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Supporting LGBTQIA+ people in veterinary medicine takes more than a Pride display in June. AAHA’s veterinary-focused roundup gathers resources on leadership, gender diversity, cultural competency, allyship, terminology, and inclusion to help practices support their teams throughout the year.
AAHA’s year-round resource roundup, published June 1, 2026, is a practical starting point for veterinary practice owners, managers, and team members. It links to veterinary-specific guidance and learning materials; the work of making a clinic welcoming, however, happens in everyday interactions and in the policies used when something goes wrong.
Start with AAHA’s veterinary-focused resource hub
AAHA brings together resources on queer leadership in veterinary medicine, gender diversity, cultural competency, DEIB, allyship, terminology, and creating inclusive practices for LGBTQIA+ clients and staff. Its links include PrideVMC materials, a blendVET Pride panel, and guidance for veterinary teams. AAHA describes the goal as supporting Pride “not just in June, but year-round.”
Use the roundup as a menu for team learning rather than a one-time reading assignment. Choose resources that address a concrete need in your practice, such as how staff use names and pronouns, how to respond to harassment, or how to improve client interactions. Revisit the material as your team and policies change.
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- Vet Tech Gift Set: you will receive 6 vet tech coffee mugs in 6 colors, with 1 cup per color; The coordinated assortment supports pharmacy week displays, staff recognition tables, and shared workplace gifting
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Make respect part of ordinary workplace practice
A safer workplace is built through consistent expectations, practical education, and reliable ways to raise concerns. A flag or pin may signal welcome, but it cannot substitute for policies and behavior that protect people. Veterinary workplace guidance from dvm360 discusses allyship, advocacy, intersectionality, training, safety, harassment protocols, employee support, and client conduct.
Use names and pronouns consistently
Make it straightforward for colleagues to share the name and pronouns they want used, and for the team to use them in conversation and workplace systems. Pronouns on hospital badges are one example described by Jessica Rutten in a PrideVMC reflection. A badge is useful only if the practice also expects staff to treat one another respectfully and corrects mistakes without making the affected person responsible for every explanation.
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Build education into onboarding and ongoing learning
Include relevant training in onboarding and continuing education so that respectful communication is shared team knowledge, not an extra assignment for LGBTQIA+ employees. AAHA’s roundup points to a cultural competency toolkit, terminology resources, an allyship toolkit, and other veterinary-focused materials that can support this work. PrideVMC’s resources and the education links collected on the Portland VMA EDI resource page offer additional starting points; check the destination pages for current availability.
Set clear expectations for staff and clients
State that harassment and discriminatory treatment are unacceptable, and make clear that the expectation applies to clients as well as employees. A written standard helps staff and managers know how to respond when a person is targeted; it also makes the practice’s commitment more than a symbol on a wall.
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Create a reporting and response process
Tell team members how to raise a concern, who receives it, and what happens next. Establish a response path for harassment by coworkers and a separate, workable approach for harassment by clients. Protect people from retaliation for reporting or participating in a response. A policy is not a guarantee of safety; its value depends on whether the practice applies it consistently and follows through.
Use the Gender Identity Bill of Rights as guidance, not law
The Portland VMA EDI resource page describes PrideVMC’s Gender Identity Bill of Rights as a minimum foundation for identifying and eliminating discriminatory practices against transgender, nonbinary, and gender-nonconforming people in veterinary education and employment. It is guidance, not a law.
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The rights it outlines address identity, names and pronouns, privacy, gender expression, safety, advocacy, freedom from being required to explain oneself, access to accurate information, and protection from harassment or discrimination by coworkers and clients. Practices can use these principles to review their expectations and procedures, then determine what changes are needed in their own workplace.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Make participation part of inclusion
Representation matters, but inclusion also means that people can take part in decisions and influence the workplace. Jessica Rutten, identified as a 2020 PrideVMC Diversity Bonus Award winner, puts it this way: “The diversity bonus means extending beyond representation and into participation.”
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- Vet Tech Appreciation Gift: you will receive 6 veterinary medicine mugs in 6 different colors, sufficient quantity to meet your daily use needs, you can also give it as a gift to colleagues, veterinary technicians, practicing animal doctors or veterinary assistants, etc
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Invite LGBTQIA+ team members to contribute to decisions about workplace practices, but do not make them responsible for educating colleagues or speaking for an entire community. Offer meaningful ways to participate and respect a person’s choice not to disclose personal information or take on advocacy work.
Choose visible signals that match the practice behind them
Pride flags, pins, and pronoun badges can be optional cues that help normalize welcome. They are not evidence on their own that a workplace is safe. Pair any display with respectful daily conduct, clear expectations, training, and a response process that staff can trust. A small Pride flag may be one visible signal; the more important question is whether the practice’s systems support people when they need help.
For further veterinary-specific reading, blendVET’s newsletter page lists a Pride in Vet Med Belonging Brief dated June 13, 2025. The AAHA roundup and PrideVMC resources can help teams continue the conversation beyond a single event or month.
Quick Recap
What a safer, more inclusive practice looks like
- Names and pronouns are used respectfully in daily interactions and workplace materials.
- Staff can access relevant learning during onboarding and throughout their employment.
- Expectations against harassment apply to coworkers and clients.
- Team members know how to report concerns, and managers have a process for responding without retaliation.
- LGBTQIA+ colleagues are invited to participate in decisions without being assigned responsibility for educating everyone.
- Visible Pride symbols, if used, sit alongside durable workplace practices rather than standing in for them.
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