All It Takes Is a Spark: Capital for Veteran-Owned VCs

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J.P. Morgan Asset Management announced a new initiative within its Project Spark program, aimed at providing capital to venture capital funds managed by emerging alternative managers that have served in the U.S. military.

In collaboration with JPMorgan Chase’s Military and Veteran’s Affairs division, the mission is to use the firm’s capital and network to close the funding gap for underrepresented managers and to strengthen the veteran ecosystem in the alternatives industry.

As part of the new initiative, the firm intends to commit an initial $25 million to five or more funds across a range of sectors and specialties, to be overseen by the Project Spark investment committee, which is comprised of diverse senior executives across J.P. Morgan Asset Management. The investments seek to support firms managing venture capital and other eligible, private funds founded by U.S. military veterans.

To launch this new activity, the firm along with Vets-In-Tech (ViT), gathered prospects at its first VetVC Summit, hosted at its world headquarters, featuring panel discussions, networking sessions and guest speakers, including JPMorgan Chase Chief Executive Officer, Jamie Dimon.

“Through Project Spark we have demonstrated our desire to directly impact representation of diverse managers in the alternatives industry and I’m excited to extend this to the veteran VC community,” said Jamie Kramer, Head of J.P. Morgan Asset Management’s Alternatives Solutions Group and the chair of the Project Spark Investment Committee. “Through our investments in funds managed by veteran-owned VC firms, we’re not only providing a capital commitment, but also seeking to create a network between the veteran community and the J.P. Morgan investment ecosystem.”

In 2011, JPMorgan Chase established its Office of Military and Veterans Affairs to promote veteran initiatives by weaving them into the fabric of how it conducts business. Focusing on careers, entrepreneurship and financial health, the firm supports veterans through both business-led initiatives like Project Spark, as well as philanthropic efforts and partnerships with top veteran service organizations around the world.

“This investment is a terrific example of how we are using the resources of our firm to lead the industry in creating access to venture capital for the veteran community,” said Mark Elliott, Global Head, Office of Military and Veterans Affairs, JPMorgan Chase. “When we leverage our partnerships across multiple lines of business and activate our global network, the economic opportunities we can create for the veteran community is so powerful.”

Another example of the firm’s commitment to veterans includes CEOcircle. In 2021, JPMorgan Chase Commercial Banking launched the year-long program for growth-stage businesses in partnership with Bunker Labs, a national nonprofit built by military veteran entrepreneurs with the mission of empowering other military veterans to become leaders in entrepreneurship and innovation. The program provides entrepreneurs with three key resources needed to help grow their businesses: targeted educational programming, peer-to-peer networking via monthly group meetings and financial expertise gleaned from a 10-week mentorship with JPMorgan Chase advisors.

For the 2021-2022 program, Bunker Labs and JPMorgan Chase worked with 40 businesses with 2021 projected annual revenue ranging from $1.5 to $105 million. The businesses, which averaged $13.9 million in annual revenue, represented a diverse array of industries including healthcare, marketing, data and information technology, staffing and recruitment and restaurants. The program is expected to double in size next year.

Source: JPMorgan Chase

Veteran Entrepreneur Resources

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SBA offers support for veterans as they enter the world of business ownership. Look for funding programs, training, and federal contracting opportunities.

Devoted exclusively to promoting veteran entrepreneurship, the OVBD facilitates the use of all U.S. Small Business Administration (SBA) programs by veterans, service-disabled veterans, reservists, active-duty service members, transitioning service members, and their dependents or survivors.

SBA programs provide access to capital and preparation for small business opportunities. They can also connect veteran small business owners with federal procurement and commercial supply chains.

The Veterans Business Outreach Center Program is an OVBD initiative that oversees Veterans Business Outreach Centers (VBOC) across the country. This small business program features a number of success stories and offers business plan workshops, concept assessments, mentorship, and training for eligible veterans.

Funding for veteran-owned small businesses

You can use SBA tools like Lender Match to connect with lenders. In addition, SBA makes special consideration for veterans through several programs.

Veteran entrepreneurship training programs

SBA programs feature customized curriculums, in-person classes, and online courses to give veterans the training to succeed. These programs teach the fundamentals of business ownership and provide access to SBA resources and small business experts.

Government contracting programs for veterans

Every year, the federal government awards a portion of contracting dollars specifically to businesses owned by military veterans. Also, small businesses owned by veterans may be eligible to purchase surplus property from the federal government.

Check out the rules of eligibility for these government contracting programs for veterans.

Military spouse resources

Military spouses make great entrepreneurs, and small business ownership can be a transportable.

Continue reading on sba.gov/veteran-owned-business.

Cheeriodicals: Team Building That Matters

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Cheeriodicals recently delivered  personalized cheer-up duffel bags containing patriotic and convenience items to VA Hospitals, which included our current issue of U.S. Veterans Magazine.

About Cheeriodicals
Cheeriodicals provides a one-of-a-kind corporate team building experience focused on corporate social responsibility. Our Team Building that Matters concept is a turnkey, meaningful celebration on a local and national level.

We flawlessly execute an impactful, user-friendly event to unite your team while ultimately making a difference for those who could use a dose of cheer.

For more information about Cheeriodicals visit, https://cheeriodicals.com/

Should Your Company Invest in Supplier Diversity Programs? The Answer is Yes.

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By Yvette Montoya

When we consider the state of the United States in 2022 both socially and economically, it’s clear that our demographic is shifting and that Americans believe that social responsibility is more important than ever.

Companies that want to stay relevant in this economy need to prioritize diversity, equity and inclusion (DEI) programs and initiatives. A 2017 Cone Communications CSR study stated that 87 percent of consumers would purchase a product that aligned with their own values, and 76 percent would boycott a brand if it supported an issue that went against their beliefs. So, it’s a good time for companies to evaluate what their corporate social responsibility (CSR) looks like and where it needs improvement.

There are four types of corporate social responsibility: Environmental, philanthropic, ethical and economic responsibility– and supplier diversity programs have the potential to achieve all four categories. In a world that’s increasingly looking to employers to create stability and treat employees fairly, supplier diversity programs not only give companies a competitive edge but also make them more likely to maintain high standards of ethics. Implementing diversity, equity and inclusion (DEI) positions businesses to create a positive experience for employees, vendors and the community at large.

Here are three reasons why every company should take supplier diversity programs seriously:

  1. You Get to Be a Leader in Social Responsibility

Companies that choose to focus intentionally on investing in Black and Latinx, women-owned, and LGBTQ+ businesses build trust with their customer base and inspire other business leaders to examine their own company practices. When we create transparency related to how products are sourced and/or hiring and management practices, we put our money where our mouth is, and so will your customers. According to Cone Communications, three out of five Americans believe that companies should spearhead social and environmental change. And eighty-seven percent of Americans said they’d buy a product because a company advocated for an issue they care about.

Although there may be some challenges in finding minority-owned vendors that comply with a buyer’s procurement requirements, there are two solutions to this. One being creating mentoring and training programs for diverse suppliers to help them meet the standards of the certification process. The other is to partner with relevant councils and chambers of commerce that provide these support systems. When value is created through tangible solutions, everyone wins.

  1. Investing in DEI will Foster Innovation and Sales

Treating DEI like an option or something that isn’t deserving of attention means that customers will see that you’re not taking your CSR seriously. Corporate social responsibility initiatives can be the best public relations — as well as marketing — tool. Gen Z and Millennials are experts at spotting inauthenticity. A company that positions authentically with real company-wide efforts and accountability will be viewed favorably in the eyes of consumers, investors and regulators. Honest initiatives attract opportunities and employees that match an organization’s convictions.

CSR initiatives can also improve employee engagement and satisfaction — key measures that drive retention. Finally, corporate social responsibility initiatives by nature force business leaders to examine practices related to how they hire and manage employees, source products or components and deliver value to customers. All of these things create happy employees and customers, which lead to innovation, sales and a good reputation.

  1. You Get to Make an Impact on Structural Inequality in America

Supplier diversity programs are a catalyst for true social impact because thriving small businesses are the lifeblood of the American economy. Strong local businesses create jobs and higher wages, which put money back into the community and drive economic growth. Another plus of supplier diversity is the impact it will have on the company at large and the economy overall. Supplier diversity promotes healthy competition by increasing the pool of possible suppliers. This can lead to potentially lower costs and a better product quality. Not only that, bringing in people from different backgrounds or from backgrounds that reflect the community your company serves can result in better marketing, unique solutions to old problems, as well as innovative ways to meet your customer’s needs.

With midterm elections underway, it’s a good idea for businesses to be on the right side of key issues, including racial and gender equality and environmental sustainability. This gives corporations the opportunity to work collaboratively with businesses in a way that combats racial discrimination, all while empowering the public, creating economic opportunity and enhancing their business.

Yvette Montoya is a Los Angeles native and journalist who is equal parts content creator and writer. She covers everything from issues of spirituality and politics to beauty and entertainment. Her journalistic work has been featured on Refinery29, Teen Vogue, ArtBound, HipLatina, Mitu, and she’s a regular contributor for POPSUGAR.

Empowering Veteran Business Owners For Nearly 150 Years

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The McKindra family believes in two things: service and community. That’s what led Commercial Banking Managing Director, Alex McKindra to West Point, the Air Force, and now JPMorgan Chase. Here’s how he honors his family legacy by helping to empower veteran business owners.

From his years of service in the military to his current role as a Managing Director at JPMorgan Chase—where he helps former soldiers build their own businesses—Alex McKindra Jr. is a veteran success story.

And his story has a long history, tracing back through generations of his family in the small town of Union Chapel, Arkansas.

Generations of Mentorship

In the late 1800s, McKindra’s great-great grandfather, Reuben Frank McKindra, moved his family to Union Chapel, a town originally settled by freed Black slaves.

Working on their family farm, the McKindras made a name for themselves by demonstrating their resourcefulness and aptitude for hard work. Namely, the family utilized mentorship programs, as well as public and private funding, to not only start but grow—and grow—their family farm.

Amid the success of the family business, the McKindras never lost sight of the support they had been given—and the importance of passing it on to others in their community and society. Generations of McKindras have dedicated their lives to the military and, subsequently, to their communities when they returned home.

“I would not be in the position I am today if not for the opportunities that mentorship provided,” says McKindra. “The farm my family was able to start, through the support and mentorship of others, has helped to educate and put clothes on every generation of my family since the 1880s.”

Paying It Forward

McKindra chose to honor his roots by following in his ancestors’ footsteps and joining the military. He graduated from West Point in 1993 and then completed a tour of duty serving as Captain in the United States Air Force.

Armed with the life experience and knowledge he gained from the service—and a freshly-minted MBA from the University of Southern California—McKindra dove into the world of corporate finance. Quickly building a reputation for his intelligence, reliability and kindness, he rose through the ranks. Today, he works as a Managing Director for JPMorgan Chase Commercial Banking.

Amid his own success, McKindra’s also wanted to help those who—like his great-great-grandfather Reuben—had risked their lives for the country and were now seeking to put down roots as civilians.

At JPMorgan Chase, he continued to advocate for veterans, ultimately becoming co-lead of JPMorgan Chase Commercial Banking’s veteran initiatives program, alongside Army veteran Terry Hill.

Currently, McKindra and Hill are working with JPMorgan Chase and Bunker Labs, a national nonprofit, to build programs to help veteran small business owners. Together, they created CEOcircle, a 13-month mentorship program that is tailored to help mid-size, military-connected companies grow. Through this program, veteran business owners and their families gain access to the guidance and resources they need to succeed, including education, networking, and one-on-one financial mentoring from JPMorgan Chase advisors. The program empowers businesses that will support military families for generations to come—businesses like the McKindra farm.

The new program launched nationally last year and will welcome its second cohort of 80 military-connected businesses this November.

“If my great-great-grandfather were here today, I would want him to know that what he built didn’t just support our family, it also instilled the values in us that would seed the acceleration and growth of hundreds of other veteran-owned businesses in the future,” McKindra says. “I know he’d be proud of that.”

In the past decade, over 16,000 veterans and service members have transitioned their military skills into civilian careers at JPMorgan Chase. Through our programs and initiatives, our goal is to position military members, veterans and their families to thrive in their post-service lives. Learn More.

The Veteran Entrepreneur Scholars program

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The Veteran Entrepreneur Scholars program is an intensive entrepreneurship boot camp that trains current and former service members to innovate, build startups, and apply the Silicon Valley way of thinking to their roles as rising leaders.

Over the course of five weeks part-time, highly qualified veterans learn the foundational skills of innovation and entrepreneurship. They apply these learnings through a hands-on project, identifying a startup idea, validating the market, and taking their first steps toward launching their own venture.

Veteran Entrepreneur Scholars participate in this experience as members of small cohorts of fellow veteran entrepreneurs, with whom they actively collaborate, exchange feedback, and share the ups and downs of life as a founder. The program culminates in Demo Day, during which each Scholar presents their startup. The relationships developed in their cohorts frequently lead to collaboration on ventures after graduation.

While the Veteran Entrepreneur Scholars program focuses on startup entrepreneurship, veterans interested in building a non-profit organization or launching products inside existing companies are also welcome to participate and will find much of the material covered transferable.

Successful graduates are welcomed into the Veteran Entrepreneur Scholars community. This opens further opportunities for engagement with fellow veteran entrepreneurs. They also receive certificates from the Mason School of Business Center for Military Transition and the Veteran Startup Challenge. And, they are eligible for digital credentials that can be displayed on social media like LinkedIn and select William & Mary alumni opportunities and events.

No prior experience in startups or entrepreneurship is required. All current and former service members are welcome to apply.

Both in-person and remote cohorts will be hosted. In-person cohorts will be held at the Alan B. Miller Entrepreneurship Center on William & Mary’s campus.

Continue to read the complete article and apply here.

What to Consider Before Moving Post-Military

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The day will come when you’re preparing to transition out of the military. You might have spent time thinking about where you want to live when this day arrives. As you decide where to live after your military separation, it’s helpful to consider:

  • Your family’s wishes
  • Career opportunities
  • Education
  • Cost of living

Talk with your family

The decision about your next home will affect the entire family, so include them in every step of the process. Here are some things you might want to think about:

  • Career and educational opportunities— Do you want to start a new career? Does your spouse want to continue their career or start a new one? What about the kids? Where are the best schools? Base your decisions on what will be good for the whole family.
  • Extended family— How close do you want to be to your extended family — “See you tomorrow” close, or “See you on holidays” close? Take a careful look at your hometown and evaluate the job market, schools and cost of living.
  • Career goals— The Department of Defense’s mandatory Transition Assistance Program will help you prepare for life after active duty. Whether you plan to pursue a civilian job, continue your education or join the Reserves, the Transition Assistance Program will help you develop a plan and make sure you are ready to pursue your goals. In addition, the Military Spouse Transition Program provides guidance to help spouses transition to civilian life, including starting or continuing a career

Consider your options

Make a list and prioritize what is most important to you, like job opportunities, schools, climate or cost of living. Then, do your research to find the best match.

The following can help you make the military-to-civilian transition a little easier:

  • Take advantage of resources like the CareerOneStop Veteran and Military Transition Center, sponsored by the Department of Labor. The Veteran and Military Transition Center website allows you to access free interest and skills assessments, explore civilian careers and education options, search for jobs, learn about benefits and much more.
  • Search websites — Many websites can help you find the best places to live by letting you order the importance of categories like education, crime rates, climate and housing costs. You can narrow your search by preferences or compare your favorite cities.
  • Find local information — Eligible users can search for local community information on the MilitaryINSTALLATIONS website. On the home page, after the words “I’m looking for a …” choose the option “State resources.” Then click on the words “VIEW ALL STATE RESOURCES” located under the magnifying glass. This brings up a list of all 50 states. Click on any state, then look for the box titled “Local Community Information.” Click on the link for eligible users. You will need to enter your Military OneSource user identification and password to access the tool.
  • Identify unique, personal preferences — Some preferences can’t be factored into a test or a website. You may want to live close to a military installation so you and your family can take advantage of military benefits. Or you may want to move near a particular reserve unit where you can train in a specialized area.
  • Weigh your options — Write down the available choices and assess the pros and cons of each. Use your list to help you look objectively at options.
  • Prepare for mixed emotions — Be prepared for different kinds of feelings as you transition from active duty. It’s normal to be nervous about big life changes like this. No decision is 100 percent guaranteed, but the better you prepare, the more likely you are to set up yourself and your family for success.

Access military support

Your relocation benefits include one final move from your last duty station within the time and geographic limits listed below. If you live in installation housing, you may be allowed one move out of housing into the local community and another final move within these limits. Check with your installation transportation office for details on benefits specific to your final move.

  • Retirement — You may be moved anywhere within the United States (including Alaska and Hawaii) or to your home of record outside the United States within one year of your retirement date. (This is called a home of selection.)
  • Involuntary separation (honorable discharge)— You may be moved anywhere within the United States (including Alaska and Hawaii) or to your home of record outside the United States within one year of your separation date.
  • Voluntary separation (honorable discharge)— You may be moved to your home of record (or an equal or lesser distance) within 180 days of your separation date. If you choose a destination of greater distance, you will be obligated to pay the additional costs.
  • General discharge (under honorable conditions)— You may be moved to your home of record (or an equal or lesser distance) within 180 days of your separation.

Once you have made your decision, contact your installation transportation office about scheduling your move. The earlier you start to plan, the more likely you are to get the move dates you want.

Source: MilitaryOneSource

Utilizing your COOL Benefits

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Created by the Department of Defense, Credentialing Opportunities On-Line (COOL) is the result of extensive inter-service collaboration to facilitate credentialing of service members.

All services recognize the important role that occupational credentials can play in professionalizing the force and in enhancing the service member’s ability to transition to the civilian workforce upon completion of military service. The Army, Navy, Air Force, Marine Corps and Coast Guard each have their own service-specific COOL programs designed to match military occupations to civilian credentials (occupational certifications, licenses and apprenticeships) and provide resources to help Soldiers, Sailors, Airmen, Marines and Coast Guardsmen attain these credentials. The services disseminate this information on their own COOL websites.

What does COOL help me do?

DOD COOL contains resources and information on credentialing and the military for decision makers, leaders, agencies and other interested parties. It is intended as a workforce professionalization tool for active duty, reserve and civilian personnel to understand what their military training could translate to in the workforce and the professional development opportunities available in their career field. COOL is also a main hub for credentialing agencies and resources to help new veterans have a smooth transition into the civilian workforce.

The branch-specific COOL sites contain a variety of service-specific information about certifications and licenses related to military occupations. Use the branch-specific COOL sites to:

  • Get background information about civilian licensure and certification in general and specific information on individual credentials, including eligibility and testing requirements and resources to prepare for an exam.
  • Identify licenses and certifications relevant to individual military occupations.
  • Learn how to fill gaps between military training and experience and civilian credentialing requirements.
  • Learn about resources available to service members that can help them gain civilian job credentials.

Depending on qualifications and specifics, COOL can also fully cover the costs associated with certain credentials needed for your civilian career.

That being said, COOL is not a credentialing agency or testing center in and of itself. Service members do not get credentials from COOL or take tests or purchase training materials through COOL. It also doesn’t create credentialing standards, nor is it reserved exclusively for veterans, being used primarily by service members.

What does my branch COOL website provide?

For ease of use, the COOL sites are all organized in the same way. The key differences among the sites are the personnel categories covered and the scope of credentials paid for by the respective service. The following highlights the similarities and differences:

    Army

    Enlisted members:

  • Credential information, including Promotion Points, Skill Level and Star credentials
  • Credential payment for all credentials listed on Army COOL
    Warrant Officer:

  • Credential information
  • Credential payment for all credentials listed
    Officer:

  • Credential information for select Advanced Operations Courses
  • Credential payment for all credentials listed on Army COOL
    Navy

    Enlisted members:

  • Credential information
  • Credential payment for all credentials directly related to the rating or to an embedded skill set
    Officer:

  • Credential information, including Cybersecurity Workforce (CSWF)
  • Credential payment for certain mandatory credentials
    DOD civilians:

  • Credential information, including Cybersecurity Workforce (CSWF)
  • Credential payment for certain mandatory credentials
    Air Force

    Enlisted members:

  • Credential information
  • Credential payment for all credentials directly related to the rating or to an embedded skill set
    Marine Corps

    Enlisted members:

  • Credential information
  • Credential payment for all credentials directly related to the rating or to an embedded skill set
    DOD civilians:

  • Limited credential information, for Cybersecurity Workforce (CSWF)
  • Credential information for select federal occupational series with more to be added on an ongoing basis
    Coast Guard

    Enlisted members:

  • Credential information
  • Credential payment for all credentials directly related to the rating or to an embedded skill set
    DOD Civilian

    Enlisted members:

  • Credential information

To learn more about COOL and your branch specific website, visit cool.osd.mil.

Source: DOD COOL

The Dos and Don’ts of Veteran Interviews

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Many civilian employers have admitted challenges when it comes to evaluating a veteran during a job interview. This is often because veterans have difficulty explaining how their military experience relates to the needs of the civilian employer. Additionally, while veterans will be quick to praise their team or unit, they are typically not self-boastful in interviews, so civilian employers can often feel like veteran candidates are not “selling themselves.”

It is important to keep in mind that the concept of professional presentation is often different for former military personnel than for civilians. Military personnel (particularly those recently separated/discharged from military service) will often present themselves with eyes forward, back straight and using “Sir” and “Ma’am” vocabulary (often without much smiling). This behavior may be misperceived as cold, distant, unapproachable or demonstrating a lack of social skills. While this is generally not the case, these perceptions have caused many service members to be discarded early in the interview process.

Employers should recognize that former military personnel may need permission to “speak freely” to create a comfort level where they can appear in the most positive light. Hiring managers should be encouraged to be patient with these candidates and to “dig deep” with follow up questions to find qualities that are not apparent at first glance. It is worth remembering that veteran candidates, unlike many civilian candidates, may not be accustomed to interviewing and may require a little latitude.

Know What You Can and Should Not Ask During an Interview

First and foremost, interviewing a veteran or wounded warrior is no different than interviewing any other candidate. It is important to ask all questions of all candidates, without exception. A good interviewing practice is to ask all candidates the following question: “Have you read the job description? Yes or no — can you, with or without a reasonable accommodation, perform the essential functions of the job?” You are not asking the candidate to disclose whether or not they have a disability but are ensuring they can perform the essential functions of the job. In addition, you make it clear that as an employer you understand this process and are not likely to discriminate due to disability.

Great questions to ask veterans can include:

  • What is in the job description that interests you most?
  • Can you, with or without a reasonable accommodation, perform the essential functions of the job?
  • What type of training and education did you receive in the military?
  • Were you involved in the day-to-day management of people or supplies?

Questions you should NEVER ask veterans include:

  • What type of discharge did you receive?
  • Are you to be called up for duty anytime soon?
  • Did you experience any combat operations?
  • How could you leave your family while you were deployed?
  • Have you ever killed anyone?
  • Do you have post-traumatic stress disorder?

Making a Decision

If you feel like the veteran you interviewed for the position is simply not the right fit, you shouldn’t feel obligated to hire a veteran just because they are veteran. However, you do need to take special factors into consideration when it comes to making a final decision on whether you should hire a veteran:

  • Did the veteran progress throughout his/her military career?
  • Identify the strengths such as leadership, accountability and team building
  • Look for compatibility — did the veteran match their military skills with the position?
  • Remember veterans have a myriad of soft skills, like leadership and flexibility
  • Veterans possess skills that can make them some of your best employees

Make sure that whatever your decision for hiring, that you hire the veteran because they are the best candidate. In the end, it will be the most beneficial to the employer and employee alike.

Sources: Obama White House Archives, Department of Veteran Services Ohio

Taking the Initial Steps to Certification

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By Natalie Rodgers

If you’re a business owner, then you may already be aware of the basics of Veteran-Owned (VOBE) and Service-Disabled Veteran-Owned (SDVOBE) business certifications. But going through the process to actually obtain the certification can be daunting, especially when considering the paperwork and fees that often go into the process. However, even if your business is thriving by your standards, earning your certification can take your business to new heights. Some of the benefits that certification can bring to your business include:

Funding Opportunities

Money is helpful no matter what kind of business you run, and certification opens the doors to funding opportunities that other businesses can’t access. Every year the government puts aside 23 percent of all of their contracts for small businesses, with 3 percent of that total going specifically towards VOBE and SDVOBE businesses. However, to be eligible to compete for these funds, you have to be a VOBE or SDVOBE certified business. Depending on the network you use to earn your certification, you may also become eligible for other funding opportunities through your certifier.

Corporate Partnerships

Businesses work with other companies all the time, but what a lot of people don’t know is that big name, Fortune 500 companies are often looking to work with minority, women and veteran-owned businesses to increase their supplier diversity efforts. To find these small businesses, these companies go directly to small business certifiers like NAVOBA, the SBA and the VA. When you become VOBE or SDVOBE certified, you will be given access to networking opportunities that could gain you a deal with some of the biggest businesses in the country. These kinds of partnerships can lead to an increase of sales and publicity. Some of the top corporations who have dedicated their efforts to work with veteran-owned businesses include USAA, JPMorgan, FedEx, Lowe’s, T-Mobile, Hilton, Ford and many more.

Resources Galore

Even if you aren’t looking for government funding or corporate partnerships, certification can still benefit your business in tremendous ways. By becoming certified, you gain access to courses, classes, conferences and networking opportunities that can help you grow your business in every aspect. Through whichever certifier you choose, you can learn the best methods of filing your business taxes, handling payroll, marketing your brands, working with social media and so much more.

Veteran Connections

Being certified not only allows you to connect with big-name companies but to other veteran-owned businesses and the customers that support them. When you become certified, you have the perfect platform for connecting with other veterans on their entrepreneurial journey. This can lead to potential business partnerships, mentoring opportunities or even just friendships with other veterans.

So How Do I Get Started?

If the benefits of becoming certified are enticing, but you’re feeling overwhelmed by what may be required of you, remember that you are not alone. If hundreds of veteran-owned businesses across the country can become certified, then you can too. To simplify the process, start with our preparation guide.

  1. Choose the certification that’s right for you. This will depend on your business and your needs.

For those interested in federal contracts, try:

  • The Department of Veterans Affairs: vetbiz.va.gov/vip

For those interested in private contracts, try:

  • National Veteran-Owned Business Association (NaVOBA): apps.adaptone.com/navoba
  • National Veteran Business Development Council (NVBDC): nvbdc.org/certification-landing-page
  1. Gather your documents. The kinds of documents you need will depend on your specific program, but just about any certifier you choose will need the following:
  • Government issued ID
  • Your resume
  • Past tax returns
  • Articles of organization or incorporation
  • Operating agreement
  • Your DD214
  • Payroll information
  • VA Disability Documentation (SDVOSB certification)
  1. Utilize your certifying organization’s contacts. If you run into any trouble during the application process or just need clarity on what to do next, feel free to reach out to your organization via the email or telephone number provided on their website. They are willing to assist and want to help you get your certification.

 

Sources: NaVOBA, US Chamber, Fulton Bank, Veteran Owned Business Round Table, Indeed

The NMSDC Equity Honors 2023–Applications Now Open

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The National Minority Supplier Development Council (NMSDC) Equity Honors awards are presented to corporate chief officers who have been recognized by their peers as the true leaders at the vanguard of economic equity and minority business integration.

Submit an application for your CEO, COO, CFO, CIO, CMO, CDO, and CPO of the Year. All applications* must be started** by Dec. 20 to be considered.

Submit Application Here!

*Qualified applications submitted for The Equity Honors in 2022 have been cloned for consideration for the 2023 Equity Honors. Simply log into the NMSDC Awards Portal and update your application, then submit. Previous winners of The Equity Honors are ineligible to apply again for a minimum of 3 years.

**We will reopen the applications in March of 2023 to collect 2022 comparative data that will complete the application. All applications that have been started by Dec. 20 will constitute The Equity Honors Nominees for 2023 with nominees highlighted on the Forum website and invited to the 2023 Minority Business Economic Forum.

For more information about NMSDC visit, nmsdc.org

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