Milestone Educational Planning Initiatives in Veterinary Medical Education: Progress and Pitfalls.

Three milestone educational planning initiatives engaged the veterinary medical profession in the United States and Canada between 1987 and 2011, namely the Pew National Veterinary Education Program, the Foresight Project, and the North American Veterinary Medical Education Consortium. In a quantitative study, we investigated the impact of these initiatives on veterinary medical education through a survey of academic leaders (deans, previous deans, and associate deans for academics from veterinary medical schools that are members of the Association of American Veterinary Medical Colleges) to assess their perspectives on the initiatives and eight recommendations that were common to all three initiatives. Two of the recommendations have in effect been implemented: enable students to elect in-depth instruction and experience within a practice theme or discipline area (tracking), and increase the number of graduating veterinarians. For three of the recommendations, awareness of the issues has increased but substantial progress has not been made: promote diversity in the veterinary profession, develop a plan to reduce student debt, and develop a North American strategic plan. Lastly, three recommendations have not been accomplished: emphasize use of information more than fact recall, share educational resources to enable a cost-effective education, and standardize core admissions requirements. The educational planning initiatives did provide collaborative opportunities to discuss and determine what needs to change within veterinary medical education. Future initiatives should explore how to avoid and overcome obstacles to successful implementation.

Veterinary School Applicants: Financial Literacy and Behaviors.

Each year the Association of American Veterinary Medical Colleges (AAVMC) conducts a survey after the close of the Veterinary Medical College Application Service (VMCAS) application. The survey provides a glimpse into applicant behavior surrounding the veterinary school application process. Additional survey questions probe into applicant financial behaviors, use of financial products and services, and pet ownership. This article examines the 2013 survey data from applicants who successfully completed the application, with a focus on applicant financial literacy and behaviors. Data from the study revealed a disconnect between applicants' perception of their ability to deal with day-to-day finances and their actual financial behaviors, particularly for first-generation college student applicants and applicants who are racially/ethnically underrepresented in veterinary medicine (URVM). Many applicants were not able to accurately report the average veterinary school graduate's student debt level, which suggests the potential need for better education about the costs associated with attending veterinary school.

Fifty Years in the Life of Veterinary Students.

Many changes in US veterinary colleges and their student bodies have occurred during the past 50 years. These have reflected US demographics in many ways. With these changes have come many changes in student life. The Association of American Veterinary Medical Colleges has played an important role in facilitating and tracking many of the changes by creating numerous opportunities for colleges to work together on issues related to admissions, diversity, and scholarly publication in the Journal of Veterinary Medical Education.

Survey of college climates at all 28 US colleges and schools of veterinary medicine: preliminary findings.

In April 2011, a nationwide survey of all 28 US veterinary schools was conducted to determine the comfort level (college climate) of veterinary medical students with people from whom they are different. The original hypothesis was that some historically underrepresented students, especially those who may exhibit differences from the predominant race, ethnicity, religion, gender, or sexual orientation, experience a less welcoming college climate. Nearly half of all US students responded to the survey, allowing investigators to make conclusions from the resulting data at a 99% CI with an error rate of less than 2% using Fowler's sample-size formula. Valuable information was captured despite a few study limitations, such as occasional spurious data reporting and little ability to respond in an open-ended manner (most questions had a finite number of allowed responses). The data suggest that while overall the majority of the student population is comfortable in American colleges, some individuals who are underrepresented in veterinary medicine (URVM) may not feel the same level of acceptance or inclusivity on veterinary school campuses. Further examination of these data sets may explain some of the unacceptably lower retention rates of some of these URVM students on campuses.

Supporting diversity, equity, inclusion, and belonging to strengthen and position the veterinary profession for service, sustainability, excellence, and impact.

Advancing equality and equity in society is creating positive change, and the time has come to critically evaluate veterinary medicine, which, by all metrics, lacks diversity. To keep pace with increasingly diverse demographics and recent surges in pet ownership among all racial/ethnic groups, significant efforts to enhance diversity, equity, inclusion, and belonging (DEIB) must occur in veterinary colleges and the profession. Recruiting more underrepresented students, building pipelines for diverse faculty/staff, and creating inclusive, welcoming environments where all can thrive are critical steps toward enhancing DEIB within our organizations and profession. Our goal is to share experiences and lessons learned from our intentional commitment to strengthen DEIB, with the hope that our journey will be helpful to others. Increasing diversity in the veterinary profession will be facilitated through removing barriers, creating inclusive work environments where all people feel they belong, and ensuring fair and equitable hiring and personnel management practices. These steps should in turn improve access and quality of veterinary care, ensure we are more representative of the communities we serve, increase revenue, and preserve the human-animal bond. "You cannot change any society unless you take responsibility for it, unless you see yourself belonging to it, and responsible for changing it." - Grace Lee Boggs.

Can veterinary medicine improve diversity in post-graduate training programs? Current state of academic veterinary medicine and recommendations on best practices.

The American Association of Veterinary Clinicians (AAVC) convened a Diversity, Equity, and Inclusivity working group in March 2021 to address the limited diversity (including but not limited to ethnic, racial, and cultural diversity) in clinical post-DVM graduate training programs and academic faculty. Concurrent with a working group formation, the AAVC developed a strategic plan. The central mission of the AAVC is to develop, support, and connect academic leaders to fuel the future of the veterinary medical profession. House officers and their training programs are central to all goals outlined in the strategic plan. Amongst other strategic goals, the working group identified best practices for intern and resident recruitment and selection. We report herein from the current health profession literature ways to identify and recruit talented, diverse candidates especially those with non-traditional (atypical) preparation and experience. We also provide recommendations on best practices for intern and resident selection. This document highlights holistic approaches, some of which are incrementally being incorporated into the Veterinary Intern Resident Matching Program application, that emphasize diversity as a selection criteria for intern and resident selection an important step towards building a more resilient and inclusive workforce. These include expanding candidate assessment beyond grades and class rank into a more standardized method for screening candidates that includes consideration of life experiences and talents outside of veterinary medicine.

DiVersity Matters: a review of the diversity initiative of the Association of American Veterinary Medical Colleges.

In 2004, the Association of American Veterinary Medical Colleges took the bold step of prioritizing diversity as a core value through the hiring of a full-time staff person. The organization then pressed forward in 2005 by launching a national plan devoted to increasing diversity in academic veterinary medicine. In the years since its inception, the DiVersity Matters initiative has overseen significant diversity changes in US colleges of veterinary medicine. Dedicated diversity programming can have a positive impact on academic veterinary medicine and the larger veterinary profession. This paper provides an overview of DiVersity Matters since its 2005 launch and how the initiative is evolving under the Association of American Veterinary Medical Colleges' Strategic Plan.

Introducing DVM: DiVersity Matters (an Association of American Veterinary Medical Colleges Initiative).

Now more than ever, colleges of veterinary medicine (CVMs) are challenged to improve the educational experience, build environments that support long-term student and faculty success, and create a diverse and competitive workforce. Additionally, the nation's fast-evolving racial and ethnic demographics demand that the veterinary medical profession be responsive to the emerging needs of this changing population. In March 2005, during the 15th Iverson Bell Symposium, the Association of American Veterinary Medical Colleges (AAVMC) unveiled its DiVersity Matters (DVM) initiative, designed to bring the CVMs closer to achieving these goals. Several key objectives of the initiative and their possible long-term significance to success of the DiVersity Matters initiative are explored here, and CVMs are encouraged to expand efforts to increase racial and ethnic diversity in academic veterinary medicine.

Racial, cultural, and ethnic diversity within US veterinary colleges.

A comprehensive survey containing 30 questions regarding racial, cultural, and ethnic issues was sent electronically to each of the member colleges within the Association of American Veterinary Colleges (AAVMC) during 2005. Responses were received from 25 of the 28 veterinary colleges in the United States and two foreign colleges. Most colleges had more than one respondent complete the survey. Since the respondents were not identified and were not uniform in regards to position within each college, some responses might have reflected the individual respondent's views rather than the college's actual situation or philosophy. The information gained from this survey demonstrates strong trends in attitudes to and practices with respect to diversity in US veterinary colleges. Three major areas were addressed in the survey-college and university environment and cultures, faculty and curriculum, and recruitment and retention of veterinary students from underrepresented minorities. In many instances, the survey confirmed a lack of knowledge about diversity issues at the respondents' institutions. These survey results will serve as a benchmark for gauging changes in the profession's racial, cultural, and ethnic demographics in the future and as a foundation upon which to build effective diversity programs.

Diversity in laboratory animal science: issues and initiatives.

Since diversity in the workplace began receiving scholarly attention in the late 1980s, many corporations and institutions have invested in programs to address and manage diversity. We encourage laboratory animal science to address the challenges and to build on the strengths that personal diversity brings to our field and workplaces. Diversity is already becoming increasingly relevant in the workplace and the laboratory animal science field. By addressing issues related to diversity, laboratory animal science could benefit and potentially fulfill its goals more successfully. To date, diversity has received minimal attention from the field as a whole. However, many individuals, workplaces, and institutions in industry, academia, and the uniformed services that are intimately involved with the field of laboratory animal science are actively addressing issues concerning diversity. This article describes some of these programs and activities in industry and academia. Our intention is that this article will provide useful examples of inclusion-promoting activities and prompt further initiatives to address diversity awareness and inclusion in laboratory animal science.