Taking Inventory on Inclusivity: Addressing Differences to Foster a Successful Veterinary Workplace

Among the various teams I've been a part of and led throughout my 18-year veterinary career, I've discovered that truly successful teams are driven off of items that don't involve spending large sums of money, but rather thrive off of leaders that act thoughtfully and deliberately. We often take inventory of products and goods within a business to promote efficiency and maintain a “checks and balances” system. When considering the success of our teams, routine inventory should be taken here as well, ensuring the ideas of its members are inclusive in order to promote active engagement. Inclusion is the action or state of being a part of any group or structure. Inclusivity is defined as the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those having physical or intellectual disabilities or belonging to other minority groups. Inclusion in veterinary medicine should represent the intentional effort to ensure all individuals within this profession are welcomed, supported, and valued, regardless of one's race, gender, sexuality, age, or ability. Veterinary medicine is known as one of the least diverse professions in the United States, particularly as it pertains to race, identifying 92.6% of veterinarians as White, 8.5% as Hispanic or Latino, 3.6% as Asian, and 1.2% as Black or African American according to 2024 statistics [1, 2]. Low numbers of underrepresented groups not only demonstrate the lack of diversity within the veterinary workspace, but negatively impact a team's ability to recognize specific clientele needs, reduce the probability of attracting a wide variety of skilled applicants, and narrow diverse viewpoints for strategic problem-solving [3]. This article discusses simple techniques for promoting inclusivity to enhance a team's success and engagement within the veterinary workplace. Inclusion in the workplace creates a sense of belonging among co-workers which can translate to greater productivity, more innovation, and improved decision-making [4]. Likewise, inclusion goes hand-in-hand with engagement, as ultimately individuals who feel valued and respected for their unique identities and ideas, are more likely to be satisfied with their work and actively contribute within team settings. Team performance is also increased when there's a greater connection among employees and everyone is in the sense “pulling on the same side of the rope.” Reasonably, leaders of any company must see the importance of creating this inclusive culture and take an active role in its understanding. A 2025 Gallup survey reported that only 31% of the U.S. workforce is actively engaged at work, marking a 10-year low and a continually declining trend, with the remaining 69% majority either actively disengaged or not engaged at all [5]. For any business, this leads to less productive employees, higher turnover rates, reduced profits, and increased spending to recover from attrition. This is a striking statistic, as a considerable portion of the current workforce lacks engagement in their roles, which poses substantial challenges for businesses. Overall, it is highly imperative for companies to enhance this engagement by implementing inclusive initiatives. According to the U.S. Department of Labor and Statistics, Millennials make up the largest share of the labor force at 36%, followed by Gen X at 31%, Gen Z at 18% and Baby Boomers at 15% [6]. Provided the generational diversity among our workforce, it is evident that we must ensure the opinions of all team members are included to foster environments of long-lasting active engagement. Scientific studies have proven that although heterogenous groups may appear to have a greater rate of conflict in relation to problem-solving, homogenous groups are found less likely to generate multiple solutions to a problem due to uniformity, thus lacking identification of the root cause to a particular problem [7]. Moreover, the presence of multiple generations within a team may produce conflict, yet conflict-resolution is possible and fosters better future problem solving outcomes. One could liken this result to the age-old phrase “no pain, no gain”. It has been easy for many to point out the obvious differences in our generations and make the case that achieving workplace harmony is somewhat difficult [3]. However, across this spectrum of generations, simple actions such as providing individual attention, giving feedback and recognition, and allowing team members the opportunity to do what they do best not only aid in workplace harmony but are key elements of inclusion inventory. Techniques such as adjusting to an individual's specific learning style, inquiring “how” an employee would like to receive recognition or feedback, and eliminating micromanagement can be implemented in any workspace. Unfortunately, these specific elements are quite often ignored or placed on the back burner by many organizations. Currently, Gen Z is the most diverse generation in U.S. history. Composed of individuals typically 35 and younger, Gen Z employees were also 5 points less engaged on the recent 2025 Gallup survey than the year prior [4]. At approximately 48% non-white, 22% LGBTQ+, and 53% neurodivergent individuals, company policies within any profession that also aren't accommodating to historically marginalized groups will significantly impact Gen Z's career choices [8]. An article published in the Journal of American Veterinary Medical Association and written by veterinary students demonstrates that new veterinarians strongly desire to address the challenges within the veterinary workplace and are engaged in creating a more diverse and sustainable future in veterinary medicine [9]. Furthermore, companies that try to “buy” their employees' enthusiasm and commitment are likely to disappoint both parties in the end, because although higher pay may improve a worker's short-term satisfaction and contentment, it truly does not drive engagement, ultimately leading to unfulfillment, high-cost retention tactics, and a trend known as “quiet quitting”. Therefore, in order for all professions including veterinary medicine to excel at creating inclusive workplace environments, organizations must invest in providing individualized training, create equitable workplace practices and standards, and allow for open-minded thinking and innovation. Examples such as using assistive technology to accommodate specific learning needs, transparency in pay structure, and embracing change support active associate engagement and cross-functional collaboration. Yes, achieving effective and cohesive teams will take time. However, the workplace doesn't have to be a battleground in the building stages. Just as diversity in animal and plant ecosystems plays a critical role in the health of our planet, diversity of all kinds, including within the workspace, contributes to our interconnectedness among individuals. Intentional inclusion of all represented ethnicities, generations, and cultures has proven to advance team growth, foster collaboration within practices, and appeal to Gen Z veterinary professionals [3, 9]. Companies dedicated to fostering environments of creativity will hire for “culture-add” instead of “culture-fit”, as they are aware diversity breeds innovation and ultimately yields exceptional results [10]. Additionally, when leaders ensure their employees feel included, their engagement aids them in going the extra mile for the organization, thus having a ripple effect on team morale. As leaders, we must not forget to take routine inventory of our inclusive practices. Leaders must be supportive of individuality, as the proven benefits of investing in ensuring our teams are diverse and inclusive will also lead to increased profitability [9, 11]. Furthermore, these basic facts are imperative for employers to remember in spite of changing climates, as they are simple, effective, and timeless. The author has nothing to report. The author has nothing to report. The author declares no conflicts of interest. The data that support the findings of this study are available in Forbes at https://www.forbes.com. These data were derived from the following resources available in the public domain: Forbes, https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/02/13/inclusion-in-the-workplace-and-6-reasons-why-it-matters/—Gallup, https://www.gallup.com/workplace/654911/employee-engagement-sinks-year-low.aspx#:~:text=U.S.%20workforce%20segments.