Building Pathways for Disabled Veterans: How Johnson Controls Supports Veterans at Work

Johnson Controls (JCI) supports veterans across the full employment lifecycle, from the military-to-civilian transition and recruiting through onboarding, development, mentorship and retention. In recent years, the company has placed an increased focus on veterans with disabilities, building a culture that separates disability from capability.

That commitment has been recognized externally: in 2025, JCI was named to Forbes’ America’s Best Employers for Veterans for the second consecutive year.

A Team Dedicated to Veterans

At the center of JCI’s work is its Veterans Engagement Team, an ongoing internal community focused on veteran hiring, integration, development, retention, education and community engagement. The team gives veterans a place to connect with peers who understand their experience, while helping the company improve how it recruits and supports military talent.

Pathways into Civilian Careers

JCI supports military transition through programs and partnerships including DoD SkillBridge, Hiring Our Heroes, American Corporate Partners, RecruitMilitary, and Disabled American Veterans (DAV),connecting military talent with civilian careers, mentorship, professional networks, and employment opportunities.

Education on the Issues Veterans Face

Once veterans join JCI, the Veterans Engagement Team provides continued education and support on topics that directly affect them.

• ‍Veteran benefits education. Resources on VA disability, healthcare, Veteran Readiness and Employment (VR&E), education benefits and family support.
• ‍Mental health and non-apparent disabilities. Conversations and programming that reduce stigma and build understanding and support in the workplace.
• ‍Career development, military-family support and veteran recognition. Ongoing programming that supports veterans and their families throughout their time at JCI.

A Culture Built to Thrive

JCI works to build a workplace culture that separates disability from capability, encourages appropriate accommodations and manager education, and creates peer-support communities where veterans and employees with disabilities can thrive.

As Disability:IN’s Pathfinder Study found, many disabled veterans keep their disabilities private at work. JCI has built a culture where all colleagues can feel engaged, connected, and supported to succeed, wherever they are at on their journey. JCI took part in the Pathfinder Project, which supports disability-inclusive pathways into corporate careers for veterans with disabilities.

Lessons for Other Employers

• ‍Support veterans across the whole lifecycle. Look beyond recruiting to onboarding, development, mentorship and retention.
• ‍Give veterans a dedicated community. A team like JCI’s Veterans Engagement Team offers peer support and shapes company practice.
• ‍Educate on what veterans navigate. Benefits, mental health and invisible disabilities are topics many veterans will not raise on their own.
• ‍Separate disability from capability. Pair accommodations with manager education so veterans can contribute fully, whether or not they disclose.