Everyone can feel safe, respected and included, and is empowered to take action if that is breached

• Workplace values and a code of acceptable conduct is communicated to everyone and applies to everyone within the workplace, including external service providers and members of the public.
• Written, verbal and non-verbal language is free from microaggressions, is inclusive and respectful to all people in the workplace and community.
• Sensitive discussion seeking to understand other’s emotional, physical and mental needs and belief systems is encouraged and modelled with the whole team, to build a well-informed and considerate workplace culture.
• Communication with owners is clear, comprehensive and free of medical jargon so that they are able to make well informed Options for optimal animal health management are presented to owners without prejudice or assumption. Owners’ identified constraints are respected, with a focus on practical solutions. Team members are responsive to questions which improve owners’ understanding and participation in patient care.
• Resources which support good communication are accessible to team members and clients, for example written information, an interpreter service, audiovisual material (YouTube etc) or necessary technology.
• A zero-tolerance policy exists for discriminatory, abusive or inappropriate behaviours by employers, employees and the This is clearly communicated and enacted; everyone is empowered to call out inappropriate behaviours.
• If discrimination or bullying may have occurred, a timely reporting and investigation process is followed, with the assistance of appropriate resources and support.
• There is a consistent and enforceable approach to inappropriate patterns of behaviour which may require involvement or support from other agencies such as Fairwork, Worksafe, AVA HR support, and state Workplaces can refuse to work with repeatedly or wilfully discriminatory, abusive or inappropriate people.

Employment processes, practises and conditions are transparent, fair and provide equal opportunity.

• Processes and decisions about employment, advancement, responsibility and reward are fair, transparent and equitable in accordance with Australian employment and anti-discrimination laws.
• Employment and advancement processes consider and mitigate systemic and unconscious biases through promotion of opportunities for individuals from minority communities.
• Employment decisions are made or informed, wherever possible, by more than one Diversity of decision-making perspective, for example across gender, sexuality, age, experience, qualification and role, physical ability and ethnicity mitigates the risk of discriminatory implicit bias.
• Information about workplace opportunities for development, advancement or reward are provided to all employees. There is transparency about when, why and how opportunities may be open to staff, what pay range is applicable, and the basis on which decisions are made.
• Employers and employees understand their responsibilities under laws and regulations.
• Personal leave respectfully accommodates the broad range of reasons it may be required.
• Parental leave applies to all genders and recognises all stages and forms of parenting, including miscarriage, stillbirth and adoption.
• Caregiving in all its forms is recognised as important, and variable in the challenges it may pose to team members. Employers are open to flexible working arrangements and leave allowances that support caregivers to contribute and progress meaningfully.
• Strategies, policies and actions related to equity, diversity and inclusion are regularly reviewed by the whole team or representatives spanning all segments of it.

Everyone is encouraged to be themselves and be open-minded and curious in understanding others.

• Diversity within the workplace and the profession is championed by leaders.
• Diverse perspectives are sought in making workplace decisions and in reviewing policies and procedures, including a diversity strategy.
• Autonomous self-expression through cultural and religious practices and personal appearance is facilitated in accordance with OHS requirements.
• Leaders establish ways to regularly check in with all They practice an open-door policy, inviting discussion about concerns, challenges and suggestions without prejudice or reprisal.
• Visible and practical support is given to initiatives that champion and improve equity, diversity and inclusion in the workplace.
• There is visibility for all staff and clients about how to access support, resources and connection if it is needed (eg industry groups and relevant government and non-government and not for profit organisations, EAPs etc).

All team members and animal owners are well supported to physically participate in the workplace.

• Facilities and equipment support the participation of people of all physical Management is open to modification suggestions which support accessible work activities.
• Breastfeeding, pumping and baby change areas, bathroom facilities and spaces suitable for prayer or quiet reflection are available and appropriate for these purposes.
• Work and profession-based activities and venues are planned to span the physical and psychological needs of all team members.

An inclusive community is fostered.

• Diversity of personal values, beliefs, knowledge and capabilities is respected, fostered and harnessed through management and clinical practices which encourage sharing of perspectives. Collaborative and/or consultative leadership and decision making occurs through workplace meetings, feedback processes, clinical rounds, mentoring and coaching, and communication with clients.
• Animal owners and all staff are considered important members of an animals’ health care team. Differences in the understanding, beliefs and priorities of individuals are explored with curiosity and open-mindedness, with the aim of identifying shared goals, reducing knowledge gaps, and defining acceptable outcomes.
• Activities, discussions, continuing education, physical spaces and facilities, and cultural elements (such as name badges, uniforms, titles and privileges) are inclusive, fostering a sense of community within the workplace, local area and the veterinary professions.

Everyone aims to build shared understanding of their own and others’ needs.

• A structured and comprehensive diversity and inclusion education program is a part of standard workplace This includes training about neurodiversity, physical ability, LGBTQI+ diversity, linguistic, religious, cultural and racial diversity, and Aboriginal and Torres Strait Island community considerations.
• Individuals and/or managers provide explanation as to why a behaviour or communication is unacceptable, to strengthen workplace understanding and help prevent recurrence.
• Principles of inclusive design, including consultation (“nothing about us, without us”) and protection of individuals’ dignity and agency, are upheld in making decisions about the workplace.
• Information about barriers to equality and diversity and the consequences of discrimination is sought and communicated to the whole team so it may inform workplace actions and decisions. Sources include, but are not limited to, published research and reports, government and workplace resources, and continuing education opportunities.