The theme for 2025 Black History Month, African Americans and Labor, focuses on the various and profound ways that work and labor of all kinds – free and unfree, skilled, and unskilled, vocational and voluntary – intersect with the collective experiences of Black people.
We acknowledge the many strides we’ve taken to build inclusion—and most important—equity for the African American community, but we also acknowledge that there’s still work to be done. We’re talking to two of our leaders at VEG: Je’ree Hamlet-Nelson and Tamara Ortiz. Hamlet-Nelson is a Hospital Manager at VEG H Street in Washington, D.C., and has been with VEG for four years. Ortiz is a Hospital Manager at VEG Seattle, with one year at VEG. In this blog, they each share their stories and how they're making a difference for those who come after.
You both have different backgrounds. Can you share your journey into veterinary medicine and what inspired you to pursue this career?
JE'REE HAMLET-NELSON: Since I was a kid, I dreamed of becoming a veterinarian, but as I got older and started high school, my interests shifted. When I went to college, I studied International Business and Marketing, and I ended up having a great career in that field. I worked for incredible organizations like NBC National News and the National Geographic Society, where I spent 12 years as a researcher. I loved the work, but something was always missing—my passion for animals.
Since I was a kid, I dreamed of becoming a veterinarian, but as I got older and started high school, my interests shifted. When I went to college, I studied International Business and Marketing, and I ended up having a great career in that field. I worked for incredible organizations like NBC National News and the National Geographic Society, where I spent 12 years as a researcher. I loved the work, but something was always missing—my passion for animals.
Though I was involved in animal rescue and training part-time, I realized I really missed working with animals full-time. So, I made the decision to switch gears. I turned my part-time animal work into my full-time job. I started working in a general veterinary practice, and just two months into my new role, the Office Manager unexpectedly left. My Field Director asked me if I could help with the schedule, ordering supplies, and some administrative tasks. I said, “Sure, no problem!”—and that was the start of a new chapter for me!
As I got more involved in the operations side of the practice, my Field Director saw something in me and encouraged me to take on more leadership and learn more about veterinary medicine beyond the clinical side. I moved from Office Manager to Practice Manager, and then eventually to a dual-site Hospital Manager. Over the past 20 years, I’ve had the opportunity to grow both in leadership and in my understanding of veterinary care.
For a while, I avoided emergency medicine, mostly because I had so many fulfilling experiences in other areas. But when I got the call about VEG, something clicked. I was drawn to the culture and core values of the organization, and I realized this was an opportunity I didn’t want to pass up. I was excited about the chance to work in ER medicine—especially in a place that truly feels like the right fit for me, both professionally and personally.
Tamara, you come from a very different professional background. How did you make your way into leadership?
TAMARA ORTIZ: My journey into leadership started when I was in college. I joined a sorority called Zeta Tau Alpha. By the time I was 19 years old, I was able to make my way into presidency, which is the top position you can have in a sorority. I really enjoyed the challenge of leadership and really enjoyed leading a group of women specifically. Being able to double our sorority headcount was really fun for me and really engaging.
Also at 19, I got my first management position at Macy's and I stayed in retail leadership for about 10-12 years. What inspired me to stay in leadership and keep going was helping those that maybe weren’t given a chance or those that people overlooked a lot easier than others. Giving them the opportunity to grow their skills and giving them the feedback they needed when others maybe weren’t ready or willing to have those courageous conversations. I’ve always made it a goal to create space to give a voice to those who felt unheard. I think that’s what keeps me going in leadership—I love to see those that maybe felt they couldn’t do it succeed because someone gave them the opportunity.
Coming from retail space, what attracted you to VEG and encouraged you to make that leap from retail to veterinary medicine?
TAMARA: One, I think it was humbling myself and taking the opportunity to do something new that I might not be good at. And also what has happened at this point, now a year later, it’s been a confidence boost. I’ve realized that people are people. It doesn’t matter what career we’re in. At the end of the day, people will be people.
I think that there’s something so special about choosing and growing in your career that is very similar no matter what field you’re in. I used to work with hair stylists and make-up artists, and there’s a lot of creativity and passion in those careers that I find that people bring to this career as well. I see our VEGgies (employees) cut out shapes with bandages and take cool pictures of pets that they’re taking care of and turn them into videos to share on our social media page. There’s so many similarities between careers, it’s been really eye opening for me that it’s not the career, it’s the people.
Being Black or African American isn’t a one size fits all. It can look very different depending on your background and upbringing. How has your identity shaped your perspective as a leader in this industry?
JE'REE: Yes, I’m Black, but I also identify as Black Caribbean, which adds another layer to my experience and perspective. My upbringing was also very multicultural and colorful, with a blend of various traditions, values, and perspectives.
This diverse environment helped me develop a deep sense of acceptance and openness. I learned early on to appreciate that people come from different walks of life, each with their own beliefs, backgrounds, and ways of seeing the world. As a leader, this has been a valuable trait. I approach challenges with the understanding that there are often multiple viewpoints and that it’s essential to be empathetic and listen to others.
Whether it’s in a professional setting or in life, people have different feelings, experiences, and ways of thinking. Some of this is cultural, and some of it comes from personal experiences. For me, it’s all about being open to learning, evolving, and growing from those different perspectives. Being a leader isn’t just about guiding others—it’s also about being receptive and adaptable, recognizing that we all bring something unique to the table.
In this industry, where we work with people and customers from all kinds of backgrounds, I find that having that openness helps me connect with others and lead in a more inclusive, empathetic way. It’s about being both a student and a teacher, always willing to learn from the experiences of those around me.
TAMARA: I consider myself Black. Essentially, I would say that how other people perceive me as a Black woman has shaped me the most. I don’t see myself as different from others but I do notice that sometimes I can be viewed as different.
I think that I have done a lot of things in my leadership style to make me more approachable. I used to get a lot of feedback as a new leader that I was seen as intimidating. So it was hard to get that feedback. I don’t see myself that way, I think I am pretty funny. I feel I am pretty chill as a leader. I’m not particularly a “by the book” person either. So I was really confused by the feedback that I was receiving being a new leader. Eventually I had to realize that I am a Black woman. I needed to figure out how people perceive that initially and how I could overcome that fear that people have working with me just because of who I am on the outside.
How can I get people to see me for who I am on the inside and who I am as a person first instead of as a Black person? That was really hard for me to reconcile as a leader when I first got into leadership because I didn’t recognize the difference. I was so young, I was 18. As I’ve grown, my leadership style is not about repressing my blackness but about how I can help others consume who I am as a person and treat me as a leader with respect. And as a person first and not a black person. That was a tough pill to swallow when I first started.
There were a lot of things to overcome and there still always will be. There’s a saying that “A Black woman has to work twice as hard to be seen as a professional” and that’s incredibly true in my experience. I’m also heavily tattooed, which doesn’t help. It can make people uncomfortable and I work really hard to help people understand that they feel uncomfortable for a reason that they don’t need to be. I feel more skilled at this point in time to help people see that that’s something within themselves and not something that I need to adjust and change.
There’s something so powerful about an unapologetic Black woman. I am who I am and I am proud of who I am. That’s a tough pill for some people to swallow and that has shaped my leadership in a way.
You all both talked about being a Black woman and what that is like. What challenges have you faced as Black women in a field where representation has historically been limited?
JE'REE: When I first started in veterinary medicine, it was quite different from what we see today. There weren’t many women in the field, and even fewer Black women in leadership roles. It was definitely a double challenge—trying to navigate a male-dominated industry while also being one of the few people of color in leadership positions. It wasn’t easy, and I often felt like I had to prove myself more than others.
In those early years, I took a very deliberate approach to learning. I behaved like a sponge, soaking up everything I could. I watched, I listened, I took notes, and I sought out classes and training. But most importantly, I asked a lot of questions—not because I doubted myself, but because I wanted to ensure I felt confident in my knowledge and skills. I knew that in order to grow, I needed to be in the rooms where important conversations were happening, and I made sure to put myself there.
That commitment to learning and understanding not only helped me gain confidence but also gave me the tools to make meaningful contributions to the hospitals and teams I worked with. Over time, I was able to bring that knowledge and experience to each place I worked, ultimately becoming a stronger leader who could guide others through the challenges I had faced myself.
Now, seeing more women, especially Black women, stepping into leadership roles in veterinary medicine is incredibly rewarding. I’m proud to be part of that shift and to have helped pave the way for others who come after me.
TAMARA: I’m new to this field but some things that I have experienced is that I have a lack of education compared to my peers. I don’t have the same education but I do not lack education. Another thing that has come up is that, at first people assume that I am the note taker, that I am the one to book appointments, or that I am the one to handle calendars or cyclical meetings. Hospital Managers can support in that way but it’s a two way street. I am not a receptionist either. Sometimes when just being a woman, not just a Black woman but sometimes I’m in the room and I am the only woman and it’s, “Hey, can you take notes?”
I think pushing back on that idea of my goal is to be present in this conversation just as much as you are. How can we figure this out without forcing someone to take notes and it’s the same person every meeting. I think because I work with highly clinical staff and people that there are times that my thoughts and ideas get railroaded and I get spoken over in situations.
I’ve worked really hard to be that person that can speak up and say, “You’re absolutely right,” I don’t know everything medically but I do know enough to ask, “Why is it done that way? Is the way that we’re doing it the best for the owners or does it make sense for our staff?”
I am perceptive enough to ask questions that we’re not thinking about. I think that’s part of the Hospital Manager’s role, being that person who can say, “Let’s pause on just thinking about things clinically but tie it back to the people.” I love being that person at the hospital but sometimes bringing those things up can be uncomfortable.
Tamara, you mentioned representation. What does representation mean to you, and how has it played a role in your career?
TAMARA: It means so much to me. I’ve worked in cosmetics most of my career, in the retail space. When I was 17, and just starting my leadership career, there was no such thing as Black-owned brands. That wasn’t on anyone’s radar or anyone’s language. It was, “Here’s the brand, no one cares who owns it. It’s cosmetics and it’s not important.”
Well two years ago, there’s a cosmetic brand called Danessa Myricks. Which is a black-owned, Black-founded brand. And I had the opportunity to meet her. I didn’t realize how emotional I would be. She didn’t say one word to me and I immediately burst out in tears. It was so embarrassing. I didn’t expect to feel emotion but I was so excited to meet someone so successful. I obviously love her products and think it’s an amazing cosmetics brand.
But I think there’s something very repressed within me, in a sense that I didn’t realize that I wanted to see successful Black women. I didn’t realize I was craving that. Nor did I realize how much seeing that would drive me to be even better in my career. So I think that it’s extremely important. You might not even realize you don’t have that representation or how it affects you but once you see it, you realize how important it is.
JE'REE: It truly meant a lot to me. Growing up in Ohio, there really weren’t many people like me in the veterinary field, and I’m not sure that’s changed much. It felt like there were very few options, maybe just Choice A and B, and it often seemed like the broader world of opportunities was out of reach. So, moving to Washington, D.C., was a game-changer for me. The diversity here was inspiring, and suddenly, I was surrounded by people from all backgrounds, many of whom were POC veterinarians. It was incredibly empowering to finally see people who looked like me, doing things I’d always dreamed of doing.
Coming to D.C., and the East Coast in general, was a revelation. It’s such a multicultural environment where you’re exposed to so many different perspectives and possibilities. It opened my eyes to the fact that there are so many more choices—Choice C, D, and E—something I hadn’t even considered growing up in Ohio. This new environment made me feel like I could truly carve my own path in veterinary medicine.
It wasn’t just about seeing more options—it also gave me a deeper sense of security and confidence in my work. I felt empowered to continue pushing myself in my career, and at the same time, there was a calming sense that I belonged in this space. Being around so many diverse and talented people gave me a sense of community, which only fueled my drive to work harder and excel. It was a turning point that reinforced my sense of purpose and belonging in the veterinary field.
What steps do you think the industry can take to better support diversity, equity, and inclusion in veterinary medicine?
TAMARA: If we’re talking as a community, it’s putting people in power that are diverse. Diversity of thought and diversity of experience brings more of that. If I am interviewing for a company, I am going to go to their website to check out their CEO or whoever they have promoted on their website as part of their leadership team. If I don’t see people that look like me, I will proceed with caution. Versus if I see people that look like me or people that share experiences that I have, I can feel a sense of excitement about stepping into a career path where there are people that have paved the path ahead for me.
Especially when we talk about getting a diverse group of people into this industry, we might be looking at a younger group of people and people who maybe have not made the choice. I think veterinary medicine has a lot of work to do in making the job seem desirable to people that naturally face so many challenges already.
The idea of stepping into a career that has one of the highest suicide rates as a Black American is terrifying. I don’t think that’s something that’s very desirable when we think about the struggles that we organically have to go through and now on top of that, you’re going into a career that’s been identified as mentally tough.
I think there’s an opportunity to celebrate the stories of people like Je’ree, myself, and others who have come into the field and are not only successful but having fun and bringing excitement to the veterinary field. We are paving the way of opportunity for those behind us.
JE'REE: I completely agree with Tamara. One thing I’ve always believed, and even shared with VEG, is the importance of reaching out to schools that have a significant minority population. There’s so much untapped talent in these communities, and by forging partnerships with schools like Tuskegee, or even institutions in the Caribbean like Ross University, we can open doors for future generations of veterinarians who may not otherwise have had access to these opportunities.
By establishing these connections and supporting students from diverse backgrounds, we not only help build a more inclusive and representative veterinary workforce but also create a pipeline of skilled professionals who bring unique perspectives to the field. It's all about making the industry more accessible and reflective of the communities we serve. If we can partner with these schools, offer internships, mentorships, and scholarships, we’ll be able to build a stronger, more diverse veterinary community that can better meet the needs of a wide range of clients and animals.
We do have major strides to make in increasing DEI in veterinary medicine. Having community is important, and can be hard to find when diversity is limited. Je’ree, you mentioned your bubble but how have you found your community within VEG or your professional life now?
JE'REE: It’s interesting because the way Black women in business are sometimes portrayed can create this misconception that we don’t get along, or that we’re always in competition, trying to outshine one another. But that’s not the reality at all. In fact, some of my most meaningful relationships I’ve built in this industry, including here at VEG, have been with other Black women. I’ve met incredible friends from day one at various jobs, and we’ve continued to support and lift each other up throughout our careers.
The support among Black women in this industry is something special. It's not just about professional development; it's about a deeper connection, a shared understanding that comes from our unique experiences. We challenge each other to keep learning, growing, and striving for more. It's a different kind of support, one that comes with that familiarity and understanding that you can’t necessarily find elsewhere. It’s not just about lifting one another up in the workplace—it’s about showing up for each other in life and building a network that feels like family.
TAMARA: I crave talking to those who understand me on a more organic level. When you’re in a space where seeing people that look like you is a rarity, that’s hard to find, so I make it very well known to those that look like me that I am interested in a friendship. I don’t know if that makes me weird but on our work chat, I might say, “Hey, let’s hang out.” Especially other Hospital Managers and those who can give me that wealth of knowledge.
I think there is something so powerful about Je’ree, someone who’s been in the industry so long and so ingrained in veterinary medicine. Even being a dual site manager, there’s so many things to look up to. And I would’ve never found Je’ree if I hadn’t gone out of my way and told our DEI Director that I wanted to be a part of something DEI/Culture focused. It’s really important to advocate for ourselves if we want something because people will not advocate on our behalf.
Tamara mentioned earlier the importance of putting leaders in place that are diverse. As leaders and serving now as that representation, how do you each mentor or advocate for other underrepresented individuals entering the field?
JE'REE: I’m really passionate about helping others grow and advance in their careers, especially when I see potential in people who may not always have the same opportunities to get a seat at the table. My Nursing Manager is a Black female, and she’s expressed interest in moving into hospital management. I’ve made it a point to ensure she has the visibility and exposure she needs to be at that table, both literally and figuratively. I share everything I’ve learned along the way to help her get involved in key projects and initiatives, and I actively advocate for her to be included in important discussions and decisions.
But it’s not just about her—it’s something I try to do for anyone I know who’s eager to learn or move into a new role. If I see an opportunity to connect someone with the right people or resources, I’ll make it happen. I’m always looking for ways to bring people along, whether it’s mentoring, sharing knowledge, or opening doors. For me, it’s about paying it forward and making sure that the people I work with get the exposure and experience they need to succeed.
I truly believe in the power of lifting others up. When you bring someone with you, you create a culture of growth, support, and opportunity. My goal is always to help others get where they want to go, and to encourage them to be the best versions of themselves. It’s not just about individual success—it’s about building a stronger, more inclusive team.
TAMARA: My focus, especially as a Hospital Manager is how do we fill non-credentialed positions. I can bring a lot of diversity into our hospital that way. There is a bit of a barrier when it comes to getting people that are veterinary nurses, or veterinarians that are of diverse backgrounds. Unfortunately, that’s a much harder task. However, there’s no excuse for my Customer Experience Coordinators, Operational Manager, or my Inventory Coordinators to not be of diverse backgrounds. These are people we can grow organically into the veterinary medicine field. These are the ways that get people in and interested in veterinary medicine. It’s a natural way we can grow our community.
You both lead our Black Network Group: POWER. After everything we talked about today, what is your personal mission for POWER?
JE'REE: I want to make sure we are helping as many people as possible. And of course that looks different for each individual but I want us to be a group of resources, safety and empowerment. I want it to be something that people love to be a part of and are getting something out of. I want us to be able to discuss challenges but most importantly be solution driven. I want it to be a space where they can learn from each other and together. Also, as a representation, that we are here and we have a seat at the table. From CEC, to leadership, to veterinary nurses, veterinary assistants, doctors, inventory coordinators—and we can do all of these different positions. We are IN these positions.
At the GP I worked at, before I came to VEG, my Customer Experience Coordinator there, is now a Level 2 Veterinary Assistant here at VEG. At VEG, we were able to give her the opportunity to learn and I never thought in a million years she’d want to do this but it’s because now she feels comfortable to learn and grow. And she’s doing great.
TAMARA: I totally agree. If we can influence one more person to either stay in their career in veterinary medicine. Or if we can encourage another to bring someone in their life into veterinary medicine because they have a safe space and feel like they’re included and have equity. I think that it’s worth it
This month’s theme emphasizes labor—what shifts have you observed in how African Americans are represented and valued in the veterinary workforce over the years?
JE'REE: I still feel like there’s a lot of work to be done when it comes to diversity in our industry. While things are improving in certain areas, especially in places like the Northeast, when I step outside of that "bubble" and travel to other parts of the country, it’s clear that progress hasn’t been as widespread. I still don’t see a lot of diversity, particularly in leadership roles, and that’s something that needs to change.
When I look at what Dr. Bruno is doing with BlendVET, it’s truly inspiring. She’s created a platform that amplifies the voices of underrepresented groups in veterinary medicine, and it makes me want to take similar action—host events, create opportunities, and raise awareness in cities and states across the country. We need to continue pushing for greater representation in every corner of the veterinary world, not just on the clinical side, but also within the broader veterinary industry itself.
TAMARA: Yeah, I agree completely. There’s always time to rest but never time to stop the fight. There’s always an opportunity for it to be better.
You all have given us some great insight and gems here. What’s one piece of advice you’d give your younger self?
TAMARA: I would say, “Don’t take it personally.” It says more about people than about you. When people have an inappropriate reaction or say something crazy, it’s not a reflection of you. I wish had known that sooner.
JE'REE: Looking back on my career in veterinary medicine, I would tell anyone—especially those hesitant or second-guessing themselves—just go for it.That’s where the issue of representation comes in. If I had seen more people like me in the field or had someone to encourage me along the way—someone to tell me, “You can do this”—I think I would have made that leap much sooner. Representation really does matter, especially when you’re navigating a field where you don’t always see people who look like you in leadership roles. Having someone who believes in you can make all the difference.
So, if I had to offer one piece of advice, it would be: don’t overthink it—just take the leap. Trust in your abilities, trust in your journey, and don’t let fear or doubt hold you back. The opportunities will unfold, and you’ll grow along the way.
