What, Why and How.
I asked artificial intelligence (to find an unbias answer, based on more research and information than any human brain could ever know or hope to find). This is what I found.
Part 1 - WHAT is diversity and inclusion, and when do you have a problem. Diversity is about recognising, accepting and valuing differences among people. Inclusion is about creating a sense of belonging such that people feel respected and supported regardless of race, gender, ethnicity, age, religion, sexual orientation or neurodiversity. How would we recognise if the surgical field is diverse and inclusive or not? There is a lack of diversity and inclusion, when teams have groups of people that are over or under-represented. The bigger the team, the harder it is to hide lack of diversity. Looking at 'meet the team' sections may be a good place to start. If there is a lack of diversity, this may be indicative of a systemic issue related to hiring and promotion practices that may be limiting opportunities for certain groups of people. People with diverse backgrounds or certain groups may leave organisations or not apply to be part of an organisation.
WHY should we be diverse and inclusive?
Less diverse environments can lead employees from diverse backgrounds to feel disengaged and disempowered. This can lead to lower productivity, lower morale and decreased job satisfaction.
If you want to attract and retain top talent, creating a diverse and inclusive workplace will benefit you.
- You will have a wider pool to select from as you get more applications.
- A variety of viewpoints can help with problem-solving and decision making.
- Customer experience is enhanced. Society is diverse, so a diverse team better understands the needs of the customer base.
- Creation of a diverse workplace demonstrates a commitment to social responsibility and can improve the reputation of a company.
- A positive, inclusive work environment increases productivity.
The well-being of veterinarians has been shown to be enhanced when diversity, equity and inclusion is promoted and applied.
Essentially, if nothing else, it is likely if you are diverse and inclusive you will make more money and be generally happier.
HOW?
VISIBILITY
PROTECTION
EMPOWERMENT
in all veterinary roles.
We know the ways we can support diversity in the workplace - they are well understood and researched. They involve fostering and encouraging inclusive workplace culture, promoting diversity in leadership (otherwise, who are the ones making the rules, and are these rules designed to create 'mini me's' versus something newer, better and arguably more profitable), highlighting different roles models, addressing gender disparity and being creative about how we offer training and promotion.
VISIBILITY: See, recognise and celebrate diverse people and their achievements.
PROTECTION: Ensure diverse people are protected from vilification and discrimination. Stand up and call out when that happens and take steps to ensure it does not happen again (e.g. sacking racist / homophobic clients). This creates a workplace that is psychologically safe for everyone.
EMPOWERMENT: Give people from diverse backgrounds the authority and power to control their careers, lives and destiny. "Nothing about us, without us" is a great way to remind ourselves to think about who doesn't have a seat at the table.
Finally, who can help most. It is the current leaders of the profession. I went to an AO seminar, and one of my male role models (yes females can have male role models too) stood up and said 'We recognise we have created a problem, and would like more female orthopaedic surgeons'. It takes courage to do that, and it earned my absolute respect. I challenge other leaders to do the same.
It may require some creativity to make it work, but we are highly intelligent people - that is how I know we can make it work.
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