Diversity, Equity, and Inclusion in Veterinary Recruiting

Introduction

Veterinary medicine has made progress in many areas — technology adoption, corporate expansion, and patient care — but diversity remains one of its greatest challenges. According to the American Veterinary Medical Association (AVMA), more than 85% of U.S. veterinarians identify as White, making it one of the least racially diverse health professions. For employers and recruiters, the push for diversity, equity, and inclusion (DEI) is not just about optics. It is about building stronger teams, improving patient care, and ensuring practices reflect the communities they serve.

Veterinary recruiters now play a critical role in helping practices develop DEI strategies that resonate with candidates and strengthen employer brands.

Why DEI Matters in Veterinary Recruiting

• Representation and access: Diverse teams foster greater trust with a broader range of pet owners.

• Innovation and problem-solving: Research shows diverse teams generate more creative solutions and better outcomes.

• Talent pipeline: Practices that invest in DEI stand out to new graduates, who often prioritize inclusive cultures when evaluating employers.

• Retention: Employees are more likely to stay with employers where they feel respected and valued.

For veterinary employers facing workforce shortages, DEI is not a “nice to have” — it is a recruiting and retention advantage.

The Current State of Diversity in Veterinary Medicine

Despite progress, veterinary medicine still struggles with inclusivity:

• Racial diversity: Over 80% of veterinary students remain White, compared with only 60% of the U.S. population overall.

• Gender representation: Women now make up over 70% of veterinary school graduates, but leadership positions in corporate groups and academia still skew male.

• Economic barriers: The high cost of veterinary education limits access for underrepresented groups.

• Geographic disparities: Rural and suburban practices often have less exposure to diverse candidate pools.

These realities shape recruiting and underscore the need for intentional strategies.

How Employers Can Improve DEI in Recruiting

1. Inclusive job postings: Use language that emphasizes diversity and welcomes candidates from all backgrounds.

2. Broaden sourcing channels: Partner with organizations such as the National Association for Black Veterinarians and the Latinx Veterinary Medical Association.

3. Scholarships and externships: Offer financial support to underrepresented veterinary students to build pipelines.

4. Interview panel diversity: Include diverse team members in the hiring process to foster fairness.

5. Bias training: Train hiring managers to recognize and reduce unconscious bias in recruiting and promotion.

Recruiters guide employers through these steps, ensuring DEI is embedded in the hiring process.

Case Example: Building a Diverse Team in a Multi-Location Group
A corporate veterinary group in the Northeast wanted to diversify its staff across 20 clinics. By partnering with a veterinary recruiter, they connected with minority-focused veterinary associations, redesigned job postings for inclusivity, and launched mentorship programs for underrepresented interns. Within two years, the proportion of minority hires increased by 15%, improving both staff morale and client satisfaction scores.

Case Example: Independent Clinic Commitment
A small animal practice in Texas sought to improve retention after losing younger associates. With recruiter support, they introduced bias training, added inclusive benefits (such as paid parental leave for all genders), and emphasized cultural competence in staff training. The clinic not only filled open roles but reduced turnover by 20% in the following year.

The Candidate Perspective

Veterinarians evaluating employers increasingly ask:

• Does this clinic have a culture of inclusivity?

• Are leadership opportunities available regardless of gender, race, or background?

• Does the employer support continuing education around DEI and cultural competence?

Recruiters help candidates identify workplaces where inclusivity is more than a buzzword, ensuring placements align with personal and professional values.

Challenges Employers Face

• Pipeline limitations: Few minority candidates in veterinary school means competition is high.

• Resource allocation: Smaller practices may struggle to dedicate budget to DEI initiatives.

• Resistance to change: Some employers underestimate the importance of DEI until turnover costs mount.

Recruiters can mitigate these barriers by providing market intelligence and connecting practices with the right partnerships.

Future Outlook for DEI in Veterinary Recruiting

By 2030, DEI will become a baseline expectation in veterinary recruiting. Practices without inclusive cultures may struggle to attract top candidates. Trends to watch include:

• Growth of affinity groups: More organizations will advocate for minority veterinarians.

• Curriculum change: Veterinary schools will expand DEI training to better prepare graduates.

• Corporate accountability: Larger veterinary groups will publish DEI progress reports.

• Global perspectives: International recruiting will bring additional cultural diversity into U.S. practices.

Recruiters who specialize in DEI strategies will remain indispensable for guiding both corporate and independent employers.

Conclusion

Diversity, equity, and inclusion are no longer optional in veterinary recruiting. They are essential to building strong, resilient teams and attracting the next generation of veterinarians. Employers who embrace DEI will not only recruit more effectively but also retain staff, improve patient care, and enhance community trust. Recruiters stand at the center of this transformation, ensuring that practices create workplaces where every veterinary professional can thrive.

References

• American Veterinary Medical Association — Diversity Resources
• National Association for Black Veterinarians
• Latinx Veterinary Medical Association
• VIN Foundation — Veterinary Workforce Data
• Today’s Veterinary Business — DEI Trends