Gender Equality in the Veterinary Profession Requires Commitment From All

Recently, I learned of two great honors given to me by my alma mater, Michigan State University College of Veterinary Medicine. I was selected to receive their annual CVM Distinguished Veterinary Alumni Practitioner Award and I was invited to speak to the class of 2021 at this year’s commencement ceremony. 

To say that I’m honored is an understatement. The recognition means a lot to me, and I’m thrilled to have the opportunity to address the new grads entering the profession. As I look forward to this day, I find myself reflecting on my own graduation and the path I’ve taken to get to this point in my career. And then I wonder what opportunities lie ahead for the women who are just starting out in the profession.

As a woman in veterinary medicine, I’m in the majority. In the U.S., roughly 60% of current veterinarians and 80% of veterinary students are female. But women in leadership positions are a different story—and it’s not because there aren’t plenty of qualified, talented females. While more and more women are being elevated to prominent positions in the industry, bias and inequity still exist, and achieving gender equality will require attitudes and behaviors to change across the board. So how do we all do our part to make progress? 

Companies Have to Commit to Real Change

It’s not enough just to hire more women and assume everything will take care of itself from there. The veterinary profession is proof of that. There need to be specific programs and measurable goals at the organizational level. 

I’m fortunate in my role as Chief Medical Officer at Mars Veterinary Health (MVH) to be in a position of influence and to work for a company that recognizes the need for change and is taking action. One example that I’ve participated in and championed is Mars’ current #HereToBeHeard campaign—part of a multi-phased effort to help women everywhere reach their full potential. The responses from women gathered during the initial crowd-sourcing phase of the campaign will be used by Mars businesses, including MVH, to inform decisions, tools, and initiatives that truly help women thrive in the workplace and beyond.

Of course, programs and policies are just words on a page unless people themselves commit to a culture of change. We all have a role to play.

For Women, Taking Ownership of Your Career is Important

Every woman’s career ambitions and goals are different, but we all worked hard to get into this profession, and we owe it to ourselves to pursue opportunities, big or small, that excite and inspire us. It’s not always easy to put yourself first—especially in a profession that exists to provide care to others. Here are a few strategies that I’ve used to carve out my own version of success that you may find helpful.

Look for opportunities in front of you, but not at the expense of your current role.

It’s great to be ambitious, but don’t let that ambition keep you from being good, committed and effective in the job you have.

Be intentional about your growth and development.

When it comes to career advancement, a little luck never hurts. Sometimes you’ll find yourself in the right place at the right time and things will fall into place. But most of the time, it’s up to you to prioritize your development and (with the support of others as needed) make a plan to achieve your goals. Regardless, you are deserving.

Don’t wait for permission to explore what excites you.

If there’s something that you’re enthusiastic about, don’t be shy about pursuing it. Better yet, bring other people in and share your ideas with them. You do need to own your path and your success. 

Carve out time to think and reflect.

It’s easy to get caught up in the day-to-day but setting aside focused time for reflection is essential to making good decisions about your future. I admit this is something I struggle with, and often my important “thinking time” coincides with other tasks, like folding laundry. That’s not the same as dedicated time and is something I’m continually working to improve.

Women Can’t (and Shouldn’t Have to) Do It Alone

Ongoing learning, development, and advancement requires the support of other individuals. That's true of everyone in every profession. But when bias and inequities exist, the need to be intentional about creating opportunity and advocating for others becomes that much more critical. We all need to reflect on the biases and micro behaviors that can be engrained in each of us and require intention to remove. As leaders, managers, and peers (of all genders), we all have responsibilities in this area. Here are some positive actions we can take.

Help women see their own potential.

Research shows that women are less likely to promote their own skills and attributes than men. That means, when an opportunity or opening arises, they may not raise their hands. If you manage or mentor someone you know is capable, sponsor, support and push them toward challenges they may be tentative about pursuing on their own. We all can appreciate the difference between mentorship and sponsorship. 

Think about all the little bits and pieces when evaluating someone for a role.

When considering someone for a project or job, make sure you’re judging the complete picture and weighing all of the different elements that someone brings to the table. Fight the natural tendency to go with someone who feels safe or familiar to you.

Call out bias when you see it.

We all need to be mindful of the actions we take and the words we use. And when we see someone else exhibiting bias or using sexist or dismissive language in the workplace, it’s up to each of us to intervene and say something. If you look around the table and you don’t see a diverse group of colleagues accurately representing the people they lead, speak up and point out the missing perspective.

Meaningful, lasting change takes time. No one, myself included, is perfect when it comes to combating bias or taking the deliberate actions needed to create an environment where all people have equal access to opportunities. I frequently catch myself thinking or behaving in a way that isn’t consistent with my stated beliefs. Still, I’m encouraged by the progress we’ve made. I’m also committed to doing my part to support women in their careers and keeping gender equity at the forefront of the conversations we’re having at MVH and in the profession. And I’m always open to new ideas. So please, feel free to share the things you’re doing to effect change. I’ll be sure to ponder them over my next load of laundry, when I’m telling myself to take my own advice!