The role of experience, specialty certification, and practice ownership in the gender wage gap for veterinarians in the United States

Characterizing Global Gender Representation in Veterinary Executive Leadership

Veterinary medicine is an increasingly feminized field, with growing numbers of veterinary students and professionals identifying as women. Increased representation of women in senior veterinary education leadership has not yet been examined across all global regions. To address this question, we compiled a comprehensive list of veterinary academic executives from veterinary educational institutions listed by the World Veterinary Association, the American Veterinary Medical Association, and the World Organisation for Animal Health. In total, data from 720 veterinary schools in 118 countries were obtained via an online search of each school's webpage to retrieve information on executive-level leaders and their gender representation. Out of 2,263 executive leaders included, 784 (34.6%) were inferred to be women. Of 733 top executives-deans or their equivalents-187 (25.5%) were inferred to be women. At the national level, the proportion of women in executive teams was positively correlated with Gross Domestic Product, Gender Development Index, and negatively correlated with Gender Inequality Index. This is the first study to demonstrate inequity in the gender composition of veterinary educational leadership across the majority of veterinary schools worldwide, and regional trends thereof. It also identifies potential socioeconomic issues closely connected to gender equity in these spaces. To monitor progress toward gender equity within the profession, future work is needed to assess gender representation over different phases of veterinary career tracks, including in student populations. Analysis of gendered trends over time will also help to establish trends and evaluate progress in gender equity.

Unlocking perspectives on surgical sterilization in dogs and cats: A comprehensive study among Thai veterinary professionals

Gaining insights into the opinions and attitudes of veterinarians is essential for enhancing the sterilization rate, given their influential role in guiding pet owners. This study investigated the attitudes and practices of Thai veterinarians concerning surgical sterilization in dogs and cats. The survey was conducted from August 2022 to December 2022 and distributed through online and on-site questionnaires across all regions of Thailand. Seven hundred twenty-four veterinarians participated. A strong inclination toward sterilization for population control with a notable preference for female animals was revealed. The factors related to the necessity of sterilization in the opinion of Thai veterinarians were gender, age of veterinarians, and animal sex (P<0.05). Male veterinarians tended to assign less importance to sterilization, especially for male dogs (OR = 0.824), compared to their female counterparts. Older veterinarians tended to prioritize sterilization less than younger ones (OR = 0.985). Regarding animal's sex, a preference for sterilizing females over males in both dogs and cats (OR = 0.291) was observed. Encouraging sterilization should be promoted equally among veterinarians of both genders, with particular emphasis on older male veterinary practitioners. Most veterinarians recommended sterilization between 4 and 6 months for female cats and 7-10 months for male cats, male dogs and female dogs. Overall, mean agreement scores for prepubertal gonadectomy were significantly higher (P<0.05) for female dogs and cats, and the only significant factor associated with these scores was the animal's sex. Veterinarians expressed more disagreement with prepubertal sterilization in males compared to females, with an OR of 0.33. There were some concerns in prepubertal sterilization such as growth and development problems, anesthesia risks, and urinary tract disorders. These insights observed in Thailand hold potential implications for other countries facing similar challenges in effectively managing pet overpopulation.

Understanding Implicit Bias and Its Impact in Veterinary Medicine

Implicit biases are those we are unwilling to admit, yet they influence our behavior in ways that impact our experience in the workplace. Literature demonstrates that implicit bias influences career choice and limits success within a chosen career. Discrimination in the veterinary workplace is pervasive and has a negative impact that is responsible for financial loss. It can also influence client communication, patient-care, and be inadvertently perpetuated by well-meaning community clinics. Strategies can be employed to acknowledge implicit bias and to foster behavioral change, which results in a healthier workplace and improved client and patient-care.

Veterinarian burnout demographics and organizational impacts: a narrative review

Burnout is a work-related syndrome of physical and emotional exhaustion secondary to prolonged, unresolvable occupational stress. Individuals of different demographic cohorts may have disparate experiences of workplace stressors and burnout impacts. Healthcare organizations are adversely affected by burnt out workers through decreased productivity, low morale, suboptimal teamwork, and potential impacts on the quality of patient care. In this second of two companion reviews, the demographics of veterinary burnout and the impacts of burnout on affected individuals and work environments are summarized, before discussing mitigation concepts and their extrapolation for targeted strategies within the veterinary workplace and profession.

Veterinary professional identity: Conceptual analysis and location in a practice theory framework

Professional, social, and cultural issues and phenomena of veterinary practice are now established areas of commentary and interest in research, education, professional publications and even in the mainstream media. Despite the availability of theoretically informed literature in diverse relevant domains and disciplines including professional practice, workplace learning, and medical sociology and anthropology, commentary and research on veterinary practice issues and phenomena remains dominated by clinician-educators and clinician-policymakers. Reflecting the clinical disciplinary traditions, there is a resulting over-representation of individualistic, positivist perspectives and under-theorized research studies. In this paper we provide an interdisciplinary theoretical framework for veterinary practice and veterinary professional identity grounded in a practice theory perspective. We begin by arguing for the need for such a framework by scoping veterinary practice in its contemporary social context. We go on to provide a sociocultural framing of veterinary practice, underlining the mutual constitution of individuals and the social world through participation in practices and taking into consideration important concepts including knowledge, institutions, ethics, and embodiment. We assert the importance of professional identity as a core phenomenon of veterinary practice, constituted by making meaning of professional practice experiences, especially through narrative and dialogue. This practice theory framework for veterinary practice and veterinary professional identity development provides rich opportunities for understanding, researching, and enacting diverse activities and phenomena, especially learning, development and change within and beyond formal educational settings.

The gender wage gap in the French veterinary labor market

Among the most important recent changes in the veterinary profession is the increasing percentage of women. Understanding trends driving the veterinary labor market is important to enable leaders in the veterinary profession and policy makers to plot strategic actions that will improve the profession. The objective of this paper was to estimate the gender pay gap in the veterinary labor market. We analyzed data from an anonymous online survey conducted in France in 2021 by the veterinary practitioner union. We assessed the gender gap pay using two regression approaches, ordinary least squares method and Blinder-Oaxaca decomposition, while controlling for all other variables (ceteris paribus). We provided evidence that male veterinarians earned wages approximately 9.3% higher (controlling for all other variables). This difference represented the "unexplained variance" that may be due to gender discrimination or unobserved characteristics.

Nonveterinarian staff increase revenue and improve veterinarian productivity in mixed and companion animal veterinary practices in the United States

OBJECTIVE

To determine the contributions of veterinarians and support staff to revenue and veterinarian productivity (ie, number of patients seen/full-time-equivalent veterinarian/wk) in private mixed and companion animal practices in the US and identify staff-to-veterinarian labor ratios (SVLRs) that maximized these 2 practice outputs.

SAMPLE

409 owners of mixed and companion animal practices who participated in the 2020 AVMA Practice Owner Survey.

PROCEDURES

Data regarding owner demographics, practice characteristics, labor (defined as mean total hours worked/wk), and gross revenue in 2019 were obtained from participating practices. Multivariable ordinary least-squares regression was used to identify factors associated with revenue and productivity as well as the SVLRs at which revenue and productivity were maximized.

RESULTS

For each 10% increase in total veterinarian hours worked per week, revenue increased by a mean of approximately 9%. A 1-unit increase in total number of technician hours used to support 1 hour of veterinarian work was associated with a 20.5% increase in revenue but with no change in productivity. The same increase in total number of nonmedical staff hours was associated with a 17.0% increase in revenue and 14.4% increase in productivity. In terms of revenue, the optimal SVLRs for veterinary technicians and nonmedical staff were 9:1 and 8:1, respectively. In terms of productivity, the optimal SVLR for nonmedical staff was 10:1.

CLINICAL RELEVANCE

Findings confirmed the important role of nonveterinarian staff in revenue and veterinarian productivity in mixed animal and companion animal practices and may be useful for making evidence-based staffing decisions.