Inclusivity, privilege and bias

Abstract

Companion AnimalVol. 24, No. 11 EditorialFree AccessInclusivity, privilege and biasDebra BourneDebra BourneEditor, Companion AnimalSearch for more papers by this authorDebra BournePublished Online:18 Dec 2019https://doi.org/10.12968/coan.2019.0069AboutSectionsPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail Debra BourneAt LVS in November, I attended an interesting session within the BVA Congress, on The value of difference: why we should all care about diversity in the workplace. Psychologist Laura Haycock's presentation was followed by a lively discussion chaired by BVA President Daniella Dos Santos.Currently the veterinary workforce in the UK is overwhelmingly white, from middle-class backgrounds and disproportionately likely to have been privately educated. When I decided I wanted to be a vet, I had no problem getting experience on farms to put on my CV: we lived next to a dairy farm, so I could easily spend some time there; that farmer knew a pig farmer, and so on. I was privileged. For someone from, for example, an inner-city immigrant family, without those connections, accessing such experiences is harder (which arguably means that those who made it to veterinary school are more determined than those from privileged backgrounds).Encouraging diversity in students entering vet schools is important to avoid missing out on talent and on a healthy range of viewpoints. However, this is only the start. As Laura Haycock explained, there is also a need to ensure that the culture of veterinary practices is inclusive: which means that everyone feels like one of the team; is invited to contribute; has an equal opportunity to progress in their career; is judged fairly in their work; and enjoys the respect and support of their colleagues.One barrier to an inclusive culture is bias, which may be conscious but is often unconscious and is shaped by society from an early age. Excellent information on this is available at https://implicit.harvard.edu/implicit/uk/ — where there are demonstration tests you can take to explore your own biases. As explained in the FAQs, the tests are not perfectly accurate, but they can reveal bias you didn't know you had, such as the (common) bias for young versus old. There are several excellent studies showing that discrimination of several types is still a problem in the veterinary profession — discrimination on the basis of gender, race, religion or sexuality, for example.Many vets may feel that things are changing, that women are increasingly being seen in positions of greater responsibility, and time will make it even better. Additionally, people may feel threatened when told that they have privilege, particularly if they feel that they struggled and didn't ‘have it easy’. They also may feel uncomfortable when told they are biased, or they may wonder how on earth they can combat a bias that is unconscious.The good news is that there are systems you can use to make a more inclusive practice. These do not discriminate against or penalise anyone; they are good for everyone. In brief, they are about encouraging each person to reach their potential. This involves creating a culture in which everyone feels valued. Challenging overt discrimination, and being mindful of feelings and your own possible bias, is part of it. However, it also means getting to know everyone on the team, making sure you chat regularly with everyone. It means having regular development discussions, ensuring everyone has opportunities to stretch themselves, that everyone gets appropriate feedback. It means using systems with objective criteria in appraisals, to minimise effects of unconscious bias.These systems benefit every member of the team, and the practice as a whole. They improve the chance for everyone in the practice to participate fully and to reach their potential — which has to be good for our profession. FiguresReferencesRelatedDetails 2 December 2019Volume 24Issue 11ISSN (print): 2053-0889ISSN (online): 2053-0897 Metrics History Published online 18 December 2019 Published in print 2 December 2019 Information© MA Healthcare LimitedPDF download