Since 1 April 2026, the RCVS has required all practices to implement a practice-specific suicide prevention plan.
The requirement includes assessing potential risks within the practice setting and putting in place measures to address and mitigate each identified risk.
The new resources include a suicide prevention guide for all practice staff, a suicide prevention plan checklist, and a practical step by step suicide prevention toolkit for veterinary workplaces.
Further resources, including a recorded webinar, will also be published in due course.
A "Suicide awareness fundamentals" course is also available via the RCVS Academy.
The course supplements the resources by looking at the contributing factors behind suicide in the profession, how to talk about it, reduce stigma, and support those in crisis.
Rapinder Newton, Mind Matters Initiative Lead, said: "These resources are comprehensive and will help veterinary practices not only create plans, but also implement and communicate them with staff, and regularly review them to ensure they're fit for purpose as well as adapt them if needed."
https://www.rcvs.org.uk/veterinary-professionals/mind-matters/resources-and-cpd/suicide-prevention-in-the-veterinary-workplace
Rhonda Hopkins, who has 28 years experience in high-acuity healthcare, including 10 years in Helicopter Emergency Medical Services (HEMS), will be helping clients navigate difficult decisions and end of life care and supporting clinical teams in managing the emotion aspect of delivering clinical care.
Rhonda said: "Veterinary care doesn't just involve clinical decisions - it involves people navigating some of the most difficult moments with the animals they love.
"This role brings dedicated emotional and psychological support into practice, helping both clients and teams manage those challenges.
"By supporting our people, we strengthen the care we provide to every patient."
https://www.langfordvets.co.uk
Dignipets says that as well as supporting clients, referring this aspect of care to qualified counsellors can also reduce the emotional strain on veterinary teams.
Last year, Dignipets launched a free app for pet carers that offers quality of life scoring tools and a connection with the Dignipets hospice team.
Dignipets says that the app can strengthen the relationship between vet practices and their clients, in a partnership where the vet team provides the best care for the pet, Dignipets provides specialist hospice support and QOL guidance, and the APBC offers professional emotional support for clients, reflecting a more holistic model of veterinary care.
Merel Taal, Founder and Principal Director at Dignipets, said: "Coping with the loss of a pet can be extremely difficult and there is no shame in seeking professional support to get through such a challenging time.
"But what really excites me is that we can now reach pet carers so much sooner - before loss, during those incredibly hard weeks and months of anticipatory grief.
"This is an amazing extra feature that means we hopefully get more pet carers struggling with anticipatory grief the support that they need - sooner."
https://www.dignipets.co.uk
The course, which has been produced as part of Dechra's collaboration with Not One More Vet, is presented by vets who specialise in mental health counselling.
The four new topics are: client communication: the human side of veterinary medicine; professional identity development for students and recent graduates; executive function management and mental health; and the science of mindfulness.
https://academy.dechra.com/learn/catalog/view/502
The CPD events, which are part of the College's Next Steps project, are aimed specifically at returning parents, those coming back from a career break, and individuals moving into management.
They offer a blend of practical guidance, peer support, professional networking, and careers expertise.
Tash Goodwin Roberts, RCVS Projects Implementation Manager, said: "Navigating change can be exciting, but it doesn’t come without challenges.
"Our Next Steps project is designed to make those transitions as smooth as possible, to make sure you feel confident in reconnecting with your professional identity."
The events will take place on 12 May, 21 May, and 18 June at the RCVS' offices in London.
Tickets cost £50 for those booking at least six weeks in advance.
https://www.eventbrite.com/cc/rcvs-next-steps-4825743
WellVet was founded in 2019 and was established and run as a not-for-profit by vets Liz Barton, Ru Tipney, Nat Scroggie and Katie Ford.
It provided in-person and online events to help people build their own wellbeing toolkit.
It also developed and hosted free expert-led resources on perimenopause.
Vet Empowered is a coaching and wellbeing platform run by Claire Grigson and WellVet team member Katie Ford, and it will host the WellVet resources on its website.
Liz said: "WellVet was developed at a time when the conversation around wellbeing was growing, but many resources were not reaching colleagues who could benefit.
"Our aim was to connect people with solutions to live happier and healthier in mind, body and soul.
"We have been honoured to host outstanding expert speakers and to receive many moving testimonials demonstrating real positive impact.
"However, securing funding for WellVet’s activities has become increasingly challenging in the current climate.
"Bringing WellVet’s resources into another established wellbeing platform is the best way to ensure these materials remain freely available and continue to benefit the veterinary community.”
https://www.vetempowered.com/wellvet
The guide, which is based on ten restorative just culture principles, aims to help practices move away from blame culture and improve staff wellbeing.
Dr Hannah Godfrey, VetLed Community Lead, said: "We know the positive difference that Restorative Just Culture principles could make within the veterinary profession, and we’re proud that we’ve been able to deliver such a useful tool for practice, with expertise from the Restorative Just Culture Foundation."
VetLed is also running a 6-module online course ‘Restorative Just Culture for Veterinary Practice’, starting in May: https://www.vetled.co.uk/courses-services/restorative-just-culture-for-veterinary-practice-open-course.
https://www.vetled.co.uk/resources/restorative-just-culture-campaign-2026
For the challenge, Wendy had to run for at least 20 minutes every day.
On a previous attempt, she reached day 605 before being put out of action with a skiing injury.
Wendy's work takes her to all sorts of interesting places and sticking to the challenge has had her running in the African bush, through the jungles of Sumatra and on the ice in Japan, braving temperatures as low as -20C in Finland, to 35% during an Italian heatwave.
It has also meant running on through a 10-day bout of dysentery!
At the end of it all, Wendy raised over £3000 for The Painted Wolf Foundation, a charity working to reverse the decline of painted wolves.
Wendy said: ‘I first saw painted wolves in Botswana twenty years ago – a pack ran out in front of us and I hadn’t seen them before.
"They were stunning.
"The more I learned about them – how they work together, collaborate and look after each other – the more drawn I was to them.
"They are on the IUCN red list, which means they are critically endangered, with only around 6,500 left spread across southern and eastern Africa.
"I decided to use my 1,000-day streak to raise money for the Foundation to support the work being done to help these amazing animals.’
https://www.gofundme.com/f/running-for-1000-days-for-painted-wolves
https://paintedwolf.org
WellVet suggests a variety of activities that practices might like to run, including coffee and chat sessions where everyone can sit together, have an informal chat and share experiences about the menopause.
That might provide a perfect opportunity for everyone to watch the WellVet animation which summarises the impact of the menopause on veterinary teams.
In addition, practices can use the free educational videos on the WellVet website to learn how the symptoms of perimenopause can be managed through lifestyle adjustments.
Alternatively you might like to just share the link to the WellVet Menopause Resources page with your team, allowing individuals to explore the information at their own pace.
Liz Barton, Director of WellVet, said: “Creating an open and understanding environment around health topics like perimenopause is crucial for the well-being of our teams.
“While perimenopause is a natural life stage, symptoms and long-term effects of hormonal changes adversely affect a significant portion of the workforce, yet it is a topic that is rarely discussed.
"There is growing interest from veterinary teams about how to start this conversation and provide peer support.
"We hope that by highlighting World Menopause Awareness Day, we can encourage colleagues in the veterinary community to take a moment to explore these resources to help individuals and foster a more supportive culture.”
https://www.wellvet.co.uk/resources/menopause-resources-for-veterinary-teams/
From early 2025, all vets, nurses and technicians will be required to wear a hard hat in the vicinity of a horse, pony or donkey – whether in practice, on a yard, or at a client’s premises.
It follows a three-year research project collaborating with the University of Liverpool which revealed that 90% of veterinary clinicians have experienced an injury during their career.
It is hoped that the move will reduce injuries to the head – one of the most common traumas to be suffered by equine vets identified by the research, usually sustained when examining distal limbs. CVS says that in the US, equine vets sustain on average eight serious injuries during their career, making it the second highest profession for non-fatal injuries.
The University of Liverpool research found that over 25% of equine vet injuries have led to hospital attendance. Dr. John Tulloch, Lecturer and European Specialist in Veterinary Public Health at the University of Liverpool, who led the research, said: “Vet visits are not an ‘everyday activity’ for a horse.
"As a result, many horses will be on heightened alert, and some may be more prone to unpredictable behaviour. “Vets are often in a vulnerable situation when examining a horse.
"And it’s difficult to pick up on a horses’ signals, especially when examining areas such as distal limbs. “Our research found that many injuries happen when a horse kicks or pushes a person over and the person’s head makes impact with the ground.
"So, wearing a hard hat will be a big step towards preventing traumatic head injuries if this were to happen.” Sophie Ignarski, Equine Director at CVS said: “All of our clinicians are at risk in their day-to-day work – whether they are newly qualified or very experienced.
"Other colleagues including nurses, vet techs and patient care assistants are similarly vulnerable. “We decided to make wearing of hard hats mandatory in order to protect all of our colleagues and minimise the potential risk of head injury, understanding it can never be fully eliminated.
"We recognise that this policy shift represents a degree of change but hope that it serves to further support and progress the equine veterinary industry more widely. “Our policy is evidence-based, utilising three years of rigorous research, and we will continue our efforts in the future to grow our knowledge and understanding of this important area.
"By doing so, we join other industries – such as construction – who have already adopted similar changes to the extent they are now established in their culture.”
https://www.sciencedirect.com/science/article/pii/S0167587725001266
The extension, which does not collect any data, interrupts searches related to a broad range of mental health and life challenges, including substance misuse, financial struggles, eating disorders, domestic abuse and more, with a positive message of hope and signposts to a variety of different mental health services.
According to R;ipple, its extension has now interrupted over 100,000 harmful online searches and 32 people so far say they are still alive today because the software intervened at a moment of crisis.
Nick Berryman from Agilio said: “Our commitment aligns with R;pple's mission to combat the stigma surrounding mental health and provide essential resources for those at risk.
"As part of this, we have implemented the tool across our own organisation to safeguard the wellbeing of our staff.
"In parallel, by supporting R;pple’s wider initiatives, we are helping to raise awareness and empower healthcare communities to take proactive steps in supporting those in need.”
R;ipple will be holding a live webinar on Tuesday 7th May at 1pm: Supporting workplace mental health and suicide prevention: my brother’s legacy.
In the webinar, R;ipple founder Alice Hendy MBE will draw on her experience of having lost her brother, Josh, to suicide in 2020 at the age of 21, and explain how healthcare organisations can create safer, more supportive environments through practical steps and awareness.
To register to attend, visit https://tinyurl.com/my-brother-s-legacy.
https://www.ripplesuicideprevention.com
https://agiliosoftware.com/
The Swadlincote and Melbourne-based IVC practice worked with a Great Workplaces by BVA accreditor during the pilot of the new scheme, to demonstrate its strengths against an accreditation framework covering four key themes: health and wellbeing, leadership and management, culture and learning and development.
In the report, the accreditor was particularly impressed by the practice’s strong leadership and management; its emphasis on accommodating flexibility for team members in various forms; a robust teamworking ethos; and a focus on continuous improvement.
British Veterinary Association President Elizabeth Mullineaux said: “We’re delighted to see Swadlincote Veterinary Centre become the first veterinary workplace to achieve Gold accreditation through Great Workplaces by BVA scheme.
"Congratulations to the whole practice team for this incredible recognition.
“Creating positive working environments and targeting areas for improvement are the key to tackling ongoing workforce challenges around recruitment and retention.
"We hope this first Gold accreditation inspires others to strive towards gaining recognition as workplaces where vet teams thrive.”
Ingrid Stevenson, Clinical Director at Swadlincote Veterinary Centre, said: “While we knew the practice was doing well, we didn’t go into this process expecting Gold at all.
"My practice manager and I were just both really keen to get some feedback and to find out what more we could do to help the team.
“We have several clinical accreditations in the practice, but it is the team that are responsible for achieving these and maintaining the high standards.
"I believe the team should be looked after, recognised and rewarded for their hard work and going above and beyond when necessary.
"The team were really pleased when I shared the news.
"It has certainly been good for team morale and a positive outcome to share with potential new recruits. '
“The accreditation process was a thorough assessment of the practice and our accreditor made us feel all at ease during the interviews.
"While we achieved Gold, which was unexpected, we have also learnt of areas to develop further over the coming months.
"Overall, it was a positive experience for our practice.”
www.bva.co.uk/take-action/good-veterinary-workplaces/
Reasonable adjustments can include changing working arrangements and providing equipment, services and support.
The campaign will address common myths and misconceptions surrounding reasonable adjustments and highlight the legal obligations of leaders and managers around implementation.
The campaign, which will run until the end of July, is being launched after an RCVS/British Veterinary Chronic Illness Support (BCVIS) survey concluded there is a need to increase awareness about reasonable adjustments, promote wider discussion and equip organisations with the information they need to implement them.
The research also indicated that improved knowledge of legislation is needed, with communication also being raised as an important issue, so that individuals feel empowered to ask for the support they need.
MMI Lead, Rapinder Newton, said: “Our ‘Let’s talk adjustments’ campaign will support people to have these important conversations by sharing information, educational resources and guidance on good practice.
"It will also provide examples of different types of adjustments, including examples that are specific to the veterinary context.
“We know that physical and mental health are deeply interconnected.
"Reasonable adjustments can support both physical and mental health but also helps to safeguard mental health through allowing individuals with disabilities to thrive.
“We will be keeping people updated on the campaign, which has its own dedicated section on the RCVS website, via the RCVS social media channels, as well as providing information in RCVS newsletters, so do keep an eye out for this over the coming months.”
https://www.rcvs.org.uk/lifelong-learning/leadership-diversity-and-inclusion/reasonable-adjustments-campaign/
Photo courtesy: https://depositphotos.com
The survey of 76 vets and nurses, which was conducted by the company in September and October 2024, found that 43% believe that staff wellbeing could be improved within their practice.
It also found that 93% agreed it is important for staff wellbeing to be taken seriously (Ed's note: one wonders what the other 7% think).
The most common strategies were:
NVS, which also sells a range of natural calming products for animals including NVS Select Calming Chews, also asked veterinary professionals how often they encounter nervous or stressed animals.
The answer from 92% of respondents was, perhaps a little unsurprisingly, daily.
82% said they use medications and supplements to support nervous animals.
https://www.nvsweb.co.uk/products/big-chill/
https://www.nvsweb.co.uk/our-brands/select-from-nvs
However, when asked by VetSurgeon.org which audience - veterinary professionals, it's staff or the public - it was referring to, or what threats to safety and wellbeing were posed by X, the College refused point blank to answer.
So the real motivation remains unclear.
On the one hand, it could be a ridiculously over-sensitive move to protect its unknown audience from opinions that its staff find objectionable.
On the other hand, it could perfectly well be argued that short form social media reduces every discussion or debate to "I'm effing right and you're effing wrong", which is not appropriate for a scientific profession.
Equally, one could also argue that engaging in polarised debate online is not terribly good for one's wellbeing.
Or one could just argue that it's a terrible platform owned by a strangely meddlesome and interfering American.
However, given the College's strange refusal to expand on the reasons for its withdrawal, the first explanation seems more likely.
But who knows?
https://www.rcvs.org.uk/news-and-views/news/rcvs-statement-on-x-formerly-twitter/
Paragon’s gardens feature bee and insect hotels, bird feeders, bat boxes and robin hides, plants for pollinators and long grass to suit hedgehogs.
The garden at Dalston has a bog garden and pond.
Children from the local primary school visit to plant trees and scatter wildflower seeds.
Paragon’s most ambitious project is at Newbiggin where, with the help of a grant from Forestry England, it is planting a three-hectare native broadleaf woodland, reinstating hedgerows and incorporating a wildflower meadow.
Gardeners’ World’s Frances Tophill presented the framed certificate and trophy at the Britain in Bloom Awards at Old Trafford Stadium, Manchester.
Laura Binnie, small animal vet and sustainability lead at Paragon, said: “When we set out to create wellbeing gardens for our staff to enjoy, and to do it as sustainably as we could, we never thought it would go this far.”
“In the veterinary profession, we’re at that unique intersection where people, planet and animals come together.
“We feel a responsibility to do something for the community, for nature and for our clients and staff, and to lessen our impact on the climate crisis.”
https://www.paragonvet.com
The films, which include information and practical advice based on the pillars of lifestyle medicine and the neuropsychology of hormones, are aimed both at individuals who are directly affected and those who want to support them.
Wellvet co-founder Liz Barton said: “We now know that nearly half of veterinary team members experience a moderate-severe impact of perimenopause symptoms on their mental health, and a third report a significant impact on their working life and career."
Dr. Claire Gillvray, GP, Lifestyle Medicine specialist and psychiatrist with a special interest in women’s health, who introduces the films, said: “While we tend to focus on the individual, we all have friends, family, colleagues and clients who will experience symptoms impacting their mental and physical health and relationships.
"Although some women transition through the menopause with no problems, many women suffer a multiplicity of debilitating symptoms.
"These symptoms can be devastating and the medical advice they receive can be extremely variable, with some doctors dismissing perimenopause.
"Though onset can be earlier, symptoms typically occur between the ages of 40-60 years and can last for a decade or more, and there can be severe health impacts including cardiovascular, neurological and orthopaedic disease."
“These videos will empower individuals to take control of their symptom monitoring, have meaningful conversations with medical professionals, and trial lifestyle adjustments that may improve their health and wellbeing.”
The first instalment of nine 5-30 minute bitesize videos are accessible now on the WellVet website: https://www.wellvet.co.uk/resources/menopause-resources-for-veterinary-teams/.
Vetlife's campaign included talks at various veterinary events, an awareness video, a series of lived experience blogs, and a downloadable resource for individuals and workplaces, all made possible by grant funding from the Zoetis Foundation.
Kirstie Pickles, Vetlife Trustee and project lead for the neurodiversity campaign said: “To be shortlisted was an honour, but to win this award is just incredible and is a testament to the dedication and passion that the team put into the campaign.
"It has been a pleasure and a privilege to lead this project and share this much needed information with the veterinary community.
"It is our hope that this campaign and its resources will enable and initiate discussions within teams to ensure that all within our wonderful veterinary professions can thrive."
https://www.vetlife.org.uk
As part of the campaign, vets are invited to share their top tips for maintaining a calm workplace for staff and patients at: https://www.nvsweb.co.uk/products/big-chill.
Veterinary professionals are being asked to share their top tips in two areas. Firstly, on how they prioritise self-care for themselves and teammates, and secondly, on how they best deal with nervous, stressed or anxious patients.
All respondents will be entered into a prize draw for a VetYogi practice subscription.
Gemma Vardy, Senior Category Specialist at NVS Group, said: “Mental health and wellbeing have never been more important within the veterinary industry which is why our dedicated Big Chill campaign supports the wellbeing and mental health of veterinary professionals while also shining a light on animal calming products, such as our select healthcare calming chews, which help support calm and enhance patient experiences.”
https://www.nvsweb.co.uk/products/big-chill
As well as raising awareness of suicide and mental health, Maria Mylne, Mary Hall, Callum McRoberts and Kirsty's partner Chris Burn are raising money for two charities: Vetlife and The Canmore Trust.
The Canmore Trust was set up by the parents of another vet who took his own life, and works with individuals, communities, practices, workplaces, schools, colleges and universities that have been affected by suicide, as well as trying to prevent suicide.
The four vets will set off from Land’s End on September 23rd and will arrive in John O’Groats on October 18th.
On the way, they will be stopping off at Bristol, Harper Adams and Keele, Liverpool, University of Central Lancashire, Edinburgh and Glasgow vet schools to speak to students about suicide prevention.
Kirsty was a trusted and respected colleague and vet, and her death had a devastating impact on her partner and colleagues who are fundraising in her memory.
Maria said: “We want to share a message of hope that suicide is not inevitable, and just because somebody has experienced suicidal thoughts, does not mean they will feel this way forever.
"Together we can break the cycle of suicide and keep building suicide safer communities in practice.”
Chris said: “Kirsty was my rock. If you wanted something organised or something fixed, Kirsty was your woman.
"We don't want anybody else to go through the pain we have.
"We want everybody to know that no matter what your mind may tell you, the world is better with you here, in this world.”
www.justgiving.com/team/lejogawareness
https://www.facebook.com/profile.php?id=61559943272380
https://www.instagram.com/lejog_awareness2024
https://thecanmoretrust.co.uk
https://www.instagram.com/the_canmore_trust
lejogawareness@gmail.com
The course has been made available after its authors, Dr Katherine Wakelin and Sarah Corthorne from the University of Surrey, received a Mind Matters Grant to conduct research which found it improved the mental wellbeing of veterinary professionals.
Katherine and Sarah will also be hosting a webinar from 7pm – 8pm on Tuesday 3rd September to discuss the importance of self-compassion, provide an overview of their research, as well as information on the course itself.
Katherine said: “Our recent randomised control trial has shown the course to significantly improve resilience and self-compassion and reduce rumination and self-criticism amongst veterinarians.
"Therefore, Sarah and I are delighted to now be disseminating the CFT course freely to the veterinary profession, so that as many people as possible are able to benefit from the evidence-based resource.
“Even though our research was conducted on veterinary surgeons, we hope that the course will be useful to all those working in the veterinary team as the content can be applied in a number of contexts.
“Our webinar will explain more about our research, as well as some of the science behind the effectiveness of the course in a veterinary context.
"So, if you are interested in learning more about how CFT may be able to help you and your team, both in a personal and professional capacity, please do come along.”
In order to access the online compassion course, individuals are invited to complete a short questionnaire before and after watching one video (10-15 minutes long) each day for 14 days. The aim of the video intervention is to develop self-compassion skills and reduce self-criticism. This will also allow Katherine and Sarah to evaluate the ongoing impact that the videos are having on those working in the sector.
https://vetmindmatters.org/resources/free-online-compassion-course-for-veterinarian-mental-wellbeing/
All veterinary surgeons, nurses and students over the age of 18 were invited to participate by email, which elicited 2,781 complete responses and a further 631 partial responses, 1682 from vets, 328 from vet students, 1,369 from nurses and 553 from student vet nurses.
80% of respondents were female, 16.8% male, 1.4% non-binary, 0.8% genderfluid and 0.9% preferred not to say or to self describe.
93.3% were white, 2% were Asian or Asian British, 0.6% were black, black British, Caribbean or African.
The remainder identified as 'other ethnic group', mixed or multiple ethnic groups, or preferred not to say.
90.4% of participants worked within clinical veterinary practice, three-quarters in small animal practice.
Almost two-thirds worked part time.
Paradoxically, although around 50% of respondents described their physical or mental health as 'good' or 'very good', 75.6% considered themselves to have at least one disability or chronic condition (61% chronic, 48% physical, 39% mental health and 30% neurodivergent).
Female veterinary surgeons were significantly more likely to suffer from a mental health condition (48.3%) than males (19.2%).
Mental health conditions were far more common amongst the young (51% of those aged 18-29), than the old (28% of 50-59 year olds, declining to 9% of 70-79 year olds)
Veterinary nurses were more likely to say they have a mental health condition (47.3%), than veterinary surgeons (27.9%).
As with mental health, the proportion of respondents identifying as neurodivergent decreased with age (42.3% of respondents aged 18-29 vs 6.7% of those in the 70-79 age group).
Whilst overall, 29.8% identify as neurodivergent, the figure was notably higher (83.3%) amongst those who identify as non-binary or genderfluid.
The number of people with a physical condition varied less with age and gender, although of course, broadly speaking, age brings with it an increase in physical problems.
60% of participants said they are affected by their disability/chronic condition every day, and 68% agreed or strongly agreed that they had to make significant changes to their life to continue working.
The most frequently reported symptoms of disability/chronic condition were mental health (45.2%), pain (36.4%), learning, understanding or concentrating (33.8%), and stamina or energy limitations (32.3%).
When asked if they were treated different at work because of their disability or chronic condition, 49.5% said they had not and 34.7% said they had.
Of those who felt they had been treated differently, 45% thought that disclosing their condition had contributed to this.
18% of those in education and 36% of those in work said they had experienced discrimination, bullying or harassment because of their disability/chronic condition.
Discrimination, bullying or harassment was more likely to be reported by those with a mental health condition or who identify as neurodivergent (47% and 46%), than those with a physical or chronic condition (38% and 37%)
Perceived discrimination, bullying or harassment was most likely to have come from managers (76%) and colleagues (64%) compared to clients and 'other' (15%).
63% of respondents believed there was a strong or moderate understanding of the Equality Act at their workplace but 12% thought their employer had no knowledge or understanding.
45% thought their employer had strong or moderate understanding of the Access to Work scheme, while 27% reported no understanding at their workplace.
Examples of good practice were given by some respondents about their existing or previous workplaces. These included reasonable adjustments such as adjusted working hours, environment and task adaptations, alongside good communication, support (from colleagues, managers and external sources), and additional resources.
Gurpreet Gill, Leadership and Inclusion Manager at the RCVS, said: “While there are some sobering elements in this report, and some clear and unfortunate examples of poor practice and discrimination, the overwhelming feeling is that there is goodwill and a desire to help people out there in the professions, but sometimes a lack of understanding and knowledge on how best to do this.
"Of course, there are also some excellent examples of good practice in terms of putting in place adjustments and accommodations for employees and staff with disabilities, as well as for students on placements.
“Overall, this should be taken as a call for more members of the professions to familiarise themselves with the Equality Act 2010 (https://www.equalityhumanrights.com/equality/equality-act-2010) and its provisions.
Under this legislation, it is unlawful to discriminate against people with protected characteristics, including disability.
"The act sets out the legal requirement for workplaces and educational institutions, among others, to make reasonable adjustments to avoid disabled people being placed at a disadvantage.
“We will now be considering how we, as the regulator and Royal College, can best support members of the professions in understanding their rights and responsibilities under the Equality Act 2010, and what further training and education can be provided, looking at the RCVS Academy as a potential vehicle for doing so.”
Olivia Anderson-Nathan, a Director of BVCIS added: “Overall, the report demonstrates that although there are systemic issues that require a shift in workplace culture, there may be some relatively ‘easy wins’.
"For example, improving line manager knowledge of the Equality Act and providing reasonable adjustments that are typically inexpensive and simple to implement, such as providing seating and ergonomic equipment, and rota or shift changes.
"Many changes, like flexible working, will actually benefit everyone.
"Most importantly, employers and educators need to make sure that those with disabilities, neurodivergence, and chronic illnesses understand their rights and are given positive support to identify their needs.
"This means co-designing individualised adjustments and avoiding a one size fits all approach.
“BVCIS will continue our work to educate the profession, offering support and guidance for anyone not sure where to start.
"We also offer community support through our Veterinary Spoonholders Facebook page for disabled, chronically ill and/or neurodivergent people in the veterinary world so – please do come and join us if any of the experiences detailed in the report resonate with you.”
www.rcvs.org.uk/publications
15.3% said they had received written abuse and 13.4% had received online abuse.
One in ten (9.87%) had cited receiving generally negative grumbles from their clients and a small percentage (0.8%) said they had noticed negativity from usually supportive clients.
17% reported abuse relating to the CMA across more than one platform.
On the other hand, the survey also revealed that 22.4% had received support in person, almost one in twenty (4.5%) had received online support, and 2.4% cited they had received supportive correspondence.
Vetlife Ambassadors attend veterinary events, deliver talks and promote fundraising activities on behalf of the charity, which equips them with the training and support they need.
Maurice Kelly (pictured), a Vetlife Ambassador, said: “I like to volunteer for events so that I can chat to a wide range of practice personnel and keep abroad of what is happening in the veterinary industry and the current issues.
"Event volunteering is also a great opportunity to meet some of the Vetlife staff and other volunteers.”
www.vetlife.org.uk/become-an-ambassador
The programme is for vets who are more than five years qualified, and thus not eligible for BEVA’s Leg Up coaching.
It has been developed in response to numerous BEVA members reporting periods of feeling lost or adrift in their career as life progresses after graduation, particularly following a career break.
The programme is led by a team of individuals who have experienced the challenges of working in equine practice and have all undergone extensive coaching training.
It takes the form of group sessions where participants can discuss, learn and share knowledge in a workshop style environment.
Lucy Grieve, Veterinary Projects Officer at BEVA said: “Back in the Saddle provides a safe, supportive and encouraging environment to help individuals understand what it is they want from their career, following a break, for example for parental leave or injury.
"By reflecting on their career achievements, learnt skills and professional needs, in the context of their life as it is now, it enables them to prioritise appropriately, create achievable goals, and find their place in the profession again.
“Our coaches are professionally trained, friendly and empathetic, and the nature of group coaching means peer support opens up to all involved.
"This helps counter feelings of isolation and self-doubt and enables a sense of purpose and confidence to return and develop further.”
The first Back in the Saddle programme starts on 11 June 2024 – applications are now open and will close on 17 May 2024.
https://form.asana.com/?k=5BoRR89NDXQ_CAsWZ-g-HQ&d=11947487954206