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Why Inclusion Will Define the Next Decade of Veterinary Practice
The profession is at a crossroads
The last decade in veterinary medicine was dominated by conversations about technology, recruitment, and burnout. The next decade will still grapple with those challenges. Yet the single factor that will decide who thrives - and who struggles - will be inclusion.
And I don’t mean a poster in the lunchroom or a one-off training day. I mean inclusion as a core business function — as fundamental to your clinic’s future as clinical standards, client care, and financial sustainability.
There are drivers we can’t ignore. The case for inclusion isn’t just moral — it’s strategic.1. The workforce squeeze is global
From Australia to the UK to North America, the shortage of veterinarians and experienced nurses is not temporary. Retirements are accelerating, fewer grads are entering clinical practice, and many mid-career vets are leaving altogether.
Every underrepresented or excluded group — whether it’s veterinarians with disabilities, neurodivergent professionals, culturally diverse graduates, LGBTQIA+ practice managers, indigenous academics, or those re-entering the workforce — represents untapped talent we can’t afford to ignore.
2. The legal landscape is shifting
Psychosocial hazards legislation in Australia now treats exclusionary behaviour, bullying, and unsafe culture as workplace risks. That makes inclusion not just a “good idea” but a legal necessity. Leaders are legally obliged to take proactive steps to prevent harm.
It’s no longer enough to have an anti-bullying policy in a drawer. Regulators expect risk assessments, preventive systems, and evidence that issues are addressed early. Inclusion is one of the most effective ways to meet these obligations — and it pays dividends far beyond compliance.
The veterinary sector is largely naive about the risks - there are already six-figure legal payouts happening.
3. The next generation expects it
Emerging vets and nurses have grown up with different baselines for respect, access, and equity. They’ll actively choose — or leave — workplaces based on how well those values are lived, not just spoken.
If we can’t meet those expectations, we won’t just fail to recruit them — we’ll lose them to other employers or even to other professions.
4. Clients Are Changing — Fast
Pet ownership is expanding into communities with more varied cultural norms, languages, and service expectations. Practices that can meet this diversity with cultural humility will thrive. Those that can’t, risk alienating growing client segments — and the revenue that comes with them.
5. Reputation travels faster than ever
One exclusionary incident can travel through professional networks and social media in hours. Conversely, a reputation for being a place where everyone belongs is one of the most powerful recruitment and client loyalty tools you can have.
Inclusion isn’t about lowering the bar — it’s about raising the floor
There’s a misconception that inclusion means lowering standards or making exceptions. In reality, inclusion is about raising the floor — ensuring that the baseline experience of work is humane, accessible, and safe for all.
When workplaces are designed for the margins — for those most often excluded or overlooked — they work better for everyone. That means:
Accessible design: Buildings, digital systems, and communication tools that work for diverse needs.
Equitable hiring: Recruitment processes that identify potential and capability, not just “fit”.
Policies that go beyond “non-discrimination” to actively build belonging.
Psychological safety: Leadership that welcomes disclosure, feedback, and different perspectives.
When inclusion is built into the structure of your workplace — not bolted on afterwards — it becomes a competitive advantage.
The cost of not acting
“We can’t afford it” is a common refrain. Ignoring inclusion doesn’t just risk losing good people. It’s expensive:
Replacing one experienced veterinarian can cost upwards of $30,000 in recruitment, lost productivity, and onboarding.
Unaddressed exclusion can lead to burnout, absenteeism, and reputational harm.
Missed opportunities for innovation when only certain voices are heard.
By contrast, the investment in the Signature Series bundle—and in implementing the strategies—is minimal.
A decade-defining choice
Inclusion is not the “soft” side of practice management — it’s strategic infrastructure. In the next ten years, the clinics, universities, and organisations that treat inclusion as core business will:
Fill roles faster.
Retain their best people longer.
Build reputations that attract clients and partnerships.
The others will face an uphill battle in a shrinking, competitive workforce.
Where to start
Inclusion won’t happen by accident — it needs systems, training, and deliberate design. At Vetquity, we’ve built veterinary-specific frameworks to help you turn values into action:
The Access Check: A complete accessibility audit for your workplace.
The Disclosure Safety Framework: Tools to create psychological safety around sharing personal information.
The Inclusive Hiring Toolkit: From job ads to onboarding, designed for equity.
If you want to be ready for the profession we’re building over the next decade, inclusion has to start now — and it has to be built in, not a soft culture option.
