Inclusion and diversity blogs
Stories and updates from across the profession about inclusion and diversity.
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A message from the President for Black History Month
As Black History month begins, many colleagues are reflecting not only on celebration and progress, but also on the racism and discrimination that continue to shape people’s experiences across healthcare and wider society. Recent events have brought these realities into sharp focus. We have heard from members and colleagues about the impact of racism in their professional and personal lives. We see what is happening. We hear the concern, hurt and exhaustion behind what people are telling us. And we are clear: racism, in any form, is unacceptable and has no place in pharmacy or anywhere in healthcare. Heritage months and moments of recognition are important. They create space to celebrate, learn and strengthen our connection with one another. But inclusion cannot be achieved through events alone. It must be evident in our culture, our leadership, our decisions and in the everyday experiences of the people who make up our profession. The diversity of pharmacy is one of our profession’s greatest strengths, yet we know that opportunity, recognition and belonging are not experienced equally. Too many colleagues still encounter barriers, bias and unequal scrutiny. We must acknowledge that honestly and be prepared to act. As the Royal College of Pharmacy, we will use our leadership, our platform and our influence to help drive meaningful change. Work is already underway, but we recognise that more is needed and that we must do more. We will shortly be setting out our transitional strategy, we will ensure that inclusion remains part of how we shape the College and how we serve and represent the profession. We will build on the work already in progress, listen closely to members and colleagues, examine where change is needed within our organisation, and consider how we can more effectively challenge inequity across pharmacy. We will be open about what we learn, clear about the action that follows and accountable for making progress. To every colleague affected by racism and discrimination: we see you, we hear you and we stand with you. You should not have to carry these experiences alone or accept them as part of professional life. Together, we must build a profession in which everyone is valued, belongs and has the opportunity to thrive. This work cannot be peripheral to who we are. It is fundamental to the kind of Royal College we are building and to the future of the profession we serve. We do not accept the status quo. We will continue the work already underway, and we will do more.
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What South Asian Heritage Month’s ‘Unity in Diversity’ means to me
As part of South Asian Heritage Month, Komal George shares what this year's Unity in Diversity theme means to her, reflecting on cultural identity, leadership, representation and the role of inclusion in pharmacy.
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Why neuroinclusion matters in pharmacy and healthcare
Caroline Murphy explores why neuroinclusion matters in pharmacy and healthcare, and how small changes can help colleagues thrive, strengthen teams and support better patient care.
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Supporting autistic colleagues in the workplace
By Zahra, an autistic pharmacist Despite increasing awareness around autism, there is still an opportunity to build greater understanding of how organisations can create genuinely inclusive environments. This blog provides possible ways to support autistic colleagues, particularly for managers, from my perspective as an autistic pharmacist. Creating a supportive environment A crucial part of a manager’s role is to help create an environment where all colleagues feel respected. This includes developing and ensuring you have a basic understanding of autism and reasonable adjustments, whether for your current team, future colleagues or patients. Autistic individuals may have a diagnosis, be waiting for a diagnosis or have a self-diagnosis, and have varying support needs. They are all valued members of the autistic community and are all entitled to reasonable adjustments. It can be helpful to reflect on any preconceived ideas you may have around autism, as these are often formed from inaccurate stereotypes or common misconceptions. Reflecting on this can help you to approach the topic with more openness and recognise the benefits of implementing systemic changes by putting inclusive practices in place. Your autistic colleagues shouldn’t feel they have to constantly advocate for themselves due to a lack of inclusivity. Practical ways to support autistic colleagues Use reliable resources when learning about autism, some of which are listed below. This also applies to reasonable adjustments; It is their decision whether they tell you that they’re autistic, including if they decide to share this with other colleagues and how they may want to do so. Make sure to provide a safe space for them to open up if they wish. It’s also important to remember that they don’t owe anyone an explanation on autism or their story; Ensure colleagues are aware reasonable adjustments are available to them. This can help reduce any stress on them trying to initiate that conversation; It is essential to give them the space to tell you what support they need, rather than trying to make that decision for them. Reasonable adjustments may also change over time, for example requiring more support during busier periods; Use the correct and respectful terminology, for example using the term “low support needs” instead of “high-functioning”; Never make assumptions on their strengths and areas for support; Try to focus on understanding and supporting your autistic colleague, rather than feeling you need to understand the entirety of autism. Even if you are just starting to learn about autism, ensuring that you are respectful, accepting and providing the support autistic people may need is what matters most. It is a necessity for work environments to be genuinely inclusive for everyone. National Autistic Society: What is autism? National Autistic Society: What are reasonable adjustments and when can they be requested? Acas: Adjustments for neurodiversity — Reasonable adjustments at work — Acas The Pharmaceutical Journal: Autism: identification, management and support Explore our inclusion and diversity work Read more blogs
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My RPS internship: developing confidence, leadership and my voice in pharmacy
A transformative internship with the Royal Pharmaceutical Society helped Maruf Ahmed build confidence, develop his leadership skills and find his voice in advancing inclusion and diversity within the pharmacy profession.
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Empowering inclusive leadership through the North West IPP Toolkit and steering group journey
Pharmacy leaders in the North West are driving meaningful cultural change through a co‑produced IPP Toolkit and a collaborative steering group, empowering teams to embed equity, diversity and belonging into everyday practice.
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Ageism in pharmacy: the acceptable prejudice?
Ageism can go both ways, reflects Jaspreet Sohal.
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Living and practising with dyslexia
Pharmacy student Charlotte Milburn reflects on her personal journey of living and practising with dyslexia.
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Learning to live and work with Lupus: a hidden disability
Farzana Haq reflects on her personal journey on learning to live and work with Lupus.
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Why visible LGBTQIA+ leadership makes a difference
While I’ve had a positive experience of inclusivity in healthcare and feel able to be openly gay at work, there are still many challenges in the wider world, and at times it can feel as though history is repeating itself.
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My career move: community to industry
How is industry different from community pharmacy?
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Flexible working – why is it so hard to arrange?
Flexible working is a barrier for many pharmacists, especially those with long‑term conditions. Amandeep Doll looks at how supportive, equitable flexibility is essential for inclusion.
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Living with hearing loss: a hidden disability
What does a person with disabilities look like? Aamer Safdar reflects on his diagnosis of hearing loss.
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“You don’t look like a pharmacy student”
Would you be surprised to find yourself working with an MPharm student in their 60s? I'm a 60-year-old pharmacy student and incredibly proud to be one.