Why DEIB Matters in Veterinary Medicine: How To Start DEIB Initiatives in Your Clinic

I’ve seen, throughout my career, how powerful it is when a pet parent and clinic build mutual trust; it’s often the difference between a pet thriving and one that does not.

Trust is a fundamental part of the veterinary-client-patient-relationship (VCPR), built on transparency and effective communication. 

Yet veterinary medicine remains one of the least diverse medical professions in the United States. U.S. Bureau of Labor Statistics data show that in 2022, approximately 91.4% of veterinarians were White, 2.2% Black, 4.3% Asian, and 0.5% Hispanic/Latinx—indicating little meaningful change in diversity.

When the profession doesn’t reflect the communities it serves, subtle barriers appear: language gaps, unspoken biases, and missed cultural cues that shape how people seek—or avoid—care.

A lack of trust or belonging can lead families to postpone visits or decline treatment, affecting both pet health and the emotional well-being of the people who love them.

What Does DEIB Mean in Veterinary Medicine?

DEIB stands for Diversity, Equity, Inclusion, and Belonging.

• Diversity means having staff from different racial, ethnic, cultural, gender, and ability backgrounds.

• Equity involves making sure staff and pet parents have access to the same opportunities and resources.

• Inclusion means building a culture where all voices are heard and valued.

• Belonging is when someone doesn’t just fit in—they feel their true self is welcome and respected. It’s a feeling.

DEIB in Action Through Veterinary Medicine

In a veterinary practice, DEIB goes beyond policy—it’s about how the clinic feels to the families walking through the door.

Clinics aren’t just physically accessible; they radiate a sense of safety and understanding. That sense of belonging is created through genuine interaction, honesty, and empathy.

For example, when Spanish-speaking families realize there are pet care resources in their language, their whole demeanor shifts—they ask more questions, advocate for their pets, and leave feeling confident in their veterinarian’s recommendations. 

In veterinary hospitals, DEIB shows up when everyone—front desk, veterinary technicians, practice managers, and veterinarians—feels free to be themselves, communicates with empathy, and understands each client’s individual needs.

Why DEIB Matters for Pet Parents and Their Communities

Stronger Communication and Trust

When veterinary teams reflect the communities they serve and are trained to understand different cultural perspectives and communication styles, pet parents are more likely to understand treatment plans, ask questions, and feel confident in their decisions.

When I empowered my bilingual veterinary technicians to explain disease processes to clients in their native language, we watched the way we cared for patients transform.  

They could explain complex conditions in a way that resonated with our Spanish-speaking clients—bridging a gap that had quietly existed for years. Once clients truly understood the why behind a diagnosis or preventive plan, follow-through improved, and our patients stayed healthier as a result.

It is essential to recognize barriers and gaps in communication styles and techniques—and to be intentional about educating your team to meet these needs. 

Clients were most appreciative of being spoken to in their native language, and it made them feel comfortable knowing they could express their pets’ needs. Educating clients leads to better patient care and greater compliance.

Being able to communicate effectively and with empathy to a client is central to DEIB, and that’s why it’s so vital in veterinary medicine.

Better Health Outcomes for Pets

Pet parents who feel understood and respected are more likely to follow preventive care, medication schedules, and wellness visits—and that matters!

In fact, a study from the American Veterinary Medical Association, found that pet parents who repeatedly utilized wellness-care services showed significantly higher rates of heartworm prevention, wellness-exam uptake, and vaccination compliance compared to those who did not.

That kind of follow-through reduces emergencies and chronic disease, improving overall pet health and strengthening trust within pet-parent communities.

Trust doesn’t happen overnight. But when families see themselves reflected in their care team, conversations become honest and proactive—they share concerns that might otherwise go unsaid.

More Welcoming, Safer Spaces

The Human Animal Bond Research Institute reported in 2022 that 34% of the pet parents of color surveyed believed racial and ethnic minorities faced more difficulty accessing veterinary care.

For pet parents who speak different languages, have disabilities, or face financial barriers, inclusive clinics reduce stress and provide access to care they might otherwise forgo.

I’ve seen many pets improve simply because the clinic went the extra step—connecting a family with a bilingual staff member or respecting a single parent’s schedule and finances. These changes matter.

Reflecting on Community Diversity

If your neighborhood is diverse, your veterinary team should reflect and understand that diversity.

I once walked into a veterinary leadership meeting and realized I was the only ethnically diverse professional in the room as an Afro-Latina. It wasn’t just isolating—it was a wake-up call about how much work we still have to do. But that moment also revealed an opportunity. Leadership is about shaping the table itself.

When diverse professionals step into leadership roles, they can implement policies and create environments that transform organizational culture. Representation at the top matters because leaders drive accountability, model inclusion, and open doors for those who come after us.

Current Demographics of U.S. Veterinarians (2023–2025)

Data reported from the U.S. Bureau of Labor Statistics (via the UC Davis School of Veterinary Medicine) and the American Veterinary Medical Association (AVMA), 2022–2024.

How To Grow DEIB Initiatives at Your Clinic

Veterinary teams and leaders can expand inclusion in meaningful ways, starting with their own teams.

• Mentorship programs: When I was in practice, I showed up at school career days to showcase veterinary medicine and offer students shadowing opportunities. Through our current programs, we hire student interns, provide networking with veterinary professionals at events, and connect them with hospitals for mentorship and career guidance.  

• Professional development and continuing education: Offer regular workshops (such as blendVET’s Vet Me Explain on-demand CEs) on communication, accessibility, and bias awareness.

• Partner with organizations: Collaborate with inclusive veterinary hospitals, corporate groups, and professional associations (such as PrideVMC, the National Association for Black Veterinarians, and the American Animal Hospital Association), to develop educational programs, workshops, and mentorship initiatives that bring inclusion to life in real clinical settings. Veterinary leaders can access structured training, resources, and community connections that make DEIB a sustainable part of everyday practice.

• Inclusive policies: Create DEIB committees and feedback loops so staff can safely share experiences or concerns and see their input lead to policy and action.

• Track progress: Measure staff diversity and client satisfaction, especially among underrepresented groups of pet parents.

DEIB in veterinary medicine isn’t about politics or trends—it’s about creating lasting change so every pet parent and every pet receives the care they deserve.

Practices that value diversity, equity, inclusion, and belonging foster better communication and genuine trust, leading to more compassionate care for all.