{"id":10576,"date":"2021-08-01T00:00:28","date_gmt":"2021-08-01T07:00:28","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=10576"},"modified":"2022-06-15T17:48:01","modified_gmt":"2022-06-15T17:48:01","slug":"the-diversity-of-diversity","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/the-diversity-of-diversity\/","title":{"rendered":"The Diversity of Diversity"},"content":{"rendered":"

Diversity is no stranger to veterinarians. This profession is composed of people who understand biodiversity and the earth\u2019s self-regulating system that balances the populations and habitats of all species, humans included. In their day-to-day practice, veterinary team members are likely to see all kinds of animals, from snakes to dogs, gerbils to cats, frogs to horses. And they are likely to see a wide variety of concerns and ailments, from urinary infections to diabetes to cancer to severe wounds. A diversity of practices exists within the profession: the agrarian and farm-call veterinarian, the companion animal and brick-and-mortar veterinarian, and now, the curbside veterinarian.<\/p>\n

In any given practice are professionals from a variety of educational programs, each with unique contributions. The veterinary profession has diverse specializations like toxicology, anesthesia, ophthalmology<\/a>, pathology, radiology and dentistry. More recently, some veterinarians focus on One Health discussions and the positive contribution of pets to human health.<\/p>\n

All these diversities call for respect and tolerance, which might begin by acknowledging and appreciating where teammates went to veterinary school, how much additional training they had, and with which animals they\u2019ve had experience.<\/p>\n

Diversity, Equity and Inclusion (DEI)<\/h3>\n

On a broader scale, the veterinary profession has addressed the notion of DEI since 2004, and more recently, when the American Veterinary Medical Association board of directors teamed with the American Association of Veterinary Medical Colleges to create the Commission for a Diverse, Equitable and Inclusive Veterinary Profession. Likewise, the AVMA is collaborating with 10 DEI-focused affinity organizations led by the Multicultural Veterinary Medical Association. We also have the student-run Veterinarians as One Inclusive Community for Empowerment (VOICE).<\/p>\n

Our challenge is to continue the discussion and apply it to our individual practices. As we do, we find ourselves bombarded with words and terms, many of which might be new to us. These terms \u2014 BIPOC, cisgender, intersectionality and Latinx to name just a few \u2014 illustrate how diverse the topic of diversity really is.<\/p>\n

Recently, I saw T-shirts stating, \u201cWords Have Meaning.\u201d Knowing that our words have an impact \u2014 to comfort or honor, or to offend and hurt \u2014 we need to use the correct terms and understand their meaning. While diversity issues go deeper than just the words, understanding the right words and how to use them is an excellent place to begin.<\/p>\n

BIPOC<\/h3>\n

The term BIPOC<\/a>, referring to Black, Indigenous and people of color, reminds us how diverse race and ethnicity are. Likewise, the term Latinx, as a gender-neutral term, recognizes the diversity within the Latin community. To bring an appreciation of DEI to our practices, we need to hear the voices of minority veterinarians who speak of being castigated and marginalized, talked over, ignored or summarily dismissed. What about those experiencing intersectionality \u2014 combining marginal characteristics, such as a Black female or gay Latinx?<\/p>\n

How much do we understand BIPOC? Do we know how people of color feel in the very white veterinary profession? How aware are we of the looks, stares and subtle gestures that tell marginalized people they are not welcome? How welcoming are we to BIPOC as teammates and clients? How committed are we to being antiracist?<\/p>\n

With teammates of diverse races and cultural origins, we have an opportunity or a dilemma. Do I comment on my colleagues\u2019 ethnicity and perhaps accentuate the \u201cotherness,\u201d or do I say nothing as if to say, \u201cI\u2019m colorblind\u201d or \u201cI\u2019m ethnicity blind\u201d? And does my ignoring the \u201cotherness\u201d negate the personal history and culture?<\/p>\n

Getting comfortable being uncomfortable is now the name of the game, which might mean watching out for microaggressions. In an article written by Jim Bell and published by the Southern California Veterinary Medical Association \u2014 read it at bit.ly\/3xGkTVn<\/a> \u2014 Dr. Kemba Marshall advises us to be ready to \u201cspeak up and say someone\u2019s behavior is not appropriate.\u201d Bringing in DEI experts can be helpful. Finding ways to embrace and learn about our team members\u2019 customs, languages, and beliefs enables us to avoid looking at everything in an ethnocentric way. At the same time, we will convey belonging and enrich the entire team.<\/p>\n

Multigenerational<\/h3>\n

Your practice likely is confronting the challenge of diversity with the realization that your teammates represent diverse chronological backgrounds. You might have:<\/p>\n