Why DEIB is Here to Stay: Part 1

Veterinary Industry DEIB Challenges and Solutions

As part of a recent qualitative interview project on diversity, equity, inclusion, and belonging (DEIB) in veterinary medicine, I had the honor of speaking with four incredible leaders: Dr. Valerie Marcano, Dr. Latonia Craig, Dr. Niccole Bruno, and Dr. Kemba Marshall.

Our conversations explored key challenges and opportunities across four major categories:

·       Industry-level issues

·       Clinic culture

·       Working with diverse clientele

·       Pipeline development

This blog is the first in a four-part series that identifies patterns across interview responses and highlights actionable strategies for advancing DEIB work, and this article focuses on the first of these categories: industry-wide DEIB challenges and solutions.

Methods

Dr. Valerie Marcano and Dr. Addie Reinhard

To better understand how the veterinary profession can advance DEIB at the industry level, I conducted four semi-structured interviews with individuals who are each working at the forefront of this movement. Through in-depth conversations, we explored current challenges, emerging themes, and visions for the future of veterinary medicine.

Interviews were recorded and transcribed then themes were identified across the conversations. These interviews revealed deep insights about the structural inequities that continue to shape our profession—and the transformative work already underway to address them.

Meet the Interviewees

Dr. Valerie Marcano is the co-founder of Pawsibilities Vet Med, a 501c3 nonprofit that leverages mentorship, professional development, and resources to empower current and future veterinary professionals. Her insights stem from years of advocacy, mentoring, and frontline DEIB work—all while balancing a full-time career and personal passions like playing in a band.

Dr. Latonia Craig serves as the Chief Diversity, Equity, and Inclusion Officer at the American Veterinary Medical Association (AVMA). Before joining the AVMA, Dr. Craig served as Assistant Dean for Diversity at Purdue University’s College of Veterinary Medicine. Her academic journey includes graduate work in Pan-African Studies, a second master’s in Urban Educational Leadership, and a doctorate focused on race and gender perceptions of leaders.

Dr. Niccole Bruno is the founder of blendVETⓇ, an organization dedicated to advancing DEIB in veterinary medicine. Inspired by her own experiences as an underrepresented professional, she transitioned from clinical practice to focus on building a more inclusive future for the profession—especially for the next generation. Through blendVETⓇ, she leads DEIB training, student and parent programming, and community-based access-to-care initiatives.

Dr. Kemba Marshall is a veterinary leader whose diverse career—spanning private practice, emergency medicine, corporate leadership, and research—has shaped her commitment to equity, inclusion, and professional growth in veterinary medicine. She recently served as editor of the newly released book Diversity, Equity, and Inclusion in Veterinary Medicine, a collection that explores the challenges and opportunities for creating a more inclusive profession.

What is DEIB?

Before we jump into interview themes, I think it is helpful to understand what DEIB is.

DEIB stands for Diversity, Equity, Inclusion, and Belonging—a framework that guides efforts to create more fair, welcoming, and supportive environments. In veterinary medicine, DEIB helps ensure that all individuals—regardless of background, identity, or lived experience—can thrive within the profession, from the clinic floor to the classroom to the industry level.

• Diversity – The presence of differences in identity, background, experience, and perspective (e.g., race, gender, ability, socioeconomic status).

• Equity – Ensuring fair access to opportunities, resources, and support based on individual needs and circumstances.

• Inclusion – Creating environments where all people feel welcomed.

• Belonging – Feeling comfortable and accepted in a particular group.

Key Themes in Industry-Level DEIB Work

Across all four interviews, several common challenges surfaced. These are not new issues, but they continue to persist in ways that require intentional, coordinated efforts to overcome.

1. DEIB Is Still Misunderstood

Even in 2025, DEIB is still considered controversial in some corners of veterinary medicine. There is fear and pushback, particularly when DEIB efforts challenge existing norms or power dynamics. In some regions, political climates have created an added layer of tension and fear around advocating for equity.

There remains widespread confusion—and sometimes pushback—about what DEIB actually means.

According to Dr. Craig, misinformation is one of the most pressing issues at the moment, “People often misunderstand DEI as something that takes opportunities away, feeding a narrative that you can either be diverse or qualified. DEI has always been about excellence—ensuring that highly skilled individuals are not excluded because of their identities."

True equity work seeks to create systems where everyone can thrive, particularly those historically excluded or marginalized.

One form of pushback against DEIB is a harmful narrative that implies individuals from underrepresented backgrounds were hired because of their identity rather than their qualifications. This belief not only undermines the talent and value of those professionals, but it also exposes a broader misunderstanding of what equity efforts are really about.

In reality, DEIB isn’t about lowering standards—it’s about removing systemic barriers that have historically kept talented people from being seen, supported, or hired in the first place. At its core, DEIB helps ensure that everyone has a fair chance to succeed, and that the veterinary profession can benefit from the wide range of perspectives, backgrounds, and experiences that exist in our society.

2. DEIB Practitioners Are Under-Resourced

Those leading DEIB efforts—particularly women of color and others with historically marginalized identities—often carry the emotional and logistical burden of change. Many do this work on top of their clinical, academic, or leadership responsibilities, and without adequate compensation or institutional support. Valerie Marcano described the reality, “A lot of us that are doing work in this area are overworked and underpaid.”

While national organizations and associations are starting to recognize the importance of DEIB, the funding and staffing have yet to catch up with the scope of what’s needed. To sustain this work long-term, we must advocate for dedicated budgets, full-time roles, and infrastructure that supports DEIB beyond goodwill.

3. Everyone Has the Power to Lead

One of the most empowering takeaways from these interviews was the reminder that you don’t have to hold a formal title to create change. Dr. Marcano noted that veterinary professionals are often seen as leaders in their communities, whether they realize it or not:

“Even if we are not in positions of power or management positions, we're still considered leaders.”

Similarly, Dr. Bruno spoke about using her own time when she was in clinical practice to attend school career days and connect with students, not because she was required to—but because she knew the importance of representation. Leadership in DEIB doesn't require perfection, just consistent and intentional effort.

4. Structural Barriers—Especially Financial Ones—Need Systemic Solutions

Several interviewees named cost and access as primary deterrents to building a more diverse profession. The rising cost of veterinary school, limited public loan forgiveness, and unpaid internships make it nearly impossible for students from lower-income backgrounds to pursue the profession. Dr. Kemba Marshall shared, “I think it's also very important to remember that there are systemic historic reasons for underrepresentation. And once you're aware of those historic systemic reasons, it should guide what you're able to do.”

Dr. Bruno shared, “Not everybody’s coming to the same starting line. Some are funding their entire education on their own.” Until the industry addresses these systemic inequities with meaningful policy change and financial support structures, DEIB efforts will continue to face headwinds.

5. Collaboration Is Powerful—But Still Rare

Despite the number of people doing DEIB work, collaboration remains a challenge. Many organizations are working in silos rather than combining efforts to create larger, more unified change. Dr. Bruno shared, “Everybody’s trying to do their own thing and do it well, and not collaborating to become something bigger.”

Cross-organizational partnerships, resource sharing, and unified messaging are key to scaling DEIB efforts and amplifying their impact.

Actionable Strategies: What You Can Do Now

1. Practice Active Allyship

Allyship means using your voice and position to support others—and it’s one of the most powerful tools for driving systemic change.

As Dr. Valerie Marcano explains, “Allyship is going to be the best way… utilizing the privilege that many of us have to help drive change from within.” For those who carry multiple historically marginalized identities, the emotional toll of advocacy can be overwhelming. That’s why true allyship isn’t just about passive support—it’s about stepping up, speaking out, and doing the work alongside others.

Whether it’s amplifying a colleague’s voice, challenging harmful narratives, or educating yourself and others, allyship is essential to moving the profession forward.

2. Support DEIB Sessions at Conferences

If you’re attending a professional conference like VMX, AVMA Convention, or WVC, make it a priority to show up for DEIB sessions.

“Seek out those sessions that have a DEI sentiment. Sit in. Your presence matters.” — Latonia Craig

Even just showing up can signal to organizers and speakers that this work is valued and worth continuing.

3. Fund the Work—Formally and Informally

Advocate for your organization to allocate specific funds to DEIB efforts—whether through sponsorships, paid roles, or community events. And on a personal level, donate to DEIB initiatives or offer your time to support them.

“We could do so much more with more funding. . . . But sometimes people just show up on their own time, unpaid, to make a difference.” — Niccole Bruno

4. Partner Before You Parallel

Before starting a new DEIB initiative, ask: Who’s already doing this work? Is there a way to partner rather than replicate?

Collaboration leads to larger reach, better results, and shared emotional labor.

5. Combat Misinformation with Education

Host internal training sessions. Share evidence-based resources. Use newsletters, onboarding, and CE events to set the record straight about what DEIB is—and isn’t.

“There is a lot of misinformation about what DEI is. . . . We’re having to pivot a lot of what we're doing. Constantly being forced to shift our focus away from the actual DEI work to counteract the false narratives around DEI can compromise our effectiveness and contribute to burnout on doing the work. ” — Latonia Craig

6. Recognize Everyday Leadership

Encourage your colleagues to take small steps: attend a webinar, volunteer at a school, or mentor someone from a different background from yours. Don’t underestimate the ripple effect of individual actions.

“Be the change you want to be in the world.” — Niccole Bruno

7. Check In on the Change-Makers

The emotional labor of DEIB work is heavy. Offer support to those who are holding that burden.

“If you have a moment, send a quick email. Check in on your colleagues doing this work. I know I need that, and I’m not afraid to say it.” — Latonia Craig

Resource Spotlight: Pawsibilities Vet Med

One organization making a real difference at the industry level is Pawsibilities Vet Med, a nonprofit dedicated to increasing representation and equity in veterinary medicine. Their mission is to eliminate barriers and provide opportunities for individuals from underrepresented backgrounds.

Pawsibilities Vet Med offers:

• Mentorship for aspiring veterinary professionals

• Leadership development and career preparation

• Community engagement and storytelling initiatives

• Education on implicit bias and inclusive practices

Their programs aim to address inequities across the veterinary pipeline—from early exposure to professional development. By centering the voices and experiences of veterinary professionals from historically marginalized communities, Pawsibilities Vet Med is helping to reimagine what the veterinary profession can be.

To learn more or get involved, visit https://pawsibilitiesvetmed.com/

Final Thoughts: Optimism in the Midst of Uncertainty

The structural issues facing veterinary medicine won’t be solved overnight. But the energy, brilliance, and resilience of the people leading this work give me immense hope.

The landscape of DEIB in veterinary medicine is evolving rapidly—sometimes with momentum, other times with resistance. But despite the challenges, every interviewee expressed a quiet optimism that real change is possible.

“We’re going to get through this. It’s just a matter of what strategies we use this time.” — Latonia Craig

Change doesn’t happen in a vacuum. It happens when enough people commit to doing the work—together. Whether you’re just learning about DEIB or already deeply involved, there’s a role for you in shaping a profession that’s more inclusive, equitable, and human-centered.

Next in the Series

Up next: We shift from the national lens to the clinic floor, exploring how organizations and individuals can build inclusive workplace cultures where everyone can thrive.