Fostering Diversity & Inclusivity in Veterinary Workplaces

Tackling Discrimination through Allyship written by Dr Tshidi Gardiner, BSc BVSc PG Cert SAS MRCVS

Affinity Futures emerged from unifying affinity groups (BVLGBT+, BVEDS & BVCIS) representing traditionally marginalised and underrepresented communities within the veterinary and allied professional sectors. We believe in the importance of a collective commitment to combating discrimination and advocating for inclusive workspaces.

This article aims to introduce you to the concept of discrimination and allyship, offering practical insights on tackling discrimination through allyship and creating a more equitable, supportive and inclusive veterinary workplace for all. We will define important aspects for the LGBTQ+, BAEM, and disability & chronic illness communities and what good allyship looks like for each.

Discrimination: The unjust or prejudicial treatment of different categories of people. Protection under the UK Equality Act 2010 exists against discrimination based on race & ethnicity, age, sex, gender identity, sexual orientation, disability marriage and civil partnership, or pregnancy and maternity An accessible guide to UK equality law, and explanations of the 9 protected characteristic can be found here: link

“Veterinary surgeons should be aware of and adhere to Equality law and should take steps to challenge unlawful discrimination, harassment and victimisation where it arises.”

Covert or subtle discrimination can take the form of microaggressions, implicit bias (attitudes or stereotypes), tokenism, exclusion and cultural appropriation. Unlike overt, explicit and obvious discrimination, subtle discrimination is often indirect, unintentional, or hidden within everyday interactions and behaviours. Both types of discrimination directly affect the mental and physical wellbeing of individuals and have a broader negative impact on team cohesion, patient care, and overall workplace morale.

Sobering Statistic: The Voice of the Veterinary Profession Survey 2021, found 29% of respondents reported experiencing discrimination in their workplaces. The most common forms of discrimination were gender discrimination and racial discrimination. The perpetrators of discrimination incidents were managers, senior colleagues, clients and other colleagues. Source: BVA discrimination report

The Oxford Dictionary defines ‘ally’ as “a person or an organisation that actively supports the rights of a marginalised group without being a member of it.”

Allies show consistent, continuous commitment to change even when it is personally and professionally inconvenient. Allyship can be used as a tool to foster inclusive workplaces. Efforts to develop inclusive workplaces have benefits for all employees, not just those from marginalised groups. There is strong evidence that inclusive workplaces perform better, retain staff and are more profitable. Teams in which speaking up is encouraged have safer patient outcomes.

LGBTQ+ Community

LGBTQ+ stands for “lesbian, gay, bisexual, transgender, and queer and more.” Many people and organisations use “LGBTQ+” as a catch-all term for the non-cisgender and non-straight community, but the acronym varies depending on culture and style. You should not make assumptions about a transgender or non-binary person’s transition goals, feelings of gender dysphoria, current anatomy, experience with misogyny or how they were socialised growing up based on their gender identity, and/or assigned sex at birth.

Over a third of LGBTQ+ people still feel they have to hide who they are at work. This means they have to watch what they say, what they do, and where they apply. It’s crucial that LGBTQ+ people have the same opportunities as everyone else to unlock their potential in their careers, and leaders can play a part by creating safe spaces in which everyone can thrive.

Sobering Statistic: The incidence of discrimination is higher amongst vets from a range of minority ethnic backgrounds, and more than one in four vets (27%) who described their sexual orientation as bi, gay or lesbian had personally experienced discrimination in the past year; almost double the incidence amongst vets describing themselves as heterosexual or straight (15%). Source:The Voice of the Veterinary Profession Survey, Feb 2019,

Top 5 Tips for Advocating for the LGBTQ+ Community in the Workplace

1. Correct Misgendering and Use of Harmful Language

When someone misgenders a person, even if they aren’t present, or uses slurs, stereotypes, or harmful language, it’s important to speak up. Correcting these behaviours helps create a respectful and inclusive environment, signalling to others that such behaviour is unacceptable.

2. Normalise Pronoun Usage in Your Communication

Incorporate your pronouns into your name badges, email signature, Zoom name, and other communication platforms. This simple step promotes inclusivity and encourages others to recognise and respect the importance of correct pronoun usage in the workplace. Show your allyship with small gestures like, wearing a Pride lanyard, pin, or other visible symbols of support.

3. Challenge Discriminatory Behaviour

Never stay silent when you witness discrimination or bias against LGBTQ+ individuals. Speak out against inappropriate comments or actions, whether they come from colleagues, clients, or others, and use these moments as opportunities to educate and advocate for respect.

Black, Asian and Ethnic Minority Community (BAEM)

The BAEM community encompasses a diverse range of ethnic backgrounds and identities. In the UK veterinary sector, this group is significantly underrepresented, reflecting broader societal challenges in achieving racial equity.

Sobering Statistic: Did you know that 34% of employees in the UK—equating to 6.9 million people—report having been treated less favourably, subjected to hostile, derogatory, or negative comments, or harassed or bullied in the workplace due to their identity? This issue disproportionately affects minority groups, with the highest rates of discrimination reported by:

63% of individuals from Black backgrounds

55% of individuals from Mixed/Multiple ethnic groups

51% of individuals from Asian backgrounds

Source: The Workplace Inclusivity Illusion, Chartered Management Institute, June 2022

We hope that you recognise that focusing on race, racial equity, and the concept of White privilege can be particularly exhausting for those who experience racism firsthand. The plea is that organisations, leaders, managers, and White colleagues, step up to provide better support and act as effective allies. The term ‘racialised communities’ is used here to encompass all individuals who face racism, including those who experience specific forms of racism such as antisemitism, Islamophobia and those from the Gypsy and Romany community. It is important to note that ‘racialised’ refers to the experience of being subjected to racism rather than defining a person’s identity or community.

Top 5 Tips for Advocating for the BAME Community in the Workplace

Allyship within the BAME (Black, Asian, and Minority Ethnic) community involves actively supporting and advocating for individuals from these diverse ethnic backgrounds in the face of discrimination and systemic inequities.

1. Educate Yourself on Racism and White Privilege

To be an effective ally, take the time to learn about how racism and White privilege impact colleagues from racialised communities on emotional, mental, and physical levels, as well as how these factors affect their work experiences and performance.

2. Consider Individual Experiences

If you manage or work with people from racialised communities, be aware that their experiences may differ significantly from yours. Consider how you can best support them as individuals, offering tailored support that acknowledges their unique challenges. Recognise the impact of external events that may disproportionately affect people from racialised communities.

3. Call Out Racism and Act on Complaints

Be proactive in calling out racism in the workplace and ensure that any complaints are addressed swiftly and effectively. It should not fall solely on the affected individual to confront racism.

Disability and Chronic Illness Community

The disabled community encompasses a range of conditions including chronic health conditions, mental health conditions, neurodivergent conditions, d/Deafness and hearing impairment, sight loss, and many more. In the UK, 1 in 5 people fall under the legal definition of disability and 1 in 3 people have a chronic health condition.

Disablism and ableism are words that are used to describe disability discrimination and prejudice. Both terms describe disability discrimination, but the emphasis is different. Disablism emphasises discrimination against disabled people. Ableism emphasises discrimination in favour of non-disabled people. In an ableist society, it’s assumed that the “normal” way to live is as a non-disabled person and by default, disabled people are inferior to non-disabled people. It is ableist to believe that non-disabled people are also more valuable to society than disabled people.

Sobering Statistic: The BVA Discrimination Survey 2021 showed vets with a disability were nearly three times more likely to personally experience discrimination. In this and the RCVS-BVCIS Disability and Chronic Illness Survey 2024, discrimination was most often encountered from colleagues or line managers. Source: BVCIS & RCVS Disability & Chronic Illness Survey in Veterinary Work & Education, July 2024

Top Tips for Advocating for the Community of Individuals with Chronic Illnesses and Disabilities in the Workplace

Understand hidden disabilities and don’t make assumptions

It’s not always immediately obvious that someone has a disability – just because someone doesn’t use a cane doesn’t mean they’re not visually impaired, and some people may require mobility aids on some days and not on others.

Respect their bodily autonomy

People who use wheelchairs may see it as an extension of their body. Just as you wouldn’t touch someone’s hair without asking, don’t attempt to interact with someone’s mobility aid or wheelchair without permission.

Do not push

People often know their limitations. If they say they cannot do something, listen to them, even if they ‘look ok’. Do not pressure them to change their mind or to agree to something they’re not feeling up to doing.

What if I make a mistake and offend someone?

Don’t make it about you. While being called out for a microaggression may be awkward and uncomfortable, you don’t want to get defensive.
Listen. Your first priority is to make sure the other person feels heard.
Acknowledge the offence. Then say, “Thank you for sharing that feedback. I am not going to use that word/phrase in the future.”
Take full responsibility for the offence, whether it was intentional or not, emotional or psychological harm may have been caused, and confirm that your behaviour was not acceptable. Be sincere.
Offer a genuine apology that acknowledges the impact and harm your comment caused. Avoid using vague or evasive language, or wording an apology in a way that minimises the offence or questions whether the victim was hurt.

In this article, we’ve only scratched the surface of the types of discrimination present in the veterinary profession, shared some sobering statistics, discussed how to deliver a sincere apology, and highlighted effective ways to be an ally.

The benefit of diversity and inclusion to organisations and businesses is that you will be twice as likely to meet or exceed your financial targets. Your team will also be three times more likely to be high-performing and result in better business outcomes.

Statistic: 43% of businesses which have diverse boards are more likely to realise higher profits and businesses can be up to 33% more productive with a diverse workforce. Source: Glassdoor Survey 2020

These insights are crucial, but there’s much more to explore and implement to create truly inclusive and equitable workplaces. We encourage you to take the next step in your journey towards equity, diversity, and inclusion. For further training and support to elevate yourself and your team in EDI work, please don’t hesitate to reach out to us at info@AffinityFutures.com. Together, we can make a meaningful difference.

Don’t forget to sign up to our monthly newsletter for exclusive content and news from Veterinary Woman!