Military REACH Publications
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Military Branch of Service
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Military Affiliation
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Award Winning Publications
1.Community awareness and prevention efforts for military sexual assault survivors
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2.Leadership in moral awareness: Initial evidence from U.S. Army soldiers returning from deployment
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3.K-8 teachers’ perspectives of social-emotional learning on children of military personnel
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4.Lucid dreams in veterans with posttraumatic stress disorder include nightmares
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5.Shame as a moderator between emotion dysregulation and posttraumatic stress disorder severity among combat veterans seeking residential treatment
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6.Awareness of surgical procedures in soldiers and their families
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7.Awareness of and willingness to access support among UK military personnel who reported a mental health difficulty
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8.Parental sensitivity predicts parent–adolescent agreement about peer victimization
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9.How being aware of military culture influences social work practice with female military personnel
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10.Assessing adolescent mindfulness: Validation of an adapted mindful attention awareness scale in adolescent normative and psychiatric populations
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11.Video telehealth emotional awareness and expression therapy for older U.S. military veterans with chronic pain: A pilot study
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12.Visualizing Afghan culture in a virtual village for training cultural awareness in military settings
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13.2018 sexual assault awareness and prevention month (SAAPM) toolkit
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14.Awareness of suicide prevention programs among U.S. military veterans
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15.Attitudes and awareness of web-based self-care resources in the military: A preliminary survey study
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16.Considerations for supporting Canadian military-connected students in K-12 and higher education
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17.Awareness and use of Canadian Armed Forces mental wellbeing programs and resources among Regular Force personnel
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18.Awareness of posttraumatic stress disorder in veterans: A female spouse/intimate partner perspective
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19.The experience of Basic Body Awareness Therapy and its transfer to daily life amongst Danish military veterans with PTSD
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20.School counselors’ experiences with transitioning military-dependent students
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Research summaries convey terminology used by the scientists who authored the original research article; some terminology may not align with the federal government's mandated language for certain constructs.
Taking Pride in Queer History: From Tolerance to Inclusion
In the United States, Queer culture has been shaped by its response to consistent and concerted efforts against suppression. Just as Marsha P. Johnson threw the first brick at the Stonewall Inn, Harvey Milk won his election for county supervisor in San Francisco, and Jim Obergefell served as the lead plaintiff in the fight for marriage equality, Queer voices have battled for not only representation, but equal treatment and acceptance. As that acceptance has grown, Queer voices are amplified in pop culture , sports , and politics . Queer history within the military, however, follows a different trajectory. Because the military has been coined a “greedy institution ,” individual identities become secondary to the military’s identity and demands. In this article, we will discuss ways the military community supports LBGTQ+ Service members and how the institution can continue to create safe spaces for those in this community. Current research shows that there is a greater interest in understanding the lived experiences of LGBTQ+ Service members and how their identity affects overall mission readiness. One aspect of readiness is unit cohesion, typically characterized by acceptance and emotional closeness among members (Evans et al., 2019). When asked, LGBTQ+ Service members reported finding acceptance from their unit (Evans et al., 2019). A separate study, also found acceptance within the greater military community (Sullivan et al, 2021). While these studies on interpersonal acceptance are encouraging, there’s still work to be done in the context of policy and practice. The history of the U.S. military provides evidence of the barriers LGBTQ+ Service members have faced in their desire and opportunity to serve. Starting during World War II, LGBTQ+ Service members were excluded from entering the service (Whitt, 2021b). In 1994, the military created the federal “Don’t Ask, Don’t Tell” (DADT) policy, which permitted the discharge of any Service member who indicated they were a part of LGBTQ+ community. This policy was repealed in 2011, and the United States military now allows LGBTQ+ individuals to serve openly. However, the implementation of inclusive policies has been specifically volatile toward transgender Service members. As recently as 2017, after a declaration by President Trump, transgender Service members were barred from service. While President Biden reversed this policy, the volatility of policy implementation regarding transgender Service members leaves room for improvement. As previously stated, the U.S. Military has worked to better understand the experiences and prevalence of LGBTQ+ Service members – but the institution can still benefit from creating explicitly inclusive policies. On the Hague Centre for Strategic Studies’ “LGBT Military Index,” the U.S. military currently ranks 40th out of 103 countries (Whitt, 2021a). The index ranks military services on indicators within the principles of inclusion (e.g., integrating individual differences into how the organization functions), admission (e.g., individuals are allowed to serve but differences may not be acknowledged), tolerance (e.g., individuals are not formally acknowledged), exclusion (e.g., LGBTQ+ individuals are barred from serving in the military), and persecution (e.g., individuals are actively victimized). Its ranking of 40th means the U.S. Military is considered “tolerant” toward LGBTQ+ Service members. It’s important that the U.S. Military revises policies to demonstrate LGBTQ+ acceptance and inclusion; the institution may risk its legitimacy if it continues to be at odds with public acceptance of LGBTQ+ participation. In order to move from tolerance to inclusion and acceptance, it’s important to understand the differences between sexual orientation, gender identity, and gender expression (SOGIE). Acknowledging someone’s preferred identity has been shown to affirm their existence and can make them feel safer and more accepted. A simple way people can affirm someone’s SOGIE is through pronouns. Gender pronouns are used to refer to someone without using their name. The most common are he/him, she/her, and they/them. If you are unsure about someone’s preferred pronoun, offer your pronouns first, then ask the other person for theirs. If doing so is not possible, it’s best to use the gender-neutral pronoun “they ,” as it can be harmful to mis-gender someone based on their gender expression (e.g., The National SOGIE Center, n.d.; American Psychological Association, 2019). In the case of someone using multiple pronouns (e.g., he/they), feel free to use either pronoun – or even both – to acknowledge the preference. Next, we will discuss common terms related to SOGIE that are important to the LGBTQ+ experience and how these terms can be used to support efforts of inclusion and acceptance. Sexual orientation refers to someone’s physical, romantic, and/or emotional attraction to the same and/or other genders. Identities include lesbian, gay, bisexual, and straight. Biological sex is assigned at birth based on genitalia and may or may not correlate with someone’s gender identity or gender expression. People often misunderstand identifiers such as “he” and “her” as references to sex when they are actually references to gender. Gender identities include transgender, two-spirit, cisgender, non-binary, and more. Gender expression refers to a person’s outward presentation of gender (e.g., their hair, clothing, makeup). It’s usually associated with masculinity or femininity, though the expression may not conform to these constructs or to a person’s gender identity. Both gender identity and gender expression are fluid concepts that may change based on situational factors (e.g., safety, perceived acceptance, personal preferences). From Tolerance to Inclusion It’s important to be aware of terms that may have been socially appropriate in the past but are now inaccurate and/or harmful. Take the initiative to learn and avoid the use of harmful terminology through resources such as GLAAD.org . Follow LGBTQ+ creators on social media to surround yourself with different perspectives and opportunities to learn. When questions arise, research LGBTQ+ topics yourself. Do not assume your LGBTQ+ coworkers or friends are prepared to educate you. The burden of informing others how to be more inclusive should not be on LGBTQ+ people. Understand what it means to be an ally . Remember that you won’t have all the answers right away. The best place to start is by having an open mind, being respectful, and incorporating inclusive language into your conversations. It’s important to understand that the ability to express these identities may be stifled due to one’s position – for example, by being in uniform. The use of inclusive language, specifically pronouns, gives LGBTQ+ people an opportunity to invite you in . This simple act is a good first step in acknowledging the lived experiences of your Service members, co-workers, friends, or family members. Thank you to all LGBTQ+ Service members supporting the efforts of the Military! References Create & Cultivate. (2021, May 17). 22 Powerful LGBTQIA+ leaders, educators, and advocates to follow and support now and always. Create & Cultivate, LLC. https://www.createcultivate.com/blog/lgbtqia-leaders-to-follow-on-instagram/ Ellingworth, J., & Ho, S. (2021, August 2). Transgender weightlifter Hubbard makes history at Olympics. AP News. https://apnews.com/article/2020-tokyo-olympics-sports-weightlifting-laurel-hubbard-e721827cdaf7299f47a9115a09c2a162 Evans, W. R., Rincon, C. M., Goldblum, P., Johnston, S. L., & Balsam, K. F. (2019). Unit acceptance and psychological distress among LGB military service members: Preliminary findings from a national survey. Military Behavioral Health, 7(2), 170–176. https://doi.org/10.1080/21635781.2018.1500954 GLAAD. (n.d.). Glossary of terms: LGBTQ. https://www.glaad.org/reference/terms HRC Foundation. (n.d.a) Being an LGBTQ ally. https://hrc-prod-requests.s3-us-west-2.amazonaws.com/ComingOut-Ally-Resource-2020.pdf HRC Foundation. (n.d.b). Repeal of "Don't Ask, Don't Tell". https://www.hrc.org/our-work/stories/repeal-of-dont-ask-dont-tell HRC Foundation. (n.d.c). Sexual orientation and fender identity definitions. https://www.hrc.org/resources/sexual-orientation-and-gender-identity-terminology-and-definitions Johns, D. (2020, October 11). We need to move beyond coming out and begin inviting in. Advocate. https://www.advocate.com/commentary/2020/10/11/we-need-move-beyond-coming-out-and-begin-inviting Louis Gates, Jr., H. (Host). (2020, October 13). Fashion’s Roots (S6, E11) [Podcast episode]. In Finding Your Roots with Henry Louis Gates, Jr. Simon & Schuster. https://www.pbs.org/weta/finding-your-roots/about/meet-our-guests/rupaul Polchar, J., Sweijs, T., Marten, P. & Galdiga, J. LGBT military personnel: A strategic vision for inclusion. The Hague Centre for Strategic Studies. https://hcss.nl/wp-content/uploads/attachments/HCSS_LGBT_webversie.pdf Segal, M. W. (1986). The military and the family as greedy institutions. Armed Forces & Society, 13(1), 9-38. https://doi.org/10.1177%2F0095327X8601300101 Sexual Education Resource Centre MB. (n.d.) Gender identity. https://teentalk.ca/learn-about/gender-identity/ Sullivan, K. S., Dodge, J., McNamara, K., Gribble, R., Keeling, M., Taylor-Beirne, S., Kale, C., Goldbach, J., Fear, N. T., Castro, C. A. (2021). Perceptions of family acceptance into the military community among U.S. LGBT service members: A mixed-methods study. Journal of Military, Veteran and Family Health, 7(s1), 90-101. https://doi.org/10.3138/jmvfh-2021-00190 The National SOGIE Center. (n.d.). National SOGIE Center Glossary. https://www.sogiecenter.org/media/ssw/institute/sogie-center/QIC-LGBTQ2S-SOGIE-Glossary.pdf U.S. Department of Transportation. (n.d.). Secretary of Transportation Pete Buttigieg. U.S. Department of Transportation. https://www.transportation.gov/meet-secretary/secretary-pete-buttigieg Whitt, J. E. (2022a). Introduction: LGBT Soldiers in military history. International Journal of Military History & Historiography, 42(1), 7–18. https://doi.org/10.1163/24683302-42010001 Whitt, J. E. (2022b). Queering American Military History. International Journal of Military History & Historiography, 42(1), 106–134. https://doi.org/10.1163/24683302-bja10015
SPOUSE EDUCATION AND CAREER OPPORTUNITIES: WHAT IS SECO?
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 22 MAR 2024 SPOUSE EDUCATION AND CAREER OPPORTUNITIES: WHAT IS SECO? By Bri Gordon and Ashtyn Grace KingEditor Emily Hanson The military spousal unemployment rate has historically been higher than the civilian unemployment rate; in fact, over the past decade, the military spousal unemployment rate reached 21% (Office of People Analytics, 2022), which was almost 4 times higher than the civilian rate the same year (5.3%; U.S. Bureau of Labor Statistics, 2023). Because finding stable employment as a military spouse can be difficult due to military lifestyle (e.g., frequent relocation), spouses may opt for being stay-at-home parents until their partner leaves the service. For example, in a 2021 survey of active-duty spouses, almost half of participants (45%) reported their main reasons for not working were caring for children not in school or daycare (Office of People Analytics, 2022). These periods of unemployment may cause gaps within resumes, making it difficult to find local, professional positions. This struggle may feel immense and isolating - that’s where the Spouse Education and Career Opportunities (SECO) program comes in! SECO was established by the Department of Defense (DoD) to provide career guidance and education opportunities to military spouses worldwide. Many of the resources SECO offers can be used for active-duty spouses or transitioned spouses (i.e., spouses whose partner has transitioned out and is no longer active-duty military), such as resume builders, job finders, and education opportunities. Our goal with this piece is to share about the SECO program, why programs like SECO are helpful, and the services SECO offers. What is SECO? The SECO program provides education, career guidance, and tools and resources to aid military spouses in their career development or in pursuing their education. The program is available to all spouses of Service members with an active-duty status, along with National Guard and Reserve Components. Additionally, spouses who have been separated from active duty and National Guard/Reserve Components for less than a year or surviving spouses of military members who died while on active-duty are eligible. Depending on a Service member’s military orders, their spouses are often required to pick up or pause their lives at any given moment. This can be very stressful for spouses, as they must leave their current place of employment and support systems, sometimes with little to no notice. Worries in navigating leaving a job, finding new career opportunities, or trying to continue an educational career may leave a spouse feeling overwhelmed with questions, and feel there are no solutions in sight. SECO was created to help spouses in finding exact solutions for these very worries. A DoD Self-Service Logon is required in order to access the many affiliated sites connected to SECO. Upon creation of a SECO account, spouses will be given access to many tools, resources, and interactive features to explore their specific interests. The Value of SECO As the acronym implies, the SECO program has many opportunities to achieve a spouse's education and career goals. Below you can see some resources SECO has to offer in both education and career guidance, respectively: Education The Department of Education College Scorecard tool aids in searching for schools that would be the best fit based on location, size, degree, major, etc. The Scholarship Finder search engine identifies scholarships offered specifically to military spouses. My Career Advancement Account Scholarship (MyCAA) is a workforce development program for eligible military spouses, providing up to $4000 financial aid towards licenses, certifications, or associate degrees. Career Guidance MySECO Resume Builder gives access to tools and resources that are geared towards building a competitive resume. This includes learning modules on resume formats, getting your resume professionally reviewed, and other personalized support to help best describe your qualifications and skills. Upon creation of your SECO account, you will be offered a free year of Linkedin Premium to aid in job searching, networking, and more. Career Assessments provides access to a variety of self-assessments to learn more about yourself and what careers may be of interest to you. Research Occupations (CareerOneStop) is a search engine that provides information on the latest government statistics on occupational wages and employment trends in a given area. Military Spouse Employment Partnership (MSEP) Job Search allows you to search jobs based on job title, keywords, and location. This can be beneficial when looking to obtain employment prior to arriving at your next duty station. SECO Coaching Packages offers specialized consultations with career coaches to help you succeed in your education or career. Additionally, SECO offers many in-depth articles on topics related to military life (e.g., PCS-ing, managing deployments, transition preparation) and support (e.g., financial readiness, starting a business, negotiating a salary). The SECO program is a one-stop site to guide and support spouses through any and every stage of their career or professional development. With the mobility of military life, it is essential spouses are aware of important resources available to them. If you need additional guidance on using any tool or resource within the SECO website, call Military OneSource at 800-342-9647 and ask to speak to a SECO career coach. Here's what one future military spouse found out when they learned about the SECO program: "Knowing what my future holds as a future military spouse, I have experienced a lot of stress and anxiety not knowing what my next step might be [professionally]. After learning about SECO, I now have a sense of peace because they can help me to find jobs or give me a chance at working towards a master’s degree if I choose to within the next few years. If that is my choice, they provide opportunities to find scholarships and loans, along with a way to find the school and program that best fits my needs. They also provide access to an immense number of extra resources/programs that I have already begun to save for when my partner and I enter that certain stage of life. As a future military spouse, I plan to use the resources that SECO provides as well as share with my surrounding spousal community." RECENT STORIES Related Stories in References Office of People Analytics. (2022). Military life during the COVID-19 pandemic: Results from the 2021 Survey of Active Duty Spouses. U.S. Department of Defense. https://www.opa.mil/research-analysis/spouse-family/military-spouse-survey-survey-reports-briefings/military-life-during-the-covid-19-pandemic-results-from-the-2021-survey-of-active-duty-spouses/ U.S. Bureau of Labor Statistics. (2023). Unemployment rates for states, 2021 annual averages. U.S. Department of Labor. 789–802. https://www.bls.gov/lau/lastrk21.htm MOBILIZING RESEARCH, PROMOTING FAMILY READINESS. Our Partners Auburn University University of Georgia Department of Defense US Department of Agriculture 203 Spidle Hall, Auburn University, Auburn, Alabama 36849 Military REACH Department of Human Development and Family Sciences (334) 844-3299 MilitaryREACH@auburn.edu Contact Us Website Feedback Stay Connected with Military REACH These materials were developed as a result of a partnership funded by the Department of Defense (DoD) between the DoD's Office of Military Community and Family Policy and the U.S. Department of Agriculture/National Institute of Food and Agriculture (USDA/NIFA) through a grant/cooperative agreement with Auburn University. USDA/NIFA Award No. 2021-48710-35671. Last Update: March 2024 2017 - 2024 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan
How to be thrifty with the Thrift Savings Plan
HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES 23 FEB 2024 HOW TO BE THRIFTY WITH THE THRIFT SAVINGS PLAN By Matthew T. SaxeyEditors Kate Abbate; Kaylee Short Historically, Military retirement compensation came in the form of a pension that was paid out to Veterans who served at least 20 years. However, only about 17% of enlisted personnel and 49% of officers serve for at least 20 years (Murray & Adedeji, 2020). In 2018, the Military revised their retirement system by creating the Blended Retirement System (BRS). Thrift Savings Plan (TSP) Under the BRS, pension benefits are still offered for those who serve at least 20 qualifying years (Office of Financial Readiness, 2023). An additional retirement option under the BRS that any Service member can invest in is the Thrift Savings Plan (TSP; Office of Financial Readiness, 2023). A TSP account is comparable to a civilian 401(k) plan where an employee can invest part of their paycheck into collections of stocks, bonds, and other investments that can earn money over time. Put differently, the TSP involves opening a retirement account that Service members can use to save money for retirement. Like civilian 401(k) plans, the TSP has an employer match (after two years of Service). If a Service member invests at least 5% of their paycheck into their TSP account, DoD will also invest an amount equal to 5% of the Service member’s paycheck. The employer match is not deducted out of a Service member’s paycheck; rather, the employer match is, in essence, free money put into the TSP account. To show why investing through one’s TSP account might be a worthwhile endeavor, consider the following example. Tom is enlisted, rank E-5, active-duty, and has been Serving for about 9 years. After learning about the TSP, he chooses to invest 5% of his paycheck into his TSP account, which means that with the match, 10% of his paycheck goes into his account each month (about $384.80). Tom stays in the Service for 20 more years, and even though his income will increase, let’s assume only $384.80 goes into his TSP account every month for the next 20 years. Tom wants to retire in 2060, so he invests his monthly contribution into the 2060 lifecycle fund. After 20 more years of Service, assuming the average rate of return for the 2060 lifecycle fund, Tom would have about $374,175.55 in his TSP account. Including the match, Tom contributed $92,352.00, but with the power of compound interest, this money quadrupled over the 20 years. Mathematical estimations like this one exemplify why Albert Einstein said, “Compound interest is the eighth wonder of the world.” In short, the TSP is a great way to take advantage of the eighth wonder of the world. Roth TSP Plans Interested Service members can manage their TSP account through the TSP website. In doing so, it is important to note the tax implications of investing in the TSP (Thrift Savings Plan, 2023a). Roth TSP contributions involve Service members paying taxes on income they earn before investing it into their TSP account (Thrift Savings Plan, 2023a). With these Roth contributions, once Service members are 59.5 years old, they can withdraw money from their TSP account tax-free. Said another way, income would be taxed before going into the account, but money can be taken out of the account without any taxes once a Service member is retirement age. Traditional TSP Plans Traditional TSP contributions are somewhat different. That is, the income that is invested is not taxed initially. However, once a Service member is 59.5 years old, the money that is withdrawn from the TSP account would be taxed as income (Thrift Savings Plan, 2023a). There are advantages and disadvantages to both types of contributions, and Service members and their families should choose the TSP contribution option, Roth or Traditional, that is most in line with their current financial situation and financial goals. TSP Investment Options For both Roth and Traditional contributions, there are three different kinds of investment options within the TSP. First, there are mutual funds (Thrift Savings Plan, 2023b). Mutual funds are a collection of several different kinds of stocks and other investments (e.g., bonds) so that not all of one’s ‘eggs’ are put in one basket. Individual stocks and other investments can fluctuate in investment returns, so having a mutual fund with a group of many different stocks and other investments is thought to decrease risk while still maximizing potential gains over time. Second, there are five different kinds of individual TSP funds (Thrift Savings Plan, 2023b). The G and F funds have a lower level of risk with smaller projected returns while the C, S, and I funds have higher levels of risk with greater projected returns. Financial planners generally recommend diversifying a portfolio with some riskier and some less risky investments to provide good return. However, someone with more time before their retirement (e.g., 40 years vs. 20 years) typically would invest in a greater collection of riskier investments for greater returns, on average, over time. Lifecycle Funds Finally, there are lifecycle funds, also called L funds (Thrift Savings Plan, 2023b). These L funds are a diversified collection of the G, F, C, S, and I funds that are designed to coincide with one’s expected retirement year. For example, if someone is planning to retire in 2055, then they might consider investing money into the 2055 L fund. The L funds’ allocation to the five different individual TSP funds is constructed in a way that is in line with when someone wants to retire. For instance, the 2025 L fund involves much less risky investments than the 2065 L fund. To learn more about the specifics of these three investment options, visit the TSP investment options on the TSP website. Being Thrifty with the Thrift Savings Plan Half the battle of being thrifty with the Thrift Savings Plan is simply being aware of it and why potentially choosing to invest in it might be beneficial. The other half involves deciding whether investing in the TSP coincides with one’s current financial situation and financial goals for the future—and consistently following through with the decision. Some Service members and their families might find great value in investing in their TSP account as part of their retirement plan while others might choose to invest in other ways (e.g., investing in a civilian spouse’s 401[k] plan) or rely on the BRS’ pension options. In other words, having a financial plan for retirement (and following through with the plan) is how to be thrifty with the Thrift Savings Plan or other retirement plans. To learn more about investing (e.g., the differences between stocks, bonds, and other investment vehicles) and financial readiness for Military families, visit the Office of Financial Readiness’ website and experience the benefits of planning for, and seeking to achieve, a desired financial future. RECENT STORIES Related Stories in References Murray, C. T., & Adedeji, A. (2020). Approaches to changing military compensation. Congressional Budget Office. https://www.cbo.gov/system/files/2020-01/55648-CBO-military-compensation.pdf Office of Financial Readiness. (2023). Knowing your benefits and entitlements. Department of Defense. https://finred.usalearning.gov/Benefits#Blended-Retirement-System Thrift Savings Plan. (2023a). Traditional and Roth TSP contributions. https://www.tsp.gov/making-contributions/traditional-and-roth-contributions/ Thrift Savings Plan. (2023b). TSP investment options. https://www.tsp.gov/investment-options/ MOBILIZING RESEARCH, PROMOTING FAMILY READINESS. Our Partners Auburn University University of Georgia Department of Defense US Department of Agriculture 203 Spidle Hall, Auburn University, Auburn, Alabama 36849 Military REACH Department of Human Development and Family Sciences (334) 844-3299 MilitaryREACH@auburn.edu Contact Us Website Feedback Stay Connected with Military REACH These materials were developed as a result of a partnership funded by the Department of Defense (DoD) between the DoD's Office of Military Community and Family Policy and the U.S. Department of Agriculture/National Institute of Food and Agriculture (USDA/NIFA) through a grant/cooperative agreement with Auburn University. USDA/NIFA Award No. 2021-48710-35671. Last Update: 02/23/2022 2017 - 2024 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan
A HIDDEN CRISIS: WOMEN'S POSTPARTUM MENTAL HEALTH
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 12 DEC 2023 A HIDDEN CRISIS: WOMEN'S POSTPARTUM MENTAL HEALTH By Haley Sherman & Sheila SjolsethEditors Emily Hanson Although many people might consider sleep deprivation and changing dirty diapers to be the greatest struggles during the first year of having a baby, statistics show that women's postpartum mental health is of greatest concern. In fact, in the first year after a baby is born, "suicide is one of the top five leading causes of maternal death in the United States, accounting for approximately 20% of all maternal deaths" (Pratt et al., 2023, p. 1-2). This statistic does not account for all the mental and physical challenges that arise during pregnancy and before birth. Other perinatal (i.e., the time period before and immediately after childbirth) and postnatal (i.e., a year after the birth otherwise known as 'postpartum') mental health disorders, including postpartum depression, postpartum anxiety, obsessive-compulsive disorder, posttraumatic stress disorder, bipolar disorder, and postpartum psychosis (Nguyen et al., 2023; Pratt et al., 2023), are rampant - affecting approximately 1 in 7 mothers in the United States (Nguyen et al., 2023). In addition to this severity and the serious nature of perinatal/postpartum mental health concerns, women are not often "treated to remission" meaning that treatment did not last long enough to fully address the mental health concern (Nguyen et al., 2023, p. 78). Further, these statistics may not capture the full extent of postpartum mental health challenges, as many women may have undiagnosed perinatal and postpartum disorders. While the aforementioned statistics are at the national level, mental health challenges among postpartum military women are even more prevalent. Military mothers (i.e., active-duty, dependents, reservists, and retirees) experience mental health conditions almost 3 times more often than civilian mothers (United States Government Accountability Office, 2022; Maternal Mental Health Leadership Alliance, 2023). Statistics on pregnant women from 2017-2019 suggest that approximately 36% of TRICARE active-duty Service members and their dependents received a perinatal (i.e., prenatal and postnatal) mental health diagnosis (United States Government Accountability Office, 2022). Receiving a postpartum depression (PPD) diagnosis increased drastically from 2001 to 2018 such that in 2001 for every 1,000 Servicewomen, 1.96 were diagnosed with PPD whereas in 2018 29.95 Servicewomen were diagnosed with PPD (Nicholson et al., 2020). Additionally, other research has found that although some Veteran mothers experience elevated symptoms of postnatal mental health disorders such as depressive disorder, PTSD, or pregnancy-related anxiety (Goger et al., 2022), they do not meet the established threshold to receive an official diagnosis, potentially limiting their access to resources and treatments needed to thrive during their postnatal period. Further, research suggests that compounding military-specific stressors such as combat deployment experiences, lack of access to maternity care through the Office of Veterans Affairs (VA), stigma around accessing mental health services, and the prevalence of military sexual assault may exacerbate perinatal and postpartum mental health challenges for military-connected women (Nguyen et al., 2023). Although the reality of the hidden crisis of women's perinatal and postpartum health is alarming, it is time to start bringing concerns about postpartum mental health to light, and so, we invite you to join us in a call to action. Call To Action One of the first steps in creating change is by spreading awareness that a crisis exists – we must talk about it! In addition to spreading awareness by talking about maternal mental health challenges, we need to: Normalize that some changes in mood will occur during postpartum, but that major mental health challenges are abnormal and may need to be professionally addressed. Stress the importance of new mothers asking for help, especially helping them understand what mental health symptoms or experiences may require professional support (see the WIC Works Resource System: Resources website as a place to start). Share resources with parents (i.e., both the mother and her partner) to support their parenting journey. Ideas to Take Action All efforts that promote awareness of the maternal health crisis, no matter what size, are needed. Share this article with a friend to start a conversation. Learn how to talk to a new mother experiencing depression and listen to military moms share their birth stories to better understand their experiences. When talking with others about the mental health needs of postpartum women, emphasize the severity of the need and how rates of postpartum difficulties are increasing. Advocate for increased support for military families at your place of employment and in your community with this key fact sheet on Military Maternal Health. Contact your U.S. Representative and Senator and ask for more support for military mothers like increasing paid leave for military parents and to support bills like the Federal Moms Matter Act. Find your U.S. Representative Find your U.S. Senator Support and Resources for Postpartum Servicewomen and Military Families Thankfully there are supports and resources available to help Servicewomen and their families if postpartum difficulties arise (Herrick & Chai, 2023), but we need to do our part to make sure these resources get into the hands of those who need them the most. Postpartum Support International: Help for Military Families The National Maternal Mental Health Hotline can help. Call or text 1-833-TLC-MAMA (1-833-852-6262). This hotline is for mothers as well as healthcare providers and those calling on behalf of someone. Veterans Crisis Line: 1-800-273-TALK (8255), PRESS 1. To chat, use their Crisis Chat. To text, send a text to 838255. Potential Signs of Postpartum Depression Depression in Pregnant Service Members: Three Things Providers Can Do to Help Postpartum depression and anxiety: How to start the conversation USDA Maternal Mental Health Resources NIH Moms' Mental Health Matters USDA Maternal Depression: Everyone can play a role to Help Families Thrive RECENT STORIES Related Stories in References Goger, P., Szpunar, M. J., Baca, S. A., Garstein, M. A., & Lang, A. J. (2022). Predictors of early postpartum maternal functioning among women veterans. Maternal and Child Health Journal, 26, 149-155 https://doi.org/10.1007/s10995-012-03241-0 Herrick, M. S. R., & Chai, W. (2023). Incidence of postpartum depression decreases after initial expansion of military maternity leave. Military Medicine. Article usad354. https://doi.org/10.1093/milmed/usad354 Maternal Mental Health Leadership Alliance. (2023, May 17). Military Mothers Experience Maternal Mental Health Conditions Almost 3 Times More than Civilians. MMHLA Takes Steps to Solve this Issue. Maternal Mental Health Leadership Alliance: MMHLA. https://www.mmhla.org/articles/military-mothers-experience-maternal-mental-health-conditions-almost-3-times-more-than-civilians-mmhla-takes-steps-to-solve-this-issue Nguyen, M. H. (Theresa), Semino-Asaro, S., Reminick, A. M., Rukaj, A. T., & Connelly, C. D. (2023). Barriers to and facilitators of military spouses' recovery from perinatal mental health disorders: A qualitative study. Journal of Military, Veteran and Family Health. Advance online publication. https://doi.org/10.3138/jmvfh-2022-0067 Nicholson, J. H., Moore, B. A., Dondanville, K., Wheeler, B., & DeVoe, E. R. (2020). Examining the rates of postpartum depression in active duty US military servicewomen. Journal of Women's Health, 29(12), 1530-1539. https://doi.org/10.1089/jwh.2019.8172 Pratt, Alessandra A., Anne G. Sadler, Emily B. K. Thomas, Craig H. Syrop, Ginny L. Ryan, and Michelle A. Mengeling. “Incidence and Risk Factors for Postpartum Mood and Anxiety Disorders among Women Veterans.” General Hospital Psychiatry 84 (2023): 112–24. https://doi.org/10.1016/j.genhosppsych.2023.06.013 United States Government Accountability Office. (2022). Defense health care: Prevalence of and efforts to screen and treat mental health conditions in prenatal and postpartum TRICARE beneficiaries (Report to Congressional Committees GAO-22-105136; pp. 1–54). United States Government Accountability Office. https://www.gao.gov/assets/gao-22-105136.pdf MOBILIZING RESEARCH, PROMOTING FAMILY READINESS. Our Partners Auburn University University of Georgia Department of Defense US Department of Agriculture 203 Spidle Hall, Auburn University, Auburn, Alabama 36849 Military REACH Department of Human Development and Family Sciences (334) 844-3299 MilitaryREACH@auburn.edu Contact Us Website Feedback Stay Connected with Military REACH These materials were developed as a result of a partnership funded by the Department of Defense (DoD) between the DoD's Office of Military Community and Family Policy and the U.S. Department of Agriculture/National Institute of Food and Agriculture (USDA/NIFA) through a grant/cooperative agreement with Auburn University. USDA/NIFA Award No. 2021-48710-35671. Last Update: 02/23/2022 2017 - 2024 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan This website uses cookies to improve the browsing experience of our users. Please review Auburn University's Privacy Statement for more information. Accept & Close
Military Chaplains: Their Vital Role in Our Military
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 13 NOV 2023 MILITARY CHAPLAINS: THEIR VITAL ROLE IN OUR MILITARY By Bri GordonEditors Kate Abbate; Erin Cooper The Continental Congress established the first Chaplain Corps in July 1775 by providing one chaplain for every unit in the Continental Army (U.S. Army Chaplain Corps, 2015). Because of this, chaplains can be found wherever Service members are, and they have served with regiments in every American war (Otis, 2009). Chaplains are dedicated spiritual leaders of all religious denominations and provide spiritual support to Service members regardless of their member's religious affiliation. Their responsibilities include providing spiritual guidance, conducting public worship services, leading religious study sessions, and ministering to the wounded and/or dying (Otis, 2009). To gain more insight into the role of chaplains, I connected with Captain (Capt.) Terry Gordon, who conveniently is also my father! A retired Navy chaplain, Capt. Gordon has 30+ years of experience serving Service members and their families. With many tours and deployments both overseas and domestic, he has seen how a chaplain’s roles and responsibilities have evolved over time, especially with the increased awareness of mental health. Although I accompanied him for only about half of his military career, I can attest to how his work impacted the Service members around us and how he grew within his role as a religious leader and counselor. With Capt. Gordon’s help, I gained even more insight into the roles and responsibilities of military chaplains, who has access to their services (and how to seek their services), how chaplains interact with others in the workplace, and some common myths and assumptions. Roles and Responsibilities A chaplain’s responsibilities typically extend beyond roles performed in similar occupations, such as mental health professionals. Chaplains are often used as a source for counseling, and it is typical for Service members with high levels of combat exposure and mental health concerns to seek support from chaplains (Morgan et al., 2016). While the roles of both chaplain’s and mental health professionals are very similar and often overlap, Capt. Gordon highlighted the differences: “Chaplains bring one unique component in, which is purely a faith-based component. Many chaplains have higher education in counseling or social work, however, they’re not there to solely be a counselor but to be an ordained religious leader. Chaplains can be trained in certain counseling techniques, but faith and spirituality counseling is the main focus.” Accessing Chaplain Services Outside of who are military chaplains, how to seek out their services may be the second most commonly asked question. For Service members it’s a bit easier, considering their close proximity and initial contact with a chaplain during their basic training. Capt. Gordon explains: “For service members, it’s easy because there are chaplains in every phase of training upon entering the service. They meet their first chaplain at basic training and will have continued contact with them throughout that training. It is the chaplain's duty to explain their role as their chaplain, and how they and their families can contact them. Outside of training, a Service member and their family should always have ready access to a chaplain throughout their career.” For families, Capt. Gordon explained a process called “deckplate ministry.” This is a Navy term (also known as ‘walking the flight line’ for the Air Force, or ‘walking ministry’ in general) that refers to chaplains walking around their duty-station so Service members and their families can visually see them, and it provides an opportunity to talk. Capt. Gordon also emphasized the importance of chaplains participating in family programs. Chaplains can continue walking ministry at these events and informally meet with them in a relaxed atmosphere and provide them with resources as needed. Collaborative Model Approach to Treatment A collaborative model (i.e., the process of referring someone in need to other mental health professionals and working together as professionals to provide care) is a practice that many chaplains and military mental health professionals incorporate. Because chaplains serve alongside Service members and are in close proximity with them, they are naturally the first in line for providing support for mental health concerns (Howard & Cox, 2008). This may be because chaplains can build a trusting relationship with their unit members more easily. Chaplains provide initial services and refer Service members to trained mental health professionals when needed (Besterman-Dahan et al., 2012). Successful collaborative models include close collaboration between chaplains and mental health professionals from initial patient contact through termination of services (Howard & Cox, 2008). Capt. Gordon emphasized the importance of this model, saying: “Chaplains are there to compliment the counselor. Many chaplains will try to foster a solid relationship with the unit’s counselor [and] use it as a complimentary resource. If there’s something out of the scope of a chaplain’s abilities or vice versa, both sides should be able to use each other. A chaplain can pray for anybody, but a chaplain's counseling may not be enough compared to a professional counselor's technique.” Common Myths and Assumptions As is the case with many services, there are some common assumptions about military chaplains. Capt. Gordon has busted common myths throughout his career, the most common being that chaplain services are only available to a Service member: “That’s not true, we’re available to anyone who carries a military ID card. Could be a spouse, a dependent, a contractor; as long as you have a Department of Defense ID card, you will have access to our services.” Additionally, one barrier to accessing mental health services seen within the military is fear that mental health providers will disclose private client information, and that a Service member’s ability to progress in their career may be obstructed (Evans, 2021). Ethical standards involving confidentiality within mental health disciplines ensure the protection of clients’ privacy by not disclosing their personal information or therapy contents to others (American Psychological Association, 2017). However, Service member mental health care information may be revealed to commanders if one or more of the following criteria is met (Evans, 2021): 1. “Threats to personal or public safety (harm to self/others), harm to mission, or deployment readiness 2. Acute medical conditions that interfere with duty, including inpatient psychiatric hospitalization and substance abuse treatment 3. Judicial, law enforcement, and administrative proceedings; special sensitive personnel; or specialized government functions 4. Personnel accountability” Chaplains on the other hand maintain “absolute confidentiality.” Capt. Gordon explained absolute confidentiality, saying: “Our confidentiality by law is absolute. This is because of the sacramental right of some faith traditions that confessions made in religious repentance are kept in total confidence with the chaplain. It’s an official policy and military law. There should always be someone a Service member can talk to without fear of repercussion. It is a powerful tool and ensures people are getting the help they need, and fixing problems before they become huge problems.” It is important to note that chaplains are equipped to maintain absolute confidentiality while still ensuring the safety of all the parties involved. For example, if a Service member plans to harm themselves, their chaplain can encourage them to seek services to improve their wellbeing. Additionally, their chaplain can continue to meet with the Service member until they are receptive to meeting with a mental health professional. A Chaplain's Presence and Impact Despite these negative assumptions about meeting with chaplains, there are many positive assumptions people have about the Chaplain Corps. While it can be easy to find the flaws within a system, Capt. Gordon still had a lot of good to say about his Corps: “A good assumption is ‘the chaplain is always there.’ There should always be a chaplain in every forward deployed unit, no matter what size. A good chaplain will boost morale and aid in lowering mental health problems. People assume we’re just spiritual folks, we’re just there to pray and we provide nothing else for the unit. Obviously, that’s not true. When a chaplain walks into a room, it brings a spiritual consciousness and a sense of the presence of the divine. It gets people thinking, and back to a reality that’s more than just a ‘warrior ethos’. We bring a sense of humanity back into the soldier. We’re there to keep the balance so they don’t lose sight of who they are as people. It’s a very good thing.” Chaplains continue to play a vital role in our military today. Whether performing religious services, mentoring Service members, or being advocates for Service members and their families’ wellbeing, it is safe to assume that chaplains are dedicated to improving our Service member and their families lives, and therefore the military, every day. To learn more about chaplain services or how to find a chaplain at your installation, check out Military OneSource guide, “The unit chaplain: Roles and responsibilities”. RECENT STORIES Related Stories in References American Psychological Association. (2017). Ethical principles of psychologists and code of conduct. American Psychological Association. https://www.apa.org/ethics/code Besterman-Dahan, K., Gibbons, S. W., Barnett, S. D., & Hickling, E. J. (2012). The role of military chaplains in mental health care of the deployed service member. Military Medicine, 177(9), 1028–1033. https://doi.org/10.7205/MILMED-D-12-00071 Evans, C. (2021). Confidentiality, chaplains, and the military. Military Health System. https://health.mil/Military-Health-Topics/Centers-of-Excellence/Psychological-Health-Center-of-Excellence/Clinicians-Corner-Blog/Confidentiality-Chaplains-and-the-Military Howard, M. D., & Cox, R. P. (2008, April). Collaborative intervention: A model for coordinated treatment of mental health issues within a ground combat unit. Military Medicine, 173(4), 339–348. https://doi.org/10.7205/MILMED.173.4.339 Morgan, J. K., Hourani, L., Lane, M. E., & Tueller, S. (2016). Help-seeking behaviors among active-duty military personnel: Utilization of chaplains and other mental health service providers. Journal of Health Care Chaplaincy, 22(3), 102–117. https://doi.org/10.1080/08854726.2016.1171598 Otis, P. (2009). An overview of the U.S. military chaplaincy: A ministry of presence and practice. The Review of Faith & International Affairs, 7(4), 3–15. https://doi.org/10.1080/15570274.2009.9523410 U.S. Army Chaplain Corps. (2015, January 28). The Army Historical Foundation. https://armyhistory.org/u-s-army-chaplain-corps/ MOBILIZING RESEARCH, PROMOTING FAMILY READINESS. Our Partners Auburn University University of Georgia Department of Defense US Department of Agriculture 203 Spidle Hall, Auburn University, Auburn, Alabama 36849 Military REACH Department of Human Development and Family Sciences (334) 844-3299 MilitaryREACH@auburn.edu Contact Us Website Feedback Stay Connected with Military REACH These materials were developed as a result of a partnership funded by the Department of Defense (DoD) between the DoD's Office of Military Community and Family Policy and the U.S. Department of Agriculture/National Institute of Food and Agriculture (USDA/NIFA) through a grant/cooperative agreement with Auburn University. USDA/NIFA Award No. 2021-48710-35671. Last Update: 02/23/2022 2017 - 2022 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan
Moral Injury: What Is It and How Can Professionals Assist?
Moral Injury: What Is It and How Can Professionals Assist? Lily Annino, Undergraduate Research Assistant Imagine you’re a Service member. Your commanding officer has reason to believe that certain civilians are making bombs at home and will use them against the public. Your unit is tasked with breaking in and finding the bombs. Entering the home is necessary to the mission – but you’ve been told your entire life that breaking into a person’s home is wrong and a violation of their privacy (not to mention against the law). However, you have a mission to fulfill. So, you break in, regardless of your inhibitions. The above scenario is one example of an event that could lead to moral injury. Moral injury is any act, whether perpetrated or witnessed, that may conflict with personal morals or beliefs (Douglas, 2022). While we often think of this conflict in the context of war, other examples of potential moral injury include abuse, rape, and violence (Moral Injury Project, n.d.). And although moral injury may have lasting effects on someone’s life (Litz et al., 2009), it’s still a concept of which many people aren’t fully aware. This article will explain moral injury and discuss some ways that mental health professionals can help Service members and Veterans work through issues related to it. Moral injury is more common than we realize among Service members and Veterans, and it can lead to negative outcomes, such as co-occurring PTSD (Maguen et al., 2022). In one study, 41.8% of veterans reported experiencing at least one form of moral injury; the majority had been betrayed by others or suffered a transgression (Wisco et al., 2017). Dealing with extreme levels of guilt and regret without understanding what you’re going through can be confusing. At the same time, being able to talk to your provider about what you’re dealing with and learning that it’s not abnormal are helpful for Service members (Douglas, 2022). Professionals familiar with the concept of moral injury and with therapeutic approaches that focus on acceptance and self-forgiveness can be beneficial for people working through the effects of moral injury (Maguen & Norman, 2022). Find the best therapist for you. Finding a therapist is like test-driving a car – it’s okay to take your time finding the best fit. It’s important for you to express your experiences freely without having to constantly explain details (e.g., defining acronyms, describing job-specific duties) that are well-known to those in the service (Douglas, 2022). Seek out a therapist who understands military culture and your unique experience as a Service member or Veteran. Connect with your chaplain. Therapists and counselors are trained to help Service members work through moral injury. In addition, military chaplains (i.e., U.S. military’s educated, religious leaders who provide services to Service members and their families) will talk with you regardless of your faith or beliefs. Chaplains combine their knowledge of military culture with their own resource awareness to help those in need. Connecting with a chaplain could benefit you during your healing process. Surround yourself with your support system. According to Chesnut and colleagues, moral injury can lead to the potential impairment of social well-being, social support, and social relationships (Chesnut et al., 2020). Re-engaging with your communities, friends, and family, and increasing your social support may help you in your struggle with moral injury. Moral injury is difficult to deal with due to its negative psychological effects. Nonetheless, there are ways to work through the challenges – such as receiving mental health services – and continue moving forward. If you feel you may be struggling with decisions your service requires of you, surround yourself with your support system and know that there are trained professionals who can help you work through these emotions. To continue learning about moral injury, check out the Military REACH library and access current research summaries, reports, and other educational resources, released monthly. References Chesnut, R. P., Richardson, C. B., Morgan, N. R., Bleser, J. A., Perkins, D. F., Vogt, D., …. Finley, E. (2020). Moral injury and social well-being: A growth curve analysis. Journal of Traumatic Stress, 33(4), 587-597. https://doi.org/10.1002/jts.22567 Douglas, C. V. (2022). A phenological study and investigation of moral Injury with veterans. [Doctoral dissertation, Liberty University]. Digital Commons. https://digitalcommons.liberty.edu/doctoral/3722 Litz, B. T., Stein, N., Delaney, E., Lebowitz, L., Nash, W. P., Silva, C., & Maguen, S. (2009). Moral injury and moral repair in war veterans: A preliminary model and intervention strategy. Clinical Psychology Review, 29(8), 695–706. https://doi.org/10.1016/j.cpr.2009.07.003 Maguen, S., Griffin, B., Copeland, L., Perkins, D., Richardson, C., Finley, E., & Vogt, D. (2022). Trajectories of functioning in a population-based sample of veterans: Contributions of moral injury, PTSD, and depression. Psychological Medicine, 52(12), 2332-2341. https://doi.org/10.1017/S0033291720004249 Maguen, S., & Norman, S. B. (2022). Moral Injury. National Center for PTSD. 33(1), 1-9. https://www.ptsd.va.gov/publications/rq_docs/V33N1.pdf The Moral Injury Project. (n.d.). What is moral injury? Syracuse University. https://moralinjuryproject.syr.edu/about-moral-injury/the-moral-injury-project/ Wisco, B. E., Marx, B. P., May, C. L., Martini, B., Krystal, J. H., Southwick, S. M., & Pietrzak, R. H. (2017). Moral injury in U.S. combat veterans: Results from the National Health and Resilience in Veterans Study. Depression and Anxiety, 34, 340–347. https://doi.org/10.1002/da.22614
Smooth Moves: Relocating Overseas
Smooth Moves: Relocating Overseas Emily Wright You just received an overseas PCS order to Belgium. After jumping for joy (or simply being terrified), now what? There are challenges associated with any relocation order, but overseas relocations may seem particularly daunting due to unique preparations (e.g., are your passports up-to-date, is English the primary language of your destination?). This article will share some findings from the current literature surrounding military overseas relocations, discuss common challenges and resilience factors among families, and provide strategies to make future overseas relocations more manageable for families. Overseas: Overjoyed or Overstressed? There is a level of stress present when facing any relocation — military-related or not — and research suggests that this is particularly heightened when it comes to a relocation outside of the continental United States (OCONUS). According to a study by Elliot (2020), military spouses reported feeling stress while relocating overseas from feeling out of control of their situation and from fearing the unknown. Additionally, research shows that military families experience unique stressors, such as a shift in family function due to being posted internationally, changes in wellbeing and support, and sometimes feelings of grief and loss (Blakely et al., 2012). Relocating may be frustrating because of the additional requirements in place to ensure the move can happen (e.g., families need to obtain visas, passports, and additional clearances), which may contribute to a family’s perceived quality of life and perception of their relocation experience (Elliot, 2020). Smooth(er) Moves Even though an overseas deployment comes with challenges, military families are resilient and capable of overcoming difficult situations. Ferreira and Ferreira (2021) identified several resilience factors seen in military families that can buffer the stressors of future overseas relocations: Spirituality — Practices, such as attending religious services, meditation, and prayer, may help families to build resilience and transition smoothly to an overseas placement. Connecting with a spiritual group after relocation may help families build a sense of community and connection. Support networks — When moving to a new place, overseas or the next state over, quickly developing and maintaining your support network is important. Getting involved with your new, local military community can assist in your adjustment to the new environment. Look into resources, like online support groups or community organizations, to begin building your support system prior to your move. Resourcefulness — Being resourceful when transitioning to a new place can help family members adjust quicker to a new community. Before you move, learn about the different organizations and programs available in your community — be it military specific, like military based relocation assistance programs, or community specific, like asking around to find the best dog-friendly restaurants. Flexibility — Practicing flexibility and adaptability when preparing to move overseas may help you to remain balanced and feel better prepared to relocate. Have meaningful conversations with your family members about ways you can practice flexibility and adaptability throughout your moving process. A couple of examples are being able to fluidly shift responsibilities as your priorities change and maintaining a positive attitude throughout the move. Core Family Relationships — When family members feel more connected to one another, the whole family unit tends to have more cohesion and resilience. These are important attributes for families who are preparing to move overseas because when your family has a strong sense of unity, the moving process may be easier and cause less stress due to the presence of strong and healthy relationships. Prior Preparation — Taking time to plan and prepare for an overseas relocation is crucial for families. Planning and preparing for your move by learning about the local culture and community as well as understanding the relocation process have both been proven to be a resilience factor in military families. In addition to the resilience factors that can assist military families when relocating, there are many other tangible ways military families can prepare for the move. For example, families can familiarize themselves with their new culture prior to the move and spend time learning basic words and phrases of the language (e.g., “where is the bathroom?”, “I need help.”). Additionally, making use of helping professionals, such as counselors or relocation specialists, can be beneficial as they are aware of the overall moving process and resources available. Through resilience, preparation, and perseverance, military families can be successful when relocating overseas. By using the resources and strategies provided in this article and taking advantage of your local military community, we hope your next overseas relocation is a smooth and successful transition. References Allen, K. R., & Henderson, A. C. (2017). Family theories: Foundations and applications. John Wiley & Sons. Azari, J., Dandeker, C., & Greenberg, N. (2010). Cultural stress: How interactions with and among foreign populations affect military personnel. Armed Forces & Society, 36(4), 585–603. https://doi.org/10.1177/0095327X09358648 Blakely, G., Hennessy, C., Chung, M. C., & Skirton, H. (2012). A systematic review of the impact of foreign postings on accompanying spouses of military personnel. Nursing & Health Sciences, 14(1), 121–132. https://doi.org/10.1111/j.1442-2018.2011.00659.x Elliott, B. (2020). US military spouses’ experiences transitioning abroad: A narrative analysis. Nursing Forum, 55(4), 703–710. https://doi.org/10.1111/nuf.12487 Ferreira, C., & Ferreira, J. (2021). Overseas relocation and military family resilience factors. International Journal of Arts and Humanities, 7(2), 1-4. http://ijah.cgrd.org/images/Vol7No2/1.pdf Focus Terms: Military Families Research
YOU'RE VALUED, TOO: OVERCOMING THE CHALLENGES OF MILITARY SPOUSAL EMPLOYMENT
One of the ongoing obstacles that military spouses face is employment — or the lack thereof. According to the Office of People Analytics’ (OPA) Active Duty Spouse Survey, 21% of active-duty spouses were unemployed in 2021, which is almost 6 times higher than the U.S. national average (3.4%; U.S. Department of Labor, 2023). Many military-related stressors (e.g., frequent relocations, spousal deployments) can contribute to high unemployment rates and underemployment (i.e., overqualified or working less than desired) for military spouses. Research shows that women who are married to an active-duty Service member and either do not have a college degree or have experienced relocation in the past year are more likely to be unemployed (Lara-Cinisomo et al., 2020). This piece will tackle biases and barriers associated with military spousal employment, discuss how employment can boost personal well-being, describe the skills and assets that spouses can bring to the workplace, and emphasize just how valuable military spouses can be as employees. Biases and Barriers to Military Spousal Employment There is a running list of obstacles preventing adequate employment for military spouses. For example, Godier-McBard and colleagues (2020) found that many civilian employers in the U.K. consider the military an inflexible organization and believe that hiring a military spouse may create challenges for their organization. Frequent relocations are an additional barrier that could disrupt the natural progression of a spouse’s career, especially if a job is not easily transferable (Lim & Schulker, 2010). In addition, a 2006 study found that a majority of military wives in the labor force tended to be underemployed (49%), and only 11% were adequately employed (Lim & Schulker, 2010). Of those 49%, over one-third were underemployed due to an educational mismatch (i.e., overqualification) (Lim & Schulker, 2010). These unfair barriers may be explained by the lack of standardization across states, especially regarding licensure. To give just one example, 35% of military spouses work in a field requiring licensure (e.g., nursing, dental hygiene; U.S. Department of the Treasury and U.S. Department of Defense, 2012). Specifically related to the nursing field, researchers found even after receiving access to information on topics such as state-specific licensing requirements and license maintenance, the lack of unified information resulted in confusion and frustration (Brannock & Bradford, 2021). License portability is another barrier for military spouses regarding continued employment. Because many practicing licenses (e.g., medical, mental health, attorney/lawyer, education) are issued only for the state in which one resides, military spouses are at a disadvantage due to frequent military-related relocations. Transferring a license to a new state or country takes time and effort: requirements may include several months’ time, multiple forms of documentation, and application fees, which can add up quickly if you move often (Tidwell, 2020). However, Congress has taken steps to address this issue by introducing the Comforting Our Military Families through On-base or Remote Treatment Act ( COMFORT Act). If passed, the COMFORT Act will allow for the coordination of programs within the Department of Defense such that those who maintain a non-medical license (e.g., counselors, psychologists, mental health professionals) can provide service anywhere in the U.S. (Goodale, 2021). The Act would increase employment opportunities for spouses while simultaneously meeting the need for more military mental health service providers. While it only applies to those who maintain a non-medical license, the COMFORT Act could be an excellent reference point to increase the portability of other types of licensure for military spouses. Benefits of Employment The importance of employment opportunities for military spouses cannot be understated. Employment seems to buffer military spouses against some military-related stressors, like deployment or relocation, and provide a valuable sense of self and contribution (Huffman et al., 2021). According to Kremer and colleagues (2021), employed individuals can experience: Greater life satisfaction and a sense of fulfillment Daily structure Frequent and consistent social interactions that can help build a sense of community The emotional satisfaction that comes with meaningful contributions to society Skills Military Spouses Bring to the Workforce Julie Anne, a now-retired military spouse, explained that she gained the “ability to adapt to almost any situation and find normalcy in chaotic/unfamiliar situations or places,” during her time as a military spouse (White, 2021). Military spouses are adaptable, finding ways to thrive in a variety of occupational settings (Bradbard et al., 2016). Military spouses have a plethora of skills that can be useful in any position, such as being team oriented, having the ability to find normalcy amidst the chaos, and successfully being able to engage across cultures. Most military spouses experience separation from friends and family, frequent relocations, and spousal deployments – but common experiences like these teach them to adapt quickly to whatever gets thrown their way. Military spouses are also team-oriented, a trait that largely matches the way military infrastructure runs: through camaraderie and mutual support. The nature of military life, with its frequent relocations, means that spouses and their families are exposed to a variety of different cultures. They have the potential to be among some of the most socially aware people you will ever meet (Bradbard et al., 2016), and their experiences in cross-cultural engagement are an asset in the workplace. Employment Resources for Military Spouses Although the biases of and barriers to military spousal employment are frequently recognized, leaders and policy makers are actively working to bridge the gap. Below are a few resources to help alleviate them: Military Spouse Education & Career Opportunities (MySECO) is a Department of Defense (DoD)-sponsored resource that provides educational and career guidance to military spouses, as well as tools and resources related to career exploration, education, training, licensing, and readiness. The Military Spouse Employment Partnership (MSEP) connects military spouses to employers dedicated to recruiting, hiring, and maintaining military spouse employees. The U.S. Department of Labor offers a comprehensive list of resources on licensing, employment, and available training for military spouses on their journey to find and maintain employment. My Career Advancement Account (MyCAA) offers financial assistance to eligible military spouses seeking to pursue or maintain a license, certification, or associate degree. The Military Spouse Career Connection at Walmart seeks to hire military spouses at Walmart and Sam’s Club. They also provide career counselors for the best job fit within their system. The Military Spouse and Family Educational Assistance Programs provide information on scholarships for military spouses seeking education. The programs offer Veterans Affairs scholarships, state benefits, private scholarships, and more. The Society of Military Spouses in STEM (SMSS) is a member-run organization focused on helping military spouses find careers in science, technology, engineering, and mathematics (STEM) fields.
REFLECTIONS AND PREVENTIONS FOR CHILD ABUSE AWARENESS MONTH
Being a parent is hard and comes with many challenges. Children misbehave because they often have difficulty following directions, and they may push their parents’ buttons to get what they want. It’s important for parents and caretakers to put support in place (e.g., a go-to person who can help when needed) to ensure they can raise their children in a healthy, effective way regardless of the challenges they face. When parents’ actions harm their child emotionally or physically, they are committing child abuse (U.S. Department of Health and Human Services, n.d.). And while child abuse is on the decline, it’s still a pervasive problem in the United States today (Children’s Bureau, 2020). This article will discuss a few contexts in which child abuse can occur, stress management suggestions for parents, and available resources for child abuse prevention, specifically within the military. Understanding Child Abuse Children who experience abuse can suffer long-term effects on their physical and mental health, such as depression, anxiety, and chronic health conditions (Maschi et al., 2013). Research and social learning theory (i.e., modeling behaviors observed in one’s environment; McMillen & Rideout, 1996) show that child abuse often occurs within a family cycle: if you have experienced abuse yourself, you are more likely to abuse as a parent (Morgan et al., 2022). Similarly, children who see fewer examples of emotional regulation from their parents or caregivers will have fewer opportunities to learn such skills and become more likely to perpetuate the cycle (Osborne et al., 2021). In addition to the role of generational abuse, the challenges that new parents face also can also contribute. Parenthood is stressful enough, but the COVID-19 pandemic demonstrated how compounding stress affects families. The pandemic heightened stressors for parents, but their typical resources (e.g., daycare, school), perceptions (e.g., thoughts about how a stressful event may affect their family), and coping strategies (e.g., creating positive meaning, social support) were less effective, which, in turn, increased child maltreatment (Wu & Xu, 2020). When parents have reduced coping skills and a decreased ability to regulate their own emotions, their children can be less likely to develop the same skills (Osborne et al., 2021). Additionally, parents with maltreatment histories themselves often struggled with regulating their emotions then passed the struggles to their children (Osborne et al., 2021), in turn hindering an effective coping skill these children might use when experiencing stress as an adult. How to Cope Identifying healthier coping skills and means of emotional regulation (e.g., not holding onto anger) can be one way for parents to improve their well-being and limit opportunities for abuse. Some potential coping skills are: Creating a community for social support Talking with other parents about their coping skills Taking relaxation breaks (e.g., deep breathing, listening to music), even if only for 5 minutes Asking for help (e.g., with errands, babysitting) from community and friends Finding and using professional support when stress begins to pile up or when parents can no longer manage their stressors alone (APA, 2011). Prevention Efforts and Resources for Military Communities Just like civilian populations, military families can experience child abuse, and may even perpetrate it. Thankfully, the military has developed programs to support families and children experiencing abuse. One such program is the Family Advocacy Program (FAP), which works to prevent abuse and provide treatment for those affected by abuse. FAP also supports military families and connects them to local resources. Another program for Service members and their families is the After Deployment Adaptive Parenting Tools (ADAPT) program. At-risk families can use this program to build resilience, strengthen emotional regulation, and improve overall family well-being. The ADAPT program (which has been researched extensively) seeks to improve family functioning by teaching core parenting skills, such as teaching through encouragement, problem-solving, and emotional socialization. The New Parent Support Program assists military parents and expecting parents with transitioning into parenthood and developing a nurturing home. The program’s goal is to help parents build strong, healthy bonds with their children and manage the demands of parenting within the context of the military and its already-stressful job demands (e.g., deployment). Support and Resources for Those Who Have Experienced Abuse Having community support is essential to creating a buffer between oneself and the negative outcomes of child abuse. We know that experiencing abuse can lead to repeating the cycle with a child’s future family; however, there are also protective factors predictive of greater long-term psychological well-being for children (Siddiqui, 2015). Examples of such factors include receiving love from siblings or people outside of the family and participating in activities outside the home (e.g., school sports). These experiences can heighten a child’s sense of social support (Fasihi Harandi et al., 2017) and self-esteem (Liu et al., 2021). If you or your loved one experienced childhood abuse and still struggle with its effects, know that you are not alone. Below is a list of resources to help improve your well-being. Suicide & Crisis Line – 988 (https://988lifeline.org/) Child Help (https://childhelphotline.org/) MilParent Power ToolKit (https://www.militaryonesource.mil/parenting/children-youth-teens/milparent-power-toolkit/) Child Abuse Report Line for Military Families (877-790-1197 + 571-372-5348) It is important that we find healthy ways of coping with our stress so we can be positive role models for our children and families. If you need help coping, look within your community for mental health support programs or parenting classes (APA, 2008). Helping professionals should stay on top of reporting requirements and help their families create safe, loving environments for their children (APA, 2008). We still have a long way to go in preventing and limiting child abuse cases – ultimately, though, prevention starts with us.
NEURODIVERSITY AMONG SERVICE MEMBERS IN THE U.S. MILITARY
The term “neurodiversity” is often used in the context of neurological and/or developmental differences (e.g., autism spectrum disorder [ASD], attention-deficit/hyperactivity disorder [ADHD], dyslexia). It refers to the unique ways that human beings think, learn, and operate (Baumer & Frueh, 2021). Research has shown that many people diagnosed with neurodivergent conditions are likely to have higher-than-average skills in areas such as pattern recognition, memory, or mathematics (Austin & Pisano, 2017). Individuals with these specific skills and abilities are well-suited for a variety of professional paths, including military service. Within the United States (U.S.) Military, there are a variety of programs and services available for military families with neurodivergent dependents. These include the Exceptional Family Member Program (EFMP) and Early Intervention Services. (However, while researching these programs, we were unable to find information on resources for neurodivergent Service members.) This piece will discuss neurodivergence among U.S. Service members; how another country, Israel, practices inclusion within their service; and a call to action moving forward. Neurodivergence Among U.S. Service Members Though we did not complete a comprehensive literature search, data on the prevalence of neurodivergence among Service members were not readily available in an online search using the terms “neurodivergent Service members” and “neurodivergence in the U.S. Military.” But keeping in mind that an estimated 15-20% of the world's population will experience neurodiversity in some way (National Cancer Institute, 2022), it is likely that our Service members will experience neurodiversity at similar rates. We were left with the burning question…Why isn’t there data publicly available on the prevalence of neurodiversity in the U.S. Military? Our search revealed that the U.S. Military has strict regulations regarding the admission of individuals diagnosed with neurodivergent conditions. For example, those with ADHD are only permitted to serve if they meet certain criteria (e.g., they haven’t been prescribed medication in the previous 24 months), while individuals with diagnosed ASD are barred entirely (Office of the Under Secretary of Defense for Personnel and Readiness [OUSD(P&R)], 2018). Although there is an option for people diagnosed with ASD to be granted a medical waiver, these are considered on a case-by-case basis (OUSD(P&R), 2018), and we were unable to discover additional information about this process. That being said, there are opportunities for neurodivergent Service members, as well as existing cases of Service members with these diagnoses in the U.S. Military. A piece published by the U.S. Air Force (Davis, 2021) highlighted Master Sgt. Shale Norwitz, who attributed his ability to navigate crises successfully to both his military training and his ASD diagnosis. The article states, “According to the U.S. Air Force Medical Standards Directory, ASD is not disqualifying for continued military service unless it is currently – or has a history of – compromising military duty or training” (Davis, 2021). Although this information seems to contradict the Department of Defense (DoD) manual on medical standards for military service (OUSD(P&R), 2018), the article does prove that there are Service members with ASD who use their unique skills and abilities to keep us safe. Inclusion Within the Israel Defense Forces Although we couldn’t readily find information on inclusive programs for neurodivergent Service members within the U.S. Military, we did find an Israel Defense Forces (IDF) program called Roim Rachok. The program is geared toward adults with ASD who wish to serve in the military and/or integrate into the job market (Kushner, 2019). Roim Rachok allows Service members to participate in three months of professional and work training. This is followed by an assignment to an IDF unit for additional experience, after which recruits can volunteer with the IDF (Kushner, 2019). Programs like Roim Rachok are a good foundation for U.S. Military policymakers to begin thinking of ways to create inclusive programs within the U.S. Military. A Call To Action Although we came up empty-handed in our search for information on neurodivergent Service members, the lack of knowledge doesn’t necessarily suggest a problem. Rather, it’s an opportunity for improvement. Having identified military medical standards’ lack of consistency, we now have a greater understanding of the challenges that neurodivergent community members face from our armed forces. So, where do we go from here? To start, it’s okay to ask questions of those who have shared their neurodivergent status, to gain awareness and understanding of these underrepresented groups. You might ask, “What has your experience been like?” or “What is something I can do to help make things easier for you?” You can also increase accessibility and inclusion within your community by advocating for inclusive language policies at your town hall or in the organizations with which you are involved (e.g., church communities, volunteer groups). Service members and their families can reach out to their superiors to for information on diversity and inclusion training; they can also connect with branch-specific family readiness groups to see how those groups approach diversity and inclusion. By doing so, we can extend the strength of our forces ¬– and our nation – past the neurotypical frame of mind.
TIPS FOR MILITARY FAMILIES TO COMMUNICATE EFFECTIVELY WITH SCHOOLS AND TEACHERS
All families experience stressors like financial strain, illness in the family, and balancing career with family needs. Military families experience additional stressors specific to military life, such as deployments or moving for a new military assignment. In fact, military families move more than three times as often as civilian families (Hosek & Wadsworth, 2013), and a third of individuals and families in the military relocate annually (Tong, et al., 2018). Communicating With the School: General Tips to Start With frequent moves comes acclimation to new schools and teachers. Communication between the school and the family is important for each student’s success (Farrell & Collier, 2010). Military families need to establish relationships with their child’s school and teachers quickly in order to support effective communication. Schedule a brief meeting. When you move to a new area and school, consider having a 30-minute meeting with the teacher to introduce yourself. Share your military status. Be mindful that teachers and staff members may not be knowledgeable about military families and their experiences (Farrell & Collier, 2010; Garner et al., 2014). They may be unfamiliar with military culture and the family stressors specific to military life that you manage with your family. Stay connected. Follow the school’s social media accounts, read the newsletters they send home, and ensure you are on all the appropriate lists for emails and text messages. Reach out early. If you have a concern, talk to someone – bring it up before the concern becomes a bigger problem. From bullying to struggling with a math concept, teachers have to be aware of the issue before they can address it. Steps to Establishing a Strong Relationship One of the most powerful strategies for building a strong relationship with the school is for parents and caregivers to consider the relationship a partnership. Assume the people at the school care about your child and want them to be as successful as you do. Below are suggestions for how to establish a strong relationship with school personnel. Request an introduction or a tour of the school when you enroll your children in a new school system. A meeting gives you a chance to help the teacher understand your child’s needs, special interests, and talents. You can also share any information specific to being a military family. If you can't meet before school starts, aim to schedule a meeting within the first two weeks of the semester. And schedule the opportunity – rather than trying to catch a teacher or administrator before or after school – so you can have a more thoughtful interaction. Ask each teacher about their preferred communication method, write it down, and keep track of this information. Ask the teacher about opportunities for your child to make friends. Teachers can provide helpful information about the activities in which your child’s peers participate, like community plays, local soccer clubs, or after-school programs. If Something Goes Wrong At some point, you will need to meet with a teacher to address a concern. Teachers want to work with you to resolve the situation. They want all their students to feel comfortable and safe and have the resources they need to succeed. Planning Your Meeting Write down your concerns and your goal for the meeting. Try to be as concise as possible. Make notes for yourself. Determine the right person to contact about your concern. For example, if you are unhappy with how the nurse handled your child’s complaint about a medical issue or injury at school, contact the nurse first to get a better understanding of what happened. Contact the teacher (or the appropriate person) and schedule an appointment. You can ask for a phone call or an in-person visit. While scheduling, share your concerns and goals so the person with whom you’re meeting can bring any helpful information. At the Meeting Thank the teacher for the meeting and for supporting your child. Restate your concern and the goal for the meeting. This information helps the conversation stay on track and focused on supporting your child. Ask for their perspective or information. Approach the situation as if you are partners working together. If needed, say, “I’m glad you’re here with me. I want to work together to resolve this. What are your thoughts?” Most times, partnership brings resolution for a plan – but don't be discouraged if this isn't the case right away. It can often take time to communicate needs and match those needs with available resources. Share what it’s like to be in a military family. Reminding school personnel of your unique stressors, strengths, and needs will help them understand which solutions or resources should be brought to the situation. If the conversation gets heated or bumpy, take a moment to clarify what the other person is saying. This can clear up any misunderstandings and provide more detail. For example, you might say, “What I hear you saying is that you don’t see anyone near my son during recess, and you aren’t sure that someone is picking on him. Am I hearing you correctly?” At the end of the meeting, restate the plan and any next steps. Designate a time for a follow-up meeting. For example, you can say, “You’ll reach out to the counselor about the peer-lunch program. Can I follow up with you in a week about what the next steps are?” Thank the teacher for their time as the meeting ends. (Do this no matter how frustrating the interaction might have been.) After the Meeting Follow-up with the teacher as discussed. Process, regroup, and ask for help if you feel like nothing was resolved. Think about who else you could reach out to for support. The school counselor, reading specialist, or principal might be able to help. FAQs What can I do if I feel overwhelmed and scared to make an appointment? You might worry, “No one knows me. The school is so big, and I am so overwhelmed.” Remember that people who work in schools genuinely want to help the children and support their parents. When in doubt, think of someone at the school you feel you can approach and ask that person for help planning a meeting or addressing your concern. Can I send an email? Yes, you can try to resolve the concern by email. Depending on the circumstances, emails may be better than phone calls because they can serve as documentation. At the same time, be mindful that making a phone call or having an in-person meeting will likely prevent misunderstandings – especially if yours is a lengthy or emotional situation. How do I know whether I should talk by phone or visit in person? When parents first recognize a concern, it’s common for them to chat with the teacher by phone. However, depending on the situation, an in-person meeting may be warranted. The choice is up to you. However, for serious situations, try to schedule an in-person meeting. Who needs to be at teacher-parent conferences? Speaking of emotional situations, you may feel overwhelmed by injustice: “I’m so angry about the situation that the principal needs to be there. I want to call the superintendent, the school board, and the newspapers. This isn’t fair!” But before you call every stakeholder, talk to the person who knows your child best: their teacher. If after doing so things remain unsolved, or if you feel you need a third party to keep things in perspective, consider asking someone from the school administration (such as the principal) or the school counselor to join your meeting. Do I bring my child? Do I bring my other child(ren)? Consider the goal of the meeting and whether having your child or other children present will help achieve that goal. Because you’ll want to be able to focus on the conversation, it’s strongly suggested that you arrange childcare, if possible. Resources to Help You If you know or suspect your child needs special education services, check out the Exceptional Family Member Program. The Military Child Education Coalition supports parents with training and ideas for resolving concerns with schools and teachers. The School Liaison Officer and the Military Interstate Children’s Compact Commission help military families resolve concerns while transitioning between schools. The Ultimate PCS Checklist for Changing Schools With Military Kids is a free resource for military families relocating. The National Family Military Association provides tips for navigating several difficult scenarios with schools.
THEORY SERIES: ABC-X MODEL OF FAMILY STRESS
In family science, theory is a useful tool that provides a framework to understand family experiences and create resources or interventions that promote individual and family functioning. However, trying to understand theory and how it can be applied to families\u2019 everyday lives \u2013 either by families or by others working on their behalf \u2013 can be an intimidating task. Thus, Military REACH wants to help break down common family science theories into more digestible terms. In this piece, we will provide an overview of the ABC-X Model of Family Stress, connect the theory to military family experiences, and suggest how families can use knowledge of the theory to understand and adapt to their experiences. \n\n\n\n\n#### ABC-X Model of Family Stress Overview\n\n\n\n\n Hill\u2019s (1958) ABC-X model of Family Stress is a framework for explaining the processes through which families respond to stressful events and the resulting outcomes for family well-being. The ABC-X model can be broken down into four key components: (A) *the stressor event*, (B) *family\u2019s resources*, (C) *family\u2019s perception of the stressor*, and (X) *crisis* (Price at al., 2021; Weber, 2011). \n\n\n\n\n**ABC-X Model of Family Stress (Hill, 1958)**\n\n\n\nA. *The Stressor Event.* Stressor events are events that bring about change in the family. They can include both positive (e.g., birth of a new child) and negative life events (e.g., loss of job) that trigger familial stress. Stressors can also be either normative (i.e., common experiences, such as the death of a loved one or moving residence) or non-normative (i.e., unusual experiences, such as a natural disaster).\n\nB. *Family\u2019s Resources.* Resources can buffer a stressor\u2019s effects on the family\u2019s ability to cope with it. Resources may lay within individual family members (e.g., financial, educational, health, psychological resources), the family system (e.g., emotional bonds between family members), and/or the community (e.g., religious organizations, schools).\n\nC. *Family\u2019s Perception of the Stressor.* A family\u2019s *perception* of a stressor event can also buffer the event\u2019s effects on the family\u2019s ability to cope. If a family perceives a stressful event more *positively* (i.e., something they can overcome), it may adapt to the stressor successfully. For instance, a family who believes it can solve any problem together may be more likely to adapt positively to the news that it has to relocate for work. Alternatively, families who perceive a stressful event more *negatively* may struggle to adapt. For example, in this case, the family may react to news of relocating for work by avoiding the necessary preparations for moving, which can lead to poor adaptation to the new community after the move. Families\u2019 interpretations of stressful experiences also differ across cultures and value systems.\n\nX. *Crisis.* Crisis occurs when a family is unable to adapt positively to the stressor that brought about change within the family. This change then disrupts family boundaries and roles, as well as individual physical and psychological well-being. For example, after the death of a loved one, family members may struggle to cope with grief. While most family members can return to a sense of normalcy after a while, some people are at risk of complicated grief, meaning their emotions do not improve over time. One or more family members experiencing complicated grief following the stressful experience of losing a loved one is an example of a *crisis*.\n\n\n It\u2019s worth noting that experiencing change does *not* automatically guarantee a family will enter into a crisis. Stress is a normative result of change. We all go through it. Only when we feel the disruption so severely that we could enter a state of crisis do we need further help from family, friends, and community. \n\n\n\n\n#### ABC-X Model and Military Families\n\n\n\n\n Military families are no strangers to change and can face a variety of stressors from both military-specific and civilian experiences. \n\n\n\n\n\n| Common Military-Specific Stressors |\n| --- |\n| - Frequent relocation for permanent changes of station (PCS) |\n| - Traumatic brain injury, posttraumatic stress disorder, limb loss, combat exposure |\n| - Barriers to spousal employment | \n\n | Common Civilian Stressors |\n| --- |\n| - Divorce |\n| - Death of a loved one |\n| - Mental or physical illness |\n| - Financial problems |\n\n\n\n Thankfully, military families have access to a variety of resources to help take control of their circumstances. These resources, paired with the family\u2019s perception of the stressful experience, can help the family adapt and avoid a crisis. \n\n\n\n*Examples of resources and perceptions that positively influence military families\u2019 response to a stressful event*\n\n\n\n\n| Resources |\n| --- |\n| [- Counseling services](https://www.militaryonesource.mil/confidential-help/non-medical-counseling/) |\n| [- Parenting programs]( https://www.militaryonesource.mil/family-relationships/parenting-and-children/parenting-and-children-resources/) |\n| - Military community support |\n| - TRICARE health insurance |\n| [- Spousal employment programs](https://msepjobs.militaryonesource.mil/msep/) | \n\n | Perceptions |\n| --- |\n| - Mission-oriented mindset |\n| - Nationalism/sense of duty |\n| - Family framed as a team |\n| - Celebrating new opportunities |\n\n\n\n\n\n#### Implications of the ABC-X Model for military families\n\n\n\n\n What can military families do to apply the ABC-X Model of Family Stress to their lives? The ABC-X Model highlights the importance of drawing on your family\u2019s strengths and using your resources to allow you to adapt and overcome when faced with a stressful experience. Equally important is your family\u2019s framing of the stressful event. Is it debilitating \u2013 something you cannot overcome? Or is it an opportunity for you all to build resilience and come out stronger than before? \n\n\n Here are some questions to consider when stressful events arise. They may help you and your family think through your resources and perception of the event so you can proceed accordingly: \n\n\n* What stressful experience has triggered change in my family?\n* What\u2019s the meaning behind this stressful experience? Why was it stressful?\n* Does this stressful experience have long-term consequences for my family?\n* Does this stressful experience present new opportunities for my family to grow?\n* What steps can my family take to reduce this stress in the short and long term?\n* To whom can my family go for support?\n* What resources does the military offer for families facing this type of stress?\n\n\n The ABC-X Model shows us that supporting families through stress is a multifaceted process requiring access to support and positive perceptions of the stressful event in order for the family to overcome stress together. If your family experiences a change that causes stress, be aware of the resources available to you. Discuss the change with your family members, as well as how to frame the change as an opportunity to grow and/or achieve a common goal. \n\n\n To learn more about the resources available for military families experiencing a wide range of stressors, check out Military REACH\u2019s [Community Connections page](https://militaryreach.auburn.edu/resources.jsp). \n\n\n\n\n
2021 EXCELLENCE IN RESEARCH ON MILITARY AND VETERAN FAMILIES AWARD
This month, the Military Family Research Institute (MFRI) presented the awards for the 2021 Barbara Thompson Excellence in Research on Military and Veteran Families Award. The meeting included the presentation of the award and a panel discussion from experts in the field. A recording the event will be available at a later date and 1.5 continuing education credits (CEUs) will be available. And without further ado, the 2021 winner and finalists of the Barbara Thompson Excellence in Research on Military and Veteran Families award are… 2021 AWARD WINNER THE PHYSIOLOGICAL REGULATION OF EMOTION DURING SOCIAL INTERACTIONS: VAGAL FLEXIBILITY MODERATES THE EFFECTS OF A MILITARY PARENTING INTERVENTION ON FATHER INVOLVEMENT IN A RANDOMIZED TRIAL Zhang, N., Hoch, J., & Gewirtz, A. H. (2020). The physiological regulation of emotion during social interactions: Vagal flexibility moderates the effects of a military parenting intervention on father involvement in a randomized trial. Prevention Science, 21, 691-701. https://doi.org/10.1007/s11121-020-01122-6 2021 AWARD FINALIST PARENTAL WARTIME DEPLOYMENT AND SOCIOEMOTIONAL ADJUSTMENT IN EARLY CHILDHOOD: THE CRITICAL ROLE OF MILITARY PARENTS’ PERCEIVED THREAT DURING DEPLOYMENT Hajal, N. J., Aralis, H. J., Kiff, C. J., Wasserman, M. M., Paley, B., Milburn, N. G., ... & Lester, P. (2020). Parental wartime deployment and socioemotional adjustment in early childhood: The critical role of military parents’ perceived threat during deployment. Journal of Traumatic Stress, 33(3), 307-317. https://doi.org/10.1002/jts.22475 2021 AWARD FINALIST A DYADIC EXAMINATION OF DRINKING BEHAVIORS WITHIN MILITARY-CONNECTED COUPLES Lee, J. D., O’Neill, A. S., Denning, E. C., Mohr, C. D., & Hammer, L. B. (2020). A dyadic examination of drinking behaviors within military-connected couples. Military Behavioral Health, 8(4), 396–409. https://doi.org/10.1080/21635781.2020.1825241 2021 AWARD FINALIST PERCEIVED PARTNER RESPONSIVENESS, PAIN, AND SLEEP: A DYADIC STUDY OF MILITARY-CONNECTED COUPLES O’Neill, A. S., Mohr, C. D., Bodner, T. E., & Hammer, L. B. (2020). Perceived partner responsiveness, pain, and sleep: A dyadic study of military-connected couples. Health Psychology, 39(12), 1089-1099. https://dx.doi.org/10.1037/hea0001035 Since 2015, MFRI at Purdue University has worked to recognize military family and Veteran research through the Excellence in Research on Military and Veteran Families Award. In 2019, the Excellence in Research on Military and Family Veteran Award was renamed after Barbara Thompson due to her extensive military and Veteran families’ service. The primary goals of the award are to: Bring awareness to the new research available on military and Veteran families across disciplines, and to the issues faced by military and Veteran families Celebrate rigorous scientific research and advocate for evidence-informed policies and practices for our military and Veteran families Build and strengthen relationships between researchers and practitioners who are focused on military and Veteran families There is a rigorous process implemented to select the winning paper. No nominations or applications are accepted, and authors do not know their work is being considered. Instead, a large panel of accomplished scholars examines relevant articles published during the eligible year identified by the Military REACH team. Then, through multiple rounds of reviews that include standardized quantitative assessments, they arrive at their final selection.
MISSION ALABAMA: LOOKING BACKWARD TO KEEP MARCHING FORWARD
In honor of Black History Month annually in February and the progress we hope to see all year long, Dr. Mallory Lucier-Greer and Dr. David Albright focused their most recent Mission: AL on celebrating African Americans achievements in the military throughout history and discussing the significant changes in policy and practice that have occurred over time, such as the Executive Order 9981 in the 1940s that permanently desegrated the military. This order was a huge step forward towards developing inclusion among military and Veteran networks, but there are still steps that need to be taken to remove the remnants of segregation and racism, even though their impacts may not be quite as visible as they once were. Check out the full story, Mission Alabama: Looking backward to keep marching forward, to learn about African American war heroes throughout history, the phenomenon of “othering” (i.e., where in- and out-groups are established, sometimes along racial lines), and what we can do to make further strides in developing the military and Veteran networks as places of inclusion. Check out AL.com each month to read their new monthly column. To read previous Mission: Alabama stories, check out the Military REACH website or AL.com. Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, partnered with AL.com to write a monthly column, Mission: Alabama. The monthly column has four primary goals, including… 1. bringing awareness to the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama, 2. dispelling myths that surround military service, 3. highlighting resources that are available across our state to serve SM/Vs and their families, and 4. advocating for the needs of SM/Vs and their families. ________________________________________ Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an associate professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. David L. Albright is the Director for the Office for Military Families and Veterans and Vital Principal Investigator at the University of Alabama.
WHO’S RESPONSIBLE FOR COMMUNITY ACTION AND CHANGE?
WHO’S RESPONSIBLE FOR COMMUNITY ACTION AND CHANGE? Kate Abbate This month’s Mission: Alabama, Who’s responsible for community action and change, is focused on ways the community can build engagement with our Veterans and their families, along with how strengthened engagement is a vital component to a Veteran’s success after transitioning from the service. Dr. Mallory Lucier-Greer and Dr. David Albright provide evidence-based findings on ways the community can build strengthened support and engagement, but they also connected with Alabama Veterans and their families to hear their thoughts on the topic. Read the full article to see what suggestions Veterans and their families have for building support and engagement and to learn more on the impact engagement has on a Veteran’s successful transition after the service. Check out AL.com each month to read their new monthly column. To read previous Mission: Alabama stories, check out the Military REACH website or AL.com. Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, partnered with AL.com to write a monthly column, Mission: Alabama. The monthly column has four primary goals, including… bringing awareness to the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama, dispelling myths that surround military service, highlighting resources that are available across our state to serve SM/Vs and their families, and advocating for the needs of SM/Vs and their families.
2020 EXCELLENCE IN RESEARCH ON MILITARY AND VETERAN FAMILIES AWARD
This week, the Military Family Research Institute (MFRI) presented the winner of the 2020 Barbara Thompson Excellence in Research on Military and Veteran Families Award. The meeting included the presentation of the award and a panel discussion from experts in the field. Since 2015, MFRI at Purdue University has worked to recognize military family and Veteran research through the Excellence in Research on Military and Veteran Families Award. In 2019, the Excellence in Research on Military and Family Veteran Award was renamed after Barbara Thompson due to her extensive military and Veteran families’ service. The primary goals of the award are to: - Bring awareness to the new research available on military and Veteran families across disciplines, and to the issues faced by military and Veteran families - Celebrate rigorous scientific research and advocate for evidence-informed policies and practices for our military and Veteran families - Build and strengthen relationships between researchers and practitioners who are focused on military and Veteran families There is a rigorous process implemented to select the winning paper. No nominations or applications are accepted, and authors do not know their work is being considered. Instead, a large panel of accomplished scholars examines relevant articles published during the eligible year identified by the Military REACH team. Then, through multiple rounds of reviews that include standardized quantitative assessments, they arrive at their final selection. 2020 RESEARCH AWARD WINNER EVERYTHING HERE IS FINE: PROTECTIVE BUFFERING BY MILITARY SPOUSES DURING A DEPLOYMENT Sarah P. Carter, Keith D. Renshaw, Elizabeth S. Allen, Howard J. Markman, & Scott M. Stanley Link to research summary: https://aub.ie/MilitaryREACH-Carter19TRIP Link to source: https://doi.org/10.1111/famp.12457 Open access of the publisher’s website for two months. Interactive arrow that shows/hides study takeaways text (˃/˅ - like the library page) ˅ STUDY TAKEAWAYS o It is common for civilian partners to struggle with how much information to share with their Service members during deployment given that such conversations might distract the Service members during high-risk situations, putting them or others in danger. Thus, some civilian partners report using protective buffering during deployments where they do not readily share concerns from the home front and/or conceal problems or information to shield their Service member. o This study (N=54 military couples) examined associations between the civilian partner’s use of protective buffering, the Service member’s family-related distraction (i.e., thinking about family members or family situations while performing job duties), and both partners’ marital satisfaction and psychological distress across the deployment cycle (i.e., predeployment, during deployment, and postdeployment). o Although almost all civilian partners reported using protective buffering during deployment, this strategy was not associated with the Service members’ being less distracted by family-related concerns while deployed. Instead, protective buffering was associated with higher psychological distress and lower levels of marital satisfaction for both the civilian partner and the Service member. 2020 RESEARCH AWARD FINALISTS TRAIT MINDFULNESS AND ANGER IN THE FAMILY: A DYADIC ANALYSIS OF MALE SERVICE MEMBERS AND THEIR FEMALE PARTNERS Na Zhang, Timothy F. Piehler , Abigail H. Gewirtz, Osnat Zamir, & J. Snyder Link to research summary: https://aub.ie/MilitaryREACH-ZhangEtAlTRIP Link to source: https://doi.org/10.1111/jmft.12384 Open access of the publisher’s website for two months. Interactive arrow that shows/hides study takeaways text (˃/˅ - like the library page) STUDY TAKEAWAYS o Service members who have been previously deployed sometimes demonstrate anger symptoms that can negatively impact themselves and their families. Trait mindfulness, the tendency to be non-judgmentally present in the moment, may help reduce anger and the relational impacts of anger. o Using data from 155 heterosexual military couples, this study examined how three different facets of trait mindfulness: (1) acting with awareness (i.e., being aware of one’s thoughts and emotions), (2) non-judging (i.e., not judging one’s thoughts and emotions), and (3) non-reactivity (i.e., not impulsively acting on one’s thoughts and emotions) were associated with anger that was observed during a conflict resolution task. o For both mothers and fathers, non-reactivity was associated with less observed anger. Mothers’ non-reactivity was also associated with less observed anger of fathers. Neither acting with awareness nor non-judging were related to anger. STICKING IT OUT IN TRAUMA-FOCUSED TREATMENT FOR PTSD: IT TAKES A VILLAGE Laura A. Meis, Siamak Noorbaloochi, Emily M. Hagel Campbell, Christopher R. Erbes, Melissa A. Polusny, Tina L. Velasquez, Ann Bangerter, Andrea Cutting, Afsoon Eftekhari, Craig S. Rosen, Peter W. Tuerk, Lori B. Burmeister, & Michele R. Spoont Link to research summary: https://aub.ie/MilitaryREACH-Meis2019 Link to source: http://dx.doi.org/10.1037/ccp0000386 Open access of the publisher’s website for two months. Interactive arrow that shows/hides study takeaways text (˃/˅ - like the library page) STUDY TAKEAWAYS o Trauma-focused treatment is known to help those who struggle with posttraumatic stress disorder (PTSD) experience fewer symptoms, but the number of Veterans who drop out before completing PTSD treatment is concerning. o This study examined how social control (i.e., explicit support efforts by a loved one to get their Veteran to complete PTSD treatment and face any difficult emotions along the way) and PTSD symptom accommodation (i.e., a loved one changing his/her behaviors to lessen or avoid the stress that their Veteran may experience during PTSD treatment) were related to Veterans’ treatment completion. Additionally, this study also explored whether these associations varied by the Veteran’s perceived relationship strain (i.e., feeling like a loved one is critical of them or stress in the relationship). o Veterans who received encouragement from their partner to face the difficult phases of treatment (i.e., experienced social control) were more likely to complete treatment. Social control was not related to lower likelihood of treatment dropout for Veterans with high-strain relationships. That is, when Veterans felt supported and encouraged by their partner, they were likely to remain in treatment regardless of relationship strain. SEXUAL ASSAULT EXPERIENCES VARY FOR ACTIVE DUTY MILITARY WOMEN DEPENDING ON THEIR RELATIONSHIP TO THE PERPETRATOR Dina Eliezer, Aubrey J. Hilbert, Lisa H. Davis, Kimberly Hylton, William Xav Klauberg, Maia M. Hurley, Zachary J. Gitlin, Karmon D. Dyches, & Nathan W. Galbreth Link to research summary: https://aub.ie/MilitaryREACH-Eliezer2020 Link to source: https://doi.org/10.1007/s10896-019-00085-9 Open access of the publisher’s website for two months. Interactive arrow that shows/hides study takeaways text (˃/˅ - like the library page) STUDY TAKEAWAYS o Prevention of sexual assault is an ongoing topic of discussion among military policy makers and clinicians, yet little research has focused on these experiences specifically among active-duty Service members. o Using a sample of active-duty women (N = 1,230) who had experienced sexual assault in the past 12 months, this study explored differences in sexual assault experiences (e.g., type of sexual assault, location, support after reporting) based on the women’s relationship to the perpetrator (i.e., intimate partner, friend/acquaintance, stranger, not specified). o Most women were assaulted by someone they knew. Further, women assaulted by an intimate partner were also more likely to report sexual harassment before and after the assault; these women also had greater difficulty garnering support from military leadership and victim advocates after reporting compared to those who were assaulted by non-intimate partners (e.g., strangers, acquaintance). MENTAL HEALTH SYMPTOMS AND THE REINTEGRATION DIFFICULTY OF MILITARY COUPLES FOLLOWING DEPLOYMENT: A LONGITUDINAL APPLICATION OF THE RELATIONAL TURBULENCE MODEL Leanne K. Knobloch, Lynne M. Knobloch-Fedders, & Jeremy B. Yorgason Link to research summary: http://aub.ie/MilitaryREACH-Knobloch19TRIP Link to source: https://doi.org/10.1002/jclp.22734 Open access of the publisher’s website for two months. Interactive arrow that shows/hides study takeaways text (˃/˅ - like the library page) STUDY TAKEAWAYS o The transition from deployment to reintegration is a difficult time for Service members and their at-home partners. Drawing on suppositions of relationship turbulence theory, this study examined the extent to which relationship uncertainty and partner interference (i.e., disruption in daily routines) may link mental health concerns to reintegration difficulty. Furthermore, this study also explored when Service members and their at-home partners tend to experience reintegration difficulty. o Data were collected from 555 military couples over eight consecutive months. On average, military couples began their participation in the study approximately 4 days after returning from deployment. o The results highlight the complex role relationship uncertainty and partner interference play in explaining the link between mental health and reintegration difficulty. Examination of Service members and at-home spouses’ reports of reintegration difficulties across time showed that military couples tend to experience the greatest amount of reintegration difficulty approximately 4- 5 weeks after the Service member returns from deployment. Congratulations to the winner and finalists of the 2020 Barbara Thompson Excellence in Research on Military and Veteran Families Award! Research helps to pave the way for more effective policies and practice to better serve military and Veteran families. To stay up-to-date on the most current research on military and Veteran families, register to receive the Military REACH monthly newsletter. Our newsletter provides monthly updates on the happenings of the team and connects readers to the latest products that are available on www.MilitaryREACH.org.
OPERATION IRON RUCK: JOINING FORCES TO COMBAT VETERAN SUICIDE HELP
This month’s Mission: Alabama topic, Operation Iron Ruck: Joining Forces to combat Veteran Suicide, centers around Veterans and their need for community support when returning home. The article discusses the different faces of our Veterans, the impact isolation has on their physical and mental health, and Operation Iron Ruck, a local program whose purpose is to raise awareness about suicide among Veterans and foster connections between Veterans and their communities. The overall goal of this topic was to bring awareness to the needs of Veterans. In short, Veterans need their community’s support when transitioning back to civilian life. You can support our Veterans by participating in programs like, Operation Iron Ruck, donating to local Veterans’ organizations, such as Three Hots and a Cot, or by continuing to enhance your military cultural competence. Check out AL.com each month to read their new monthly column. To read previous Mission: Alabama stories, check out the Military REACH website or AL.com. Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, partnered with AL.com to write a monthly column, Mission: Alabama. The monthly column has four primary goals, including… 1. bringing awareness to the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama, 2. dispelling myths that surround military service, 3. highlighting resources that are available across our state to serve SM/Vs and their families, and 4. advocating for the needs of SM/Vs and their families. ________________________________________ Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an associate professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. David L. Albright is the Director for the Office for Military Families and Veterans and Vital Principal Investigator at the University of Alabama.
STUDENT HIGHLIGHTS: ALLISON BELL, RESEARCH TEAM
Allison Bell began working with Military REACH in August 2020 an undergraduate researcher. Our goal is that she comes away from her REACH experience with a better understanding of military families and the importance of collaborative teamwork, and so far, that’s exactly what she is working towards! During her short time here, she has played a critical role in organizing content for Family Focus articles and assisting with literature reviews for research reports. Her colleagues describe her as hard working, a team player, and said she approaches any task with a “can do” attitude. Continue reading to learn about Allison’s primary REACH tasks, her motivations to work hard, and more. What are some of the primary tasks you have worked on for Military REACH? Some of my primary roles with Military REACH include organizing Family Focus articles, creating Social Media posts, and helping with various research-related needs that arise, such as reviewing documents for proper grammar and APA citations. I also assist with literature reviews for research reports as needed. What was your perspective of Military REACH prior to you joining the team? How has it changed since you have been with the team? Prior to joining the Military REACH team, I believed the team was comprised of brilliant and competent researchers and assistants. I admired the work they completed and the projects they tackled. Since joining the team, I have maintained this perspective as I am surrounded by highly intelligent, helpful, and encouraging individuals. However, after observing this work firsthand, I have a new level of respect for this team as I realize the level of effort that goes into the process of completing projects within Military REACH. Prior to joining, I was unaware of the tireless work the team puts into producing quality projects. What motivates you to work hard? When I need the motivation to work hard, I remember that the work I do directly improves the lives of others. My goal is to make resources more accessible to individuals in need and to spread awareness of these resources. Specifically, with Military REACH, seeing how the team’s work directly impacts individuals inspires me to give my best every day and seek ways I can continue to serve others beyond my time with this team. What is your dream job? My dream job is to be a marriage and family therapist. Military REACH has helped me develop skills that will serve me well in this position; I have gained a greater understanding of the obstacles individuals and families face. REACH has also given me the tools to educate myself on the resources available to promote the well-being of marriages and families. What are three words you would use to describe yourself and why? Three words I would use to describe myself are empathetic, focused, and loyal. Empathy is embedded in every interaction I have, both in my personal and professional life. This is something I am learning to balance as it is necessary in my future career, but I have realized that the best way I can help someone is by empowering them to utilize resources that may increase their well-being rather than trying to fix others’ challenges on my own. This is something I have quickly learned in my time with Military REACH. I would also use the word focused to describe myself because whether I am working on a task, communicating with another person, or accomplishing a personal goal, I am able to push aside distractions to fully perform my role. Lastly, loyalty is a trait I value in every aspect of my life, including my professional life, my personal relationships, and my relationship with myself. I value honoring the commitments I make to others and myself, and I believe this has carried me far in my academic career.
HOW TO SERVE THOSE WHO SERVE – MISSION: ALABAMA
Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, have partnered with AL.com to write a monthly column called Mission: Alabama. The monthly column has four primary goals, including dispelling myths that surround military service and enhancing awareness of the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama,. To achieve these goals, this month’s topic draws attention to the fact that November is celebrated as National Veteran and Military Family Month. In the article, called How to serve those who serve, they provide readers with military service-related facts intended to enhance military cultural competence and connect directly with a diverse group of SM/Vs, their families, and military-focused service providers to gain insights on how we, as a community, can celebrate and honor Veterans and military families. Enhancing your military cultural competence and simply talking to SM/Vs are two important ways individuals can show their gratitude and give thanks during Veterans and Military Families Month. Check out AL.com each month to read their new monthly column. To read previous Mission: Alabama stories, check out the Military REACH website or AL.com. Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an associate professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. David L. Albright is the Director for the Office for Military Families and Veterans and Vital Principal Investigator at the University of Alabama.
MILITARY REACH PROJECT DIRECTOR PARTNERS WITH A MILITARY & VETERAN SCHOLAR & AL.COM TO BRING AWARENESS TO SERVICE MEMBERS, VETERANS, & THEIR FAMILIES
Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, have partnered with AL.com to write a monthly column called Mission: Alabama. The goals of this monthly column include: bringing awareness to the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama, dispelling myths that surround military service, highlighting resources that are available across our state to serve SM/Vs and their families, and advocating for the needs of SM/Vs and their families. Their first topic, The dynamics – and the needs – of military members, veterans and families have evolved, touches on how the needs of SM/Vs have changed over time, shares insights into how you can engage our nation’s SM/Vs, and informs readers what they can expect from future columns. Check out AL.com at the end of each month to read their new monthly column. Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an associate professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. David L. Albright is the Director for the Office for Military Families and Veterans and Vital Principal Investigator at the University of Alabama.
MILITARY REACH AND MFRI PARTNER TO PROMOTE MILITARY FAMILY RESEARCH AND EVIDENCE-BASED POLICY AND PRACTICE
Since 2015, the Military Family Research Institute (MFRI) at Purdue University has worked to recognize military family and veteran research through the Excellence in Research on Military and Veteran Families Award. The award celebrates rigorous scientific research and advocates for evidence-informed policies and practices for our military and veteran families. The winning paper is selected via a collaborative, multistep evaluation process. No nominations or applications are accepted, and authors are unaware that their work is under consideration. Rather, a panel of scholars reviews all relevant military and veteran family research from the eligible year using standardized assessments. Research publications proceed through several rounds of evaluation until the final selections are made. In 2018, MFRI partnered with Military REACH at Auburn University to give this prestigious award. Military REACH actively tracks and archives current military family research and is therefore able to provide a comprehensive list of military family research publications to the award panel for evaluation for this award. Like MFRI, Military REACH strives to support military families by bridging the gap between military family research and practice. Military REACH translates research into practice by creating research summaries and providing implications for three primary audiences: military families, helping professionals, and those who work on behalf of military families (e.g., policy makers). Research summaries are distributed through monthly newsletters, on social media (@MilitaryREACH on Facebook, Twitter & Pinterest), and presented at national conferences. Military REACH is a product of a cooperative partnership between Auburn University, the U.S. Department of Defense (DOD), and the U.S. Department of Agriculture (USDA). This year the award was named after Ms. Barbara Thompson. Thompson worked within the Department of Defense for over 30 years and most recently served as the Director of the Office of Military Family Readiness Policy from 2006 until 2017. After retiring, Thompson has continued to serve families as a member on the Board of Directors of ZERO TO THREE and Child Care Aware of America. Thompson has also been self-employed as a Consultant for over 2 years. And without further ado, the 2019 winner and finalists for the Barbara Thompson Excellence in Research on Military and Veteran Families Award are … 2019 RESEARCH AWARD WINNER Allen, E., Knopp, K., Rhoades, G., Stanley, S., & Markman, H. (2018). BETWEEN- AND WITHIN-SUBJECT ASSOCIATIONS OF PTSD SYMPTOM CLUSTERS AND MARITAL FUNCTIONING IN MILITARY COUPLES. Open access on publisher’s website for 3 months 2019 RESEARCH AWARD FINALISTS Gewirtz, A. H., DeGarmo, D. S., & Zamir, O. (2018). AFTER DEPLOYMENT, ADAPTIVE PARENTING TOOLS: 1-YEAR OUTCOMES OF AN EVIDENCEBASED PARENTING PROGRAM FOR MILITARY FAMILIES FOLLOWING DEPLOYMENT. Kritikos, T. K., Comer, J. S., He, M., Curren, L. C., & Tompson, M. C. (2019). COMBAT EXPERIENCE AND POSTTRAUMATIC STRESS SYMPTOMS AMONG MILITARY-SERVING PARENTS: A META-ANALYTIC EXAMINATION OF ASSOCIATED OFFSPRING AND FAMILY OUTCOMES. O’Neal, C. W., Lucier-Greer, M., Duncan, J. M., Mallette, J. K., Arnold, A. L., & Mancini, J. A. (2018). VULNERABILITY AND RESILIENCE WITHIN MILITARY FAMILIES: DEPLOYMENT EXPERIENCES, REINTEGRATION, AND FAMILY FUNCTIONING. Julian, M. M., Muzik, M., Kees, M., Valenstein, M., Dexter, C., & Rosenblum, K. L. (2018). INTERVENTION EFFECTS ON REFLECTIVITY EXPLAIN CHANGE IN POSITIVE PARENTING IN MILITARY FAMILIES WITH YOUNG CHILDREN. Open access on publisher’s website for 3 months. More on the Military REACH Project at Auburn University The purpose of Military REACH, a cooperative agreement between DOD/USDA, is to bridge the gap between military family research and practice. Our mission is two-fold: to make research accessible and practical. We strive to put research into the hands of military families, direct service helping professionals, and all those who work on behalf of military families by harnessing collaborative expertise, maximizing technological advances, and actively disseminating products. Our team critically evaluates and synthesizes military family research related to issues of family support, resilience, and readiness. We identify meaningful trends and practical applications of that research and then deliver research summaries and action-oriented implications to our target audiences.