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Katherine Reed and her dog Sam (IMAGERY: NICOLE GOURLEY)
VetScript is published bi-monthly by the New Zealand Veterinary Association (NZVA) as a service to its members.
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Tony Leggett
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Editor Anna Dunlop
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Disclaimer
VetScript is published by the New Zealand Veterinary Association Incorporated (NZVA). The views expressed in the articles and letters do not necessarily represent those of the NZVA or the editor and neither the NZVA nor the editor endorses any products or services advertised.
The NZVA is not the source of the information reproduced in this publication and has not independently verified the truth of the information. It does not accept legal responsibility for the truth or accuracy of the information contained herein. Neither the NZVA nor the editor accepts any liability whatsoever for the contents of this publication or for any consequences that may result from the use of any information contained herein or advice given herein. This provision is intended to exclude the NZVA, the editor and its staff from all liability whatsoever, including liability for negligence in the publication or reproduction of the material set out herein. The entire content of VetScript is copyrighted by the NZVA. VetScript is produced for NZVA members and approved subscribers only. No material from this publication may be reproduced in any form, or quoted from either directly or indirectly in other media, without the permission of the editor.
Understanding neurodiversity
VetScript Editor Anna Dunlop discusses this issue’s cover story
Neurodiversity (ND) is a term that we’re hearing more and more about in the veterinary profession. At its most basic, the term refers to the natural diversity in people’s brains, but it’s often used (along with the term neurodivergence) when discussing neurological conditions such as autism, ADHD, obsessive compulsive disorder, dyslexia and tic disorders.
The cover story on page 32 explores this important topic, with author Katherine Reid drawing on her own experiences as an ND veterinarian to talk about the challenges that ND veterinarians can face, as well as the skills and traits that they bring to the profession. In fact, certain ND characteristics, such as hyper-focus and attention to detail, are highly valued in veterinary surgeons, indicating that ND adults may disproportionately self-select into the veterinary profession. Importantly, Katherine’s feature highlights that neurodiversity is “a difference and not a deficit” and should be treated as such, and explores the ways that employers can support ND staff.
Along similar lines is a feature on psychosocial risks. Managing these risks in veterinary clinics is both essential and a legal requirement. While the thought of this can be intimidating, Dana Carver, wellbeing specialist and Principal Research Manager for management consultancy Scarlatti, says it doesn’t have to be. She’s working with the NZVA to design tools for veterinary clinics that will help them to manage or eliminate their risks effectively, and in this article provides tips and advice (see page 42).
Also in this issue is a story on the Massey School of Veterinary Science Tāwharau Ora’s VetMAP programme (page 28), from which the first cohort of students will graduate in May. The programme supports Māori and indigenous Pacific students aspiring to join the veterinary profession, with the aim of enabling a more culturally representative veterinary profession in Aotearoa. We talk to two VetMAP students about their experiences with the programme.
Finally, there’s a feature for large animal veterinarians on the recent update of the SmartSAMM Technote 14, which has revised guidance on dry cow management and the use of antimicrobials, plus a short story on the new Hawke’s Bay Urgent Care and After Hours Veterinary Clinic – the only dedicated after-hours service in Hawke’s Bay.
Anna Dunlop, Editor, VetScript
DR O PPING SOON
Advocating for you
NZVA President Kate Hill discusses the NZVA’s advocacy work.
Leadership and advocacy sit at the heart of our NZVA constitution. We are committed to “advocating to protect and enhance animal welfare”, “ensuring the expertise and resources to promote the profession’s interests at the political level”, “promoting veterinarians and their expertise to the public” and “advocacy on matters of importance to the veterinary profession”. These are not just words on paper – they reflect work undertaken daily, often behind the scenes.
Advocacy can sometimes feel distant from the day-today realities of individual veterinarians. It’s not always easy to pinpoint its benefits in the short term – whether you’re a clinician in private practice, a government veterinarian, a researcher or a less experienced veterinarian with no previous exposure to the complexity of advocacy. Yet these efforts – building relationships, preparing robust position statements and participating in critical conversations with decision-makers – are essential to shaping the future of our profession and safeguarding animal welfare in Aotearoa New Zealand.
One recent illustration of the NZVA’s proactive approach is the ban on greyhound racing. The NZVA Board approved our updated position statement on greyhound racing in September 2024, following many months of work by our Companion Animal Veterinarians branch and Policy Advisory Committee. Because we took an early stand, our statement was still fit for purpose when the ban was announced, aligning closely with the Government’s approach. This statement not only reiterated our ethical concerns but also suggested an appropriate framework for winding down the industry in a way that would prioritise animal welfare.
Another example is our updated position statement on live exports of ruminants by sea. Again, we have diligently consulted on, researched and refined our position so we can provide clear, evidence-based guidance and support to policymakers, industry stakeholders and the public.
A cornerstone of the NZVA’s advocacy approach is our acting – on a ‘no surprises’ basis – in the role of ‘critical
friend’ to policymakers, politicians, sector leaders and stakeholders. We share our position statements with relevant ministers ahead of any media releases, fostering relationships as trusted and independent advisors. This open line of communication also creates opportunities for collaboration. Wherever possible, we look for joint messages with other organisations to increase our collective impact.
A crucial focus of the NZVA’s advocacy has been addressing workforce shortages by ensuring smoother immigration pathways for overseas veterinarians. One significant success was our advocacy of the inclusion of veterinarians on the Green List for roles in demand in New Zealand, providing a direct route to residence for veterinarians registered with VCNZ.
In September 2024 we provided feedback to the Ministry of Business, Innovation and Employment on the Accredited Employer Work Visa (AEWV) scheme, calling for streamlined processes for veterinary employers. The Government’s recent reforms reflect our recommendations: wage thresholds will be replaced by market-rate assessments, making the AEWV more accessible for veterinary nurses with relevant experience and/or qualifications. Employers hiring migrant veterinary nurses will still need to show they have advertised the roles to New Zealand citizens. Meanwhile, the Specific Purpose Work Visa remains open for seasonal roles and, from November 2025, two new pathways will be introduced to support both experienced and lesser-skilled workers.
Advocacy is notoriously difficult to quantify, and sometimes it takes years – if not decades – before there are meaningful movements. Much of the NZVA’s advocacy work also goes on behind the scenes, invisible to members on a day-to-day basis. The dog tail-docking campaign, for instance, spanned 22 years from start to finish. These long journeys underscore the enduring commitment of your association to stand for the issues that matter most to our profession, our clients and New Zealand’s animals.
As members, your expertise, insights and experiences form the foundation of our advocacy work. By sharing your perspectives and supporting the NZVA, you help us remain relevant, adaptable and a strong voice for veterinarians and animals alike. I encourage you to reach out if you believe there are emerging concerns or opportunities that we should consider. The NZVA works for you, and together we can continue to shape and protect the future of our profession.
Kate, kate.hill@vets.org.nz
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Strength in numbers
NZVA CEO Kevin Bryant discusses the importance of your NZVA membership.
Ehara taku toa i te toa takitahi, engari he toa takitini.”
“My success is not that of a single person, but instead the success of many.”
We know that our strength as a professional association lies in the collective power of our members – so on behalf of the NZVA Board, I invite you to help us shape the future of the veterinary profession in Aotearoa New Zealand.
There are three ways to get involved.
1: ADVOCACY
Your voice is powerful, and we want to hear it!
As our president Kate Hill writes in her column on page 4, leadership and advocacy are at the heart of what we do. So every year, we work closely with members, special interest branches (SIBs) and our Member Advisory Group (MAG) to advocate for veterinary professionals on matters you’ve told us you care about.
The MAG has a key role in our advocacy work and represents member interests to the NZVA Board. Chaired by Will Halliday, it is the core group responsible for strategic and annual planning with the Board, and it collaborates with SIBs to advise the Board on technical and professional matters.
I encourage you to get involved with our advocacy work. You can do this by:
 contributing to member consultations and surveys
 providing feedback on written submissions
 making your voice heard by contacting your MAG representatives.
2: MENTORSHIP
A great way to give back to the profession is by mentoring a new (or not so new) veterinarian.
The NZVA partners with the Vet Council, Massey University School of Veterinary Science and the Veterinary Professional Insurance Society to provide the NZVET Mentoring Support programme. The programme uses the Mentorloop platform to match mentees and
mentors – and from there, the pairs can meet to share knowledge, discuss ideas and set some goals for their mentoring partnership.
Having experienced mentorship myself, I can attest to its power – for both the mentor and the mentee. It’s a great way to develop your professional skills, bounce ideas, improve your confidence and expand your career network.
All mentors and mentees get free access to an online course developed by the NZVA, Vet Council and Crampton Consulting Group. The course highlights the important features of a successful mentoring relationship and helps mentees and mentors to understand their roles and responsibilities.
We’re always looking for volunteers to share their knowledge, skills and experience with veterinarians – and you don’t have to be a veterinarian. Visit vetsupport.org.nz/mentoring to find out more.
3: COMMITTEES AND ADVISORY GROUPS
A lot of our mahi would not be possible without members who volunteer their time and expertise to our committees and working groups.
With SIB Annual General Meetings (AGMs) coming up in June, many SIB committees are looking for new members. The committees are made up of passionate veterinary professionals who work with the NZVA team to create resources, develop CPD opportunities and provide technical feedback on NZVA position statements and submissions.
If you don’t want to join a committee, you can still have a say in SIB matters by voting at AGMs, contributing to forums on the NZVA website or sharing your views with your SIB committee members.
Our Recent Graduate Advisory Group is also seeking new members. The group supports the New Graduate Observer to the Board, representing recent graduates and acting as their voice. Currently chaired by Observer Jenny Jang, the group is hoping to expand to two representatives from each graduating year. If you’re a recent graduate (up to five years out of veterinary school) and you’d like to be involved with the Recent Graduate Advisory Group, please email nzva@vets.org.nz
As Mark Hosking, a member of the NZVA’s Veterinary Business Community, said in his speech at the 2023 NZVA Centenary Dinner, “If you think we need to do more, then get alongside the NZVA and do your part”.
We call for nominations for NZVA committees and groups throughout the year. Please keep an eye out for ways you can get involved in our mahi, wherever and whenever you can. The more we collaborate, the stronger your association will be.
Kevin Bryant, NZVA CEO • kevin.bryant@vets.org.nz
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Ultimate achievement
Holistic Vets in Tauranga has been participating in the Tauranga City Council Resource Wise Business Programme, to create awareness of the need to reduce waste and inspire other businesses to step up and reduce their own waste. In 2018 the clinic was the first business in Tauranga to achieve bronze status, and it has recently been presented with the ultimate accolade – green status – in acknowledgement of the diversion of more than 85% of waste from landfill (the clinic’s actual diversion was measured at 95%).
The programme requires businesses to commit for a minimum of four years, and consultants are provided to help them minimise waste in areas such as product procurement (the packaging of many veterinary products has little regard for waste and the environment, and the programme highlights this as a major challenge) and waste diversion, with food scraps and even fur from grooms being composted or taken to worm farms.
Several councils around New Zealand contacted Tauranga City Council for more information last year, with Taupō District Council and South Taranaki District Council now offering Resource Wise to their local businesses and schools. Tauranga City Council is happy to offer the Resource Wise Programme to other councils around the country, as it recognises that collaboration and information sharing are vital. Many veterinary clinics face the same waste stream challenges, and the more we work together, the faster we can make a difference.
Having a motivated team who are mindful of the effects of waste is an important first step. Holistic Vets’ recruitment process ensures that new employees’ values reflect its own and that environmental sustainability is a priority. It’s amazing what can be
Having a motivated team who are mindful of the effects of waste is an important first step.
achieved when some thought is given to waste, and when simple actions – such as taking lunches to work in reusable containers, and choosing like-minded suppliers – are put into action.
Other examples of positive action include: replacing the swabs used for initial surgical scrubs and other procedures with compostable wipes; using compostable cat litter; where possible using reusable or recyclable veterinary products that have low carbon footprints; sending IV fluid bags for recycling; encouraging suppliers to reuse polystyrene chilli bins; recycling cardboard boxes and using packaging material from orders as cage linings for messy patients.
Tauranga City Council has commended Holistic Vets on its positive impacts on the environment and its dedication to reducing waste, and the practice’s clients are impressed too.
As veterinarians, we are perfectly positioned to link many aspects of human, animal and environmental health, as per our One Health Model. Whether you’re a veterinarian in industry and can help your company to innovate and reduce waste or you’re a veterinarian in practice who can help your team to make change, we all have a role to play and every little bit counts! n
ANZCVS membership
The New Zealand Network of the Australian and New Zealand College of Veterinary Scientists (ANZCVS) would like to congratulate the following candidates who successfully achieved membership of the college in 2023 and 2024.
2023
Kate Anderson
Small Animal Surgery
Amy Burroughs
Veterinary Epidemiology
Emma Cairney
Medicine of Dairy Cattle
Lucy Cameron
Animal Nutrition (Ruminant)
Ailsa Carter
Small Animal Surgery
Leigh de Clifford
Veterinary Practice (Equine)
Karley DeFrees
Medicine of Dairy Cattle
Jessica Diery
Small Animal Medicine
William Fitzgerald
Veterinary Emergency and Critical Care
Charlotte Gibson
Veterinary Radiology (Small Animal)
Daniela Harris
Veterinary Emergency and Critical Care
Briar Hayes
Medicine of Dairy Cattle
Mark Johnson
Veterinary Radiology (Small Animal)
Kezia Lockhart
Medicine and Surgery of Unusual Pets
Olivia Patterson
Medicine and Surgery of Unusual Pets
Marie Therese Ritson
Veterinary Sports Medicine and Rehabilitation (Equine)
Helen Roberts
Small Animal Medicine
Emma Ruck
Veterinary Behaviour
Yvonne Winn
Small Animal Surgery
2024
Rachel Anderson
Veterinary Radiology (Small Animal)
Lauren Bleaken
Veterinary Sports Medicine and Rehabilitation (Canine)
Hannah Bowen
Equine Dentistry
Niamh Currid
Small Animal Dentistry and Oral Surgery
Martin Earles
Avian Medicine and Surgery, Medicine and Surgery of Unusual Pets
Fiona Esam
Animal Welfare, Avian Medicine and Surgery
Carrie Fynn
Veterinary Emergency and Critical Care
Marloes Heslop
Veterinary Practice (Small Animal)
Taryn Hutt
Avian Medicine and Surgery
Rhea Jagdhane
Small Animal Medicine
Jake Sang-Min Kim
Veterinary Public Health
Vivian Lee
Avian Medicine and Surgery
Madeline Lloyd
Avian Medicine and Surgery
Ann-Katrine Mangold
Veterinary Emergency and Critical Care, Veterinary
Radiology (Small Animal)
Grace Miller
Small Animal Surgery
Iain Pashby
Small Animal Dentistry and Oral Surgery
Nancy Qin
Small Animal Surgery
Megan Rice
Medicine of Cats
Bradley Richardson
Small Animal Surgery
Shu Ning Teoh
Medicine of Cats
Elizabeth Thomas
Avian Medicine and Surgery
Tori Turner
Avian Medicine and Surgery
Lynne Wilkins
Small Animal Surgery
Bronwyn Zimmerman
Veterinary Radiology (Small Animal)
Veterinarians who are thinking about sitting memberships are welcome to contact the network president Craig Hunger (presidentnzn@ anzcvs.org.au).
For more information or to contact ANZCVS directly, email admin@anzcvs.org.au n
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How to click with your clients
NZVJ Administrator Jo Dean previews the May 2025 issue
In many parts of New Zealand, pet owners have plenty of options when it comes to choosing veterinary practices. So how do they define ‘good experiences’ with their chosen clinics? Francesca Brown and Jane Jones at Otago Polytechnic interviewed 30 pet owners and found that the quality of those relationships was key. Clients who trusted their veterinary teams and felt they demonstrated honesty and integrity were more likely to be forgiving of mistakes and poor outcomes. Failures by staff to understand the close bonds between owners and their pets frequently led to negative experiences from the clients’ perspectives. In terms of choosing a clinic, many clients relied on recommendations from trusted sources, or chose practices for their non-standard services and specialisms. The report on the study provides plenty of information for veterinary business owners to consider when seeking to attract, retain and develop good relationships with their clients.
A new report by Eric Hillerton and co-authors describes a 45% decrease between 2017 and 2022 in antimicrobial sales for use in food-producing animals in New Zealand. Particularly strong gains were made by the pig and poultry industries through their elimination of the use of zinc bacitracin and their significant reductions in the use of macrolides of critical importance to human health. The use of critically important veterinary antimicrobials has also fallen significantly in all species. However, while big steps have been made, the report highlights areas with potential for further reductions – for example in the use of intramammary antimicrobials in the dairy industry, where no significant reductions have been recorded. An increase in the use of teat sealants and cow-side testing, and reducing blanket dry-off treatment could also contribute to the NZVA’s goal of a future where antimicrobials are no longer needed for the maintenance of animal health in New Zealand.
A clinical study by Richard Munn and colleagues details the first identification of Bordetella bronchiseptica causing subclinical mastitis in a lactating cow in New Zealand. Advanced identification systems, including whole genome sequencing, were required to pinpoint the infecting bacteria, which was multi-drug resistant. Treatment with penicillin had failed, and the cow’s somatic cell count was still high into the next lactation, suggesting persistent infection. While the source of the infection could not be established in this case, B. bronchiseptica is a well-known respiratory pathogen in humans and other mammals and is the cause of kennel cough in dogs. The increasing availability of sophisticated identification techniques will probably lead to a wider range of organisms being identified in mastitic cows, and may help to explain cases with unexpected therapeutic outcomes.
Also in the May issue: a review on the biology and diagnostics of gastrointestinal nematodes in grazing ruminants; a One Health investigation of human leptospirosis cases and the animals and environments with which the cases had contact; a report on the emergence of canine parvovirus subtype 2c in New Zealand; and cases of Mycoplasma columborale in a kererū, and a corneal pigmented squamous cell carcinoma with concurrent papillomavirus infection in a dog.
Members of the NZVA can access any articles published in the NZVJ by logging in to SciQuest (www.sciquest.org.nz). More information about the NZVJ can be found at www.vetjournal.org.nz. You can contact the editors at nzvj@vets.org.nz.
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A swift response
Mary van Andel, Chief Veterinary Officer at MPI, discusses the recent HPAI outbreak in Otago
It’s been a very busy summer for the Ministry for Primary Industries (MPI), following an outbreak of H7N6 high pathogenicity avian influenza (HPAI) on a single commercial free-range layer poultry property in Otago in December 2024.
This was the first time that HPAI had been detected in New Zealand, and although it was not the H5N1 clade 2.3.4.4b that has spread around the world via migratory shore birds and waterfowl, it was still a very significant animal health event for the country.
MPI and industry worked quickly together to respond to the event. At the time of writing we have conducted more than 5,600 tests, and the results, along with zero clinical signs of the disease anywhere else, have given us confidence that the virus has been contained to just the one property and that we are on track to stamp out H7N6.
The story began on 29 November 2024, when those on the affected property notified MPI of the disease event, including the escalating poultry mortalities and the dropping egg production in a single shed on a free-range layer farm. The increase in mortalities had started about a week before and had become more severe during the week. The clinical signs were not typical of HPAI – there were no neurological or respiratory signs in the flock and, interestingly, the clinical signs that were reported were predominantly gastrointestinal illness and systemic disease.
Samples were immediately submitted to MPI’s Animal Health Laboratory and on 1 December 2024 were confirmed as having HPAI caused by subtype H7N6. Strict movement controls were placed immediately on the property and a biosecurity response was initiated to eradicate HPAI.
MPI’s genomics team swung into action and identified that the virus causing the outbreak was of domestic origin. The analyses identified an insertion event as well as another single nucleotide variant that had precipitated the change from endemic low pathogenicity H7 avian influenza to high pathogenicity H7N6. Such pathogenic mutations are rare and isolated events, and typically occur inside intensive poultry properties after the introduction and passage of LPAI viruses in wild birds.
Although the property was part of a network of six layer operations in the South Island, it was geographically isolated from other poultry operations. The closest neighbouring commercial layer property was 10km away and the closest broiler property around 150km away.
Noting the geographical isolation of the infected property and the genomic analysis indicating the domestic origin of the HPAI subtype, our surveillance teams focused on the properties under common ownership and those connected through movements of potential disease conveyors. A total 11 properties were placed on active surveillance as a result of these connections, a 10km enhanced surveillance area was set up around the infected property, and all those in the 10km radius that were identified as having backyard chickens were visited.
The 11 properties under surveillance were monitored daily for their mortality rates and production records. Any dead birds were collected and tested over a three-week period, after which a PCR survey of all the sheds on each farm was carried out. The survey was designed to detect HPAI with 95% confidence at a prevalence of 5% or more. All the sheds on all 11 farms returned negative results.
Throughout the months of December and January, veterinarians, industry and the public continued to be on high alert and reported any unusual clinical signs in wild birds, backyard chickens and commercial flocks. All reports were investigated with negative results.
Based on the response surveillance activities, genomic analysis and the high levels of public reports investigated and found negative, we can be confident that the Otago case was limited to a single farm and that this event involved a spillover from wild birds to poultry, with a subsequent conversion by antigenic drift of the LPAI virus to HPAI on the infected property.
Early detection and prompt action resulted in this outbreak being restricted to a single property. The readiness activities between industry colleagues and MPI for ‘H5N1 clade 2.3.4.4b’ paid off in this case, and we will be incorporating the lessons learned in the H7 response into our planning.
A big thank you goes to everyone who has reported suspicious clinical signs to the exotic pest and disease hotline (0800 80 99 66). Please continue to do so – our best defence against exotic diseases is swift action following early detection.
Mary van Andel • BVSc, MVS (Cons Med), MVS (Epidemiology), MANZCVS (Epidemiology), PhD (Epidemiology)
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Antimicrobial stewardship
The Vet Council’s Seton Butler discusses the organisation’s new Antimicrobial Stewardship Strategy.
Antimicrobial resistance (AMR) is one of the world’s top public health and development threats.
Veterinarians, as stewards of antimicrobial products and the sole authorisers of their use in animals, have a key role in addressing this serious health issue for animals and humans. As the body responsible for veterinary standards, the Vet Council supports veterinarians and the primary sector to manage this threat.
As part of this work, we have developed an Antimicrobial Stewardship Strategy, which is now available on the Vet Council website for your feedback. You can find it here: https://shorturl.at/wZ8o8
Creating the strategy
In developing the strategy, the Vet Council first reviewed the historical and current use of antimicrobials in the animal health industry to gain a solid understanding of veterinarians’ current perceptions of AMR, their roles in managing it and how we could support excellence in the stewardship of antimicrobials in animal health care.
Two workshops were held with representatives from a range of stakeholder groups, including Mary van Andel from the Ministry for Primary Industries (MPI) and Nigel French, Massey University’s Distinguished Professor of Infectious Disease Epidemiology and Public Health, who provided advice and feedback on the strategy’s development.
Now it’s over to you to tell us what you think.
Our vision
We felt it was very important that our strategy aligned with global and national efforts to manage AMR, such as the World Health Organization’s Global Action Plan on Antimicrobial Resistance, New Zealand’s National Action Plan on Antimicrobial Resistance and the New Zealand Animal and Plant Sectors’ AMR Implementation Plan.
Our vision is that antimicrobials remain effective and their stewardship ensures that animal health and welfare, market access, public health and trust in the veterinary profession are protected. To achieve this, our strategy will engage all corners of the veterinary sector – including animal owners, whose efforts will be critical in helping veterinarians to prevent AMR.
The strategy has four workstreams:
 Behaviour change: efforts in this workstream will support positive change in the profession around antimicrobial stewardship, infection prevention and control, and veterinarians’ roles in client-facing advocacy and education.
 Standards and enforcement: this will focus on working with the profession and other stakeholders to develop and improve Vet Council’s professional standards for antimicrobial stewardship, and enforcing them when expectations are not met.
 Coordination: we will look to the human health and environment sectors and overseas efforts to mirror and build on their successes, and work to ensure consistency within the profession and the wider primary sector.
 Monitoring and reporting: work will involve monitoring and reporting on behaviours and attitudes within the profession, including prescribing behaviour and other aspects of stewardship, advocacy and education.
Collaboration is a key part of achieving long-term change, so we will work closely with others in the sector such as the NZVA Te Pae Kīrehe, MPI, the School of Veterinary Science – Tāwharau Ora at Massey University and veterinary businesses.
We also want to recognise the profession’s progress in helping to ensure that we keep heading in the right direction and demonstrate excellent stewardship of antimicrobials.
Have your say
Keep an eye on your email inbox as well as the Vet Council website (vetcouncil.org.nz) and LinkedIn page for more information on how you can have a say. It would be great to get feedback from across the profession to ensure there is broad consensus on the work that will be done as a result of this strategy.
If you have any questions about the strategy or how to share your feedback, email vet@vetcouncil.org.nz
Seton Butler• seton@vetcouncil.org.nz
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Working hard for you
Here are some of the NZVA’s highlights from 2024, including key achievements against your member priorities.
MEMBER PRIORITY: workforce sustainability
Workforce sustainability continues to be a key priority for the NZVA. Our ongoing efforts include improving support for veterinary clinics providing emergency services, enhancing recent graduate programmes, helping veterinarians returning to the workforce, exploring CPD opportunities for dairy veterinarians and fostering inclusivity in veterinary workplaces.
Emergency services
The NZVA Emergency Services Steering Committee and its two dedicated working groups made significant progress in 2024.
The Emergency Services Working Group has been working with employment lawyers to develop clear, upto-date guidelines on on-call and availability requirements for veterinary teams.
The guidelines will be launched later this year and provide up-to-date advice on defining work, eligibility for overtime and on-call work, and structuring relative remuneration.
Alongside this work, the Parenting Working Group started developing a handbook to help employers
and employees create supportive, proactive working environments for parents and parents-to-be. The resource will include templates to facilitate conversations between employers and employees about workplace hazards, risks and personal/ professional expectations.
Wellbeing
A veterinary career can be stressful and demanding at times. Just as you would encourage clients to seek help early, we encourage veterinary professionals to do the same when it comes to their emotional, mental and physical health.
In March 2024 we launched a bespoke online course on empowering veterinary mental health, developed in collaboration with Optimally (previously First Response Health). Funded by the Ministry for Primary Industries (MPI) following Cyclone Gabrielle, the course highlights the importance of caring for the caregiver, with modules covering psycho-neuroimmunology, trauma, anxiety, depression, grief, workplace relationships, selfcare, communication, stress, moral injury and burnout. This course is available all year and you can register for it at nzvaevents.org. nz/24firstr
Late last year we launched Vet Support, a dedicated wellbeing website for veterinary professionals in Aotearoa. Vet Support integrates wellbeing strategies for individuals, teams and organisations, and includes accessible resources designed to prevent mental health injuries, promote wellbeing and protect those experiencing mental health crises. Learn more about Vet Support at vetsupport.org.nz
NZVA Wellbeing and Business Symposium
Our second NZVA Wellbeing and Business Symposium, held in Lower Hutt on 30 and 31 October last year, was a huge success, with more than 100 veterinary professionals coming together to explore some of the important issues affecting the profession. There was a great mix of veterinarians, veterinary nurses, practice managers, CEOs and support staff – all contributing unique insights to the discussions.
Led by the NZVA’s Veterinary Business Community, the two-day event covered a range of important topics, including psychosocial risks (see our feature on page 42), social media, menopause, burnout, workplace wellbeing initiatives, benchmarking and supporting recent graduates.
While the symposium acknowledged some of the challenges facing the profession, it also explored the positive aspects of the industry and how we can make it even better. There was a real focus on opportunities to work smarter and use the knowledge, tools and resources available to us to grow strong veterinary teams.
Artificial intelligence
In July, the NZVA Board and Member Advisory Group (MAG) met to discuss the 2025 NZVA Strategy, including the transformative impacts of artificial intelligence (AI) on veterinary practice. Generative AI is poised to revolutionise many aspects of our profession, from diagnostics to personalised patient care. The NZVA is actively exploring ways to support its members as they navigate this rapidly expanding field, ensuring that you have the resources and guidance needed to harness these tools effectively.
Companion Animal Veterinary Refresher Scheme
The updated Companion Animal Veterinary Refresher Scheme may have launched in February 2025, but much of the work took place last year. The scheme includes more than 20 modules and is sure to be a valuable resource for new graduates, veterinarians returning to the workforce and anyone else wanting to improve their knowledge of companion
animal practice. Each module contains around 10 hours of learning material. Participants can select specific modules or take advantage of the entire collection.
The first five modules are available now and cover the Code of Professional Conduct for Veterinarians, anaesthesia, radiology, dentistry and surgery. Further modules (on other topics) will be released throughout the year.
Learn more and register at nzvaevents.org.nz/ CAVRS
BESTPRACTICE
Following the submission of an overwhelming number of expressions of interest, we appointed seven NZVA members to a BESTPRACTICE® Advisory Group to help us ensure the updated BESTPRACTICE® standards are realistic, achievable and up to date. We’re fortunate to have such an engaged and diverse group, who bring a wealth of experience and expertise to this important work.
The group made solid progress on the updated standards last year, and continues to shape the future of the BESTPRACTICE® accreditation programme.
Support for pig, poultry and lifestyle veterinarians
Following consultation with members of the Pig Veterinarians Branch, the
Generative AI is poised to revolutionise many aspects of our profession, from diagnostics to personalised patient care
NZVA Board agreed to dissolve the branch and establish two new networks to better support members working in the pig and poultry industry.
Our new Lifestyle Block Network is designed to support general practitioner veterinarians who provide services to owners of pigs, poultry and other lifestyle block animals. The increasing popularity of lifestyle properties in Aotearoa has come with some challenges, including inadequate facilities, preventive medicine management, and difficulties in identifying illnesses early. The Lifestyle Block Network aims to address these challenges and improve animal welfare and biosecurity on lifestyle blocks by providing up-to-date guidelines, sharing practical advice and collaborating with experts on lifestyle block veterinary care.
The ‘Pig and Poultry Network’ will be suitable for veterinarians in the industry whose work has a commercial focus. The committee met for the first time in December to agree terms of reference for the network,
which will provide support, resources and advocacy for veterinarians working in the commercial pig and poultry industries.
MEMBER PRIORITY: Leadership, advocacy and communication
Advocacy is a key component of the NZVA’s role, and we often work behind the scenes to ensure your voices are heard. As a professional association, we are a powerful advocate for veterinarians and the animals in our care. We also actively represent your concerns to government bodies such as MPI and the Vet Council, influencing policies and regulations that are critical to veterinary medicine.
Disaster and emergency management
Last year we launched a handbook and planning template to help veterinary teams prepare for disasters or emergencies in their areas. This was a big piece of work following Cyclone Gabrielle, which highlighted the need for a robust framework to help us support veterinary professionals during disasters and emergencies.
We worked with Hayley Squance from BML Consulting to produce practical resources for both the NZVA team and the veterinary clinics we support. In the handbook you’ll find information on risks and hazards, power, communications, water and sewage, equipment, insurance, training, costs, staff wellbeing and more. You’ll also find examples, checklists and templates to help you develop a personalised plan for your workplace.
You can download the documents at nzva.org.nz/ non-clinical-resources/ emergency-management
Submissions
Last year we worked with our special interest branches (SIBs) to make submissions to the Government on several consultations affecting the veterinary industry. Notable submissions included:
 written submissions on the reviews of dog control policies and bylaws by Masterton District Council and Christchurch City Council
 feedback on the draft 2026 Investment Advice for the Veterinary Services and Animal Care Industry, developed by Muka Tangata (the Workforce Development Council for the food and fibre sector)
 a written submission on the Massey University School of Veterinary Science’s BVSc5 clinical rosters review
 a written submission on the reassessment of Vanguard Plus 5, focusing on the canine distemper virus fraction and its safety in dogs
 a written submission on the Ministry for Regulation’s Agricultural and Horticultural Products Regulatory Review
 a written submission on a petition to ban the use of shock collars on dogs
 a written submission on responsible cat ownership as part of Auckland Council’s ‘Let’s Protect Our Environment’ early consultation
 written and oral submissions to parliament about virtual fencing on farms
 written and oral submissions to the Primary Production Committee on anthelmintic use and resistance
 additional stakeholder reviews of the proposed changes to the Code of Welfare: Dairy Cattle
 feedback on the Accredited Employer Work Visa scheme, in which we called for streamlined processes for veterinary employers
 a written letter outlining member feedback on the Biosecurity Act review
 feedback on WorkSafe’s new leptospirosis resources.
Position statements
The NZVA veterinary team has been working with relevant SIBs to review our position statements and guidelines and develop new ones as needed. Our guidelines and position statements are
backed by science. They outline our agreed principles and provide a platform from which we can advocate for the veterinary profession to influence legislation and educate the public.
In 2024 we updated our position statement on the live export of ruminants by sea, focusing on the need for animal welfare to be managed according to the requirements of the Animal Welfare Act 1999 and the World Organisation for Animal Health International Animal Health Standards.
We also published our position statement on greyhound racing, ahead of the Government announcing the ban on greyhound racing in December. Our proactive statement reiterated our ethical concerns and suggested an appropriate framework for prioritising animal welfare should the industry be shut down.
Our collaboration with the International Collaborative on Extreme Conformations
Our guidelines and position statements are backed by science. They outline our agreed principles and provide a platform from which we can advocate for the veterinary profession to influence legislation and educate the public.
in Dogs (ICECDogs) saw the publication of two reports aimed at raising awareness of the impacts of extreme body conformations on canine welfare. In May we contributed to a joint position statement on reducing the negative impacts of extreme conformations on dog health and welfare. In July we helped to develop ICECDogs’ International Guidelines on the Use of Imagery of Dogs with Extreme Conformations in Advertising.
At the time of writing, position statements on bobby calves and pain management in sheep castration and tail docking are awaiting approval from the NZVA Board.
Resources
Last year we developed a range of resources for NZVA members. They included:
 guidance on the prudent use of antimicrobials
 resources on methicillinresistant Staphylococcus aureus in cattle
 an updated Annual Health Plan template for dairy cattle
 a guidance document and flowchart on emergency euthanasia of non-client animals under section 138 of the Animal Welfare Act 1999
 a poster on and guidance document about sheep shearing injuries and treatment.
MEMBER
PRIORITY:
One Health and collaboration
Climate action
Late last year we released our first environmental sustainability update, which included key results from our carbon audits in the previous three years. Unsurprisingly, the biggest contributor to the NZVA’s carbon footprint was transport. In response to these audits, we are now working to reduce our carbon footprint by minimising waste, reusing materials whenever possible, switching to cardboard nametag holders at events, printing VetScript on paper certified by the Forest Stewardship Council, moving to online meetings when possible and encouraging staff, contractors and volunteers to reduce their transport use.
In May, Stephanie Smith and Felicity Jefferies from the NZVA team volunteered to help plant native trees at South Wairarapa Veterinary Services’ annual tree planting day. Together, the group of volunteers planted 1,500 wetland trees at the QEII covenant in Carterton.
Our Climate Change Champions group grew to having more than 60 members in 2024. Led by our Climate Change Ambassador, Jane Ough, the group meets online once a month to discuss practical ways that veterinary teams can reduce their impacts
Our Climate Change Champions group grew to having more than 60 members in 2024
on the environment. The group regularly hosts guest speakers to discuss topics such as water cremation, emergency management, AI and solar energy.
Alongside these meetings, Jane has been working on a New Zealand version of the Climate Care Program, originally developed by Vets for Climate Action Australia. The programme is an online toolkit filled with practical steps and knowledge to help veterinary teams make meaningful, sustainable changes in their practice.
Antimicrobial
resistance
In November we celebrated World AMR Awareness Week to raise the profile of antimicrobial resistance (AMR) and drive action to protect the efficacy of antibiotics for our future. As part of our campaign, we developed a five-part video series for animal owners. Hāwera veterinarian and former MAG Chair Dr Stephen ‘Hoppy’ Hopkinson starred in the videos, addressing common myths about antibiotics in animals.
We also ran a webinar in collaboration with New Zealand Food Safety and the Vet Council, in recognition of World AMR Awareness Week (18-24 November). More than 70 people attended, discussing the industry’s progress against the NZVA 2030 statement and, for those representing veterinary clinics, getting practical tips for their own AMR journeys.
Keep an eye out for the NZVA’s 2024 Annual Report and its full breakdown of what your association achieved last year!
Sneak peek
Take a look at what you can look forward to at this year’s NZVA Conference.
PLENARY SPEAKER
Andy Gibson Director of Strategic Research, Mission Rabies Programme, Worldwide Veterinary Service
Andy completed his PhD at the University of Edinburgh, studying the methods and outcomes of mass dog vaccination and rabies surveillance. He is a registered veterinarian from the UK and joined the launch of Mission Rabies as a volunteer veterinarian in 2013.
Mission Rabies is a One Health approach to rabies control from the ground up, developed by the international charity Worldwide Veterinary Service (WVS), alongside stakeholders in rabies-endemic countries. The programme focuses on core areas of mass dog vaccination, enhanced surveillance and increasing rabies awareness. More than three million doses of dog vaccine have been administered through Mission Rabies projects globally since 2013, and 6.5 million children have been educated about rabies prevention. Innovation in smartphone app technology has transformed the strategic direction of large remote vaccination organisations and enabled the generation of high-resolution data that can be used to drive operational research for programme optimisation.
The Mission Rabies programme is a brilliant and inspiring example of veterinarians working in an operational setting of One Health. In this setting, animal health, human health and social science groups, assisted by smart technology, are collaborating on and making significant inroads into eliminating this devastating and neglected zoonotic disease of humans.
Employing veterinarians to vaccinate dogs against rabies with the aim of preventing the disease spreading to humans is the classic One Health approach to ‘building a fence at the top of the cliff’ instead of relying on the ‘ambulance at the bottom’. It is also a tangible example of the benefits of animal vaccination for human health – not just animal health – outcomes.
Since 2014 Andy has led the development of the WVS App, a bespoke smartphone app. He also leads the implementation of the Mission Rabies research agenda and provides operational management for key project sites.
PLENARY SPEAKER
Raelene Castle Ngāpuhi, ONZM
Raelene is the Group Chief Executive of Sport New Zealand and High Performance Sport New Zealand, and will share her lessons learned from and stories of a corporate and sports administration career spanning 30 years, the rules she tries to live by and how her journey has shaped her development as a leader.
Raelene joined Sport New Zealand in December 2020, and was appointed Group Chief Executive in April 2022. Prior to this, she spent seven years working in Australia as Chief Executive of the Canterbury-Bankstown Bulldogs and then Chief Executive of Rugby Australia. She was Chief Executive of Netball New Zealand from 2007 to 2013. She has also served as a board director of ANZ Championship Netball, International Federations of Netball Associations, SANZAAR Rugby and the World Rugby Council.
Before beginning her career in sports administration, Raelene built a successful corporate career in communications, sales and marketing. This included undertaking general management and other senior roles at Telecom New Zealand (now Spark), Bank of New Zealand and Fuji Xerox.
She also has a rich sporting background as a former representative-level netball, tennis and lawn bowls player.
Raelene was made an Officer of the New Zealand Order of Merit in 2015 for services to Business and Sport.
NEW ZEALAND VETERINARY NURSING ASSOCIATION STREAM
The New Zealand Veterinary Nursing Association (NZVNA) is thrilled to be joining the NZVA 2025 conference, this year with keynote speaker Nicola Lakeman.
This year’s stream will be dedicated to strengthening the future of veterinary nursing as a crucial part of the veterinary team. Our vision, ‘Through collaboration and advocacy, we support, inspire, and advance allied veterinary professionals in Aotearoa New Zealand’, will be at the heart of topics throughout the stream.
Day one will kick off with a focus on wellbeing, covering topics such as leadership skills for head veterinary nurses, team and client communication, and the neuroscience of stress response. The following two days will delve into consulting and communication skills, with sessions on developing medical care plans, decoding dental X-rays, and nutrition for comorbidities. We are excited to be collaborating with the Veterinary Business Community stream and the Companion Animal stream to provide a comprehensive and enriching experience for all attendees. Join us as we explore leadership, team communication, stress management and specialised care techniques, with the aim of ensuring a brighter future for allied veterinary professionals in Aotearoa New Zealand.
VETERINARY BUSINESS STREAM
This year we’ll be hosting a combined stream with the NZVA’s Companion Animal Veterinarians branch (CAV). It will feature a virtual presentation from Luiz Santos, a UK veterinary cardiology expert who specialises in cardiac diseases and arrhythmias in dogs. Luiz’s expertise lies in creating environments that prioritise psychological safety, teamwork and communication, especially in high-pressure settings. Karl Mathis from the Animal Referral Centre and Anna Dengate from Vets North will delve into the issue of power imbalances in the workplace, while Kiwibank Chief Economist Jarod Kerr will return to provide insights into the latest economic outlook.
Another session, shared by CAV and the NZVNA, will look at utilising your support staff well, with representatives from two clinics talking about their experiences in always having a veterinary nurse with a consulting veterinarian.
Charlie Matthews, a former fighter pilot, and Debby Prideaux, a registered psychologist, combine their expertise to help people build mental fitness and resilience. Through impact coaching they help individuals and teams to achieve real, tangible differences in their sustained performance, wellbeing and happiness. They will share their experiences and insights on developing your mindset to reach your maximum potential.
We’ll also present two thought-provoking debates on the topics of ‘Veterinary clubs are good for the New Zealand veterinary profession’ and ‘Veterinary staff are under paid, and businesses are taking all the profits’. The debates will be designed to encourage robust, proactive and positive discussions on what can be contentious topics. Both will be followed by a facilitated Q&A.
COMPANION ANIMAL STREAM
CAV will bring you three days of companion animal topics. We’ll be collaborating with the ever-popular Veterinary Business Community and Veterinary Nursing streams to bring content that covers psychological safety in the workplace and includes a discussion on ways to maximise the use of support staff in the workplace.
The main topic, dermatology, will see presentations from specialist veterinary dermatologists with the backing of a pathologist (Geoff Orbell) and nutritionist (Nick Cave). There will also be a VetCompass update from presenter Dan O’Neill (Royal Veterinary College, UK), and following on from last year’s popular short communications session we will have eight presenters from all areas of companion animal practice.
DAIRY CATTLE STREAM
The Dairy Cattle stream will be built around three core sub-themes – clinical practice, technology on farm, and genetics and efficiency – all tied to the overarching theme of ‘Tools for the Dairy Veterinarian’. The subthemes will reflect key areas in the industry in which dairy veterinarians can have meaningful impacts, with talks tailored to both new and recent graduates as well as experienced dairy veterinarians.
Keynote speaker Ian Lean will speak on calcium metabolism, practical transition management and rumination.
SHEEP, BEEF AND DEER STREAM
This engaging three-day programme is packed with helpful insights from veterinarians, academic advancements, exciting industry updates, and innovation. The key topics will include beef cattle reproduction, dairy sheep and cuttingedge research, plus we’ll have an in-depth discussion on deer velveting. One of the highlights will be a strong focus on parasite management and what its future might hold.
We’ll also share important updates on facial eczema, with a farmer panel sharing their experiences of facing the challenges and advising on ways that we can better support them. And we’ll explore lifestyle block medicine, especially that for small ruminants and camelids. Key speakers in the stream will be Ginny Dodunski (Wormwise Programme Manager) and veterinarian Nicollette Adamson. We’re looking forward to an exciting and jam-packed three days of learning together!
EPIDEMIOLOGY, FOOD SAFETY, ANIMAL WELFARE AND BIOSECURITY (EFAB) STREAM
The morning sessions on Day 1 will focus on animal welfare, with speakers both reviewing past progress and providing practical solutions to current and future challenges for our industry, particularly in relation to the certification of livestock for transportation to slaughter. There will be an interactive component and panel discussion with the speakers to ensure opportunities for participants to engage and learn.
The afternoon sessions will be shared with the Lifestyle Block Network, and feature expert speakers who will update and refresh participants’ knowledge of the medicine of pigs and poultry – species with which clinicians may have little experience but that nonetheless are commonly encountered on lifestyle blocks. They will also guide you through the vital steps required when considering single or multiple animal emergency responses and when dealing with civil emergencies.
The content of EFAB’s Day 2 sessions will reflect the diversity of our branch’s members, from updates on the patterns and diagnoses of endemic diseases such as Johne’s and leptospirosis to the roles and opportunities of verification services veterinarians and changes in veterinary education in Aotearoa New Zealand. A team from the Ministry for Primary Industries (MPI) will run a workshop on Day 3, titled: ‘Tiny farms – the significance of small holders to New Zealand biosecurity’. The workshop will build on the clinical skills reinforced on Day 1 and prepare participants for their roles as
part of the nation’s surveillance system for exotic diseases in providing an effective response to any incursion of diseases that might first emerge on small holdings. Key speakers in the EFAB stream will be Matthew Stone, Chair of New Zealand’s National Animal Welfare Advisory Committee, and epidemiologist Jackie Benschop.
We look forward to seeing you there.
EQUINE STREAM
We are thrilled to present an exciting and diverse threeday equine stream packed with learning and networking opportunities. On Wednesday and Thursday afternoons, Equine How-To sessions will cover topics at both introductory and intermediate levels. Our keynote speaker, Bruce Bladon, an equine specialist with extensive speaking experience, will share valuable insights, with topics including antimicrobial resistance and stewardship. On Friday and Saturday, VetPD will host an in-depth two-day workshop on ultrasound-guided orthopaedic injection techniques and therapies, led by experts David Stack and Henk van der Veen. Additional highlights will include veterinary dermatologist Helen Orbell speaking on equine atopic dermatitis, and clinical equine veterinarian Joe Mayhew returning to host the Goldie Hour discussion. There will also be numerous equine practitioners sharing their insights from clinical practice.
LIFESTYLE BLOCK NETWORK
With lifestyle block numbers on the rise, veterinarians are seeing an increasing demand for expert care tailored to these unique properties. The newly developed Lifestyle Block Network has organised several conference talks, woven throughout various streams and covering topics ranging from examination and common diseases of backyard poultry and pigs to more specialised topics of abdominal crises and the management of polioencephalomalacia in patients. Delivered by experienced veterinarians who work closely with lifestyle-block clients, these sessions will cater to veterinarians with all levels of experience. Whether you’re new to treating lifestyle block animals or the animals make up a large portion of your work, these discussions will provide valuable insights and practical tools to enhance your practice.
WEDNESDAY 4 JUNE
THURSDAY 5 JUNE
SOCIAL FUNCTIONS
Dinners: Companion Animal Veterinarians, Sheep, Beef and Deer Veterinarians, Dairy Cattle Veterinarians and Equine Veterinarians.
Dinner: Awards Celebration Dinner –complimentary for all conference delegates.
LARGE ANIMAL VETERINARY TECHNICIANS STREAM
Step into the dynamic world of large animal veterinary technicians (LAVTs) at our dedicated stream on Day 3 of the conference. Designed to inspire and inform, this one-day event will explore vital topics such as hands-on techniques, welfare advancements and the shifting landscape of veterinary paraprofessional roles.
The programme will feature insightful presentations on topics such as disbudding wound management and healing, teat and tail scoring techniques and research findings, and strategies for rural support. Speakers will include experienced professionals like Scotty Buchanan (Matamata Veterinary Services), David Hawkins (Franklin Vets), Hayley Squance (BML Veterinary Consulting) and Lucy Johnston (MPI), who will bring expertise in clinical practice, rural support networks and academia.
This stream offers a platform for sharing practical knowledge and fostering connections within the LAVT community. Please seize the opportunity to explore how LAVTs can contribute to improved animal welfare and sustainable practices. Check the conference schedule for session details and join us for an engaging and educational day designed specifically for large animal veterinary technicians.
By Mirjam Guesgen
Mapping it out
Massey University’s VetMAP programme guides Māori and Indigenous Pacific students through their journeys to becoming veterinarians.
Pauline Seymour (Ngāti Kahungunu ki Heretaunga, Taranaki, Ngāti Tūwharetoa, Ngāti Tama) has the title of kaiarahi – a word meaning leadership, guardian or guide. Together with Professor Eloise Jillings (Ngāti Maru ki Hauraki), they lead Massey University’s VetMAP programme, which is designed to support Māori and indigenous Pacific students aspiring to join the veterinary profession.
But really, she says, she guides students through their journeys to becoming future veterinarians. “It’s an absolute privilege to walk alongside them. It’s a journey we all take together,” she says.
The VetMAP programme was designed from Eloise’s doctoral research findings and aims to enable a more representative veterinary profession in Aotearoa. Currently Māori make up only 2.7% of the profession, while Pasifika comprise only 0.5% (Anonymous, 2024). Yet 17.8% and 8.7% of the respective populations identify as Māori and Indigenous Pacific (Anonymous, 2023).
Below left: Pauline Seymour (left) and Aliya Allen. Below right: Pauline talks to Aliya and other VetMAP students
Those numbers will increase slightly in May, when the first cohort of 13 VetMAP students graduates. Another 65 are currently working their way through the Bachelor of Veterinary Science.
When it comes to what this support means, both Pauline and Eloise assert that it’s not an academic leg up. The students still have to meet the same entry criteria as all other applicants.
“It’s important to dispel the misunderstanding that ‘it’s easier to get in through VetMAP’ or ‘they’re taking a place’,” says Eloise. “It’s not easier, but what VetMAP does is allow those students to perform to their potential.”
Micah Geiringer (Ngāti Kahungunu ki Wairoa), a former veterinary student, agrees. “VetMAP targets very specific cultural niches and supports students in achieving their goals. It’s really personal, it’s not statistical.” (Micah completed his first year of veterinary school, but ultimately decided, after being encouraged by Pauline to speak with veterinarians in practice, that his interests aligned better with politics and emergency management than clinical practice.)
VetMAP provides holistic support – academic, cultural and manaakitanga (pastoral) – that starts once students apply for veterinary school and extends
to their graduation. Whānau, is how Pauline describes it. “It’s whānau in the holistic sense, where students feel they belong and are connected to others. They support one another, celebrate one another and at times pick each other up,” she says.
Pauline reaches out to any prospective VetMAP students as soon as they enrol in the pre-veterinary programme. She runs them through what VetMAP can offer, and discusses things to consider to navigate the transition to university. She also reviews their academic history with them to provide guidance on whether they are well prepared or would benefit from additional preparation. “These recommendations are made based on our experience of successful students in the past,” Pauline says, “and its up to the students whether they follow that advice.”
Once students are selected for VetMAP, they attend a noho marae (overnight stay at the university marae) before orientation. The noho marae is a chance for them to start building a community. Parents and wider whānau are invited to attend too, as well as Massey staff, current VetMAP students and NZVA representatives. “It’s this big whakawhanaungatanga [making and maintaining relationships],” describes Micah. He says his first
“My hope for the profession is that we embrace these students for who they are and create environments that allow them to be who they are fully. Our profession would be so much stronger…”
evening with VetMAP really symbolised everything that VetMAP is. “It was late at night and we were making poi, and Eloise came over and said to us, ‘You know a lot of this actually applies to what you’ll be doing as veterinarians. You’re working on your fine motor skills for surgery.’ It showed me that a lot of the stuff you do in VetMAP isn’t separate from veterinary school. It’s intertwined.”
Those relationships forged at noho marae continue to strengthen in the first few weeks through weekly visits with Pauline. “The beauty of our kōrero (catchups) is that by week 12 we really know the students,” she says. They feel they can go to her because she creates a safe, non-judgmental space for them. “Whenever they need some tautoko (support), they know we’re here,” says Pauline.
Pauline is like a whaea or aunty to the students and is the first port of call for assistance. “I would go to her and just talk. It was really supportive,” says Micah.
Also as part of VetMAP, students attend weekly group tutorials, are given study space in which to congregate and can take part in optional cultural activities like te reo lessons. Pauline also connects students with other resources on campus, including the Te Rau Tauawhi Māori Student Centre and Pacific Student Success.
As well as fostering community among the students, making reconnections with their culture is an integral, although not compulsory, part of
their journey with VetMAP. “We say come as you,” says Pauline. Our students come into VetMAP with different experiences regarding their connection and knowledge of their indigenous ancestry. “It’s about them wanting to learn more about who they are and where they are from.”
This was true for second-year VetMAP student Aliya Allen (Te Ātiawa o Te Waka-a-Māui, Ngāti Awa). She says that, at first, she worried about not being “Māori enough” and was hesitant to apply at all. “I didn’t grow up on a marae and I’d gone through school in the Pākehā system. Suddenly I was being given this opportunity for another pathway, and the talk at school was like ‘why are they getting all these scholarships or extra support?’.
“But from the first contact I had with Pauline, Eloise and the other students, the setup was everything I could have wanted,” she says. “We started with karakia [reciting chants, prayers or incantations], it was all face to face, it was all about building relationships.”
Those connections are clearly visible to those outside VetMAP too. Both Aliya and Micah were chosen as student representatives for their class of 175 students in 2024 – a testament to the confidence the programme builds.
Now, with the first VetMAP cohort graduating in 2025, Eloise and Pauline have been preparing to help those students land. They have been working
Above: (from left) Pauline, Eloise and Aliya
with the Vet Council, the NZVA and the Ministry for Primary Industries to find ways to integrate new Māori and Pacific graduates with the industry. “We can’t do it without those organisations,” says Eloise.
Ata Snow is leading initiatives through the NZVA as its Events Coordinator and Māori Advisor. A big part of her role has been strengthening the connections between the NZVA Te Pae Kīrehe and the veterinary school, and she has been there for key events like the noho marae.
She’s also been busy in the past year, integrating Māori perspectives with the organisation’s day to day, as well as helping to set up a Māori network for members. The list of her achievements is already long, but her ultimate goal is the same as Eloise’s and Pauline’s: to enable an inclusive, culturally safe veterinary profession representative of Aotearoa New Zealand, in which all members thrive and feel supported and valued for who they are.
Both initiatives are making headway towards that goal. Eloise says the number of Māori and Pacific students in veterinary school has grown from zero to four per year prior to VetMAP, to 20 in a single year at its peak. “My hope for the profession is that
“It’s an absolute privilege to walk alongside them. It’s a journey we all take together.”
we embrace these students and create environments that allow them to be who they are fully. Our profession would be so much stronger if we could reflect the breadth of this country,” says Eloise.
In the future, Pauline would like to be able to connect with students even sooner, possibly at high school, but for now she just wants “to continue to be the best that we can for the students who are here”.
Aliya dreams of becoming a large animal veterinarian and connecting with clients. “It would be an absolute dream come true if, one day, I could converse with a client in te reo Māori and consider that as normal.”
REFERENCES AND FURTHER READING:
Anonymous. New Zealand Veterinary Workforce Report 2023–24 https://vetcouncil.org.nz/common/Uploaded%20files/Web/ Publications/Workforce%20Analysis/New%20Zealand%20 Veterinary%20Workforce%20Report%202023-24.pdf (accessed 27 January 2025,). Veterinary Council of New Zealand, Wellington, New Zealand, 2024
Anonymous. Place and ethnic group summaries. https://tools. summaries.stats.govt.nz (accessed 27 January 2025). Statistics New Zealand, Wellington, New Zealand, 2023
Jillings, E. Rapua te mea ngaro: exploring the access of Māori to veterinary education in Aotearoa New Zealand. Doctoral dissertation, Massey University, Palmerston North, NZ, 2021
EMBRACING our differences
Neurodiverse veterinary professionals can face challenges in their careers, but proper support can allow them to thrive.
By Katherine Reid
“I just understand animals better than people,”
says veterinary nurse Amy (not her real name). “Animals don’t judge you like people do.”
Amy has ADHD, and wants to remain anonymous because she hasn’t disclosed the condition to her employer. While she is grateful that her supervisor allows her to have a flexible schedule to accommodate her needs, such as a late start or extra time to finish a task, she is concerned that people might think she is irresponsible or lazy. Her supervisor knows Amy is more than capable of undertaking her work, and that when given a little support she produces amazing results.
Amy hasn’t been given a formal diagnosis of ADHD, largely because, when Amy was a girl, the tests were highly biased towards boys – the girls were less demonstrative or disruptive in school than the boys, so weren’t selected to get help.
ADHD is one of the common neurological conditions collectively called neurodiversity (and sometimes neurodivergence) that include autism, obsessive compulsive disorder (OCD), dyspraxia, tic disorders and learning differences such as dyslexia and dyscalculia. It occurs with a combination of genetic predisposition and unknown prenatal environmental conditions, and results in alterations in brain wiring compared to typical pathways. Neurodiversity can also be a helpful concept for some acquired brain conditions and some overlapping conditions and concomitant medical issues, particularly with congenital neurodiversity.
Neurodiversity represents neurological functioning that varies from that of the majority. Differences in perception, processing and executive function result in different needs for those with neurodivergence compared to most people. Impairment arises through their trying to operate in a world built to suit a majority of the population.
According to Kirstie Pickles, a UK veterinarian who is autistic and has previously worked at the Massey School of Veterinary Science as an equine medicine clinician, one in six people in the UK is diagnosed as neurodiverse, but the actual rate
may be higher. Kirstie works as a neurodiversity advocate, founding Unedited Minds last year. Her story is like that of many neurodiverse veterinarians – she practised for years without knowing she was autistic. Her British Veterinary Association presentation entitled ‘Difficult or In Distress’ tells the prototypical story of the hard-working, high-performing veterinarian who suffers burnout when relational issues at work become a problem.
Good statistics on prevalence in the veterinary workforce are unavailable, as many people are undiagnosed. This may be due to a fear of workplace disadvantage or an unawareness of their condition. What’s more, despite being classified as disabilities, neurodiverse conditions often have limited supports available for adults – although this is improving, with neurodiverse-friendly counselling and peer group supports available, among others (see resources) – and many don’t see the point of seeking a diagnosis. As a result, a significant portion of the veterinary workforce may not be getting the support and accommodations they need to thrive, and this can cause unnecessary stress and, eventually, burnout.
In a recent study, Kirstie Pickles and her colleagues examined the wellbeing of autistic veterinarians in practice. They found it to be concerningly poor in a profession where wellbeing was already lower than that of the general population (Smits et al., 2023).
Kirstie, alongside other neurodiversity advocates, wants to stress that “it is a difference, not a deficit” and that well-supported neurodiverse staff have valuable skills to contribute to their teams. She highlights that they may never meet the expectations of ‘normal’ – and to do so would be damaging – but they have far more to offer if they are supported.
Neurodiverse veterinarians and veterinary technicians excel when they need to see things from others’ perspectives. They’ve spent lifetimes trying to understand how the rest of the world
operates, so considering other people’s perspectives is an inherent skill. It gives them great compassion and empathy when working with clients and facilitates communication and understanding when negotiating with stakeholders. Many neurodiverse people enjoy focusing deeply on subjects of interest and become mini-experts, and their vast knowledge of favourite subjects enables them to be great informers and educators. Many neurodiverse veterinarians are also complex thinkers who enjoy analysing challenging problems and providing important services in biosecurity planning, epidemiology, biomedical research and other non-clinical fields. Still others have a strong sense of justice and fairness, along with a knowledge of regulations and attention to details. Many of these are engaged as verifiers and inspectors in various regulatory fields.
Our understanding of neurodiversity has changed dramatically in recent years. “Neurodiversity was once attributed only to people with intellectual impairments and even thought to occur only in boys,” says autistic author Sandra Thom-Jones, speaking on ‘The Neurodivergent Woman Podcast’. But a more informed approach suggests that a significant number of neurodiverse people are highly functioning professionals with average or higher intelligence levels. Differences in social cognition mean many neurodiverse people, like Amy, are drawn to animals and the veterinary industry. In addition, the previously mentioned study by Kirstie and her colleagues suggests that certain autistic characteristics, such as hyper-focus and attention to detail, are highly valued in veterinary surgeons, and therefore autistic adults may disproportionately selfselect into the profession.
Because of their differences, most neurodiverse people have experienced a lifetime of dismissive or harmful messaging. “You’re too sensitive.” “It’s not as itchy, uncomfortable, loud, hot, etc as you think it is.” “You need to be more… organised, motivated, focused, social.” As a result neurodiverse individuals frequently develop depression and anxiety when trying to function in an unsuitable environment (van der Meer et al., 2018).
Many neurodiverse people develop anxiety if their needs are not met or they are unable to control their environment to manage nervoussystem overload. These symptoms are commonly treated without an understanding of the underlying causes. For example, ADHD women presenting to GPs with fatigue or burnout are more likely to be given anti-depressants than to have the ADHD diagnosed and treated with ADHD-appropriate drugs (Attoe and Climie, 2023).
Neurodivergent people’s need to ‘mask’ to fit in, particularly in professional environments, is extremely taxing and affects their mental health, and a failure to support neurodiverse people’s needs further compounds the negative impacts. However, in a high-performing, high-expectations profession they can find it hard to ask for support or insist on a supportive lifestyle.
Neurodiverse needs also change over time. For example, menopause is well recognised as having significant impacts on the support requirements of autistic and ADHD women – a fact that is relevant given the increase in women in the veterinary profession. Stress, along with life events such as menopause, has an enormous impact on a neurodiverse person’s ability to function (Antionou et al., 2021). Neurodiverse staff may experience unfair criticism, bullying and burnout and often leave their workplaces, contributing to the shortage
A proactive approach to neurodiversity accommodations and support will
foster psychological safety far more effectively
than responding
to
complaints.
crisis. In contrast, and through supporting neurodiverity, veterinary employers can take full advantage of the unique skills that neurodiverse staff can offer.
“I think it brings understanding of others and compassion and empathy to others’ situations, allowing me to help mediate conflicts and differences in personalities,” says Larissa Corpe, a veterinary nurse in practice with AuDHD (autism and ADHD). Her employer, Megan Alderson, Founding Director of The Strand Veterinarian in Auckland and founder of wellbeing programme VetThrive, is currently on a wait list for ADHD assessment and diagnosis. She realised she may have ADHD after exploring ways of empowering neurodiversity in her team.
“I work hard to support my neurodiverse staff as part of building a happy, mentally healthy workplace,” says Megan, adding that she can identify with their needs a little more easily than neurotypical managers can. However, she sees no reason why everyone can’t learn to support their staff. “There is no set recipe. It will always be a process of education and communication along with trial and error to move the dial forward, as there is no one size fits all when it comes to optimal performance as a veterinary professional.”
Given that neurodiverse traits are different from those of the mainstream population, it can be hard to see that they are not character flaws or intentional efforts to be difficult or defiant.
Fundamentally, embracing neurodiversity in the veterinary industry requires everyone to be selfaware and reserve judgement. This can be easier said than done, but it offers tremendous personal rewards and advantages for the profession. People in veterinary work who are neurodiverse contribute empowering and valuable perspectives that are essential to the industry’s sustainability.
How can employers support neurodiverse staff?
“Who’s normal anyway?” was the response from my supervisor when I told him I was autistic. He meant well and wanted to show empathy, but this sentiment dismisses the struggles that neurodiverse people experience. Not everyone is autistic, and it’s not just a social media trend. Being neurodiverse can have significant impacts on people’s ability to work and live. Fortunately, there are plenty of excellent resources available to help managers and employers learn how to support neurodiverse staff. However, it is important to note that these resources are only helpful if they have a solid foundation of support, understanding and psychological safety.
Proactive acceptance and awareness
Veterinarians who are aware of the differences in neurodiverse communication and behaviour are generally more understanding of the associated behaviours and needs. However, it helps to remember that experiences and perceptions differ and communication can prevent misunderstandings and conflict. Genuine acceptance is an important part of the workplace culture.
Educated and aware veterinary staff:
» help others to understand behaviours such as fidgeting, motor or vocal tics, difficulties with eye contact, stimming (repetitive body movements and noises) and a need for autonomy
» communicate actively and openly before disputes or misunderstandings create distress and resentment
» are aware of staff using language and labels such as ‘little bit autistic’, ‘difficult’ and ‘weird’
» are aware of the importance of workplace wellbeing in the sustainability of the veterinary industry, animal welfare and animal health.
Katherine Reid is an autistic mixed-practice veterinarian working in Canterbury
Psychological safety
Neurodivergent people need to feel safe to disclose their neurodivergence and be themselves at work. Creating this environment requires effort, but means safe employees can ask for support without fear of being turned down or judged (Curnow et al., 2024). Staff need to feel comfortable in suggesting changes and asking for accommodation. Creating a space where people can be comfortable being themselves can be challenging and create disagreements and disruptions, while carefully handled, collegial disagreement can bring about positive changes.
A proactive approach to neurodiversity accommodations and support will foster psychological safety far more effectively than responding to complaints. Management before conflict prevents complaints and feelings that damage relationships irreparably, with the key being to communicate an acceptance of neurodiversity and a willingness to adapt to reasonable requests. Expecting a neurodiverse person to tolerate an uncomfortable environment or work pattern is not productive, and investments in valuable neurodiverse employees are lost this way. Psychological safety costs almost nothing; it simply requires an open mind and a willingness to try something different.
A psychologically safe workplace allows neurodiverse staff to be themselves. They don’t have to worry about being judged, punished or pressured to change attributes beyond their control, and they can channel their creativity, attention to detail and energy into veterinary work.
In a psychologically safe environment:
» everyone feels safe to disclose neurodiverse conditions and disabilities without fear of othering (being viewed or treated as intrinsically different), judgement or dismissal
» management/senior staff model healthy behaviour rather than the ‘do as I say, not as I do’ approach.
» staff do not experience judgmental comments when taking breaks and during scheduled lunches, and when stating their professional boundaries
» socialisation is optional without inquiry or judgement for those who don’t participate. Alcohol affects many neurodiverse people more seriously than others, and understanding that not everyone loves big parties and small talk goes a long way to making them feel more included
“I think it brings understanding of others and compassion and empathy to others’ situations.”
» mistakes and errors are normalised, so they can be examined and preventions can be put in place without fear of shame or judgement. Staff can admit to errors without being punished, but the systems causing the errors are examined objectively.
Control and autonomy
Neurodiverse people require autonomy to accommodate their needs and prevent issues that trigger criticism. Having control of their environments, schedules, workloads and cases permits self-management and autonomy and, where realistic, facilitates stress management and helps to prevent burn-out. Neurodiverse people’s preferred work patterns (such as undertaking long periods of intense work followed by significant rest) may look very different from those of others, so incorporating schedule flexibility and allowing staff to manage working styles and life outside work provides important support. In the Boehringer-Ingelheim whitepaper, Taking Animal Health Forward (2024), flexible working is identified as important when building better support systems for all veterinary staff.
Providing control, autonomy and flexibility might include:
» providing time in schedules to catch up with admin, callbacks, case research, notes, etc. A predictable core schedule gives stability that helps autistic staff to handle the inevitable unexpected
» establishing flexible schedules and job sharing to allow people to work when they are at their best and provide time to rest and recharge. Some people may struggle with 8am starts but have no difficulty with late-night call-outs. Others may prefer to start early and can’t function after 9pm
» providing dedicated, controllable consult rooms or vehicles to facilitate consistency while helping in the management of sensory sensitivities
» allowing modifications or alternative types of personal protective equipment to accommodate sensory differences.
Enabling autonomy for neurodiverse people reduces fatigue, stress and anxiety throughout their workdays, and enables them to manage a lot of unknowns, surprises and emergencies in veterinary work that require energy and executive functioning. When they have autonomy and control over what can be controlled, they have the reserves and mental energy they need to effectively handle the emergencies that can’t be predicted.
Provide tools and aids
Physical tools are the easiest place to start for managers and employers, but only if staff feel safe to use them and the tools meet their needs.
Tools and aids include:
» earplugs for use in noisy environments. Certain types facilitate conversation while dampening background noise
» calculators for those who experience difficulty with calculations and numbers
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» checklists and memory aids for people with memory deficits and to ensure that billing and key tasks have all the necessary components
» wall charts, diagrams and quick references that support memory and task initiation
» countdown timers for those with time blindness
» audible alarms for those who get distracted and walk away from tasks
» speech-to-text case notes and recording software to facilitate recording for those with dyslexia.
Veterinary professionals who understand and support neurodiversity play a crucial role in its acceptance, sustainability and broader integration across the industry. Their support not only improves veterinary workplaces but also strengthens veterinarians’ ability to serve the animal health community effectively.
Katherine Reid is a neurodiverse veterinarian working in Canterbury
REFERENCES:
Anonymous. Taking Animal Health Forward. Boehringer Ingelheim, 2024
Antoniou E, Rigas N, Orovou E, Papatrechas A, Sarella A. ADHD symptoms in females of childhood, adolescent, reproductive and menopause period. Mater Sociomed 33(2), 114–8, 2021
Attoe DE, Climie EA. Miss. diagnosis: a systematic review of ADHD in adult women. Journal of Attention Disorders 27(7), 645–57, 2023
Curnow E, Rutherford M, Maciver D, Johnston L, Utley I, Murray M, Johnstone-Cooke V, Muggleton J, Jenkins N, Gray A, et al. Beyond accommodations: supporting autistic health professionals. National Autism Implementation Team (NAIT), Edinburgh, UK, 2024
Smits F, Houdmont J, Hill B, Pickles K. Mental wellbeing and psychosocial working conditions of autistic veterinary surgeons in the UK. Vet Record 193(8) 2023
van der Meer D, Hoekstra PJ, van Rooij D, Winkler AM, van Ewijk H, Heslenfeld DJ, Oosterlaan J, Faraone SV, Franke B, Buitelaar JK, et al. Anxiety modulates the relation between attention-deficit/hyperactivity disorder severity and working memory-related brain activity. World Journal of Biological Psychiatry 19, 6, 450–60, 2018
To order, visit Provet Connect at connect.provet.co.nz or for more information on the Covetrus Essentials Syringe pump, contact your local Provet Branch or Business Account Manager.
Drying off
The veterinarian’s guide to dry cow management has had a much-needed update.
By Mirjam Guesgen
Alot has changed since the publication in 2020 of the advisory document on dry cow management, says Scott McDougall, past president of the Epidemiology, Food Safety, Animal Welfare and Biosecurity special interest branch. And for the better, he says. “Milk quality has improved and the industry is doing a much better job than it was 10 years ago. There are fewer mastitis-infected cows out there now.”
Scott is part of a team, established through the National Milk-Quality Advisory Committee, who updated SmartSAMM Technote 14 – the veterinarian guide on the subject. At the time of going to print, the revised version was in the review stage, and will be available on the DairyNZ website soon.
“SmartSAMM has always advocated ‘selective’ antimicrobial dry cow therapy, but the question of which
(if any) herds might benefit from whole-herd dry cow therapy has never been researched,” says Scott. “Previous recommendations were based on expert opinion and experience, but had not been verified with data, and we were getting challenged by veterinarians and farmers on the appropriate application of those guidelines.”
An update was sorely needed to reflect not just the healthier cows but also new scientific findings following a study – led by Scott – on the prevelance of mastitis in New Zealand cows. The study had analysed around 10,000 milk samples taken from all four quarters of roughly 70 cows from each of 38 herds around New Zealand. It found that cows at dry off did appear to be much healthier than they had been in the past. “Only about 3% of the quarters were carrying major pathogens,” says Scott.
The same study assessed the accuracy of herd test data to predict which cows were likely infected at drying off. “We were able to show that herd test somatic cell count (SCC) was reasonably accurate for identifying cows likely to need antibiotics.”
A recent study assessed the effects of blanket versus selective treatments on bulk milk SCCs and antibiotic sales for mastitis treatment in the following lactation. It collated eight years of data on milk quality and mastitis on farm, including data on the drugs that were used and/ or the number of cows treated with teat seal or antibiotics, as well as bulk milk SCCs. It also adjusted the subsequent lactation’s bulk milk SCC and lactating cow antibiotic sales on historical SCCs and previous treatments. “That way we could compare apples with apples,” says Scott.
The study found that, if a farmer moved away from blanket treatment in favour of treating only a few cows with antibiotics, they wouldn’t have an explosion of infections in the following year. “All other things being equal, there were no significant effects of blanket versus selective on the number of cows who needed to be treated for mastitis or an increase in bulk tank SCC the following season.”
Scott understands that some farmers are worried about missing infected cows if they switch to selective treatment, but also notes that the correct use of teat sealants and cows’ natural immune systems resolve most infections over the dry periods.
“If you do happen to miss a low SCC cow with a major pathogen, it’s not the end of the world. Few of the existing infections are carried through to the next season,” he says.
“That insurance-policy approach of ‘if we don’t do blanket we’re going to get a whole bunch of clinical cases’ is just not required.”
These key findings, combined with the efficacy of teat sealants in preventing new infections during the dry period, mean that selective dry cow therapy should now be the default practice for most farms in Aotearoa. The only herds that should be given whole-herd dry cow antimicrobial therapy (DCAT) are those that meet very specific criteria for bulk milk SCC and display a significant change in bulk milk SCC. Even then, whole herd treatment must be part of a mastitis-
“We’re really trying to give veterinarians the confidence to say, ‘No, you don’t need to use dry cow antimicrobial therapy on every cow’.”
management programme. Similarly, the revised Technote has new criteria for individual cows within herds receiving DCAT. “Veterinarians have an opportunity to agree with the farmer on an appropriate criteria for cows that receive antibiotics,” says Steve Cranefield, President of the NZVA’s Society of Dairy Cattle Veterinarians special interest branch.
The revised Technote, and the strong scientific foundation on which it’s based, give large animal veterinarians a tool for discussions on drying off with their farming clients. “We’re really trying to give veterinarians the confidence to say, ‘No, you don’t need to use dry cow antimicrobial therapy on every cow’,” says Steve.
Both Scott and Steve strongly emphasise the importance of hygiene when using teat sealants, and managing the entire drying-off process, including reducing milking and feed over several weeks. “Drying off is not just the last time we milk a cow,” says Scott. Veterinarians can find guidance on the process in Technotes 15 and 16.
The Vet Council’s Seton Butler adds that drying off is just one part of a comprehensive udder health programme. The Council now provides resources for veterinarians on udder health programmes, and a checklist of evidence for justifying the authorisation of DCAT.
Seton advises owners of large animal clinics to make plans for working with clients in light of the revised dry cow guidance. He suggests setting a baseline for the number of clients currently using whole-herd DCAT and identifying their motivations for doing so (eg, animal welfare, legacy, cost or production). Veterinarians can then focus their conversations on those motivations and the positive outcomes of selective therapy. As a final note, he also suggests not sending new graduates to clients who are set in their ways, or sending senior veterinarians with them.
The revised Technote aligns with the NZVA’s goal that by 2030 New Zealand will not need antibiotics for the maintenance of animal health and wellness. “Dry cow antimicrobial therapy is not the overarching tool,” says Scott.
Seton adds that the Vet Council fully backs the revised Technote and, as a major funder of the research, sees its importance for evidence-based practice and standards. “The Council is committed to and invested in the evidence that backs up the statement. We need to engage in this process because we know that veterinarians need solid, reliable information.”
By Kerri Jackson
Vet your wellbeing risk
Protecting your team from mental health risks starts by simply talking to them.
Managing psychosocial risks in veterinary clinics is not only essential for a healthy, thriving business. It’s also required by law.
New Zealand’s Health and Safety at Work Act 2015 requires all businesses to provide and maintain healthy working environments for their employees. It includes an obligation to protect employees’ mental and physical health against a range of ‘psychosocial’ risks that, although not specifically mentioned in the Act, relate to people’s mental health and safety.
The good news is, meeting this obligation is surprisingly straightforward.
What are psychosocial risks?
Psychosocial risks at work result from interactions, tasks and conditions that could have negative effects on employees’ mental health. They include things like stress, overwork, denying accommodations (see cover story, page 32), bullying and harassment.
Wellbeing specialist Dana Carver acknowledges that, while lists of psychosocial risks and their negative impacts can feel like wellbeing risks for business owners, tackling simple tasks can help them to meet their legal health and safety obligations and, in turn, benefit their businesses.
“The term ‘psychosocial risk’ can be intimidating and you might think it’s about abnormal psychology. But it’s really just a name used to differentiate this risk from physical risks,” she says. “We’re actually talking about wellbeing risks, which, depending on your job, can occur when you are exposed to a large range of hazards that people experience every day. While they can be, they’re not necessarily extreme or abnormal.”
Dana is the Principal Research Manager for management consultancy Scarlatti, and is working with the NZVA to help veterinary clinic owners understand their wellbeing risks and requirements and create tools to help them manage or eliminate those risks effectively.
Where to start?
An important aspect of the Health and Safety at Work Act 2025 is that, although it requires employers to manage risks, it doesn’t dictate how to do that, says Dana.
“You just have to show you’ve done what’s reasonably practicable,” she says, and one of the simplest ways to do that is by creating and managing a risk register, just as you would for physical risks.
Dana says that if an incident related to a psychosocial risk is reported to WorkSafe, the employer may need to show that they’ve identified the risk and put measures in place to eliminate it or, if that’s not possible, minimise or mitigate it.
“A risk register helps to do that.”
One way to start the risk-management process is simply to ask your team to identify hazards they know about. “Don’t just guess the hazards. Talk to as many people in the business as you can and do it by role. The clinic owner, the nurse, the receptionist will all report different hazards.”
To front-foot some wellbeing risks, Dana suggests addressing them at the job interview stage, although it’s something that employers with skill shortages might be tempted to avoid in a bid to attract someone quickly.
“It’s actually an opportunity to talk about what you are doing to mitigate risks. For veterinarians, for example, you can say, ‘Yes you will work extra hours, but here’s how we’ll support you in that’. Or ‘Yes, you will have to put animals down and we know that can be very stressful, but we provide debriefing and counselling support, and will make sure you only do a manageable number each month’.
“It’s about making sure people know what to expect from the start.”
While some veterinary psychosocial risks – like those relating to managing animal deaths or long on-call hours – may be more complex than others to solve, talking to staff can help you pick up some quick wins, says Dana.
“You’ll come across some low-hanging fruit you weren’t aware of in terms of risks, but which are easy to fix. In our business, for example, we found that one of the risks for some of our younger team members was ‘meaningless work’. They were doing the research for our clients, but weren’t getting to see how it was actually making a difference, and
WorkSafe data on psychosocial risks
Workers experienced in the previous 12 months:
this was making them disengage. We were able to change that so some of those staff could get out of the office to meet the clients more often. It increased their engagement and improved their wellbeing.
“Not every risk needs a complicated or expensive solution; just be clear with your team at the start of the process that you’re not promising to fix everything, but that you’re going to find the things you can do within your budget to make their lives at work better.”
Don’t forget your own oxygen mask
One of the challenges for business owners, including veterinarians, can be that the thought of setting up a psychosocial risk register becomes a source of stress itself. It’s important, Dana says, to make sure your own risks as a business owner or manager are included in the register.
“You can’t take away the fact that it’s going to be one more thing on your plate, but this is about you and your risks too.”
Another important thing for practice owners and managers outside of practice, she adds, is to not rush out and invest in expensive wellbeing initiatives if their businesses can’t afford them. “If you can’t pay the bills and give your people job security, that’s not good for their wellbeing. You can’t put all your money into a wellbeing programme, you have to keep the business secure and show that you’ve done what is reasonable within it to identify and mitigate any risks.
“Overall, the importance of including mental health risks in the legislation is that it helps bring them to the forefront of our thinking,” Dana adds. “It’s not just in terms of the employees, it’s also about weighing up the health of your organisation.
“It’s fairly well accepted now that happy and healthy employees perform better, which can lead to more productivity – and that can mean a better profit margin and less turnover for the business. Twenty years ago, most people were sceptical of that, but in managing these risks you’ll discover valuable things about your business.”
Further reading:
WorkSafe has downloadable resources at www.worksafe.govt.nz , including: psychosocial hazards in work environments and effective approaches for managing them
NZ Psychosocial Survey.
At a glance
Tips from Dana Carver for managing psychosocial risks
Many employees feel engaged just by being asked about their wellbeing risks, but if you ask, then do nothing, it can make things worse. Doing something can be as simple as adding the risks to your register.
Not everybody will be comfortable talking about risks. A survey tool can be a useful alternative.
Don’t rely on engagement surveys to reveal specific risks. The surveys are more focused on how someone is feeling in the moment than getting reliable information on ongoing risks.
Unlike physical health risks, psychosocial risks can affect every individual differently. A register or riskmanagement tool can help you record and mitigate accordingly.
Expect more detailed legislation around psychosocial risks in the coming years, in line with global trends.
Unless there are major changes in the business, you can avoid doing frequent surveys – every three years can be enough.
Remember – everybody has psychosocial risks to manage. You’re not alone!
tools for the future
To help veterinary clinics manage psychosocial risks, the NZVA is working with Dana Carver and Scarlatti to develop tools specific for veterinary clinics.
As well as helping to set up a risk register, the tools give users insights into the top risks in their businesses and how they compare with those of other, similar businesses.
“Having enough veterinarians using the tool will help create an industry-wide overview of its risks,” Dana says.
Companion Animal Veterinary Refresher Scheme
The Companion Animal Veterinary Refresher Scheme has returned with updated and expanded content for veterinarians needing to boost their knowledge and confidence in companion animal practice.
This online course is ideal for veterinarians who are returning to work after time away, want to switch to a new area of practice, or are relocating to New Zealand from overseas.
Available topics
» Anaesthesia
» Dentistry
» Emergency medicine
» Ophthalmology
New topics available every month
» Avian and exotic animal medicine
» Cardiorespiratory
» Clinical pathology
» Communication and self-care
» Dermatology
» Endocrinology
» Fluid therapy
» Fundamentals of clinical practice
Pricing
NZVA members
1 module: $275
2-5 modules: $248
6-11 modules: $234
11-17 modules: $220
Full course: $3850 set price
Non-members
1 module: $350
2-5 modules: $315
6-11 modules: $298
11-17 modules: $280
Full course: $4900 set price
Prices indicate the per-module price.
» Radiography and radiology
» Surgery
» VCNZ Code of Professional Conduct
» Gastroenterology
» Lower urinary tract disease
» Musculoskeletal
» Neurology
» Puppy and kitten consults
» Renal medicine
» Reproduction
A FIRST FOR HAWKE’S BAY
By Sarah Olson
In a quest to improve the quality of care for companion animals, Caroline Roberston and her team at Vet Services have established the only dedicated after-hours service in Hawke’s Bay
It is no secret that the role of a veterinarian can be demanding and typically involves long hours. In many practices veterinarians are required to be on call after hours, often following a full day’s work, which adds to the pressure of their jobs. After completing 40 years in practice, no one knows this better than Caroline Robertson.
Caroline is the Chair and Director of Vet Services Hawke’s Bay (VSHB), which incorporates four locally owned and operated veterinary clinics in Napier, Hastings, Waipukurau and Dannevirke. She is also VSHB Group Leader, working across all four clinics.
IMAGERY: SARAH HORN
In 2023, Caroline and her team began considering ways to reduce pressure on their staff. Vet Services and many of the neighbouring clinics had their own after-hours services, although some did work together to ease the load, which meant many people on call every night across the region.
“After hours is a crunch time for veterinarians,” says Caroline. “Getting through the day job then being on call is going to have impacts on their lives.”
With an obvious need for some relief from the burden of working extra hours, Vet Services approached other clinics in the Hawke’s Bay area to gauge their interest in a regional after-hours facility. The outcome was positive.
“At the end of the day it’s all about the sustainability of the profession,” explains Caroline. “All our veterinarians go above and beyond. They look after the animals during the day and we hope
we can look after them at night while enabling each of them to sleep, have a life and have time at home with their family.”
Eight clinics from Napier to Waipukurau came on board with the idea, and the Hawke’s Bay Urgent Care and After Hours Veterinary Clinic was officially opened to the public on 3 February this year. The clinic is owned and operated by Vet Services Hawkes Bay, but an advisory group comprising representatives from the other clinics meets regularly to review the clinic’s workings and determine if any changes are needed.
The purpose-built premises is located in central Hastings, so it’s well positioned to service the Hawke’s Bay region, and it’s equipped with three consult rooms, digital X-ray, ultrasound, a full inhouse laboratory, a large kennelling capacity, and all the equipment required to deal with emergencies typically seen in a general practice clinic.
Caroline Robertson is thrilled with the response to the Hawke’s Bay’s new after-hours clinic
“All our veterinarians go above and beyond. They look after the
animals
during the day and we hope we can look after them at night while enabling each of them to sleep, have a life and have time at home with their family.”
The clinic opens at 6pm every day and closes at 8am the following morning, and is open weekends and statutory holidays to facilitate continuous care. It currently employs a minimum number of staff, comprising a receptionist, a veterinarian and a veterinary nurse for each shift, and will assess the need for more personnel as time goes on. The roster system – based on a six-week rolling schedule – provides flexibility for those wanting to pick up shifts and for forward planning if needed.
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Then I’m about to make the most absurd offer of my business coaching career.
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Practices that completed the program increased their profit between $50,000$100,000 annually.
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“It has always been difficult to provide monitoring in general practice clinics after hours,” Caroline says. “Now we can offer a high standard of care with staff on site 24 hours a day.” This is also info@acceleratepracticeacademy.com www.acceleratepracticeacademy.com
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an advantage for clients whose animals may not be critically ill or need emergency care, but who want peace of mind as they are concerned for them.
After-hours work at the clinic also provides a new opportunity for veterinarians who wish to continue practising but don’t want to work normal business hours. “Some people find the grind of day-to-day veterinary work too much,” says Caroline. “This option allows them to continue in the career they love but have the flexibility to choose the shifts they work. Using people outside your normal daytime workforce extends the life of that day workforce.”
Geography isn’t a limitation either. Veterinarians can opt to live in one place and fly in/fly out when it suits them, although this usually only applies to those who do after-hours shifts as a full-time job, lining up several shifts in a row to make it worth their while. Alternatively, those who live locally might do a Saturday shift and still be ready to work on Monday.
Caroline is thrilled with the response so far. “There has been a lot of support from local veterinarians, as well as quite a few who live outside the region. It’s great to see.”
Veterinarians must have a certain level of competency to work in emergency and after-hours care, and have spent a minimum of two years in general practice. “Many people want to do the emergency after-hours work as it’s fun, exciting and incredibly rewarding,” says Caroline. “It’s just not so fun and exciting when you’ve already been working all day.”
Caroline had just come off duty at the time of this interview. “Knowing that I’m not on call is quite amazing,” she remarks. “Obviously it will become normal, but the fact that I can do what I want any night of the week and don’t have to be ready to work is wonderful. I can choose to do whatever I like. It allows people to rejuvenate and come back to work and do a great job.”
Caroline is grateful for the support she has received from her staff in helping to set up this venture, and is thrilled that clients can now bring their pets to a dedicated after-hours facility that employs highly skilled professionals. “I have a great team around me. They have come together really well and I’m looking forward to seeing the benefits that everybody should get from it.”
Be our eyes and ears
Veterinary professionals play a key role in looking out for emerging and exotic pests and diseases
Test your knowledge with this case study
A pig farming client is concerned after 10 of their weaners became unwell. The weaners are huddling together, anorexic and experiencing diarrhoea. You examine the affected pigs on farm.
Physical exam:
• Tachypnoea
• High fever
• Weakness
• Convulsions
• Cyanosis of ear tips and mouth
• Petechial haemorrhages
What are your top exotic differential diagnoses? Turn the page upside down to see the answer
If you see something unusual, report it to the Biosecurity New Zealand exotic pest and disease hotline: 0800 80 99 66
Image credit: Noah’s Arkive from funding by the Davis-Thompson Foundation and shared by the Chulalongkorn University
The MAS team explains the employment arrangements you can use for new recruits.
If you’re thinking about recruiting this year, you need to consider the type of employment you’ll offer.
Permanent employment
If you’re employing someone on a permanent basis, either full-time or part-time, you’ll need to use a standard employment agreement that details all the terms and conditions of their employment. The employment will last until the employee chooses to resign or their employment is ended by the employer following a disciplinary process or a restructure/ redundancy process.
The normal hours of work per week are detailed in the agreement’s ‘hours of work’ clause. The full-time or part-time nature of the role is also stipulated.
Under the law, employment agreements must contain certain clauses. It is important that you review the templates you use regularly to ensure they comply with current legislation.
Fixed-term employment
Employers needs to have ‘genuine reasons’ to use fixed-term contracts. In most cases they are used to cover permanent employees’ periods of absence, such as for parental leave, extended leave or long-term sickness (the incumbents are expected to return).
Fixed-term contracts can also be used to cover projects or to help with change processes – and they’re currently also used for people who hold working holiday visas (although you should check with Immigration New Zealand on this).
A ‘genuine reason’ for a fixed-term contract cannot be:
 a desire on your part to see if the employee is the right person/has the right skills for the job
be liable to provide paid leave from the start of their employment and the 8% previously paid will not be considered.
 a way to get around the legal requirements for terminating employment
 a response to an employee’s request for a fixedterm agreement.
An employment agreement must include a specific fixed-term clause. It usually replaces the ‘term clause’ and states the reason for the fixed-term contract, the start and finish dates, and how the contract will end (such as the return of an employee from parental leave or the end of a project).
If you don’t include these requirements in your contracts, the employees may be deemed permanent employees.
Your letter of offer should also stipulate the fixedterm nature of the employment.
Casual employment
A casual employee is someone you call on to provide a period of leave for a permanent employee. The leave may be a day of sick leave or up to four weeks of annual leave. If the leave period is longer than four weeks, a fixed-term contract (see above) may be the better choice.
Casual employees don’t have regular days of work unless they are covering specific blocks of work. It is unlikely that a casual employee would have any regular rostered hours, and they can refuse work when it’s offered. Employers have no ongoing relationships with them, as each employment is a separate arrangement, and when it is concluded they are no longer employees.
Casual employees are paid 8% holiday pay as they earn, on top of their hourly rates. They are not entitled to the usual Holidays Act benefits unless they meet certain criteria. If you employ someone as a casual employee and they are found to be permanent, you will be liable to provide paid leave from the start of their employment and the 8% previously paid will not be considered.
As part of its HealthyPractice service, MAS has gathered detailed information on all types of employment arrangements, together with template agreements customised for all veterinary practice roles.
HealthyPractice
If you own or manage a veterinary practice, MAS’s HealthyPractice online business support service has been designed especially for you. It provides information and templates on all areas of business ownership, employment and management. Visit www. healthypractice.co.nz to find out more or contact the MAS HealthyPractice team at business@mas.co.nz or call 0800 800 627 for a free trial and website tutorial.
Empowering dairy vets with insights from within the cow
smaXtec’s unique bolus technology helps detect potential diseases early, enabling preventive action to improve health outcomes and profitability – by providing dairy farmers and vets with precise insights from within the cow.
The bolus provides precise insights from within the cow, operating reliably in the reticulum, unlike external sensors affected by environmental factors. It measures internal body temperature with unrivalled accuracy (±0.01°C), tracks water intake, drinking cycles, rumination based on reticulum contractions, and overall activity. This precise data enables the earliest possible detection of potential diseases, long before visible symptoms appear, by instantly alerting farmers via smartphone or computer for timely intervention.
PREVENTION RATHER THAN THE CURE Veterinarians are impressed by the precise insights smaXtec delivers. Dairy farmer Sarah Neilson, milking 340 cows in South Taranaki, shares: “When we had a case of twisted bowel, we caught it early. It had just started when we were able to get the vet to remedy it. He had the thermometer in the cow and said, ‘I will never have to deal with that ever again – this is such reliable data.’ That really impressed us.” Her husband Wayne Neilson adds, “The vet now looks at the information on the computer before examining the cow. Previously, he always went straight to the cow, but now, he checks the data first because the health information is always spot-on.”
PART OF THE DAIRY CATTLE STREAM AT THE NZVA CONFERENCE
Join us at the NZVA Conference (4–6 June 2025) in Wellington, where we’ll be presenting in the Dairy Cattle Stream. Visit us at Booth 32 to experience smaXtec live. Curious already? Visit www.smaxtec.com/ en/new-zealand/ or contact us at info@smaxtec.com.
An investigative approach to laminitis Best foot forward
By Sandy Weltan
Laminitis – inflammation of the laminae – is a common, painful and often recurrent problem in equids. It is most often associated with equine metabolic syndrome (EMS) caused by insulin dysregulation (ID). Non-endocrine causes include systemic inflammation and excessive weight bearing. Pregnancy-associated laminitis is due to temporary ID. There is a genetic predisposition: for example, Andalusian horses have decreased insulin sensitivity (Bamford et al., 2014). The interaction with glucocorticoid administration and pituitary pars intermedia dysfunction (PPID) will be discussed. In most cases, laminitis is the clinical consequence of EMS.
Pathophysiology
An understanding of ID requires a brief revisit to the hormonal control of blood glucose concentrations. The main purpose of the hormonal control of metabolism is to provide glucose to cells that are totally dependent on glucose for metabolism, particularly erythrocytes and neural tissue. The key organs involved in energy metabolism are muscle, liver and adipose tissue. In summary, metabolism during the fed (digestive phase) is almost entirely controlled by insulin. In normal animals, insulin drops to low levels during fasting or exercise. Glucagon and catecholamines are the main counterregulatory hormones during the fasting phase. Growth hormone and cortisol also contribute to metabolism during the fasting phase.
An increase in blood glucose is the primary stimulus for insulin secretion, but fatty acids and arginine also increase insulin secretion. Insulin promotes energy storage in liver, muscle and adipose tissue. Catecholamine directly inhibits insulin secretion and promotes glucagon secretion. Glucagon secretion is stimulated by a decrease in glucose concentration, promotes gluconeogenesis from stored glycogen and amino acids and promotes free fatty acid oxidation. Insulin inhibits glucagon secretion. Stress induces increases in cortisol, decreased insulin and increased glucagon which, with increased catecholamines, promotes glucose mobilisation from liver and lipolysis. Chronic increases in cortisol result in increased insulin and decreases in catecholamines, resulting in increased hepatic glycogen storage and accumulation of triglyceride in adipose tissue.
The term ID is used to indicate disturbances of the balanced interrelationship among plasma concentrations of insulin, glucose and lipids. ID can manifest in several ways, which may overlap. These include increased basal insulin; an excessive or prolonged hyperinsulinaemic response to oral or IV carbohydrate challenge, with or without an excessive or prolonged hyperglycaemia; and tissue insulin resistance (IR). Hypertriglyceridaemia can also be a consequence of IR (Durham et al., 2019). Hyperinsulinaemia induces laminitis in horses and ponies (Asplin et al., 2007; de Laat et al., 2010; de Laat et al., 2012) confirming the results of studies in the 1980s (Durham et al., 2019).
Although the dominant stimulus for the secretion of insulin from β-cells in the pancreatic islets is the presence of glucose in the blood, there are several factors influencing blood glucose concentration. The absorption of glucose from the small intestine into the circulation via sodium-glucose cotransporters (SGLT-1; uptake from gut lumen) and glucose transporter 2 (GLUT-2; transport of glucose from gut epithelial cell to circulation) is an important driver of insulin secretion. However, the rate and extent of glucose absorption vary considerably between individuals, thereby affecting the rate and extent of insulin secretion.
Further, the presence of glucose in the small intestine acts on luminal sensors that signal to SGLT-1, as well as enteroendocrine cells that release incretin peptides, including glucagon-like peptide 1 and glucose-dependent insulinotropic
polypeptide (GIP), to further augment insulin release. This multifaceted system is termed the enteroinsular axis and has been extensively studied in humans.
Oral glucose administration stimulates greater insulin secretion than IV administration in ponies, highlighting the effect of incretins in facilitating insulin secretion, although the actual mechanism of action in equines requires further research (de Laat and Fizgerald, 2023). Treatment is beyond the scope of this article, but promising results have been obtained with SGLT-2 inhibitors, which are found in the kidney and reduce the reabsorption of glucose in the kidney. They are available for the treatment of type 2 diabetes mellitus in humans.
Insulin resistance means that tissues that are normally sensitive to insulin, mainly skeletal muscle, adipose tissue and liver, do not respond. The result is increased liver glucose synthesis via gluconeogenesis; impaired tissue glucose uptake due to dysfunction of GLUT-4 receptors in muscle and adipose tissue; and increased lipolysis, resulting in increased free fatty acid concentrations. Fat accumulation in the liver would reduce liver function and reduce insulin clearance, further promoting hyperinsulinaemia. Chronic hyperinsulinaemia results in down regulation of the insulin receptor and downstream signalling. Measuring insulin sensitivity is complex and mostly limited to research environments.
A regional deposition of fat is often associated with EMS, but adiposity is not inextricably linked with EMS. Some cases of EMS occur in lean horses and ponies, and not all cases with regional deposition of adipose tissue have EMS and ID. However, there is an increased incidence of EMS in inactive individuals. Insulin concentrations are higher with increasing age. Hyperinsulinaemia has been shown to alter lipid metabolism and promote obesity.
A possible consequence of increased fat mass is a dysregulation of adipokines – hormones released by adipocytes – which include leptin and adiponectin. Leptin concentrations increase with insulin resistance and adiposity because of increased fat mass and leptin resistance. Resistance results in the loss of the normal effect of leptin in promoting satiety and increased physical activity. Measurement of leptin has been suggested as a diagnostic test for IR (Frank and Tadros, 2014).
Insulin resistance means that tissues that are normally sensitive to insulin, mainly skeletal muscle, adipose tissue and liver, do not respond.
Adiponectin is an insulin-sensitising hormone. Lower concentrations of adiponectin have been found in obese horses, which would result in decreased fatty acid oxidation and decreased glucose tolerance. Adipokines are important to the discussion of EMS and laminitis, because both have direct effects on the endothelium. Adiponectin is also antiinflammatory, so it would counteract the effect of cytokines such as TNFα on the endothelium.
When adipocytes reach their maximum storage capacity, hypoxia develops due to limited capillary supply, resulting in energy failure and the release of inflammatory cytokines from stressed and necrotic adipocytes. Adipocytes laden with lipid also lose their ability to buffer lipid fluxes within the body, resulting in deposition of lipid in liver, muscle, pancreas and other tissues, which in turn has a negative effect on insulin metabolism throughout the body. Insulin normally induces nitric oxide-dependent vasodilation in capillary beds, the loss of which results in ectopic deposition of adipose tissue.
Interaction between EMS and PPID
PPID and IR often occur together, but only 32% of horses with PPID are hyperinsulinaemic. Administration of dexamethasone in horses resulted in increased insulin concentrations and lower insulin sensitivity (Tiley et al., 2007). Corticotropin-like intermediate peptide is a derivative of pro-opiomelanocortin and adrenocorticotropic hormone and acts as an insulin secretagogue under experimental conditions. Alpha melanocyte stimulating hormone (αMSH) concentrations are also increased with PPID and, with leptin, plays an important role in energy metabolism. Under normal circumstances, αMSH stimulates neural receptors, opposes leptin and reduces adiposity. A downregulation of this system due to overstimulation of αMSH secretion would have the opposite effect.
Stress hormones catecholamines and corticosteroids are gluconeogenic so that concentrations of carbohydrates, proteins and lipid are adequate to respond to infection. The result is
A possible consequence of increased fat mass is a dysregulation of adipokines –hormones released by adipocytes – which include leptin and adiponectin.
hepatic and peripheral insulin resistance. Gluconeogenic hormones induce inappropriate serine phosphorylation of insulin receptor substrates and receptors. Catecholamines inhibit insulin secretion, which may result in hypertriglyceridemia.
Pathogenesis of lesion formation of laminitis
Basal glucose concentrations are often towards the high end of the reference ranges in horses and ponies with EMS. Glucotoxicity is a consequence of persistent hyperglycaemia in humans with diabetes mellitus, resulting in glycosylation of amino acids. This does not result in laminitis in horses. The mechanism in which high insulin levels cause laminitis has been the subject of many studies in recent years.
Histopathological examination is reportedly difficult, but it demonstrates separation of the basement membrane from secondary epidermal lamellae and disintegration of the basement membrane.
Matrix metalloproteinases were investigated because of their action of breaking down extracellular matrix. No effect has been demonstrated so far, but there are limited studies.
Insulin-like growth factor (IGF-1) is a promising candidate. The growth effect of insulin on lamellar epidermal basal cells through the IGF-1 receptor has been demonstrated in vitro, and the infusion of a monoclonal antibody to selectively block the IGF-1 receptor partially prevented acute laminitis in the euglycaemic hyperinsulinaemic clamp (EHC) model. However, in an in vivo study, IGF-1 gene expression was decreased in insulin-treated horses. There was also no increase in circulating IGF-1 during an EHC. The authors proposed that the downregulation resulted from overstimulation of the receptors during the development of the disease.
Diagnosis of EMS
Because EMS is characterised by ID, diagnosis is by demonstrating hyperinsulinaemia. The ‘gold standard’ test is the EHC, which is a test of insulin sensitivity, but it is not practical for use in practice. There is also the combined glucose and insulin test.
Oral tests are preferred because insulin concentrations are higher with oral consumption of carbohydrates. Basal insulin may be increased in pasture-fed ponies. They should not
be fasted prior to testing. Dynamic testing provides more consistent results. Several testing protocols have been investigated. The oral glucose test and oral sugar test are used most often.
The European College of Internal Medicine’s consensus statement for the oral glucose test (Durham et al., 2019) recommends fasting the horse or pony overnight, then giving them a non-glycaemic feed containing 0.5 or 1g/kg bodyweight glucose powder mixed with a little water to aid mixing and ingestion. Peak plasma insulin occurs between 60 and 120 minutes after the feed, so the sample for insulin measurement is taken two hours after the feed. There have been some problems with palatability, with slow ingestion, possibly delayed gastric emptying and decreased intestinal absorption, so a slightly lower dose of 0.75g/kg bodyweight has been suggested (de Laat and Sillence, 2017). Insulin concentrations suggesting ID at 120 minutes are >68 IU/ml for 0.5 g/kg and >80 IU/ml for 1 g/kg.
The oral sugar test gives similar results. 0.15 mL/kg of Karo Light corn syrup is administered orally via a dose syringe. At this dosage level, the test lacks sensitivity. A dose of 0.45 mL/ kg has been suggested, but the study was limited by a small sample number (Jocelyn et al., 2018).
In an effort to provide a more palatable carbohydrate source, a newly developed glycaemic pellet has been tested against the oral sugar test at the 0.15mL/kg dose rate (Thane et al., 2024). Higher blood glucose concentrations were obtained with the pellets, probably because of higher voluntary intake. This is a promising new development as a challenge test for ID but it has yet to be made commercially available.
PPID and IR often occur together, but only 32% of horses with PPID are hyperinsulinaemic.
The pathophysiology of laminitis, diagnostic tests and treatment protocols continue to advance. More clarity on the pathogenesis would provide new options for treatment and new research is investigating optimal methods for the detection of hyperinsulinaemia.
Sandy Weltan is a clinical pathologist at Awanui Veterinary
REFERENCES:
Asplin KE, Sillence MN, Pollitt CC, McGowan CM. Induction of laminitis by prolonged hyperinsulinaemia in clinically normal ponies. Veterinary Journal 174, 530–5, 2007
Bamford NJ, Potter SJ, Harris PA, Bailey SR. Breed differences in insulin sensitivity and insulinemic responses to oral glucose in horses and ponies of moderate body condition score. Domestic Animal Endocrinology 47, 101–7, 2014
de Laat MA, Fitzgerald DM. Equine metabolic syndrome: Role of the enteroinsular axis in the insulin response to oral carbohydrate. Veterinary Journal 294, 105967, 2023
de Laat MA, McGowan CM, Sillence MN, Pollitt CC. Equine laminitis: induced by 48 h hyperinsulinaemia in Standardbred horses. Equine Veterinary Journal 42, 129–35, 2010
de Laat MA, Sillence MN. The repeatability of an oral glucose test in ponies. Equine Veterinary Journal 49, 238–43, 2017
de Laat MA, Sillence MN, McGowan CM, Pollitt CC. Continuous intravenous infusion of glucose induces endogenous hyperinsulinaemia and lamellar histopathology in Standardbred horses. Veterinary Journal 191, 317–22, 2012
Durham AE, Frank N, McGowan CM, Menzies-Gow NJ, Roelfsema E, Vervuert I, Feige K, Fey K. ECEIM consensus statement on equine metabolic syndrome. Journal of Veterinary Internal Medicine 33, 335–49, 2019
Frank N, Tadros EM. Insulin dysregulation. Equine Veterinary Journal, 46, 103–12, 2014
Jocelyn NA, Harris PA, Menzies-Gow NJ. Effect of varying the dose of corn syrup on the insulin and glucose response to the oral sugar test. Equine Veterinary Journal 50, 836–41, 2018
Thane K, Sonntag J, Warnken T, Reiche D, Uricchio C, Frank N. Comparison of a customized glycemic pellets challenge with the oral sugar test to measure glycemic and insulinemic responses in horses. Journal of Veterinary Internal Medicine 38, 3281–7, 2024
Tiley HA, Geor RJ, McCutcheon LJ. Effects of dexamethasone on glucose dynamics and insulin sensitivity in healthy horses. American Journal of Veterinary Research 68, 753–9, 2007
Feeling the cold
By Adrienne French
The canine cold-weather calcium conundrum
In my many years of working in New Zealand veterinary diagnostic laboratories, a seasonal pattern has been evident: during the winter months there is an increase in the incidence of low total calcium levels seen in canine biochemistry panels submitted to the laboratory. This is often in the context of otherwise normal bloodwork and, in many cases, in clinically healthy dogs. Similar trends of unexplained low calcium results have not been identified in any other species. While this finding in dogs has been generally accepted as some form of artefact, it is not well documented and no explanation as to why it may occur is readily available in literature.
In a Veterinary Clinical Pathology article, Thoresen et al (1992) evaluated multiple canine biochemistry analytes, including total calcium, for their stability
and storage characteristics. The study design investigated the effects of storage at 4°C for the first 24 hours, followed by room temperature storage (20°C) for a further two days. This was to mimic what might have been expected for samples collected in clinic, refrigerated overnight prior to transport and then transported for up to two days to the lab. The results for samples stored as unspun serum did show a significant drop in the total calcium level between day 0 and day 1 (when refrigerated), from a mean of 2.60 mmol/L to a mean of 2.20 mmol/L, then a relatively stable mean calcium level for days 2 and 3 when stored at room temperature.
We recently performed a small trial in which we ran serial total calcium levels in canine blood samples submitted to the laboratory from local clinics. For nine samples the blood was spun and separated routinely, the total calcium was measured (T0), and the serum was returned to the clot and the tube placed in the refrigerator. This process was repeated in the next two days (T1 and T2). For a further six samples the same process was used, except the samples were kept at room temperature. Results showed a clear, continued drop in total calcium levels for samples that were refrigerated on the clot (Figure 1a), versus comparatively stable results from those stored at room temperature (Figure 1b).
While the number of samples tested was few, the results of this trial give credibility to the longstanding impression that the artefact of low total calcium levels is most commonly seen in canine blood samples transported during the winter months, and that it is likely to become more pronounced when such transport to the laboratory is prolonged. However, it still does not explain why this artefact may occur nor why the phenomenon appears to be unique to the canine species.
Studies have been performed on cattle, who are, arguably, the most common veterinary species in which clinically significant low calcium levels are found, primarily due to post-parturient hypocalcaemia (milk fever), and for which accurate measurements are therefore of high importance. Bach et al (2020) investigated the stability of serum total calcium in unseparated bovine blood stored at 4°C and found that levels were stable for at least 14 days.
Haemolysis, which is a common artefact associated with prolonged sample storage or transport, and is well documented as affecting the accuracy of several biochemistry analytes, does not appear to be a factor in the case of total calcium measurement given
FIGURE 1A. Graph depicting the changes in serum total calcium levels for nine canine serum samples for which the serum was stored on the clot within the refrigerator. (T0 = initial value, T1 = 24 hours, T2 = 48 hours. ) 3.5
serum and heparinised plasma samples were, in contrast, relatively stable over the three days of the study – as were most of the studied analytes – and the paper concluded that, if there is to be a delay in sample analysis, it is recommended that serum be separated from the clot as soon as possible after collection (allowing 40–60 minutes at room temperature for full clotting to occur).
FIGURE 1B. Graph depicting the changes in serum total calcium level for six canine serum samples for which the serum was stored on the clot at room temperature. (T0 = initial value, T1 = 24 hours, T2 = 48 hours. ) 3.5 3
In an ideal world, blood tests would be analysed as soon as possible after sample collection to minimise pre-analytical artefacts that might develop during sample storage and transportation. However, the real world is often less than ideal, and in many cases samples from veterinary clinics must travel, sometimes overnight or for longer, to reach the laboratory. In general, if there is to be a delay, the refrigeration of blood samples to minimise haemolytic artefact is recommended. The potential for artefactually lowered total calcium levels, in canine blood specifically, must therefore be acknowledged even if it is still not fully understood. Where an accurate quantification of calcium is required for diagnostic or monitoring purposes in dogs (including for hypercalcemia, in which levels may be artefactually lowered to normal range, as well as for hypocalcaemia), the recommendation would be to either submit a spun serum sample to recheck the total calcium level or consider an anaerobic collection of a serum sample for ionised calcium evaluation.
that, during our trial, the haemolytic index of the canine samples stored at room temperature showed a more notable increase over time than samples that were refrigerated.
Thorensen et al (1992), as part of their study, also evaluated canine heparinised whole blood, as well as separated serum and heparinised plasma, under the same conditions as the unseparated serum samples. A similar, significant drop in the total calcium was found in the heparinised whole blood samples refrigerated for 24 hours, from a mean of 2.67 mmol/L to a one of 1.93 mmol/L, suggesting that the cause is not, or not solely, a result of the continued incorporation of calcium into the clot. The levels of total calcium within the separated
In conclusion, the accurate measurement of total calcium levels in canine blood samples appears to be unreliable under the conditions of unseparated serum (or heparinised whole blood) that is subjected to prolonged cold temperatures eg, transportation during winter months or refrigeration. While the mechanism of this artefact remains uncertain, it may be mitigated if unseparated samples remain at room temperature (which is not ideal for other analytes) or if separated serum (or heparinised plasma) samples are submitted to the laboratory. In fact, for samples that may take some time to reach the laboratory, in any species or at any time of year, the submission of separated serum is preferred.
Adrienne French is a pathologist at SVS Laboratories.
REFERENCES
Bach KD, Neves RC, Stokol T, McArt JA. Effect of storage time and temperature on total calcium concentrations in bovine blood. Journal of Dairy Science 103(1), 922–8, 2020
Thoresen SI, Havre GN, Morberg H, Mowinckel P. Effects of storage time on chemistry results from canine whole blood, heparinized whole blood, serum and heparinized plasma. Veterinary Clinical Pathology 21(3), 88–94, 1992
An adventurous spirit
Richard Pester, (1949–2024), BVSc Massey University
Richard was born in Wolverhampton in England, the oldest of three children. His father was a machinist in a tyre factory and his mother was a piano teacher.
The family moved to New Zealand when Richard was 11 years old; he recalled being excited about the move and seeing it as a big adventure. He clearly recollected each leg of the journey – London, Rome, Constantinople (now Istanbul), Delhi, Singapore, Darwin, Auckland.
The family settled in Horopito, a small town in the central North Island, and Richard attended Ruapehu College. He didn’t have much to say about school, other than being teased for his accent and getting up to mischief, including setting off a stink bomb underneath the science lab. The smell permeated all the classrooms and caused an uproar.
He did have fond memories of fishing trips with his dad in his teenage years, and he also learnt to ski, an activity that he enjoyed throughout his life.
Richard worked for a year in a market garden in Ohakune, to save up the money for veterinary school at Massey University. When we asked him why he’d wanted to become a veterinarian, he said he’d initially thought about being a librarian. However, he’d changed his mind when he found out that librarians didn’t get to spend all their time reading. He’d decided to become a veterinarian because he liked animals.
He had some great times at university and made lifelong friends. Back then Richard had long hair and rode a motorbike, and he was up for a prank or two.
After he graduated, Richard moved to Wellington, where he purchased a veterinary clinic in Petone. The clinic was later bought by Lower Hutt Veterinary Services, and he continued to work for them, mainly in the Wainuiomata clinic. In 1986 he bought that clinic and worked there until he sold it in 2015.
Richard enjoyed working in Wainuiomata and was well respected within the community. He developed longstanding relationships with his clients and saw three generations of families bring their pets through the clinic.
Richard met his partner Helen in Wellington, and they found they had a mutual interest in travel. They both worked hard to afford to travel the world, starting in 1980, and travelled to 63 countries in places such as Europe, South America, North America and Asia, as well as New Zealand and Australia.
Richard also ticked off one of his bucket list items – going on a cruise to Antarctica in 2013. He was blown away by the landscapes and wildlife.
Along with having a strong interest in seeing the world, Richard was naturally curious about things like science, history and music. He could talk to anyone about their interests and passed on his natural curiosity about the world to his sons, Michael and Andrew.
A big part of Richard’s life was spending time was his family and with both his and Helen’s wider family. Michael and Andrew really appreciated their father’s interest in and enthusiasm about their studies, work, travels, skiing and hobbies. Richard was very proud of his sons.
Richard’s family and friends enjoyed his intellect, his great sense of humour, his excellent cooking skills and his musical abilities. After he retired, Richard began to paint – he was a talented artist.
We have lost a great veterinarian, colleague and friend. Knowing him enriched our lives and he will be sorely missed.
Richard leaves behind his partner Helen and Michael and Andrew and their partners Liese and Lucia.
This tribute was compiled by Jan Quay.
For nearly two decades, Dr Brian Dixon and the team at Taranaki Veterinary Centre’s Hawera Clinic in New Zealand have relied on Radincon for their imaging needs. As a long-standing client, Dr Brian Dixon has consistently sought to provide the highest level of diagnostic care for his patients, and Radincon has been there to support his journey every step of the way.
Most recently, Taranaki Veterinary Centre undertook a major upgrade, enhancing its imaging capabilities with the installation of a state-of-the-art RAD-X DR CX4A console upgrade for the CXDI 55G original panel installed in 2010.
This upgrade also involved the careful relocation of the clinic’s existing RAD-X HF Premier Vet x-ray table, originally installed in 2007, and upgrade of the x-ray generator to a new CMP200. We knocked this job over in just two days ensuring minimal disruption to the practice’s operations.
The RAD-X HF Premier Vet has given 18 years of service and with this upgrade will probably do the same again.
The RAD-X DR CXDI 55G panel and previous console have given 15 years of service and with the CX4A Console and Canon CXDI NE Software upgrade will keep working for another 15 years. That’s pretty AMAZING return on the original investment and these upgrades.
The message, invest in better equipment in the first place, may require a little more investment up front but pays dividends for a long, long time.
We also upgraded the Stratford Clinic RAD-X DR CXDI 55G to the CX4A Console and Canon CXDI NE Software on the same visit.
Having previously transitioned from Merge eFilm Workstation Viewing software to RocketPACS two years ago, the new CX4A upgrade marks a significant step forward in efficiency and diagnostic precision.
A Game-Changing Upgrade
Reflecting on the transition, Dr Brian Dixon shared his enthusiasm for the new system:
“I am very impressed. I cannot believe the image quality improvement - what have I been missing for so long? The software is brilliant!”
The CX4A upgrade delivers exceptional image quality, allowing for quicker and more accurate diagnoses. With intuitive software, enhanced processing speed, and seamless integration with RocketPACS, the system streamlines workflows, reduced wait times and improving patient care.
Expert Support Ensuring a Smooth Transition
Radincon's commitment to outstanding service went beyond just supplying the equipment. The team visited the Hawera and Stratford practices to ensure a seamless installation process. Setting up and training the veterinary team on the new equipment ensuring they were confident from day one.
Partnering for the Future
With this upgrade, Taranaki Veterinary Centre is now at the forefront of veterinary imaging, equipped with technology that not only enhances diagnostic accuracy but also improves workflow efficiency. Radincon continues to support veterinarians like Brian Dixon, providing cutting-edge solutions tailored to the evolving needs of modern veterinary practices.
For more information about the RAD-X DR CX4A and other imaging solutions, visit www.radincon.com.au.
To learn more about Taranaki Veterinary Centre, visit www.taranaki-vets.co.nz
Pictured Adele Teranaki and Seb from Radincon
RAD-X - DR CX4A
Lifestyle block medicine 101
An overview on the handling, management and examination of common lifestyle block species.
The increasing number of lifestyle block properties is an opportunity for veterinarians to provide routine husbandry and preventative care of lifestyle block animals such as goats, pigs and camelids.
This course provides information on basic handling, routine procedures, and common health requests such as nutritional recommendations, parasite management, and lameness.
A comprehensive course allowing you to offer year-round services to dairy cattle clients.
This course provides introduction-level knowledge of nutrition for dairy veterinarians. Armed with the right tools, you’ll be able to offer four packages throughout the year to help clients achieve their reproductive and productivity targets in a seasonal dairy farm.
The five modules include: nutrition; transition management; peak milk management; young stock development (post-weaning); and winter feed budgets.
Gain familiarity and confidence in managing backyard poultry cases.
This course will guide you through a structured clinical approach with practical advice for dealing with backyard poultry cases.
Topics include: introduction to medicine and client communication; biosecurity, housing, and environmental management; nutrition and feeding practices; reproductive health and egg production; common diseases and conditions; arasite control and management; supportive care for backyard chickens; emergency and critical care; diagnostics and laboratory testing; practical case studies in backyard poultry medicine; avian influenza.
Tutors: Sam Hurley BSc BVSc MAHM | Jemma McLean BDes.(Hons)
Format: Online (self-directed), with 2 x tutorials
Dates: Available from 1 September 2025
Register at nzvaevents.org.nz/25POUL
Empowering veterinary mental health
Fostering collective growth for greater community impact.
Veterinarians and their teams do essential work every day helping animals and people. While the job is rewarding, it can be demanding and stressful at times.
This is a bespoke mental health training course from First Response Health for veterinary professionals.
Format: Online course available all year | Cost: Free for NZVA and NZVNA members
Register at nzvaevents.org.nz/24FIRSTR
Mentoring for success
Supporting successful mentorship partnerships.
This short self-directed course includes practical implementation activities. Modules include:
• the mentoring framework
• understanding learning styles
• communication in mentoring
• solution-focused mentoring (mentors only)
Format: Online course available all year | Cost: Free for all veterinarians
Register at nzvaevents.org.nz/MENTOR
AUCKLAND
AUCKLAND
Farm veterinarian
Are you ready to take the next step in your veterinary career? Join our dedicated team, where you’ll find a supportive environment and opportunities for professional growth.
About the role:
We’re looking for a farm veterinarian to join our well-equipped, BESTPRACTICE-accredited Pukekohe clinic. You will collaborate closely with our dairy, lifestyle, and sheep and beef clients to provide high-quality veterinary care and meet their animal health needs.
What you’ll bring:
• 1+ years of practical veterinary experience.
• Excellent communication skills and the ability to build strong relationships with our farmer and lifestyle clients.
• A passion for animal welfare and a drive to deliver high-quality veterinary care.
About us:
We are proud to remain a locally owned and operated practice, with all of our owners working inside the business. Their commitment ensures Franklin Vets is a great place to work. Opportunities for shareholding pathways exist for the right people.
What we offer:
• Competitive salary and benefits: enjoy a competitive package, including a 4x4 double cab ute, a generous on-call roster, and ongoing mentoring from our knowledgeable farm team.
• Career growth: we pride ourselves on being a progressive practice, offering significant opportunities to the right people.
• The chance to be part of a welcoming rural community in Pukekohe, close to Auckland’s city lifestyle.
If you’re ready to develop your veterinary career in a supportive environment, we’d love to hear from you!
Apply online with your CV and cover letter and take the next step with us: https://franklinvets.bamboohr.com/ careers/122?source=aWQ9MjM%3D
For more information about our practice, visit our careers page: https://www.franklinvets.co.nz/work-with-us
A big thank you to our 2025 industry partners
We would like to thank our industry partners for their generosity in sponsoring the NZVA.
Without their support, we would not be able to deliver the high quality CPD on offer each year.
ASHBURTON
Mixed-animal veterinarian
The opportunity:
Canterbury Vets currently has an exciting opportunity for an experienced and motivated mixed veterinarian to join our team. You will have the chance to develop your skills further, while developing strong relationships with our large client base.
Excellent remuneration is available for the right candidate, with 4WD and work phone provided, desirable after-hours on-call, an awesome work team, modern diagnostics equipment, and a great living location close to Christchurch city and the Southern Alps for skiing and outdoor activities.
The company:
Canterbury Vets is a busy and privately owned practice with a clinic in Ashburton located only an hour from Christchurch. The mid-Canterbury area offers a friendly community feel, with a strong emphasis on agriculture and farming. The area is home to a wide range of outdoor recreational pursuits including skiing, hunting, tramping, mountain biking, and boating.
The position:
The role involves both the opportunity to stretch your veterinarian muscles and the chance to develop your skills further. While you can expect some on-call work for emergencies, you will also find we still make sure that every member of our team has that all-important work-life balance.
The successful applicant must:
• be comfortable doing consultations, clinical diagnosis, farm service work and surgery
• Be comfortable working with small animal/doing companion animal work, as well as large animal, sheep, cow and equine work
• display empathy to our clients and their animals
• have a strong focus on animal wellness.
Your profile:
Two years’ experience working as a mixed-practice veterinarian is highly desirable, however all levels of experience will be considered.
Exposure to equine or large animal work as well as companion animals is desirable.
You must approach problems with an analytical view and have the ability to problem solve and work with a triage attitude as required.
You will have a can-do attitude and willingness to get stuck in, and enjoy being part of a tight-knit team with the ability to enhance an already positive culture.
You must meet the conditions of the VCNZ with a current valid work visa or meet the conditions required for us to support your visa.
For a confidential discussion about this role, please contact Jonathan Christian on +64 27 978 2076 or email: jonathanc@canvet.co.nz
Companion animal veterinarian
HASTINGS
Who should read this ad?
A senior or experienced veterinarian who is looking for a new home where they can be the best veterinarian they can be, in a clinic with a focus on quality veterinary care, advocacy, and team engagement. You should have a focus on companion animal work and have developed a strong set of skills along with a work ethic that focuses on advocacy.
What are we offering?
A companion animal position in a Gold Standard Cat-Friendly Accredited clinic. Our building is purpose-built with all the equipment you could ask for. The team is amazing and has a passion for providing excellent care and service for both clients and patients and promotes a fun and supportive working environment. We also provide a Southern Cross health package, discounted goods and services, and our VIP (Very Important Puss) staff member Mr Pumpernickle, our clinic cat. With the Hawke’s Bay After Hours Clinic recently opened, there is no afterhours duty. VetsOne is a Lincoln Accredited Employer, focused on positive leadership and culture.
Where is this position?
VetsOne is a mixed animal clinic in beautiful Hastings, Hawke’s Bay, where there are many ways to relax outside of work. We are a privately owned clinic, which has been established for close to 80 years. Some of our clients are third-generation clients, and some of our staff have been with us for over 25 years.
When is this position available?
The position is available immediately and we will offer it to the right person as they apply. But we will wait for the right person if they are not immediately available.
Why would you want to join us?
For the same reason you became a veterinary surgeon. Because you have a passion for advocating for animals, in a practice with clients who want that passion from you, alongside an amazing team who shares the same passion, in a clinic that is purpose built to meet that end.
How do you apply?
What are you waiting for? If you would like to join our team, please email Sharon with your cover letter and resume to: sharon@vetsone.co.nz.
2025 CLASSIFIED ADVERTISING
Deadline
The booking and copy deadline is the 1st of the month preceding publication.
Enquiries and bookings
For enquiries, bookings and to submit copy, please go to www.nzva.org.nz and click on ‘Jobs’ or contact the NZVA office.
Phone: 04 471 0484
Email: classified@vets.org.nz
Post: NZVA Classified Advertising PO Box 11212 Manners Street Wellington 6142
WHANGANUI
Companion Animal Veterinarian
Wanganui Veterinary Services and VETS on Carlton are seeking a companion animal veterinarian for a full-time position.
VETS on Carlton is a three-veterinarian urban practice in a modern, purposebuilt, fully equipped clinic, while Wanganui Veterinary Services is a mixedanimal practice with a varied and exciting workload, all set in beautiful Whanganui. This position will start with a broad and mentored exposure to different aspects of mixed veterinary practice, before settling into a more permanent and predominantly companion animal role at VETS on Carlton.
Afterhours is shared equally on a 1:10 rota between the 10 veterinarians from Wanganui Veterinary Services and VETS on Carlton.
Our ideal applicant would:
• have excellent communication skills and empathy to build strong relationships with our clients and with your work colleagues
• have a passion for our profession and a ‘can-do’ problem-solving attitude
• be a team player who is organised, self-motivated, resilient and willing to take themselves to new heights
• be (or eligible to be) registered with VCNZ.
In return we offer:
• a top remuneration package including vehicle, professional registration fees, CPD support and assistance with relocation
• a mentored and broad introduction to your veterinary career
• a well-resourced modern clinic with a full in-house laboratory, ultrasound, CR radiography, endoscopy and more
• a top team of support staff, all of whom are qualified veterinary nurses
• a ‘family-like’ workplace culture and loads of social and collegial support
• special interest areas are supported and encouraged.
The Whanganui region has plenty to offer with a friendly, vibrant, and affordable community, access to the great outdoors, and within easy reach of many other centres in the North Island.
Visit this website if you would like to discover more about our beautiful city! https://discoverwhanganui.nz/visit
Contact Tom Dinwiddie at tom@wgvets.co.nz or phone +64 27 231 1036.
WELLSFORD
Mixed or production animal veterinarian
Under new management:
Wellsford Vets is excited to announce that it is under new management and is currently seeking an enthusiastic mixed or production animal veterinarian to join the team.
Production animal on-call work is a requirement, but Monday to Friday work hours are very flexible, and we can cater to part-time or full-time candidates.
The ideal candidate would be comfortable with all aspects of dairy and beef practice and have a desire to be the champion of preventative dairy medicine within the clinic. Companion animal skills would be a bonus but are not essential.
Benefits:
Base yourself in Mangawhai, Omaha or whichever beach town suits your personality. This is one of the few jobs where you can practice true farm animal practice while enjoying the benefits of living by the beach.
We offer a generous relocation package to help you settle into your new role and a competitive remuneration package commensurate with your experience and qualifications.
We are happy to provide opportunities for professional development and career progression such as MVM papers or postgraduate certificates.
Application:
If this is the location and role for you, then please send a cover letter and CV to neil@wellsfordvet.com or give Neil a call on +64 21 264 9605 for a confidential chat.
VetStaff – 100% Kiwi
Dedicated to finding permanent and locum veterinary staff for Kiwi veterinary clinics.
To apply, contact: Julie South
Phone: 0800 483 869 or +64 27 282 4155
Email: jobs@vetstaff.co.nz www.vetstaff.co.nz
MARKETPLACE
FOR SALE
Fibreglass cages
Currently installed in more than 350 practices nationwide, our cages are clean, warm and visually appealing in a range of colours with all stainless-steel fittings.
Contact Jim Grayson via email jim.l.grayson@gmail.com
PRACTICE FOR SALE
Animal Health Ltd in Blenheim is for sale for the first time in 23 years. This business would suit a veterinarian with an interest in nutritional medicine, seeking to develop a wider range of supplements to support animal health. Currently marketing Joint Flex with the potential for several other products to be produced.
