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Written by Paul
Dr Paul Manktelow is a vet who’s worked for almost 20 years on the front line in some of the UK’s busiest veterinary hospitals. As Chief Vet in the Charity Sector, he leads a team of vets and nurses that treat thousands of pets every year. Paul also appears regularly in the media as a TV and radio presenter, writer, public speaker and podcast producer.
Welcome to the third installment of our series, “Navigating Mental Health in the Veterinary Profession.” Today, we delve into the recruitment and retention challenges facing the veterinary sector, highlighting diversity and inclusion issues that play a critical role in shaping the profession.
Unpacking Recruitment Challenges
Recruitment within the veterinary profession faces numerous hurdles, one of the most significant being the lack of diversity. Rosie Allister, during her conversation on The Consult Room podcast, pointed out that, “Recruitment and retention are really different issues…One of the biggest issues affecting veterinary is lack of diversity, inequality, discrimination—massive issues for our profession that we don’t talk enough about.”
These diversity issues are not just about filling positions but ensuring that the veterinary profession is representative of the communities it serves. This inclusivity can lead to broader perspectives, better understanding of client needs, and ultimately, enhanced animal care.
Retention Woes
On the retention front, the challenges are equally complex. Factors such as job satisfaction, work-life balance, and career advancement opportunities significantly influence whether professionals remain in the field. The changing nature of work and the personal lives of veterinary professionals require a dynamic approach to retention strategies that addresses these evolving needs.
Rosie shared that understanding the specific reasons why people leave is crucial to developing effective retention strategies. “It’s not a single reason,” she explained, which suggests that a one-size-fits-all approach will not be effective. Tailored strategies that consider the unique circumstances of different workplaces and individual needs are essential.
Strategic Solutions for Improvement
The veterinary sector can improve recruitment and retention by addressing systemic issues head-on. Initiatives could include targeted outreach programs to underrepresented groups, scholarships, mentorships, and creating inclusive workplace cultures that value diversity and equity.
Rosie’s insights on the podcast underscore the need for the veterinary profession to not only talk about these issues but also take concrete actions to make the profession more appealing and accessible to a diverse range of individuals.
Driving Change Through Dialogue and Action
Engaging in open dialogues about these challenges during veterinary conferences, within veterinary schools, and on platforms like social media can also drive awareness and change. Rosie mentioned on The Consult Room podcast that talking about these issues openly and implementing changes based on these discussions can lead to significant improvements in how the veterinary profession attracts and retains its workforce.
Conclusion
As we address these recruitment and retention challenges, it’s crucial to create environments where diversity is celebrated, and everyone feels they belong. The health of the veterinary profession depends not just on the animals they care for but on the wellbeing and satisfaction of its professionals.
Stay tuned for the next blog in this series, where we will explore the impact of public perception and online abuse on veterinary professionals. You can also listen to the podcast episode with Rosie below.
