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Navaratnam Partheeban

Navaratnam Partheeban

To make a real difference, we need to acknowledge that concepts about the veterinary profession and what it means to be a vet, are built in children’s minds from an early age. If we wish to attract a wider pool of applicants to veterinary education, it is important to start the process of communication as early as possible.

Meanwhile, it is reckless and dangerous to attract diverse applicants if the support and culture they need to flourish is not there, either within education or within the profession at large.

Our six workstreams therefore start by aiming to change the views of school children about the accessibility and relevance of veterinary careers, helping to develop supporting academic communities, through to influencing those professionals who will be employing them.

There are also streams that focus on the behaviour within our own organisations, and wider culture change.

Our six workstreams are:

  1. Recruitment to vet/veterinary nurse training and education
  2. Retention and support within the vet/VN schools at under- and post-graduate levels
  3. Recruitment within the profession
  4. Retention and support within the professions
  5. DIG member organisational (internal) policies and procedures
  6. Culture change

These are reflected in the action plan, which is reviewed and updated at every meeting.

“It is important we embrace and support diversity in all its forms in our people, to help foster inclusiveness and strength. Having the RCVS create and facilitate the Diversity and Inclusion Group, important conversations are being undertaken to coordinate action for real change, which will benefit everyone who are lucky enough to belong to the veterinary profession.”
Navaratnam Partheeban MRCVS
British Veterinary Ethnicity and Diversity Society representative on DIG

Diversity and Inclusion Group Strategy icon graphic