This chat was centred around the BAME Student Support Working Group Report, published by the Royal College of Veterinary Surgeons and Veterinary Schools Council in June 2022 which can be accessed on the RCVS website. The panel discussed some of the key issues highlighted in the report; how it’s recommendations for improving the educational experience of BAME veterinary students can be translated into action; and what else can be done to ensure that those from ethnically diverse backgrounds in the professions are valued and respected for who they are. The discussion also touched on wider EDI issues, as well as mental health.

Key discussion points:

The significance of the BAME Student Support Working Group report

In 2020, the RCVS brought together Higher Education (HE) staff and students to discuss what could be done to improve retention and support for Black, Asian and Minority Ethnic veterinary students.

The BAME Student Support Working Group was formed to explore four key areas affecting BAME students: developing clear discrimination reporting structures, particularly for students on extra-mural studies (EMS) placements; developing and supporting a group of role models within the vet schools amongst both students and faculty; developing support structures for BAME students; and religious clothing and belief guidance for universities and placement hosts.

The Working Group’s report is a collective effort between UK veterinary schools, BAME student representatives, the RCVS and Vet Schools Council. Prior to its publication, the profession had no information in one place on the BAME student experience, which has previously been largely overlooked as a result of under-representation. The Working Group discussions and recommendations made in the report provide a blueprint for veterinary schools to have their own conversations on these important issues.

Experiences of students encountering discrimination whilst on EMS placements

The student perspective and experience of EMS placements has not previously been considered. Placements are not always properly vetted. Students going on placement don’t feel safe and protected and find it difficult to report discrimination issues. The experience can be very intimidating, and the report identifies a number of factors that can deter students from making a complaint. Access to effective reporting processes and tools that enable students to report incidents easily and anonymously already exist in some institutions and this is something that all Higher Education institutions should offer. Many institutions do have reporting systems in place which can be suitably adapted and improved.

The problem remains that the onus is on the person making the report to press the issue and often nothing can be done by the institution. This may make people less inclined to speak up the next time there is an incident. Although there are legal barriers to action, the way complaints are handled needs to improve and institutions should also take steps to ensure that these issues don’t happen in the first place. There needs to be a zero-tolerance approach to discrimination. 

There is also a need for better support for student complainants. They need reassurance that their complaint is being taken seriously, and steps should be taken to ensure their mental health is protected. There is currently a lack of training for staff members in this area. Feeling ignored about your mental health is difficult. If someone was practicing poorly, we would immediately take action to do something about it. However, when someone faces discrimination and it affects their mental health, this often is not taken seriously. It is important that someone who has faced discrimination is able to go to the organisation and report what has happened to them and receive support. The problem will remain until this situation is properly addressed.

The role of students in promoting inclusion and culture change

Students are becoming increasingly aware, outspoken and proactive but they need the support of staff.  Collaboration with staff ensures student groups are encouraged and supported and receive help with securing funding, making connections and promotion of their work. Although students are becoming more vocal and prepared to call out discrimination, the onus should not be on the student population. Institutions need to work with and support students but should also be proactive in addressing issues and promoting good practice.

The importance of BAME role models

As one panellist commented ‘You can’t be what you can’t see’. Role models are hugely important. By seeing role models, we feel we can achieve what they have achieved – if we share similar characteristics such as cultural values or socio-economic background etc., role models are more relatable which is very motivating. For BAME veterinary professionals, seeing BAME staff in senior level roles is inspiring. For students and prospective students, it is so important to see someone from a similar background make it in the profession. It can be very isolating being a vet student and not seeing anyone who is like you. We need to see more visible role models, but attitudes also need to change. Stereotypes and societal expectations mean people often don’t see themselves in vet school. Veterinary is not seen as an obvious career choice for young BAME people, so having a personal connection with someone like you in the profession or seeing BAME role models is very motivating.

Initiatives such as the RCVS ‘Leadership Stories’ which has just launched featuring two Black veterinary professionals, are helping to promote role models. Further leadership role models will be added to the RCVS profile on the Black History Month official website.

RCVS figures are very stark with only around 3% of vets coming from BAME backgrounds. As well as visible role models, we need mentoring to empower us and encouragement to have discussions around progression and development. We also need reverse mentoring so that people in the profession can understand the challenges that we face.

Challenges facing BAME veterinary students and professionals in the UK veterinary industry

Many of the issues identified in the report are common to students and professionals. There is a notable difference for new vets coming into the profession straight from a student environment where there is more information and opportunities to participation in EDI. This contrasts with the workplace where lack of time, resources and attitudes have can act as barriers. For example, there is little information on reporting processes, support available and EDI education and training opportunities etc. Far less is documented in the way of policies, practices, and guidance compared to the university environment. This is an added pressure for BAME vets. Some corporates are only just starting to form EDI groups and provide training, but this is positive progress. Change will take time, but small steps are beginning to make a difference.

Both students and professionals can face a lack of understanding by peers who have never had to consider their ethnic identity. Studying for a veterinary degree can be a culture shock if you come from a diverse part of the country. The majority of the time you don’t see people like you, and this can feel very isolating.

We also need to remember intersectionality exists and that people who are BAME are more likely to have disabilities, so intersectionality is also important to consider. 

Taking action and creating change

Action involves reflective discussions about racism and discrimination. We need to foster an environment where people can have difficult and uncomfortable conversations. We are now far more comfortable talking about mental health and challenging people’s attitudes towards it. We need to be able to talk about discrimination in the same way.

There are many examples of good practice within universities and the wider profession. At Glasgow University training that is specific to the veterinary environment has been developed by vet school staff. This is wide-ranging and covers EDI, unconscious bias, the Equality Act, allyship, micro-aggressions and anti-racism training. This is open to both staff and students and gives students the opportunity to write their own scenarios based on experience.

Student groups are also helping to promote diversity and inclusion, for example by organising cultural activities. At Bristol University, students organised a very successful Diwali event which is being repeated again this year. These events help students feel more included and valued and are a great way of bringing different communities together. Animal Aspirations now has a Bristol vet school student group. The group has planned a programme of workshops with schools to talk to prospective veterinary students. Scenario-based Active Allyship training, for example, provided by the affinity groups (the British Veterinary Ethnicity & Diversity Society (BVEDS), the British Veterinary LGBT+ Society, British Veterinary Chronic Illness Support (BVCIS),) is equipping people to deal with discrimination in the veterinary profession. It is crucial that discrimination is openly challenged when we see it and training and education can help with this. EDI should also be mainstreamed at conferences.

There is so much good work taking place, but it is important to keep the momentum going. Individuals can make a difference by attending events in person and on-line and educating themselves. Taking time to listen to the experiences of BAME individuals will broaden your understanding and perspective and support your own development as a person.

Final messages from panellists

• Take racism seriously. Understand that it exists and is common.
• Be accountable. This is everyone’s responsibility.
• Do what you can, take time to read, be proactive.
• Encourage people to get involved even if it doesn’t affect them directly. Everyone must make an effort if the situation is to change. 

Want to learn more?

• The BAME Student Support Working Group report
• British Veterinary Ethnicity and Diversity Society (BVEDS)
• BVEDS Facebook
• British Veterinary Chronic Illness Support (BVCIS)
• British Veterinary Chronic Illness Support Facebook
• Bristol Veterinary School EDI page
• Inclusive Leadership – RCVS Leadership Library
• RCVS Leadership Stories Initiative
• Black History Month Official Website – RCVS profile

The Chair of this Campfire chat Dr Tshidi Gardiner, and panellist Dr Olivia Anderson-Nathan will also be attending London Vet Show to provide allyship training on Thursday 17 November 2022 in the Community area.

Find out more and book via the London Vet Show website.

Further support:

If you’re currently struggling with your mental health, Vetlife is there for you 24/7 and can be reached on: 0303 040 2551. Or if you prefer, you can send them a confidential email.

The Samaritans also provide 24/7 support and can be reached on 116 123 or send a confidential email to jo@samaritans.org.

Loneliness is a key driver of poor mental health and affects millions of people in the UK every year and, according to The Mental Health Foundation’s Pandemic research, this has been exacerbated by the pandemic.

In this Mental Health Awareness Week Campfire Chat special, we came together to discuss why meaningful connection and having a sense of belonging matters, and how we as individuals and as a community can tackle loneliness in a hyperconnected world.

Key topics covered included:

What does loneliness mean to you?

Loneliness is personal can mean lots of different things to different people. It is important to remember that being alone is different from feeling lonely. You can feel content when you’re on your own, and lonely when you’re surrounded by people. Loneliness doesn’t equate to being alone.

Mental health charity, Mind, describes it as ‘the feeling we get when our need for rewarding social contact and relationships is not met.’

Loneliness may feel like you don’t belong, or that you can’t have your say because those around you might not understand.

Why is it important to talk about it?

Lots of people never think about the fact that you can be surrounded by people and still feel lonely. It’s not just about physical separation. Farm vets, for example, might not see much of their team, but can still feel connected when they’re alone. Loneliness is important to talk about as it can be hard to recognise

It can be difficult to reach out to someone and admit your feeling lonely for a number of reasons. Some may feel like they don’t want to burden others with their problems, when in fact, other people may be feeling exactly the same way. Everyone needs someone they can talk to. That’s why we need to break down the stigma. We need to look out for each other and be aware of when something doesn’t seem quite right.

When it comes to rural work, it can be difficult to make those initial meaningful connections when you’re spending lots of time alone working with multiple clients. However, once you get to know those clients and start building up relationships with them, things start to become a little easier. Sometimes just asking for a coffee and a chat is all it takes.

In our modern hyperconnected world, we have started communicating a lot more, but is this hindering the formation of meaningful connections?

With today’s technology, we are constantly contactable, but it has become less common to pick up the phone to talk to someone. So much is lost in instant messaging – tone, inference, and spontaneity. This can make it easier to lose touch with reality.

Why is community important?

Community gives people a sense of belonging and is hugely supportive in times of need. It can come in many forms. For example, it could be something wide scale, such as the veterinary practices in the Scottish highland and islands who now work together and can call on each other in times of need. Or it could be something much less involved but still meaningful, such as bumping into clients in the local supermarket who you have supported in the past.

It can be easy to think of community simply in veterinary terms. However, ultimately, veterinary, or non-veterinary, we are all people. This is why talking and sharing experiences is so important. It makes us realise we’re not alone. Being seen and heard matters.

What role does social media have to play?

Social media can be a great way of keeping in touch with friends and family – especially if you are far from home. However, if you don’t know the person you are following outside of social media, you are only seeing a filtered version of their life and it is hard to get an accurate view of what they’re experiencing. As Lucy, the Travelling RVN mentioned, you can post a magical looking photo, but nobody sees the hours of stress which have come before that single moment, so others can’t understand your struggles.

In veterinary terms, it can be a fantastic for people from across the professions who are looking to gain an insight into the different roles within the veterinary world. Pre-social media, this would have been much more difficult. Gaining that insight gives us a greater sense of understanding, which gives us the opportunity to become more connected as a profession.

However, social media is constant, and it can make it difficult to maintain boundaries and switch off.

In person sharing at conferences and networking events is still hugely important, as it allows us to get to know the person behind the screen. It also prevents those who aren’t on social media from being excluded from the conversation.

Do you think the pressure of being a leader can lead to professional isolation?

Leaders and managers have come into the conversation much more since the pandemic hit. Pre-pandemic, as a leader you knew your role and what you and your team needed to achieve. Since the pandemic, people are talking much more about mental health and part of leadership has become supporting the mental health of their teams, but quite often, leaders do not have any prior training to deal with this. By breaking down the stigma at the top and encouraging leaders to be open about their mental health and how to be supportive of others, this then filters down into the rest of the team.

Find out more about the Mind Matters Initiative and Veterinary Management Group’s new joint initiative to train veterinary managers on mental health in the workplace.

From a diversity and widening participation perspective, how can we create a sense of belonging through inclusion?

There is a big difference between widening participation and inclusion. You can have a diverse workforce, but everyone needs to feel included and like they belong. Even if you have supportive colleagues, it can be difficult if they aren’t subject to the same challenges you are facing. Social media can be a great way of connecting with people who understand and have found themselves in similar circumstances. Seeing people who are like you and being able to talk to those people about your experiences is hugely important.

Organisations such as British Veterinary Ethnicity Diversity Society (BVEDS), Animals Aspirations, British Veterinary Chronic Illness Support (BVCIS) and British Veterinary LGBT+ are all doing fantastic work in this area.

Panellist top tips:

• Ask someone if they want to go for a coffee. Whether you’re doing it for them, or for you. Connection works both ways so don’t be afraid to reach out.
• Talk to someone you trust about how you’re feeling. Not only will this help you, but it may well help them. They might be feeling the same way and will give them the courage to reach out to others.
• Connection is hugely important, but make sure you take time for yourself to decompress and be there for yourself as well as being there for others.

Further resources:

Vetlife – Loneliness and Isolation

Mental Health First Aid England

Loneliness – Every Mind Matters – NHS (www.nhs.uk)

Mental Health Foundation – Mental Health Awareness Week 2022

If you’re currently struggling with your mental health, Vetlife is there for you 24/7 and can be reached on: 0303 040 2551. Or if you prefer, you can send them a confidential email.

The Samaritans also provide 24/7 support and can be reached on 116 123 or send a confidential email to jo@samaritans.org.

In this Campfire Chat, which took place on Zero Discrimination Day, we came together to discuss what celebrating diversity means to us, explore how this links to mental health, and shared our thoughts on why – and how – we should all be working towards greater inclusivity, both in and out of the workplace.

Zero Discrimination Day was launched on World Aids Day in December 2013 by UNAIDS, a UN programme set up in response to the HIV and AIDS epidemic. Since then, it has grown into an annual opportunity to celebrate diversity of all kinds, while championing everyone’s right to live a full life, with dignity.

It was fantastic to see so many people engaging in such an important topic which impacts our entire workforce.

Key discussion points in the Campfire Chat included:

What does diversity mean to you?

Diversity can mean so many different things to different people and can be hard to put into words. Given their various backgrounds, each of our panellists had slightly different takes on this, but ultimately it came down to one common thread: diversity is the inclusion of difference.

Within some organisations, diversity has become a box ticking exercise. However, simply having a diverse scope of people as part of your workforce isn’t really diversity. Diversity is about accepting people for who they are and everything that they can bring to the table. It’s an existence free of prejudice. It’s not just seeing different people in the workplace and being able to recall the right stats. It’s actively celebrating that diversity, giving everyone a sense of belonging, and actively listening to those in minority groups. It’s about recognising the fact that we’re all different, but that we can work and thrive together.

What does equity mean to you?

We cannot talk about equity without first talking about equality.

Equality and equity, whilst often used together, are inherently different. An image used to illustrate this was first designed by artist Angus Maguire, which shows two images side by side of three people of varying heights standing on boxes to watch a baseball match over a fence.

The first image depicts equality and shows three people standing on equal sized boxes. Meaning that whilst all individuals have been given the same tools to help them watch the match, the smallest person still can’t see over the fence.

The second image depicts equity. This time, each individual has been provided with a different sized box to suit their specific needs. The smallest individual has been given the tallest box, and the tallest individual the smallest box, meaning they can now all see over the fence and have the same vantage point. So, whilst the tool provided is slightly different, it is tailored to the individual need of each particular person to allow them to achieve the same outcome. (See this illustration here on the Interaction Institute for Social Change website) 

Everyone needs support and should be met where they’re at. It’s an iterative process in working towards a fairer world.

Diversity as a movement, not a moment

This is the idea that we should all be continually learning and be open to growth. As society evolves, we need to be open to continuous adaptation. This means embracing the fact that we don’t know everything and never will, and becoming comfortable with asking questions, doing the work, and knowing that we won’t always get it right.

If a challenging situation presents itself, it can be easy to be supportive in that moment, but it’s the continued learning and commitment to improvement which is vital. This is why we need to keep these conversations going, so that they become common place.

Diversity and mental health

Diversity and mental health are inextricably linked. Speaking specifically about the veterinary professions, we know that burnout, anxiety and depression are more prevalent compared to most other professions and there are further studies showing how lack of inclusion is also linked to burnout and other mental health issues. We can’t talk about one without addressing the other.

By creating a working culture where people feel empowered to be themselves, we can reduce instances of burnout. Recently, the Mind Matters Sarah Brown Research Grant funded research into the impact of racism on mental health in the UK veterinary sector. Whilst the research is ongoing, so far, the study has shown that racism negatively affected BAME people’s wellbeing both within and beyond their workplace. You can view a summary of the research in the Mind Matters Initiative Research Symposium Report and a recorded presentation of their findings so far, here.

People who are neurodivergent or have a chronic illness, often mask their symptoms in order to fit in. The surplus energy needed to keep up this constant façade, has also been shown to negatively impact mental wellbeing. When speaking more specifically about neurodiversity, this is shown to be more common amongst women. Many people don’t even realise they’re doing it. Many women are neurodivergent but become so good at masking that they never get diagnosed. They struggle in silence never knowing why. Find out more about masking here.

Unconscious bias

We all have unconscious bias. Unconscious bias is an unconscious favouritism towards or prejudice against people of a particular ethnicity, gender, or social group that influences our actions or perceptions.

Unconscious bias is difficult to address as we don’t know what we don’t know. We have all said or thought things in the past which, upon reflection, we probably shouldn’t have said or thought, or didn’t really mean. But rather than immediately recoiling and regretting our actions and then forgetting about it, it’s important to look into what made us say it in the first place and the thought process behind it. We all have blind spots, and we need to keep them in check.

The Implicit Association Test (IAT) was developed by Harvard University to identify and measure an individual’s implicit biases. The tests indicate where we have differing levels of positive and negative connotations with different groups of people and can help us understand how our unconscious bias may be impacting our interactions and treatment of others. Once we are aware of our biases, we can find ways to mitigate their impact on our behaviour and decisions.

Whilst it can be useful to learn where your own sociological blind spots are and which areas you need to work on, this isn’t enough. It’s about learning what we do with that information once you have it and being able to implement strategies to improve our own unconscious bias and that of those around us.

(If you wish to take the test, please ensure you read the ethical considerations before doing so. You will not receive support or feedback on the test results, so you may wish to consider this before proceeding).

Learning from a diverse workforce

When we talk about differences amongst individuals, the focus is often on the challenges people face and the specific label which marks them as different. Not only is this degrading, but completely misses the point about how we as humans relate to one another.

If we turn the tables, there are so many positives to be found in difference. For example, those living with a disability are hugely resourceful and fantastic problem solvers because of the challenges they have had to learn to navigate in order to lead their lives. This ability to problem solve translates across many situations, not just in relation to their disability. They have a more flexible mindset and can bring a greater level of understanding and empathy to clients. This translates across all aspects of diversity. Embracing diversity makes the entire workforce stronger.

For more on how diversity, equity and inclusion matter, you can access a 2020 report by McKinsey & Company, via The Leadership Library. This report demonstrates link between high levels of gender and race diversity and enhanced organisational performance. It also suggests that other kinds of diversity are also likely to bring some level of competitive advantage for companies that can attract and retain diverse talent.

Creating a culture of belonging

Acceptance is hugely important. All anyone wants is to be accepted, to be happy in who they are, be able to go to work, and enjoy life. We all have a duty to keep learning and make people feel accepted for who they are. We are all leaders in our own way but there are people who have more power within organisations to ensure this becomes common place. There are so many people out there who are doing fantastic things and changing things for the better, but we all have to be prepared to listen.

As the leader of an organisation, you have to listen to those around you. Having an EDI policy in place is one thing but putting it into action is quite another. Leaders need to commit to listening, reflecting and speaking out and find the power within themselves to be vulnerable. To be open when they don’t know something and give others the power to educate them in the areas they are less clear on. This applies to us all, but ultimately leaders are the ones who can create real systemic change. It can be lonely being in a position of leadership, but compassionate leadership will create room for growth and meaningful change.

Further resources:

• RCVS Leadership Library: Inclusive Leadership
• British Veterinary Ethnicity Diversity Society (BVEDS)
• British Veterinary Chronic Illness Support (BVCIS)
• British Veterinary Lesbian, Gay, Bisexual, Trans+ (BVLGBT+)
• British Veterinary Association (BVA): Good workplaces – diversity, equality, and fair treatment
• Access to Work
• Pearn Kandola
• Fear of Being Different Stifles Talent (hbr.org)

If you’re currently struggling with your mental health, Vetlife is there for you 24/7 and can be reached on: 0303 040 2551.

The Samaritans also provide 24/7 support and can be reached on 116 123.

Winter can be challenging for many for a variety of reasons and connecting with others is a fantastic way of beating the winter blues. This is why our Campfire Chat on Working Through Winter was so important and meaningful as it gave us the opportunity to create our very own little community for the evening. As with our other Campfire Chats, it was brilliant to see so many people come together to engage in such an important topic.

Dr Claire Gillvray began the evening with an interesting statistic: 1/3 of us suffer from the winter blues and mood drops at this time of year. There are a number or psychological and physiological reasons behind this, but the good news is that there are many practical tips we can use to make the winter period that little bit easier.

Key discussion points in the Campfire Chat included:

Loneliness and the Importance of Community

Loneliness is tough any time of year but in the winter, this can be exacerbated. Reaching out can be tough but there’s always a community to be found whether that be in person or online. The chances are there will always be someone else who is feeling the same way as you so finding and connecting with those people can make you feel less alone.

Taking that first step is the hardest. If you go to a community group on your own and everyone knows each other it’s easy to start judging people and to assume they will be judging you, but 90% of life is turning up. Initially go for yourself and for the activity to take the pressure off connecting with new people, but overtime connections will form organically as you get to know people. It’s not just that first step which is hard but having the courage to keep taking those steps to form those new relationships.

Online communities can be a really great place to meet new people and form connections, especially if you work irregular hours or live in an isolated location where physical community can be hard to come by. There are plenty of groups out there so it’s worth keeping an eye out. These include veterinary specific online communities like Vets: Stay, Go, Diversify (VSGD), and non-veterinary ones such as Side by Side set up by the mental health charity, Mind.

There are many useful resources on loneliness and social isolation on The Loneliness and Social Isolation in Mental Health Research Network.

Seasonal Affective Disorder

Seasonal Affective Disorder is more than just having the winter blues. It is a formal diagnosis which includes loss of functionality. Symptoms include social withdrawal, losing interest in activities you previously enjoyed, and a drop in energy levels. Research shows SAD may be genetic – you’re much more likely to suffer from it if it is prevalent in your family. We need to be careful to separate SAD from the winter blues. If you suspect you are suffering from SAD, you should contact your GP.

Listen to panellist Dr Claire Gillvray speak more about SAD in a WellVet webinar from last year which can be accessed here.

SAD Lamps can be useful in helping with SAD. SAD is caused partly by a lack of vitamin D, which we normally get from sunlight. Nothing can replace sunlight (which is roughly 20x stronger than SAD lamps) but SAD lamps are better than nothing as they can still be used to trigger the cortisol melatonin cycle which will help you to sleep better. It’s all about regulating your circadian rhythm and SAD lamps can help upsurge your internal body clock in the mornings. (Interesting study here).

Owning your mindset

When you’re in a difficult situation it can feel as if the whole world is against you, and it becomes easy to adopt a victim mentality. Naturally, this can lead to negative thought spirals.

The first stage in addressing this is to recognise when that victim voice appears in your head. Finding the positives in bad situations can sometimes be near on impossible, especially when working in extremely challenging circumstances, as our primordial brains are naturally programmed with negative bias.

Changing this negative bias is difficult but not impossible. Scientific research has proven that you can train your brain to balance out the negative bias in your brain to make you feel more positive about difficult situations. Regularly reciting positive self-affirmations, for example, have been proven to change the way our brains look and function. In the past, positive self-affirmations may have appeared wishy-washy, but they do work. (Self-Affirmation Improves Problem-Solving under Stress (plos.org), Self-affirmation activates brain systems associated with self-related processing and reward and is reinforced by future orientation (nih.gov)).

Back in the summer our panellist Mark gave a webinar on Managing Stress with the Right Brain which includes additional useful tips on reframing negative thoughts and avoiding victim mentality.

Mark also mentioned a book by Sean Acorn called The Happiness Advantage which also covers this. A summary of the book can be found here.

Find what works for you (self-appraisals and motivation)

Find something you enjoy and that will motivate you to get out of your own negative head space. If you find something you like, you’re much more likely to stick at it.

Having an activity to focus on outside of work and home life which is just for you can be hugely beneficial and can help prevent burnout.

Taking time to check in with yourself is also hugely important and different things work well for people at different times. One day that might be reading a chapter of a good book, another day it might mean taking a bracing winter walk or taking a bath. Some people respond well to healthy competition with friends and colleagues to motivate themselves whilst others might find that idea horrifying. Listen to your body and find what motivates you and what allows you to reset.

The Christmas period can be extremely challenging so remember that selfcare comes from self-empathy. Veterinary professionals are fantastic at being empathetic towards others with many giving up their family Christmases to look after their patients but can often find it hard to be empathetic towards themselves. Winter is highly challenging with reduced daylight hours, isolation and unwelcoming weather, but there is some good to be taken from every situation and pride in every achievement (even if it doesn’t always feel like it!) When we speculate about how others are thinking or feeling we are rarely right, so don’t be afraid to ask for help or reach out if you need support – you may end up helping that person as much as they will be helping you.

If you’re currently struggling with your mental health, Vetlife is there for you 24/7 and can be reached on: 0303 040 2551. The Samaritans also provide 24/7 support and can be reached on 116 123.