The 2025 Pride’s theme, "Rise Up: Pride in Protest," acknowledges the resilient roots of the movement in protest. The LGBTQIA+ community and its allies are aligned to celebrate and advocate in solidarity. From the first Pride March in 1970, to the Stonewall Uprising, to the fight for equality that continues today, this month's theme acknowledges history and the strength of our collective voices as we move toward a better future for all.

In this blog, we interview three VEGgies who co-lead VEG Out Loud, VEG's resource group for LGBTQIA+ employees and their allies.

What is your role at VEG ER for Pets?

Daniel Weisberg:  Launch Manager on the New Hospital Opening Team

Deirdre Macrorie:  Director of People Experience 

Sharon DelRocco:  Senior Copy Manager, Marketing

What does Pride Month mean to you personally?

Daniel: Pride Month to me is about looking back at how far we’ve come, celebrating the wins and suffering our losses together as a community, and looking forward to the future and making it better than what we were left with.

Deirdre: For me, Pride is a celebration of life as an LGBTQIA+ person. It is one of the only time of year I feel truly celebrated as an LGBTQIA+ person. So many people fought for us to be able to exist in spaces, and unfortunately I think Pride will feel different this year. With that being said, protesting and advocating for that space as an LGBTQIA+ person will always be something we have to do, and this Pride I will be ensuring I’m out there advocating for more.

Sharon: It means celebrating progress and supporting those who live in fear of being themselves. Being out is a choice. Being LGBTQIA+ isn’t. And it’s difficult for many. They could take part in the largest events on the weekend—marches, protests, even their own wedding—but when back in the office, the loudest closet door slams shut. The fear is real. So, celebrate the progress made over the years, yes, but also support those who are unable to live their authentic lives.

How has your identity shaped your perspective and approach to your work?

Daniel: I am incredibly aware of my surroundings and how I affect those around me. This leads me to approach my work from the perspective of how can I affect change in a positive way? How can I make an impact?

Deirdre: I joined VEG because I wanted to work for a People team that did things differently. At VEG I get to care for people in a way many HR professionals do not. As a Leader at VEG, and also a gay person, it means so much to be able show VEGgies we have people just like them in leadership roles advocating for what they need, and sharing a LGBTQIA+ perspective. That’s the biggest thing I work to do, share diverse perspective in the People space. 

Sharon: I came from a background of “don’t ask, don’t tell,” yet “silence equals death,” (the AIDS awareness battle cry). The irony, right? Back then, and even today in some workplaces, people don’t share their lives openly. That’s not a comfortable place to be. But there are companies, like VEG, with great cultures that allow for freedom and growth. There is incredible support for people to be open here and just be themselves. It allows you to focus on the work without worry.

What are some of the unique challenges you've faced, or witnessed others face, as an LGBTQIA+ individual in professional settings?

Daniel: I spent one year teaching theatre at a Catholic school. As a gay Jew, I kind of just glossed over who I was and did everything I could to fly under the radar. Any time they asked where my wife was, I got nervous and quiet.

Deirdre: Assumptions. The amount of times in my professional career someone has assumed I am dating a man because I am a straight presenting cis woman is something I definitely wish I didn’t experience. It instantly feels like a shock of “oh.” Being aware of the small things we say is so important to ensure we have a space where people feel like they can be who they are. When we make assumptions like that it brings people back to that space of not wanting to be “out” or be their authentic self. My recommendation, take an allyship training, use things that are non assuming like “partner” when inquiring about your peers personal lives. 

Sharon: Sometimes someone else's challenges can shape your own. A colleague of mine had her office ransacked. Police tape was across her doorway. Expletives about her being a lesbian were written on the walls. The contents of her desk and cabinets were all over the room. This happened in an extremely corporate environment, too, where you'd never expect such violence. She never came back to work. That stuck with me. 

What are some of the misconceptions about the LGBTQIA+ community that you wish people understood better?

Daniel: It’s not one size fits all. Not all gay men are interested in fashion, drag, and clubbing.

Deirdre: We aren’t posting on social media or sharing our perspective to be in people’s face, we are fighting for the same opportunities as other people. Some of the most oppressed groups within the LBGTQIA+ community are the trailblazers who got us here, the deep history of LGBTQIA+ rights is so important and something people need to re-ignite their awareness of. 

Sharon: I think some people still think the LGBTQIA+ people advocate for special rights. The community isn’t seeking special rights, just equal. The LGBTQIA+ life and lifestyle are pretty much the same as everyone else’s. Pour yourself into work and family, go grocery shopping, figure out dinner, attend school functions. Really pretty darn average. I also wish everyone understood that being LGBTQIA+ is not a choice, and it's not the entirety of your identity. For example, you're not a gay mother or father, you're a mother or father who happens to be gay. It's strange that it overshadows everything else in some people's minds.

VEG ER for Pets diversity group leaders champion acceptance, tolerance, and well-being in the workplace.

What advice would you give to LGBTQIA+ individuals who are navigating their careers?

Daniel: Don’t be afraid to advocate for yourself. Don’t just think about 2 minutes from now. Think forward to 2 weeks, 2 months, 2 years…

Deirdre: Find mentors who support YOU. I have been so fortunate in my career at VEG and before to have leadership on my team that I have leaned on for mentorship, who then helped to propel my career. There are people who care, and who want to help you get there, but you have to initiate that conversation. This was some of the best advice someone ever gave me, and I have had so many opportunities as a result of the connections I have worked hard to maintain. 

Sharon: People are free to hold their own beliefs, and remember that not everyone is an ally. But you can find a space where you can work and thrive without forfeiting safety. Find your people. The ones you can be yourself around. At VEG, it’s really easy to do that because it’s such a supportive environment of people who have a shared mission of helping people and their pets when they need it most. So there’s a lot of heart and compassion built into our culture, which is modeled by leadership, on down. 

How can the veterinary field better address the specific needs and concerns of LGBTQIA+ pet owners?

Daniel: VEG has a Pride decal that we display on our exterior window outside the entrance with the headline reading “We Welcome All People”. Speaking with doctors in certain states, they have told me that they’ve had customers come in and tell them they specifically came into VEG because they knew they would feel safe there. This is a small but impactful way to create a safe space!

Deirdre: This question again makes me think about assumptions. Everyone just wants to be treated like a human, what we can all commit to is treating people the way you would want to be treated. How I recommend you do that, get comfortable being uncomfortable. Exposure is so important, if you have not had exposure to people who are different from you, educate yourself and put yourself out there. You can never feel more comfortable working with people who are different than you if you don’t take those first steps. 

Sharon: Using preferred pronouns can make a huge difference in the experience. People come to VEG in a stressful situation. They don’t need the extra burden of worrying about being misgendered—or discriminated against in any way, for that matter.

What are your hopes for the future of LGBTQIA+ inclusion and acceptance, both within and outside of the veterinary profession?

Daniel: I am hopeful that all states will enact laws and policies to enshrine LGBTQIA+ protections against discrimination, leaving us free to live and work in all states.

Deirdre: As a member of the People Team, I would like to see employees feel safe at work. This will mean federal protections reinstated for LGBTQIA+ rights, and I am hopeful that states continue to advocate for protections so people can feel safe. The dark history of LGBTQIA+ equal rights is not something anyone wants to relive in our community, but we will do it and fight for it if that is what is needed. 

Sharon: The freedom and safety to be who you are. Full stop.

How do you use your privilege to support and uplift LGBTQIA+ colleagues?

Daniel: I like to think of myself as a positive entity, having worked in such supportive work environments and living in California, arguably one of the most open and accepting states. I try to provide perspective and act as a sounding board for those who need it.

Deirdre: I am definitely privileged as a straight presenting cis gendered lesbian. I use my privilege to share the perspective of LGBTQIA+ people in spaces where maybe they wouldn’t be present if I was not in my role. I often talk to my team and other key stakeholders about issues actively impacting LGBTQIA+ both inside and outside of work to ensure VEG is aware and supporting the right things for our community. 

Sharon: I don’t feel I have a privilege. I have a voice though. I’ve had a few people say crude things to me or make comments thinly veiled as jokes. It just showed me clearly who they were. Rather than upset me, it made me resilient. It empowered me to always help create a supportive environment where people could discover their own resilience to deal with ignorance or intolerance.

What actions do you believe are most impactful for allies to take in the workplace and beyond?

Daniel: Listening to hear and understand, not just to respond. The response is needed and the support is essential, but it starts with listening.

Deirdre: Education. We really are an open community but it doesn’t mean we want to explain everything to you!

Sharon: Take the time to learn about serious matters that face the community. Discrimination and hate crimes lead to mental health concerns and crises that you may not even realize are going on with your LGBTQIA+ friend or colleague. Also have the courage to stand up when someone disparages an LGBTQIA+ customer or colleague to their face or behind their back. You get good karma points for that.   

You all have given us some great insight and gems here. What’s one piece of advice you’d give your younger self?

Daniel: Be a hero, not a martyr - speak up and/or ask for help!

Deirdre: You don’t have to wait. I didn’t come out until after college because I played sports and didn’t want to feel different. I am SO much happier being out. 

Sharon: Everyone is focusing on their own anxieties, not yours. Remember that we’re all just humans moving through life. The same stardust, yet unique, all at once. That’s what makes our human tapestry so beautiful.