Why DEIB is Here to Stay: Part 2

Creating Inclusive Veterinary Workplaces

As part of a recent qualitative interview project on diversity, equity, inclusion, and belonging (DEIB) in veterinary medicine, I had the honor of speaking with four incredible leaders: Dr. Valerie Marcano, Dr. Latonia Craig, Dr. Niccole Bruno, and Dr. Kemba Marshall.

Our conversations explored key challenges and opportunities across four major categories:

• Industry-level issues

• Clinic culture

• Working with diverse clientele

• Pipeline development

This blog is the second in a four-part series that identifies patterns across interview responses and highlights actionable strategies for advancing DEIB work. In this article, we’ll focus on the second theme: clinic culture and workplace strategies for building inclusive, supportive veterinary environments.

Methods

To examine how DEIB can be integrated into day-to-day clinical culture, I conducted four semi-structured interviews with veterinary professionals who are leading DEIB efforts across education, practice, nonprofit leadership, and national policy. Each conversation was recorded and transcribed, and key themes were identified across the responses.

These interviews uncovered practical insights and urgent reminders that the culture we create inside clinics has a direct impact on wellbeing, retention, and the profession’s future.

Meet the Interviewees

Dr. Valerie Marcano is the co-founder of Pawsibilities Vet Med, a 501c3 nonprofit that leverages mentorship, professional development, and resources to empower current and future veterinary professionals. Her insights stem from years of advocacy, mentoring, and frontline DEIB work—all while balancing a full-time career and personal passions like playing in a band.

Dr. Latonia Craig serves as the Chief Diversity, Equity, and Inclusion Officer at the American Veterinary Medical Association (AVMA). Before joining the AVMA, Dr. Craig served as Assistant Dean for Diversity at Purdue University’s College of Veterinary Medicine. Her academic journey includes graduate work in Pan-African Studies, a second master’s in Urban Educational Leadership, and a doctorate focused on race and gender perceptions of leaders.

Dr. Niccole Bruno is the founder of blendVETⓇ, an organization dedicated to advancing DEIB in veterinary medicine. Inspired by her own experiences as an underrepresented professional, she transitioned from clinical practice to focus on building a more inclusive future for the profession—especially for the next generation. Through blendVETⓇ, she leads DEIB training, student and parent programming, and community-based access-to-care initiatives.

Dr. Kemba Marshall is a veterinary leader whose diverse career—spanning private practice, emergency medicine, corporate leadership, and research—has shaped her commitment to equity, inclusion, and professional growth in veterinary medicine. She recently served as editor of the newly released book Diversity, Equity, and Inclusion in Veterinary Medicine, a collection that explores the challenges and opportunities for creating a more inclusive profession.

What is DEIB?

Before we jump into interview themes, I think it is helpful to understand what DEIB is.

DEIB stands for Diversity, Equity, Inclusion, and Belonging—a framework that guides efforts to create more fair, welcoming, and supportive environments. In veterinary medicine, DEIB helps ensure that all individuals—regardless of background, identity, or lived experience—can thrive within the profession, from the clinic floor to the classroom to the industry level.

• Diversity – The presence of differences in identity, background, experience, and perspective (e.g., race, gender, ability, socioeconomic status).

• Equity – Ensuring fair access to opportunities, resources, and support based on individual needs and circumstances.

• Inclusion – Creating environments where all people feel welcomed.

• Belonging – Feeling comfortable and accepted in a particular group.

Key Themes in Clinic Culture

Across all interviews, the importance of everyday actions, policies, and workplace norms stood out as central to building more inclusive veterinary practices.

1. Inclusion Starts with Everyday Interactions

Creating a positive workplace culture doesn’t have to start with large-scale initiatives—it starts with how people treat each other day-to-day.

“I want to be greeted when I walk in the door in the morning. You see me. If we have a team meeting, I want to be a part of the conversation… and not judged for taking a day off. That’s a positive workplace culture.” — Dr. Latonia Craig

DEIB isn’t just a concept. It’s built through relationships, communication, and respect. Small moments—saying hello, listening attentively, respecting boundaries—are the foundation of inclusive culture.

2. Modeling Matters (Even When Leadership Doesn’t Buy In)

Multiple interviewees emphasized that inclusive leadership can happen at any level—not just from those at the top.

“Even if your place of work is not inclusive… you can still put in the work. You can still work on your communication style, how you give and receive feedback, and how you stand up for others.” — Dr. Valerie Marcano

In clinics where leadership is hesitant or slow to adopt DEIB practices, staff can still model the behavior they want to see. Culture change often begins with individual actions and can influence systems over time.

3. Belonging Requires Career Growth and Visibility

Dr. Kemba Marshall highlighted how important it is to not just “include” people—but to create space for their continued growth.

“How do you bring in high-functioning individuals and continue to make space for them… so that they can see some type of path?” — Dr. Kemba Marshall

In many veterinary workplaces, especially for BIPOC professionals or those with intersecting marginalized identities, the path to advancement can be unclear. True belonging means not only welcoming someone to the team—but making sure they have a future there.

4. Feedback and Communication Are Core to Inclusion

Dr. Niccole Bruno emphasized that one of the simplest but most powerful things a clinic can do is to create safe channels for honest feedback.

“What if we opened the doors for feedback and created environments where people felt like they could share if something was bothering them?” — Dr. Niccole Bruno

Workplace inclusion isn’t about avoiding conflict—it’s about having the tools and trust to navigate it in a respectful, growth-oriented way. That starts with normalizing feedback, checking in with team members, and creating intentional spaces for communication.

5. Policy Must Reflect Practice

From onboarding to scheduling, clinic policies are where DEIB values are either supported—or undermined.

“If you don’t have an onboarding process, that’s a huge missed opportunity… That’s where you introduce the culture of your organization.” — Dr. Latonia Craig

Interviewees encouraged practices to evaluate whether their stated values are reflected in written policies and reinforced in team expectations. Onboarding, time-off policies, communication guidelines, and training programs all shape the lived experience of inclusion.

Actionable Strategies: What You Can Do Now

1. Strengthen Policy and Accommodations

Clinic policies can either reinforce equity—or unintentionally create barriers. Review your workplace policies and physical environment through a DEIB lens:

• Implement a Zero-Tolerance Policy for discrimination, harassment, and bullying that is clearly communicated and consistently enforced.

• Update Physical Spaces to be accessible and inclusive—think wheelchair-accessible restrooms, gender-neutral facilities, and culturally inclusive signage.

• Revise Dress Codes and Appearance Policies to respect personal expression and diverse cultural norms.

• Ensure Health Benefits Cover Mental Health Services and communicate these benefits clearly to all team members.

• Offer Religious and Cultural Accommodations, such as flexible scheduling or quiet spaces for prayer.

2. Rethink Onboarding

Use your onboarding process to set a tone of inclusion from day one. Make sure new hires understand expectations around communication, collaboration, and respect—and ensure your policies support work-life balance, accessibility, and equity.

Rather than handing over a manual and moving on, consider integrating DEIB into onboarding by:

• Introducing the organization's commitment to inclusion and psychological safety

• Setting clear expectations for respectful behavior and communication

• Asking what support or accommodations a new team member might need

• Pairing new hires with mentors who can help them navigate culture, not just protocols

3. Use Stay Interviews to Build Retention and Inclusion

Regular check-ins, stay interviews, and informal moments of connection can go a long way in building trust. Instead of assuming what makes a positive culture, ask:

“What do you need to be successful?” — Dr. Latonia Craig

Unlike exit interviews—when it’s already too late—stay interviews are proactive, one-on-one conversations designed to uncover what keeps your team members engaged, what barriers they face, and how the workplace can better support them.

Dr. Craig emphasized the importance of using stay interviews as part of a routine culture check. Stay interviews don’t need to be long or formal, but they should be intentional and consistent. Ask questions like:

• What do you enjoy most about your role?

• What would make your day-to-day work more fulfilling?

• Have you experienced or witnessed anything that made you feel excluded or unsupported?

These conversations can also help identify patterns or gaps in clinic culture, policy, or leadership—and they signal to team members that their experience matters.

4. Create Feedback Loops That Actually Work

Feedback should be ongoing, not just tied to annual reviews. Create low-stakes ways for team members to express concerns, celebrate wins, and suggest improvements. Use anonymous surveys, regular huddles, or even a “team feedback box” to normalize input.

Dr. Craig recommends integrating structured DEIB reflections into existing team meetings or monthly gatherings. For example:

• Use a real-world case study to spark conversation.

• Ask: “If this were to occur in our practice, what do we have in place to address it?”

• If a gap exists, that’s a sign a new policy or protocol may be needed.

• If a policy exists but feels vague or inconsistent, revise it—and designate someone to be accountable for upholding it.

Inclusive leadership means that we are ensuring decision-making reflects a diversity of identities and perspectives and creating opportunities for all voices to be heard—not just those who speak the loudest or most often.

5. Practice What You Preach

Leadership isn’t just about policies—it’s about presence. Managers and practice owners should regularly participate in the day-to-day, especially during busy or high-stress moments.

“When you’re standing shoulder to shoulder with someone doing something hard or messy… they will never forget it.” — Dr. Kemba Marshall

Even if your leadership team isn’t fully on board yet, you can still show up for inclusion. Practice giving feedback with empathy, learn how to respond when bias shows up, and uplift your coworkers.

6. Build Partnerships with DEIB-Focused Organizations

You don’t have to do this work alone—and you shouldn’t. There are several veterinary organizations already dedicated to advancing DEIB through training, tools, mentorship, and community engagement. Partnering with them can provide valuable resources, shared learning opportunities, and a network of support.

Start by identifying organizations whose missions align with your goals. Instead of reinventing the wheel, ask how you can collaborate, co-sponsor events, or use their existing frameworks to inform your efforts.

Some DEIB-focused organizations in veterinary medicine include:

• blendVETⓇ – Offers DEIB certification programs, pathway programming, and workplace culture training.

• Pawsibilities Vet Med – Focuses on increasing representation in vet med through mentorship, leadership development, and inclusive career prep.

• Journey for Teams (AVMA) – Provides free DEIB resources and step-by-step guides for veterinary teams.

• Multicultural Veterinary Medical Association (MCVMA) – Promotes cultural competency and supports veterinarians from underrepresented backgrounds.

These partnerships amplify impact, reduce duplication of effort, and foster a broader sense of community across the profession.

Resource Spotlight: Journey for Teams

Journey for Teams is a national initiative co-led by the AVMA and VMAE designed to help veterinary professionals take consistent, meaningful action on diversity, equity, and inclusion. Their monthly learning modules cover real-world topics that affect client communication, workplace culture, and team dynamics.

The program is flexible, team-centered, and focused on practical tools that any clinic can use. From conversations about unconscious bias to tips on inclusive language, Journey for Teams empowers individuals and groups to take action at their own pace.

To explore the resources and get your clinic involved, visit www.journeyforteams.org.

Final Thoughts: The Power of Culture

The culture inside your clinic has the power to shape careers—and lives. While big changes at the industry level are important, the most immediate and personal impacts of DEIB work often happen in the relationships, habits, and values we nurture in our everyday environments.

Whether you’re a practice owner, veterinary assistant, or student, your actions matter. A welcoming hello, a fair schedule, or a genuine moment of feedback might be the difference that helps someone feel like they truly belong.

Next in the Series

In our third post, we’ll explore how DEIB principles can shape the way we engage with diverse clients—ensuring care is not only clinically excellent, but also culturally responsive and accessible.