Through the years, employers have stepped up to become military friendly. This is a great service and support to our military communities. However, there is more employers can do to help military families, and it starts with employing military spouses.

Military spouses are a unique group of individuals facing challenges not at all associated with their own careers. Sadly, though, it lowers employment potential. (Not all spouses marry into the military—sometimes marriage comes first.) However, these individuals, without signing a contract or getting anything in return, have given up a lot. Many have left careers, schools, friends, families, homes, and dreams, and not just once, but over and over, every few years. Now they are in the throes of a lifestyle that makes meeting their potential difficult. One common desire, however, is to find a job—to have a career of their own.

Blue Star Families shares in their latest annual military family survey the things military families want and need. One of the big findings, yet again, is that military spouse employment is not looking good.

Here’s some information from the study about military families and spouse employment:

• Less than 47% of military spouses are employed, with another 30% unemployed and actively seeking employment.
• Fifty-five percent of employed military spouses are underemployed.
• Of the 47% employed, 51% of military spouses earn less than $20,000 and 39% earn less than $10,000.
• Military spouse employment is the second biggest issue for military spouses (43%) following only behind time away from family (46%). Military spouse employment ranks in the top six issues for active duty members.
• When children are in the picture, childcare hurts employment, as 67% of military families cannot find reliable childcare.
• One big note: veterans have a better, more positive transition experience when their spouse is employed.

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The biggest obstacles military spouses face when finding employment include:

• Lack of childcare and high childcare costs.
• Caregiving responsibilities.
• Lack of local opportunities.
• High tempo deployment bands.
• Frequent moves.
• Lack of support.
• Demands of active member’s job.

Although it seems like a huge undertaking, there are things you can do as an employer. As a result, you’d make working possible for thousands of military spouses. The answer: give them flexible work options. Most notably, allow them to work flexible schedules and have the ability to work remotely from home.

Since military spouses are skilled and dedicated individuals, flexible work is an excellent way to attract strong talent. With remote work and flexible schedules, these spouses can:

• Keep their job through moves.
• Work around demanding schedules and deployments.
• Continue their caregiver duties for their veteran spouse and/or children.

Not sure how to make it work? Check out the below tips and how FlexJobs is helping veterans, cargivers, and military spouses find employment:

Implement flexible work policies.

Do this. Not only for military spouses, but for all of your staffers. It works. They’ll be happy. Plus, you’ll see benefits. Implementing these policies helps everyone find some sense of balance between their personal and professional lives—even you.

Communicate and share your flexibility.

Maybe you are already a flexible employer. Great! Now share it with the world. Let job seekers know that you want to support them in all facets of their life. When you communicate that you are a flexible company, the talent will come to you. You’ll likely end up with a larger talent pool than ever before. Plus, what do you gain by hiding your flexibility?

Set stereotypes aside.

You hear military spouse, and you’re immediately turned off. Let go of the stigmas and misconceptions. Put the stereotypes aside and really get to know these people. You’ll find there’s more for them to bring to the table than you could ever lose. They are a well-trained, ethical, respectable, educated, experienced, diverse group. Utilize their skills and see their potential rather than turning from what you see as a challenge. If you’re worried about losing them, allow remote work. They’ll stick with you for as long as you let them, and they’ll be some of the most loyal employees you’ll ever find.

Give it a test run.

Maybe you’re nervous about jumping into flexible work headfirst. That’s understandable. So do a test run. Find out what it’s like to work with the person for a day or two. Pitch challenging professional situations with accompanying personal situations and see how they respond. Since military spouses are fantastic at wearing multiple hats, working under stress, and improvising, you’ll find they will make it work—no matter what.

Partner with flexible organizations and those that support military communities.

Military families are highly dependent on outside resources. It is how they find work, new homes, schools, everything. Partner with flexible organizations and military family-focused organizations. The partnership will connect you with the military community. It will also make it easier for military families to find you, and they’ll value your partnership and support.

Show your support.

As a military spouse myself, I can vouch for the number of times I’ve seen statements about veteran hiring. That is great! Keep doing that! However, throw a statement up for military spouses, too. Sadly, we are not legally protected the same way veterans are. If you show your support for hiring military spouses, you’ll have more people interested in your company. Since they’ll feel a bit safer exposing who they really are, they’ll feel comfortable applying and showing you all that they have to bring to the table to support you in return.

Interested in hiring military spouses?

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This is a version of a post that was originally published December 30, 2016. 

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