{"id":77852,"date":"2025-06-01T00:00:32","date_gmt":"2025-06-01T04:00:32","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=77852"},"modified":"2025-05-19T18:42:09","modified_gmt":"2025-05-19T22:42:09","slug":"women-leadership-2025","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/women-leadership-2025\/","title":{"rendered":"Lead Like It\u2019s 2025"},"content":{"rendered":"

Veterinary medicine is nearly 80% female. But when you look at who\u2019s running the show \u2014 owning the practices, sitting on boards, holding C-suite titles<\/a> \u2014 the numbers start to shift. The pipeline is full of talented, driven women, yet somewhere along the way, leadership still skews male. If you\u2019re a man in veterinary medicine, especially in a leadership role, you\u2019re in a position of influence, whether you realize it or not. And with that influence comes the chance to help \u2014 not for show, but because it matters. The entire practice benefits when everyone on the team is seen, heard and supported.<\/p>\n

Here are five moves every man can make to show up for the women on his team.<\/p>\n

1. Introduce Her to Possibility<\/h3>\n

If a woman didn\u2019t grow up with a mother in leadership, she might not have a clear picture of what\u2019s personally possible. That matters. Emulating others is a big part of understanding \u201cnormal\u201d and where you fit in the ecosystem. We don\u2019t have to go far back to find women who didn\u2019t have the same rights as men. For example, U.S. women weren\u2019t allowed to have their credit cards in their name until 1974. And I find this one mind-blowing: Not until the Civil Rights Act of 1972 did many veterinary schools stop refusing to admit women on the grounds that they would leave the field to become mothers.<\/p>\n

Do your part, men, by promoting examples of women as equals. Talk about women leading veterinary practices, running companies, building empires. Recommend a book. Share a podcast. Be intentional about what and who you highlight.<\/p>\n

I recently interviewed author Heather Sharp for my podcast, Everyday Wonder Women<\/em> [bit.ly\/3RyHbnY<\/a>]. She talked about career day in high school and having to pick from a drop-down menu. She chose \u201cflight attendant\u201d because that\u2019s what her mom did. The teacher said, \u201cWhy don\u2019t you circle \u2018pilot\u2019 instead?\u201d She paused. It had never occurred to her. She just retired from a 30-year career as an airline and military pilot.<\/p>\n

Try to be the one who helps expand what a woman sees as possible.<\/p>\n

2. Help Her Stretch<\/h3>\n

You see the potential. She\u2019s sharp, talented and capable, but she\u2019s hesitant. Maybe she doesn\u2019t feel ready for the leadership role, the big presentation or the next step.<\/p>\n

Encourage her, not with a pat on the head, but with genuine belief in her abilities.<\/p>\n

When my cousin Debra (the CFO of a major company) said she was driving a U-Haul solo from Texas to Arizona, some people in my family were appalled. A woman? Driving a moving truck? Alone? Others didn\u2019t see the problem. It reflects the fact that everyday gender biases exist, and it\u2019s pretty easy to underestimate what women can (and regularly do) handle. Debra didn\u2019t flinch or let the naysayers get to her. She just threw it in drive and hit the road, like the boss she is.<\/p>\n

Your team might have a technician who should be a veterinarian but needs that extra push. You might have a niece or the daughter of a friend who doesn\u2019t yet see what she\u2019s capable of doing. Maybe people see something as unconventional for a girl.<\/p>\n

Here are three ways to encourage her:<\/p>\n

    \n
  • Call it out specifically.<\/strong> Instead of saying, \u201cYou\u2019re great,\u201d try, \u201cYou have a natural presence when you talk to clients. I think you\u2019d be amazing leading a team.\u201d<\/li>\n
  • Invite her to stretch her opportunities.<\/strong> Recommend her for a project, ask her to lead a case discussion or encourage her to apply for a new role.<\/li>\n
  • Back her up publicly.<\/strong> When she takes that step, speak up in meetings, give credit where it\u2019s due and let others see your belief in her.<\/li>\n<\/ul>\n

    Be the one who helps her break those limits. Let her know you see her potential and help her build the confidence to go after it.<\/p>\n

    3. Make Space for the Quiet Ones<\/h3>\n

    Not every woman wants to command the room. One of the most grounded, thoughtful team members I\u2019ve worked with was also the quietest. She never interrupted and never talked over others. To some, it read as disinterest or meekness. A few assumed she wasn\u2019t that sharp. The truth was she was more brilliant than the rest of us.<\/p>\n

    At first, I tried to make space for her in meetings by saying things like, \u201cI\u2019d love to hear what Sarah thinks.\u201d But what I didn\u2019t realize was that being called out in a room full of people pushed her to the edge of a panic attack.<\/p>\n

    Where did I discover her best insights? At the coffee machine. At her desk when I popped by to chat. I also discovered she opened up in emails and texts. And I quickly learned that she said things only once, so I\u2019d better pay attention. She wasn\u2019t an overdoer.<\/p>\n

    Over time, I helped her find her voice in group settings and made a point to recognize her publicly. Slowly, others started to see what I\u2019d always seen.<\/p>\n

    Quiet doesn\u2019t mean weak. It doesn\u2019t mean disinterested. And it doesn\u2019t mean less capable. Make the extra effort. Seek her out. Ask with intention. Then listen.<\/p>\n

    Authentic leadership knows that brilliance doesn\u2019t always shout.<\/p>\n

    4. Understand That You Have No Idea What It\u2019s Like<\/h3>\n

    As a man, you don\u2019t know what it\u2019s like to be a woman in the workplace. You\u2019ve never had your career questioned because of pregnancy. You aren\u2019t expected to raise the kids, work full time and still keep up appearances. You haven\u2019t had your ambition labeled as \u201caggressive\u201d or been the only woman in the room with no one to model after.<\/p>\n

    You haven\u2019t had to manage hormone shifts, fertility pressure or been part of a generation where women couldn\u2019t get a credit card without a husband.<\/p>\n

    You also haven\u2019t had a client ask if you\u2019re the receptionist when you\u2019re the doctor. You haven\u2019t walked into a room full of male executives and realized they expect you to take notes, not lead. You haven\u2019t had a male coworker repeat your idea two minutes later \u2014 and suddenly, everyone\u2019s applauding his innovation.<\/p>\n

    You don\u2019t have to understand it fully, but you do need to recognize that these things shape her experience and reactions to situations.<\/p>\n

    5. Give Her Space (Literally)<\/h3>\n

    Let\u2019s talk about physical presence because, whether you realize it or not, it matters. The numbers vary depending on the source, but a conservative estimate is that 1 in 5 women versus 1 in 20 men have experienced sexual violence. Most men don\u2019t think twice about where they park their car at night or how far their hotel room is from the elevator. Most women do.<\/p>\n

    Women carry pepper spray. They grip their keys like weapons. They avoid stairwells. They do the math, in real time, on whether you\u2019re standing too close.<\/p>\n

    So yes, you might be one of the good guys, but that doesn\u2019t mean she knows it. Or feels it.<\/p>\n

    Be aware of your size. Your posture. Your volume. Your tone. Don\u2019t loom. Don\u2019t block doorways. Give her space to breathe. Take a step back. A softer tone. A little space.<\/p>\n

    Small adjustments can make a big difference in how safe a woman feels around you, whether you\u2019re her colleague, her boss or a stranger passing by in the hallway<\/p>\n

    Life Lesson<\/h3>\n

    Even with all five moves in your toolkit, sometimes the real learning happens in the everyday moments. Like this one:<\/p>\n

    I once had a male veterinarian on my team whose decision unintentionally overrode our female head technician. He owed her an apology and knew it. After chatting with them separately and encouraging them to work things out, I followed up a few days later.<\/p>\n

    \u201cDid you get things smoothed over?\u201d I asked him.<\/p>\n

    \u201cYep, all good! We worked it out,\u201d he said, totally confident.<\/p>\n

    Later, in passing, I told the tech, \u201cI\u2019m glad you and Dr. X got things resolved.\u201d<\/p>\n

    She looked at me, confused. \u201cWe didn\u2019t.\u201d<\/p>\n

    So I went back to him. \u201cWhat exactly did you say when you apologized?\u201d<\/p>\n

    He blinked and said, completely sincere, \u201cOh, I asked if she wanted to grab a beer sometime.\u201d<\/p>\n

    Listen, I\u2019ve since learned that is how some men make peace. But for most women? That\u2019s not an apology. It\u2019s an invitation to pretend something never happened.<\/p>\n

    I had to coach him on saying these words: \u201cI\u2019m sorry.\u201d<\/p>\n

    Supporting women at work doesn\u2019t require cupcakes, candles or awkward compliments. It just takes consistency, awareness and a willingness to lead with humility instead of a hero complex. You don\u2019t need a cape. You just need to give a damn.<\/p>\n

    \n

    SIGNS OF PROGRESS<\/span><\/h3>\n

    Women still face career barriers in the veterinary business \u2014 less representation in practice and company ownership, fewer leadership seats, and more challenges accessing capital than their male counterparts. But the tide is starting to turn.<\/p>\n

    In 2008, only 39% of veterinary practices were sold to women, according to a State of the Market<\/em> report from Simmons & Associates. Fast-forward to today, and we\u2019re seeing real momentum: From 2019 to 2023, women accounted for 54% of doctor-to-doctor practice purchases, according to Simmons VetStats.<\/p>\n

    We\u2019re not where we need to be, but we\u2019re moving in the right direction.<\/p>\n

    Ownership is no longer the exception for women in vet med. It\u2019s becoming the expectation.<\/p>\n

    \n

    PAY DISPARITY<\/span><\/h3>\n

    According to the American Veterinary Medical Association\u2019s Economic State of the Veterinary Profession<\/em> report, male associate veterinarians reported average annual compensation of $164,075 in 2023. Among female associates, the average was $129,760.<\/p>\n","protected":false},"excerpt":{"rendered":"

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