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Pay Gap Persists

Since 2009 (when women outnumber men in the veterinary field for the first time), women’s representation in the profession has continued to rise. According to the AVMA, women now account for 63 percent of veterinary professionals, however, the pay gap is still lagging behind. 

A study conducted by Cornell University College of Veterinary Medicine (CUCVM) in 2021 found that there was an annual gender salary difference of $100,000 among the top quarter of earners within the profession. 

Researchers have suggested that there should be more income transparency to combat the pay disparity.

Jodi Korich, the associate dean for education at the CUCVM said: 

“In the workplace, I think there are unconscious behavioral expectations that often penalize women for advocating for themselves, whether it be negotiating for one’s salary or putting oneself in a position to advance to the next level within an organization,” 

To read the full story, click here. 

 

Veterinary Therapeutics Market to Reach $58.5 Billion by 2027

In 2018 the global veterinary therapeutics market was estimated at $36 billion (US dollars). However, in the forthcoming years, the market is expected to rise at a compound annual growth rate of 5.6% from 2019 to 2027. The increase is expected to attain a valuation of $58 billion by 2027. 

The Veterinary Therapeutics Market Research Report reported that the increase is a likely result of the increase in expenditure on pets, as well as the demand for livestock. 

To read the full article, click here.

 

Dr. Karen Bradley Addresses Diversity, Equality, and Inclusion

In a recent interview with the American Veterinary Medical Association (AVMA) News, Dr. Karen Bradley, the chair of the AVMA Board of Directors, addressed the association’s efforts to promote diversity, equity, inclusion, and well-being within the profession. 

“My biggest priorities are progress on diversity, equity, and inclusion activities and what we as an association are doing in the area of increasing technician utilization. Both of these require increased engagement with the public about how great the veterinary profession is so we can increase the number of people who know what we do and want to be a part of it.” Dr. Karen Bradley.

To read the full interview, click here

 

Can Diversity Improve the Veterinarian Shortage?

A recent study carried out by Mars Veterinary Health (MVH) estimated that 75 million pets in the U.S. will go without health care due to the veterinary shortage. 

The study predicts that an additional 41,000 veterinarians will be needed by 2030. 

A spokesperson for the MVH said: “The number of U.S. veterinarians is increasing just 2.7 percent annually, even with the new veterinary graduates expected over the next 10 years, a shortage of nearly 15,000 veterinarians (16 percent) will likely still exist by 2030.”

Multiple factors are contributing to the current shortage, including student loan debt, recruitment and retention, and lack of diversity. 

Andrew Maccabe, CEO of the American Association of Veterinary Medical Colleges (AAVMC),“Our profession must become more diverse if we’re going to be able to handle the challenges of the future.”

To combat the lack of diversity in the profession, the MVH and other nonprofit organizations have formed the Diversity Veterinary Medicine Coalition which aims to increase the representation of people of color in the field.

To read the full story, click here.

 

How Employers Can Support Diversity in the Workplace

Aforementioned, the veterinary profession is lacking diversity and something needs to change. So how can employers support and promote diversity in the workplace? 

Here are our top 5 tips: 

  1. Be aware of unconscious bias: understanding that some biases aren’t conscious is one of the first steps to take in making a real change. Unconscious biases’ do not necessarily align with conscious beliefs however, they can be just as harmful. Helping your team see through stereotypes can help remove this barrier. 
  2. Promote pay equity: In order to promote diversity, managers must create fair opportunities and pay for all employees.
  3. Acknowledge holidays of all cultures: Whilst Westernised holidays are widely recognized, other cultural holidays can often be missed in the workplace. Employers should be mindful of religious or holiday celebrations of their employees and be respectful and flexible when organizing meetings or rotas around these days.
  4. Offer ongoing feedback: Employers should give their employees the opportunity to provide feedback. These can be done anonymously if needs be and can help reduce or eliminate any discrimination or biases within the team.
  5. Track progress over time: Diversity, inclusion, and equality can take time to build. Monitoring progress can help managers be accountable for long-term goals.

 

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