By Jamie Davis, CVPM
If you have ever explored the concept of Diversity, Equity, and Inclusion (DEI) and felt overwhelmed by how it would apply to your organization, you are not alone. Seeing positions for DEI officers in the workforce might lead you to believe that an entire position is required to successfully implement DEI in your organization. That couldn’t be further from the truth. With a little understanding of what DEI is, what the B is all about in DEIB, and a simple roadmap on where to start in implementing these practices in your hospital, you too can have a workplace that embraces DEIB.
Incorporating DEIB in the veterinary workplace can contribute to the following advantages. (Adams, 2022)
- Talent acquisition. When we are intentional in attracting a more diverse applicant, we enlarge the sourcing of our talent pool. More reach means more qualified applicants.
- Employee engagement. Organizations with DEIB-friendly practices are 60% more likely to have high engagement and 45% more likely to have high retention.
- Client satisfaction. When we have diversity in our workforce, we align better with the diverse populations that we serve. Client relationships and our hospital brand are stronger.
- Problem-solving and innovation. More diversity means more perspectives. Challenges are addressed with more diverse solutions, ideas, and opinions.
While it might be easy to remember what the letters in DEIB stand for, do you understand what each means and how that can be applied? (Chamber of Commerce, 2023)
- D=Diversity – Diversity asks, “Who is in the room?”. Look around yourself to evaluate. This includes what you can see and what you can’t see. Ethnicity, race, gender, sex, work experience, working styles, character strengths, and talents are some examples. By looking around, you can start to identify opportunities to grow your team’s diversity.
- E=Equity – Equity asks “Who is trying to get in the rooms, but can’t – AND – what are the barriers? Evaluate your process of what attracts people to your team and what keeps them there. Are you reaching out to a diverse population? Do you explore the candidate’s character strengths during the recruiting process? Are there opportunities in your benefits to appeal to a wider audience?
- I=Inclusion – Inclusion asks, “Have everyone’s ideas been heard, respected, and understood?” Look at your team and how they share ideas and how those ideas are responded to. Making sure that everyone has the same opportunity to share their ideas with leadership is a great place to start. If we only have one-on-one communication with those who directly express interest, we are likely missing out on a big opportunity to include all our team. During this process, don’t forget to evaluate each team member’s needs. Get to know your team on a deeper level. For example, if you have someone who is lactose intolerant, be sure to offer a non-dairy dessert when you bring in an ice cream bar.
- B=Belonging. Belonging asks “Is everyone feeling value through positive connections with others and able to bring their authentic self to work?” This facet of DEIB is all about bringing the other three areas together. When a diverse group is welcomed to your team and can freely share their ideas, belonging is what happens with those diverse ideas. Do they have to hide who they are, or can they share all they bring to your team without fear of rejection? Belonging mirrors the concept of team psychological safety. This is a shared belief held by members of a team that is it OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes – all without fear of negative consequences. (Gallo, 2023)
Now that we have a shared understanding of what the components of DEIB are, we now turn to how to bring this to our teams with some practical strategies. Here are three ways to start your journey towards an intentional focus on DEIB in your hospital.
- Educate and Raise Awareness. Conduct structured training to educate your team on what DEIB is, and how it is applied to your team and increase awareness on bias. There are a growing number of programs and certifications available that are specific to the veterinary industry.
- Cultivate a Diverse Workforce. Actively seek diversity. Look to your hiring practices and look for ways to expand to a broader community. Shake it up from the same old job sites and think outside the box! To cultivate within your team, encourage open conversations about what makes your team diverse and allow the team to learn from each other and their unique experiences.
- Create Inclusive Policies. Review your existing policies to ensure they are inclusive and free from bias. Ensure that all new policies undergo this same evaluation.
Educational Programs for DEIB:
- AVMA Brave Spaces Training
- Blend Vet
- Purdue University – Diversity Certificate
Incorporating Diversity, Equity, Inclusion, and Belonging (DEIB) into the fabric of a small veterinary hospital not only enhances the workplace environment but also positively influences the quality of care provided to animals and their owners. By embracing these principles, veterinary hospitals can create a culture where every team member feels valued, included, and empowered to contribute their unique skills and perspectives. This, in turn, fosters a more compassionate and responsive healthcare environment for both employees and the cherished pets they serve.
About the Author
Sources:
Adams, H. G. (2022, October 10). Deib Metrics: An essential guide - redthread research. RedThread Research - Connecting people, ideas, data, and stories to provide better insights. https://redthreadresearch.com/deib-metrics/
Chamber of Commerce, D. C. (2023, March 27). Diversity, equity, inclusion, and belonging toolkit for businessesDelaware County Chamber of Commerce. https://delawarecounty.org/resources/diversity-equity-inclusion-and-belo...
Gallo, A. (2023, February 15). What is psychological safety?. Harvard Business Review. https://hbr.org/2023/02/what-is-psychological-safety