Inclusion vs Diversity - 7 inclusive ways to grow your employer brand as a PEOPLE.FIRST vet clinic

There’s been a bit of a jargon bandied around the recruitment and HR worlds over the last few years of DEI – diversity, equity and inclusion.

Let's look at some DEI language - and how that plays out in your clinic - to either encourage inclusion or create cultural divides.

Here are seven different things you can look at inside your clinic to encourage diversity and growth – personal, professional and financial, as well as ways to get a better response from your job advertisements.

We also look at different ways language creates division in the LGBTQIA+ community through ignorance of what the different terminology means + pronoun importance.

#1 – ditch the diversity & inclusion labelling – make it part of your DNA

#2 – create interruption-free SOPs

#3 - pronoun identity – give it priority

#4 – have neutral restroom labels

#5 – “be” don’t “do” – ditch the cliches

#6 – eliminate biased language in your job advertisements

#7 – Aim for Equity

Being inclusive is an ongoing process – it’s not a quick fix, one size fits all. You need to ensure your team doesn’t suffer from diversity fatigue where eyerolling starts to become the norm.

Clinics that genuinely care and who put their people first will always be on the lookout to make sure their team is being inclusive of everyone.

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics