b'ARTICLESurvey 2024, discrimination was most4. Take full responsibility for the offence, 43% often encountered from colleagues orwhether it was intentional or not, line managers.emotional or psychological harm may of businessesSource: BVCIS & RCVS Disability & Chronic Illnesshave been caused, and confirm that which haveSurvey in Veterinary Work & Education, July 2024 your behaviour was not acceptable. Be diverse boardsTOP 3 TIPS for Advocating for thesincere.are moreCommunity of Individuals with Chronic5. Offer a genuine apology that likely to realiseIllnesses and Disabilities in the Workplace acknowledges the impact and harm your higher profits comment caused. Avoid using vague or 1. Understand hidden disabilities andevasive language, or wording an apology dont make assumptions in a way that minimises the offence or Its not always immediately obvious thatquestions whether the victim was hurt. someone has a disabilityjust becauseIn this article, weve only scratched the someone doesnt use a cane doesntsurface of the types of discrimination mean theyre not visually impaired, andpresent in the veterinary profession, some people may require mobility aids onshared some sobering statistics, some days and not on others. discussed how to deliver a sincere 2. Respect their bodily autonomy apology, and highlighted effective ways People who use wheelchairs may see itto be an ally. as an extension of their body. Just as youThe benefit of diversity and inclusion to wouldnt touch someones hair withoutorganisations and businesses is that you asking, dont attempt to interact withwill be twice as likely to meet or exceed someones mobility aid or wheelchairyour financial targets. Your team will also without permission. be three times more likely to be high-3. Do not push performing and result in better business People often know their limitations. Ifoutcomes.they say they cannot do something, listenSTATISTIC to them, even if they look ok. Do not43% of businesses which have diverse pressure them to change their mind or toboards are more likely to realise higher agree to something theyre not feeling upprofits and businesses can be up to 33% to doing. more productive with a diverse workforce. What if I make a mistake and offendSource: Glassdoor Survey 2020someone?1. Dont make it about you While called outThese insights are crucial, but theres for a microaggression may be awkwardmuch more to explore and implement and uncomfortable, you dont want to getto create truly inclusive and equitable defensive. workplaces. We encourage you to take 2. Listen Your first priority is to make surethe next step in your journey towards the other person feels heard. equity, diversity, and inclusion. For further training and support to elevate yourself 3. Acknowledge the offence Then say,and your team in EDI work, Further help is Thank you for sharing that feedback. Iavailable from Affinity Futuresam not going to use that word/phrase ininfo@AffinityFutures.comthe future.References & Further Reading1. Affinity Futures (AF) https://affinityfutures.com/ 2. British Veterinary Ethnic Diversity Society (BVEDS) https://bveds.com/ 3. British Veterinary Chronic Illness Support (BVCIS) https://www.bvcis.com/ 4. British Veterinary Lesbian Gay Bisexual Transexual (BVLGBT+) https://bvlgbt.org/ 5. BVA Voice of the Profession https://www.bva.co.uk/take-action/voice-survey/ 6. BVA discrimination reporthttps://www.bva.co.uk/media/2991/bva-report-on-discrimination-in-the-veterinary-profession.pdf 7. RCVS Code of Conduct for Vets https://www.rcvs.org.uk/setting-standards/advice-and-guidance/code-of-professional-conduct-for-veterinary-surgeons/ 8. RCVS Code of Conduct for Vet Nurses https://www.rcvs.org.uk/setting-standards/advice-and-guidance/code-of-professional-conduct-for-veterinary-nurses/ 9. UK Equality Act 2010 https://www.acas.org.uk/discrimination-and-the-law 10. Disability and Chronic Illness in Veterinary Work and Education https://www.rcvs.org.uk/news-and-views/publications/disability-and-chronic-illness-survey-summary-final-report/?destination=%2Fnews-and-views%2Fpublications%2F 11. Disability and Chronic Illness Survey full report 29 July 2024 https://www.rcvs.org.uk/news-and-views/publications/disability-and-chronic-illness-survey-full-report-final/?destination=%2Fnews-and-views%2Fpublications%2F 12. Disability and Chronic Illness Survey infographic report https://www.rcvs.org.uk/news-and-views/publications/disability-and-chronic-illness-survey-infographic-report-final/?destination=%2Fnews-and-views%2Fpublications%2F 13. Guidance on Religious Clothing and Beliefs 26 July 2022 https://www.rcvs.org.uk/news-and-views/publications/guidance-on-religious-clothing-and-beliefs/?destination=%2Fnews-and-views%2Fpublications%2F%3Fp%3D3 14. RCVS VSC BAME Student Support Working Group Reporthttps://www.rcvs.org.uk/news-and-views/publications/rcvs-vsc-bame-student-support-working-group-report/?destination=%2Fnews-and-views%2Fpublications%2F%3Fp%3D3 15. RCVS Diversity & Inclusion Group Strategy https://www.rcvs.org.uk/news-and-views/publications/rcvs-diversity-and-inclusion-group-strategy/?destination=%2Fnews-and-views%2Fpublications%2F%3Fp%3D5 16. Dixon-Fyle S., Dolan K., Hunt V., et al., Diversity wins: how inclusion matters, 2020, McKinsey & Company. https://www.mckinsey.com/featured- insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters/ 17.Umoren R, Kim S, Gray MM, et al. Interprofessional model on speaking up behaviour in healthcare professionals: a qualitative study. BMJ Leader 2022;6:159. 16www.inspiredvet.co.uk'