Neurodiversity in the Veterinary Industry

Neurodiversity has been defined as “a word used to describe the different thinking styles that affect how people communicate with the world around them.”¹ It’s often used in the context of, but is not exclusive to conditions like Autism, ADHD, and Dyslexia. Unfortunately, there’s still a lot of stigma around neurodiversity, largely because workplaces often lack awareness and the right support.

It is estimated that one in seven people in the United Kingdom are neurodivergent². Despite this sizable number, the veterinary sector could still do better to challenge negative stereotypes and implement appropriate measures to support neurodiverse individuals. The BVA Discrimination Survey 2021 showed vets with a disability were nearly three times more likely to personally experience discrimination. In this study, as well as the RCVS-BVCIS Disability and Chronic Illness Survey 2024, discrimination was most often encountered from colleagues or line managers.³

Acknowledging Neurodiversity

It is essential for veterinary practices to recognise and accommodate neurodiversity, both in existing team members and in recruitment processes, to foster an inclusive workplace. Valuing neurodiversity encourages a respectful and supportive work environment where every individual has the opportunity to contribute based on their strengths. This not only boosts teamwork and innovation but also promotes staff retention by creating an equitable and compliant workplace.

It is ethically important to ensure that all employees, regardless of neurological differences, have equal opportunities to succeed. By recognising and supporting neurodiverse individuals in our veterinary practices, we can cultivate a more dynamic, effective, and harmonious workplace, benefiting both our teams and the animals in our care.

“Neurodiversity is the understanding that all of our brains are different. That element of diversity in the way we think and the way our brains function is key. It’s important to recognise that neurodiversity also encompasses neurotypical brains.” – Lacey Pitcher RVN⁴

How to Support Neurodiverse Team Members

Vet practice leaders and managers play a pivotal role in creating an inclusive environment for neurodivergent employees. Under the Equality Act 2010, neurodivergent individuals are entitled to reasonable adjustments in the workplace. Examples of such adjustments might include modifying communication methods, providing sensory accommodations, or offering flexible working conditions to your neurodivergent staff.⁵

To better understand the needs of our neurodiverse employees, open and transparent communication is key. By encouraging discussions about neurodiversity, we can identify necessary accommodations for individuals in our teams and beyond, and work to reduce the stigma that often surrounds the topic. Making these adjustments not only ensures compliance with legal obligations but also helps to harness the unique talents that neurodiverse team members bring, allowing them to thrive and for us all to benefit.

In a British Veterinary Association (BVA) article titled “Autism in a Neurotypical World,”⁶ Kirstie Pickles highlights the importance of fostering a workplace culture that encourages individuality and comfort. She sums it up by saying, “Employers that accept employee individuality and how that is expressed will not only gain productivity but also allow employees to flourish.” This message is further shown in Vetlife’s award-winning neurodiversity campaign, which is chaired by Kirstie. The campaign features a collection of lived experience blogs and offers valuable resources for both vet leaders and teams to better understand and support neurodiversity in the workplace.⁷

Read more on the Vetlife neurodiversity campaign: Neurodiversity – Vetlife

Disclosing Neurodivergence: Who, Why, and How?

For neurodivergent individuals, deciding whether to disclose their condition to a vet practice leader or manager can be challenging. Disclosure is a personal choice, influenced by various factors such as workplace culture, personal needs, and potential consequences.

The Equality Act 2010 guarantees legal rights to reasonable adjustments in our workplaces. If a neurodivergent team member believes that accommodations would help them perform their job more effectively, disclosure may be beneficial. Additionally, revealing one’s neurodivergence can reduce the stress associated with “masking” – pretending to be neurotypical, which can be mentally and emotionally exhausting.

However, there are potential risks, as the stigma surrounding neurodiversity remains prevalent. Disclosing may result in increased scrutiny or social repercussions within a team.

To aid staff in disclosing neurodiversity in a professional setting, it is important that an employer or trusted colleague allows the individual to be clear and direct. This approach allows team members to highlight their strengths, and any potential impacts their neurodivergence may have on their work, along with specific accommodations that would be helpful. By doing so, employees can frame their differences as strengths that benefit the workplace.

As a team member you may choose to disclose to human resources, a manager, or a trusted colleague. Human resources can ensure confidentiality and legal compliance, while a manager can help with day-to-day adjustments. Speaking to a colleague may provide you with informal support and foster a culture of understanding.

Partial or Selective Disclosure: How It Can Help

As a team member you are not obligated to disclose everything about your neurodivergence. You may choose to share only the information necessary to secure accommodations. Selective disclosure to a trusted manager or colleague allows you to test how the workplace might react before deciding whether to disclose to a wider group.

It is also advisable to keep documentation of any disclosures and monitor the workplace’s response. This ensures there is a record if appropriate accommodations are not provided or if discrimination occurs.

Why Inclusion of Neurodiversity Is Important

“Neurodiversity is present in the veterinary sector, but we’re not very good at recognising or acknowledging it.” – Laura Playforth, Group Quality Improvement Director, IVC Evidensia⁸

Inclusion of neurodiversity within the veterinary sector is crucial for several reasons, benefiting not only individuals but our professions as a whole.

Firstly, addressing workforce shortages and high demand in the veterinary professions requires tapping into a broader talent pool. By creating an inclusive environment, the professions can access highly skilled neurodiverse individuals who may have been previously overlooked due to conventional hiring practices.

Furthermore, fostering a supportive and inclusive workplace can help reduce the stress and burnout common in the veterinary field. Ensuring that neurodivergent team members feel valued and supported enhances overall job satisfaction and contributes to a healthier, more productive work environment for all staff.

Neurodiverse teams also bring unique perspectives that can improve communication with clients, including those who may be neurodivergent themselves. This could be particularly valuable when serving families with neurodivergent members, as clear, structured communication may be needed.

Finally, embracing neurodiversity in veterinary education encourages innovative teaching methods that benefit all students, not just those of us who are neurodivergent. This leads to a more adaptive and empathetic approach to veterinary care.

As a profession, by promoting neurodiversity we can build stronger, more innovative teams that provide better care for both our clients and the animals we treat.

Neurodiversity enriches the workplace by introducing different perspectives, which can lead to better problem-solving and more inclusive care for both animals and clients. As the veterinary industry continues to evolve, embracing neurodiverse professionals will contribute to a more innovative, empathetic, and supportive sector.

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