Creating a Respectful Gender Culture for Those in the Military

Affirmative Care for Transgender and Gender Nonconforming Persons

There are an estimated 14,700 transgender and an unknown number of non-binary individuals serving in the U.S. military today. Magellan Federal provides non-clinical counseling on military bases around the world. We draw on that experience to provide guidance on how to create a respectful culture in military environments as well as in your community.

Read the full article on MFed Inform

Protecting Youth Mental Health

“Our obligation to act is not just medical—it’s moral.”
Vivek H. Murthy, M.D., M.B.A. Vice Admiral, U.S. Public Health Service, Surgeon General of the United States

To support the Surgeon General’s recent advisory related to protecting youth mental health issues exposed by the COVID-19 pandemic, Magellan Federal offers best practices for professionals specializing in behavioral issues to foster the wellbeing of our military families.

Magellan Federal directly supports the mental health and resiliency of military youth and families, serving over 4.5 million service members and families a year. Read more about risk factors and recommendations in our whitepaper here.

Spotlight Magellan Health: Stacy Drones

Stacy Drones’, senior director of family programs at Magellan Federal, passion for helping military families comes from her real-life role as a military spouse. Since joining Magellan Federal in 2013, Drones now supervises a large array of military family programs including the Army Family Advocacy Support Services which includes the Domestic Abuse Victim Advocacy Program and New Parent Support Program, Army Exceptional Family Member Program and the Air Force Family Advocacy Program contracts. Drones is currently working on initiating various trainings for employees to better help the military families they serve in their unique situations. Continue reading to learn more about the many projects happening at Magellan Federal during Military Appreciation Month this May:

What can you tell us about Magellan Federal?

Magellan Federal has a strong history of support to the military. A lot of our employees on our contracts are military spouses, former military spouses or veterans who are passionate about the work. Many of our leaders at Magellan Federal have been in some way connected to the military, this is important and shows we have a passion for the work that we do because of our connection with service members and their families. My team has historical knowledge of our programs and we’ve been working with the government clients for a long time and know what they’re looking for and know how to execute the contracts successfully in the programs.

What cool, innovative projects are you currently working on?

The main part of my job involves managing our portfolio of programs that support military families. I personally manage the Family Advocacy Support Services contract for the Army which includes the Army Domestic Abuse Victim Advocacy Program that provides services for victims of domestic abuse. This contract also includes the New Parent Support Program that offers home visits to provide help and educational resources for new parents. This program provides licensed clinical social workers, marriage and family therapists and registered nurses to work with military families with children who are newborn up to age three. They conduct regular home visits to offer education that helps to prevent child abuse. We also have a lactation contract with the U.S. Food and Drug Administration that hosts monthly lunch seminars for mothers who are nursing. In addition, we serve as a subcontractor for a family advocacy program at Food Hood where we provide information on stress management, parenting, couples communication, relationship classes and domestic abuse. I also oversee other contracts assigned to other program managers like the Army Exceptional Family Members Program, that provides help to military families who have dependents with disabilities and connects them with referrals and resources in the community. There’s also the Air Force Advocacy contract that we’re a subcontractor on that provides domestic abuse advocates for members of the Air Force.

On the Family Advocacy side, we do at least two employee professional development trainings a year. Planning those trainings and brining in speakers from all over is our big focus right now. Government employees are welcome to participate as well. We also have a requirement to have all victim advocates credentialed through the National Advocacy Credentialing Program. Although this is a new government requirement, Magellan has had this requirement in place for our Victim Advocates for nine years. We are currently helping our government client roll this training out to the government Victim Advocates.

In the New Parent Support Program, we are currently training our home visitors on how to address sensitive topics with their clients, such as mental health, abuse and race. They’re also trained on how to help parents and caregivers deal with the unexpected, such as deployments, birth plan changes or giving birth to multiples.

What are your thoughts on Magellan’s culture? How has the culture impacted your projects?

I love this company and the leadership; I think they’re very supportive of what we do. I feel that Magellan’s leadership really cares for their employees and cares about what we’re doing and how we’re doing it.

What trends are you noticing in the healthcare industry that are related to the work being done at Magellan Federal? Are there any lessons from other industries that can be applied to the work happening at Magellan Federal?

A big focus of the DoD Family Advocacy Programs currently is working with families of problematic sexual behaviors in children and youth. We have been looking at ways to intervene early and provide help for those children who are presenting those behaviors. We have our home visitors involved with this because they’re the ones working with the families in the home and have built a rapport with them. We’re increasing training for our home visitors to ensure they know the best way to help provide services to those families. The military has partnered with a lot of civilian agencies to provide trainings to help figure out how to address and solve the problem.

Magellan Federal understands that military families may have unique challenges compared to civilian families. That’s why we are doing what we can to develop partnerships with civilian agencies that have the funding to do research and develop correct programs. Initially, the development of the new Federal Program Management Office has been great for developing relationships with organizations. If we continue to do that, it’ll be a great thing.

Learn more about the various solutions provided by Magellan Federal here.

Addressing Intimate Partner Violence in the Military

The Problem

Intimate partner violence is a national public health issue, resulting in devastating personal trauma and effects on our country. Intimate partner violence includes physical violence, non-consensual sexual violence (including non-physical sexual events, such as sexting), stalking, and psychological aggression.

According to the CDC, intimate partner violence in the United States is far more common than we would want to believe, impacting approximately 25% of women and 10% of men¹.

This issue is also prevalent in the military. In 2020, there were 12,663 reports of spouse abuse and 2,026 reports of intimate partner abuse in the U.S. military. Among all military incidents, 63% of active-duty abusers were Non-Commissioned Officer Ranks (E4-E6); when accounting for only those incidents involving spouses, the highest rates of active-duty abusers were among junior enlisted ranks (E1-E3)[1].

The physical and emotional suffering of intimate partner violence victims is profound. What is also clear are the consequences for our Armed Forces. When intimate partner violence involves service members or their families — either as victims or offenders — the resulting trauma harms overall unit readiness.

Prevention Strategies

Collectively, Magellan Federal has over 30 years of experience supporting Family Assistance Programs and positions us as experts in the field. We interact with 30,500 service members and families yearly providing vital services to ease the unique stressors of military life that can aggravate or trigger patterns of abusive behavior within the family home.

Recognize the Risk Factors

Drawing upon our wealth of experience, we believe that if warning signs are recognized and addressed early, intimate partner violence instances can be significantly reduced.

The identifiable factors unique to military service that may aggravate intimate partner violence risks include:

Frequent permanent change of stations (PCS) disrupts access to natural support networks, increasing stress and social isolation. Frequent moves may also limit the ability of non-military spouses or intimate partners to find and maintain employment, increasing financial reliance on the abuser.
Frequent or unpredictable deployments and a related increase in domestic duties of the partner may contribute to a sense of instability, increasing relationship stress, or conflict[2].
Stigma of reporting abuse may lead to the belief that there may be a negative impact on the service member’s career. This may hinder the victim from seeking help for fear of retaliation by the service member and/or loss of financial support and benefits.

Key Takeaway

Ultimately, effective prevention strategies must ensure outreach and mitigation activities incorporate all categories of risk factors—individual, relational, community, and societal. The methods to battle intimate partner violence must also ensure all at-risk people (perpetrators and victims alike) receive appropriate education and aid.

We believe prevention is the best opportunity for affordable, high-impact solutions to the needs of our military.

[1] Centers for Disease Control and Prevention. (2021, November 2). Preventing intimate partner violence | violence prevention | Injury Center | CDC. Centers for Disease Control and Prevention. Retrieved December 8, 2021, from https://www.cdc.gov/violenceprevention/intimatepartnerviolence/fastfact.html.

[2] Kamarck, Kristy N., Ott, Alan, Sacco, Lisa N. (2019, December 4). Military Families and Intimate Partner Violence: Background and Issues for Congress (Report No. R46097). Congressional Research Service. https://crsreports.congress.gov/product/details?prodcode=R46097

Tackling Food Insecurity in the Military Community

As a newlywed military spouse fourteen years ago, I was fairly overwhelmed with how much there was to learn about military culture and common military family experiences. Lost in a sea of acronyms and roads named after famous military commanders that I had never heard of, I tried to learn military lingo with the help of Google and new friends. There were also hard realities that I had much to learn about: the stress of deployment and war, the strain of combat experiences on servicemembers, families, and relationships, and shockingly: food insecurity.

Food insecurity is a challenge that I first encountered during a new spouse training on military culture and military family life experiences. At the conclusion of a military resources lesson, a fellow participant piped up, “But you didn’t talk about the food pantries. Someone in this room might want to know where they can get food if they run out.” The military spouse shared information about the local food pantries that they were personally aware of and reached out to when their own family struggled.

It was uncomfortable to hear this. As a young college student who did not yet understand the challenges that many families face in terms of financial challenges, I was taken aback. How can that be true? I remember asking myself. How can it be that families in our own military need to use a food pantry for assistance?

Shortly thereafter, I became a Registered Nurse who cared for military families and witnessed firsthand that food insecurity in the military community is a complex issue compounded by multiple factors, like spouse unemployment, economic inflation, and the everchanging landscape of family expenses needed for daily life. Military families often fall in an income bracket in which they do not qualify for some government nutrition assistance programs, like Supplemental Nutrition Assistance Program, or SNAP (often referred to as food stamps.) Addressing food insecurity promptly is key: while helping families connect with resources to maintain adequate access to nutrition, the development of the even more serious concern—hunger—can be prevented.

The brave spouse who spoke up to discuss food pantries several years ago was clued into something that remains true for today’s military: food insecurity is a very real challenge that military families face, and a concern that requires a compassionate response from those whose life’s work is to support and care for service members and their families.

It is vital that all professionals who care for military families are aware of the local and military resources available to support military families in times of need. In response to the government’s request to empower Military & Family Life Counseling (MFLC) Program Counselors to address this concern at military installations all over the world, our training team developed a comprehensive food insecurities training. This training informs MFLC Counselors on the challenges of food insecurity, the prevalence of this dilemma, and how MFLC Counselors can respond when food insecurity is identified. This training utilized the survey data from the most recent 2020 Blue Star Families survey to describe food insecurity as a concern that impacts nearly 14% of today’s military families. The recorded webinar available to Magellan Federal MFLC Counselors discusses approved practices to casually inquire about food insecurity when potential warning signs are identified. MFLC Counselors are encouraged to share referral information with MFLC program participants about local and military resources to address any nutritional concerns. MFLC Counselors are experts in the resources available to the military community and play a powerful role in unlocking military families’ access to resources simply by sharing referrals to food pantries, military installation programming, and even relevant government-assistance programs, like Women, Infants, and Children (WIC).

Our Magellan Federal MFLC team continues to provide prompt and comprehensive responses to the food insecurity concerns that face the military community. Embracing a compassionate, holistic approach to supporting military families is key to reducing the incidence of food insecurity, and as a result, promoting service member and family readiness to respond to mission requirements.

Military families should connect with an MFLC Counselor on their local military installation for information about available local food insecurity resources in their communities.

I am a woman in technology, what is your super power?

Is it necessary to explicitly focus and call attention to the obvious fact that I am a woman in technology? You might not think so these days. Women have accomplished so much since the first bra was burned, that it would be understandable if you believed that we have established and gained enough ground to just be people in technology.

The reality is, unfortunately, there remains a staggering degree of inequality. Last month, the New York Times published an article titled “The Top Jobs Where Women are outnumbered by Men Named John.” The article reveals that there are fewer women among Chief Executives of Fortune 500 companies (5%) than there are men named James (5%); fewer female Venture capital investors in the largest tech deals of the last five years (9%) than there are men named David, James and Peter 11%.

You may giggle at first when reading the article, but its conclusion is stunning: it is more likely that the names of the men in charge will change sooner — fewer Johns and Roberts and more Liam’s and Noahs — than the number of women.

This is a reality that we cannot ignore, and one that exists all over our industry. While some of us women may not “feel it” as much as others, we are all still subject to “it.”

The World of Economic Forum’s 2016 Industry Gender Gap report recognizes that in “nearly all industries and geographies there has been a marked shift away from deliberate exclusion of women from the workplace, there continue to be cultural beliefs that lead to unconscious biases. This includes perceptions that successful, competent women are less “nice”; that strong performance by women is due to hard work rather than skills; and assumptions that women are less committed to their careers.”

We women have all felt this. The one woman that can be “tough enough” always gets through, but not all of us. We internally debate with ourselves whether to be more like our male counterpart in order to simply be heard in a meeting. Sometimes it is a question of style, but more often than not, we don’t have a seat at the table. And when we “power through it all” we still struggle to find a lot of role models to look up to.

I personally attribute my success to relentless stubbornness, shameless self-confidence (which often gets mislabeled since I am a woman) and sometimes blunt confrontation. Still, many times throughout my career I was asked to sit on the sidelines. I was encouraged to “focus on my wedding planning activities, rather than worrying about a promotion” which by the way I well deserved and earned.

At Magellan, we have decided that the only way to overcome these inequalities is to take them on proactively. That is why, in 2018, we have formed an internal ‘Women in Technology’ (WIT) change leadership group.

Being at a company that is not only willing to discuss and support a Women In Technology group, but is actually ready to “put their money where their mouth is” is refreshing.

The WIT group we established has taken off and I am so happy to see the responses, the community and the peer (gender agnostic) support we are offering to women across Magellan IT and beyond.

Our group is not exclusive to women, in fact we need everyone involved to truly make a difference, because our goals are critically important:

We are focused on fostering female employee development and growth across the IT organization.
We want to see more of us out there – we want our talent pipeline and the recruiting tactics to bring women to the table.
We aim to encourage young women in the middle and high schools our communities to consider, try and stick with STEAM (Science, technology, engineering, arts and mathematics).
We want to support each other through peer-mentoring.
We want to bring role models forward to provide insights into the possibilities.

Ultimately, we want a future where being a woman in technology is not a heroic accomplishment, and super powers are not needed to claim our earned and well-deserved seat at the table.

Reaffirming Our Values and Standing Tall

I shared this message with all 10,000 associates at Magellan yesterday. As I said in my message, times like these require all of us not to be silent, but instead to stand tall and make it very clear that we are committed to an environment where all people can progress personally and professionally, and work in a positive, uplifting workplace. Given the current state of events in our country, and particularly the divisive events of this week, I felt it important to reaffirm the values we hold dear within Magellan.

“Leading humanity to healthy, vibrant lives” is what guides our decision making and inspires us to accomplish meaningful, positive change in the lives of those we serve. This can only be done if we respect and value each other, and every person we serve, without condition or qualification.

For the many years I have been associated with Magellan, I have been impressed by the integrity and commitment of Magellan team members to create a culture of caring. I have seen great respect for people of all races, religions, gender and sexual orientation, to name only a few of the things that make us different. There is no doubt that the diversity of our people allows us to better understand and execute our vision of making a powerful impact on the world around us.

I want to reaffirm in a direct and simple way that we will never diverge from valuing differences, and creating a culture in which we can learn from each other and grow as individuals, teams, and a company.

Times like these require all of us not to be silent, but instead to stand tall and make it very clear that we are committed to an environment where all people can progress personally and professionally, and work in a positive, uplifting workplace. Our differences are to be celebrated; they are absolutely key in helping us in “leading humanity to healthy, vibrant lives.”

Thank you for the great work you do. I am proud to be associated with you.

Reflecting on Memorial Day

There is often confusion about Memorial Day relative to Veterans Day, which was first observed in 1926, to recognize and appreciate all veterans who have served our country- particularly those who are still with us. Memorial Day, which began in 1868, is focused on honoring those individuals who have made the ultimate sacrifice preserving our country and the freedom for which it stands.

The first large observance for Memorial Day was held in 1866 at Arlington National Cemetery, across the Potomac River from Washington, D.C. Various Washington officials, including Gen. and Mrs. Ulysses S. Grant, presided over the ceremony. After speeches, children from the Soldiers’ and Sailors’ Orphan Home made their way through the cemetery, strewing flowers on both Union and Confederate graves, reciting prayers and singing hymns.

More than one million American servicemembers have died in wars since the first colonial soldiers took up arms in 1775. All Americans are direct beneficiaries of these sacrifices. Some specific actions you might take on this special day might include:

Visiting memorials
Visiting one of the 135 veterans’ cemeteries across the nation that protect the remains of our country’s fallen
Flying the U.S. flag at half-staff until noon
Volunteer or donate to non-profits serving survivors
Reading to children about the meaning of the holiday. Some books that are appropriate for children four to eight include:
- Memorial Day by Mir Tamim Ansary
- Memorial Day Surprise by Theresa Martin Golding
- The Wall by Eve Bunting

While this weekend is often considered the unofficial kickoff to summer, it’s important not to forget its true meaning and sentiment. We must never forget what these heroes have done and what their loved ones have lost.

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Magellan Federal has a long legacy of service to military survivors which dates back 1879. We are honored to be a leader in supporting military survivors, providing surviving military families with information and compassionate case management that helps them navigate a very complex set of issues and benefits.