How Attacks on DEI Enable Discrimination in Veterinary Workplaces

In recent years, there's been an alarming trend: employers, including those in veterinary medicine, are quietly retreating from their commitments to diversity, equity, and inclusion (DEI). At the same time, key federal agencies that protect workers from discrimination—such as the Equal Employment Opportunity Commission (EEOC)—are facing cuts to their leadership and budgets.

For those of us in veterinary medicine—a field already grappling with burnout, staffing shortages, and a lack of diversity—these developments have real consequences. Without active DEI efforts and strong legal enforcement, workplaces become more vulnerable to exclusionary practices and discrimination.

As a civil rights attorney and president of A Better Balance, I’ve worked with many professionals across industries who have experienced the cost of being “othered” at work—particularly those from historically underrepresented groups, including women, people of color, LGBTQ+ individuals, and people with disabilities.

Why DEI Still Matters in Veterinary Medicine

DEI programs are often misunderstood. These initiatives don’t grant “special treatment”—they provide intentional frameworks to ensure that everyone has a fair shot at thriving. In veterinary settings, this might look like mentorship for Black or Latinx veterinary students, gender-affirming policies for trans employees, or accommodations for veterinary technicians with chronic illnesses.

Despite misinformation, DEI programs are not illegal. In fact, they align with our country’s anti-discrimination laws and help fulfill their promise. The concern now is that rollbacks in federal enforcement are sending the wrong signal—that employers are free to abandon DEI principles without consequences.

What Discrimination Looks Like in Real Clinics and Classrooms

Discrimination isn’t always overt. It can be subtle, like a DVM suggesting a pregnant tech go on leave early “for her own good,” or a student being misgendered in class and then labeled as “difficult” when they advocate for themselves. Recent EEOC cases show just how varied workplace discrimination can be:

• A group of female housekeepers sexually harassed, then punished for reporting it;

• Transgender employees subjected to misgendering and harassment, then fired;

• A Muslim teen forced to remove her hijab and pushed out of her job.

These stories echo experiences veterinary professionals have shared in surveys and forums—especially BIPOC, LGBTQ+, and disabled practitioners who often face bias, hostility, or limited access to leadership roles.

What the EEOC Actually Does

The EEOC enforces laws like:

• Title VII of the Civil Rights Act, which prohibits discrimination based on race, religion, sex, or national origin;

• The Americans with Disabilities Act, which protects those with disabilities and requires reasonable accommodations;

• The Pregnant Workers Fairness Act, which ensures support for pregnant and postpartum employees;

• The Pregnancy Discrimination Act, which prevents bias during hiring or termination due to pregnancy.

The agency investigates discrimination complaints, helps workers seek justice, and provides employers with guidance on complying with civil rights laws. If the EEOC is weakened, these protections become harder to enforce.

Why This Matters for Vets, Techs, and Students

Veterinary workplaces—clinics, universities, shelters, and corporate practices—are not immune. When agencies like the EEOC lose staffing or leadership, that weakens the enforcement of anti-discrimination laws across every field, including ours. It also emboldens some employers to sideline DEI and ignore equity-related concerns.

With fewer investigations, less outreach, and longer wait times for complaints to be reviewed, workers are left more vulnerable—and the culture of silence around discrimination persists.

What You Can Do

1. Know Your Rights
   You have the legal right to work free from discrimination based on race, gender, age, national origin, religion, disability, sexual orientation, and pregnancy. Learn about newer protections, such as the Pregnant Workers Fairness Act, which took effect in 2023. You can also get legal help. The National Association of Employment Lawyers have a listing to find an employment lawyer in your state: nela.org

2. Speak Up
   If you suspect discrimination, talk to a civil rights attorney or legal advocacy group. Organizations like A Better Balance offer free, confidential help. The National Employment Lawyers Association and your state bar can also connect you to employment attorneys.

3. Support DEI Where You Are
   Whether you’re an associate vet, tech, manager, or student, advocate for inclusive policies and education in your workplace or institution. Representation, fairness, and belonging should be a shared professional standard in veterinary medicine.

4. Get Involved
   Reach out to your senators and representatives. Oppose budget cuts and extremist nominees who threaten the integrity of the EEOC and related agencies. As a profession rooted in compassion and science, veterinary medicine must stand for fairness and inclusion—not step away from it.

The bottom line: DEI programs aren’t the problem—discrimination is. And in a field like ours, where care and ethics are core values, we owe it to ourselves and our colleagues to protect a workplace where everyone can thrive.