Additional Resources

Gender Neutral Pronoun Practice 

JAVMAnews: Be inclusive, share your pronouns 

Pronouns Matter

Pride VMC: Right to Pronouns 

AAHA: Proactive Personal Pronoun Use 

DVM 360 Next Steps for Transgender, Nonbinary, and Gender Nonconforming Belonging in Veterinary Medicine 

Why Gender Inclusive Language Matters in Veterinary Medicine 

GLSEN Pronoun Guide 

Open and respectful conversation is essential in cultivating an inclusive workplace, especially when addressing sensitive topics. In the veterinary pathology community, where collaboration across diagnostic, academic, and research settings is critical, these conversations help maintain trust, ensure collegiality, and support our shared mission to advance animal health. When handled thoughtfully, difficult discussions can deepen professional relationships and improve collaboration; when mishandled, they risk creating misunderstanding, tension, and disengagement.

An effective starting point is the co-creation of shared norms, sometimes called grounding agreements (example: respectful communication), with all participants. This process establishes mutual respect and psychological safety, making it easier to address hard topics openly. Shifting from certainty toward curiosity can further improve outcomes. The “Three Conversations Model” recommends addressing three dimensions: factual discrepancies (“What happened?”), emotional dynamics (“What am I feeling?”), and identity implications (“What does this say about me?”). This approach reduces defensiveness and encourages constructive engagement.

Insights from DVM Advocate’s Talking Tails reinforce the value of clear, intentional communication. Before engaging in a sensitive conversation, clarify your goal, anticipate possible reactions, and prepare examples or facts to support your message without overwhelming the listener. It is also important to highlight active listening, pausing to let the other person finish, summarizing what you heard to ensure understanding, and asking open-ended questions that invite deeper dialogue. Empathy, acknowledging emotions without judgment, helps maintain connection even in moments of disagreement.

Leaders in our field, whether heading a laboratory team, mentoring trainees, or serving as faculty, play a pivotal role in setting the tone. Modeling vulnerability by sharing experiences and lessons learned reinforces that imperfection is part of growth, not weakness. Using first-person language such as “I feel” or “I observed” focuses dialogue on personal perspective rather than accusation, a practice supported by multiple communication frameworks.

When combined, these strategies create a foundation for respectful, productive dialogue. This means beginning conversations with clear, collaboratively defined norms, framing discussions with curiosity and attention to facts, feelings, and identity, establishing goals and anticipating reactions, actively listening, and using personal, non-confrontational language to foster understanding. Embedding these practices in a long-term commitment to genuine inclusion ensures they are more than symbolic gestures.

Additional Resources

Talking Tails: A Veterinarian’s Handbook for Crafting Effective Client Conversations

Navigating Diversity, Equity, and Inclusion in Veterinary Medicine – Zoetis

Diversity, Equity, and Inclusion in Veterinary Medicine – AVMA

We are excited to see everyone at the ACVP Annual Meeting, share key updates, and reconnect with colleagues. The annual meeting is not only an opportunity to learn about the latest Research, but also a space to build connections that can shape your career. For ACVP members, networking can be especially valuable in strengthening collaborations, identifying mentors, and expanding perspectives within our diverse field.

While many of us may be excited to speak with new faces and get to know each other, making those initial connections can often feel like a daunting task, and can even be anxiety inducing. For those looking to establish genuine connections, here are some helpful tips:

Start Simple

A simple and genuine opener, such as asking what sessions someone is most excited about, often works best. Active listening is key in any conversation, leaving space for the other person to share their story. Make the exchange more engaging by asking open-ended questions about their career path or current projects. Asking about training, research interests, or what someone enjoys about their role is usually well received. As an example, rather than simply asking “What do you do?” and moving on, perhaps a more efficient means of establishing a connection may be to follow up with “What do you enjoy about what you do?” or “What do you think is the most valuable part of your work?”

Be inclusive

While networking, there are certain spoken and unspoken cues that can be utilized to ensure you are leaving the conversation open for others to join. If you are with a group, try to keep an open space in the group, rather than a closed off circle. If you notice someone who seems interested in connecting, make eye contact and invite them to join, or if you know them by name, try calling them over. Remember that networking can often be about helping others, especially those just starting out their careers.

Share freely, respect boundaries

Sharing more detailed parts of your life can be an easy way to establish connections when networking. This process, known as self-disclosure, has been shown to build and deepen connections with others, and often leads to reciprocal sharing from others in the conversation. However, it is important to note that all individuals differ in their comfort level, and you may not want to pry or ask others to share anything they do not want to. Certain topics, such as politics, religion, and a person’s physical appearance, are best avoided when meeting someone new in a networking situation.

Be aware of others’ needs

For many, networking and meeting new people can be an overwhelming experience. Traditional networking often relies on fast-paced small talk, unspoken social cues, and crowded environments that can unintentionally exclude neurodivergent professionals. For those who process information differently, these settings can be overwhelming and may limit opportunities to form meaningful professional connections.

To make networking more neuroinclusive, neurodiversity expert Ludmila Praslova emphasizes rethinking how we design these interactions. Providing structure and advance notice, such as sharing agendas, discussion topics, or participant lists ahead of time, gives attendees the chance to prepare and feel more confident. Offering multiple ways to participate, including virtual platforms or written exchanges, ensures that those who find spontaneous verbal communication challenging can still engage fully. Adjusting the environment is also important: smaller groups, quieter spaces, or clearly structured introductions can reduce sensory overload and ease the pressure of unstructured mingling. Organizers can enhance inclusion by offering opt-out spaces for those who need breaks and by educating participants about neurodiversity so that different communication and social styles are respected. These changes are more than simple accommodations–they create equitable access to opportunities.

Ultimately, networking does not need to be overwhelming or inauthentic. At its heart, it is about curiosity, respect, and shared enthusiasm for veterinary pathology. Each conversation, no matter how brief, is an opportunity to learn, contribute, and strengthen our community.

Hopefully, all attendees had a terrific time at the 2025 Annual Meeting , and were able to employ some of the tips contained within the Pathologist’s Workplace Toolkit Series! We conclude this three-part series with a discussion of what to do in the case of microaggressions.

As pathologists, we interact with coworkers, students, trainees, and clients throughout the day and may witness—or even commit—microaggressions. Microaggressions are everyday, insidious or overt interpersonal instances of racism, sexism, homophobia, weight discrimination, and other forms of bias. They can manifest as comments or non-verbal communications during general interactions. Microaggressions may be intentional or unintentional.

The term “micro” does not imply the harm is small; rather, it differentiates these acts from larger structural forms of discrimination, such as policies that result in systemic inequality.

In an article titled “Microaggressions Are a Big Deal: How to Talk Them Out and When to Walk Away,” psychology professor Kevin Nadal provides a few examples:

“Someone commenting on how well an Asian American speaks English, which presumes the Asian American was not born here, is one example of a microaggression. Presuming that a Black person is dangerous or violent is another example. A common experience that Black men talk about is being followed around in stores or getting on an elevator and having people move away and grab their purses or their wallets.”

Addressing microaggressions can be exhausting for the person targeted and may provoke strong emotional responses in the person being called out. Although there is no single best practice for responding, Dr. Nadal and others suggest several strategies:

• Consider if addressing microaggression is worth a response. Ask yourself: Is this someone who is open to hearing feedback?

• Seek permission to engage in the conversation. For example: “Can I share a different perspective on what you just said?”

•  Clarify what was said. Confirm to avoid assumptions.

• Assess your emotional state. If you’re feeling too emotionally charged—or the other person is—it might be more productive to delay the conversation or share a resource instead (e.g., an article or video). If a discussion is likely to escalate into yelling, ask yourself: Will this achieve your goal?

•  Focus on the specific behavior or comment, not the person. This helps reduce defensiveness.

• Differentiate intent from impact. Even if harm was not intended, it could still occur.

•  Share your own experiences. Acknowledge times you’ve said or done things with unintended consequences to foster mutual understanding.

It’s important to recognize that calling out microaggressions can be laborious, especially for individuals from marginalized groups. They may not feel safe or comfortable speaking up in every environment. Allies play a critical role and should be prepared to support colleagues and speak up when appropriate.

For a more in-depth list of actions and guidance—for both giving and receiving feedback—visit the National Equity Project.