LGBTQIA+
Supporting pharmacists to achieve their potential is part of our ambition to create a culture of belonging. Sexual orientation is one of the areas where people in our inclusion and diversity survey thought more support was needed for the profession.
Our survey told us one in ten of you felt that the profession wasn’t welcoming to all individuals, irrespective of their background, beliefs, gender and sexuality – and a further one in four weren’t sure.
Embracing equality for a stronger profession
“It’s great to see some of the work the RPS is now doing around equality, inclusion and diversity issues, to celebrate the diversity of the pharmacy profession and to help promote the principles and practice of inclusion.”
– Julie Morgan
Identifying the problems
We need more visible and authentic leadership at all levels in pharmacy so that everyone feels welcome and they can be their authentic selves at work.
- More than a third of LGBT staff have hidden or disguised that they are LGBT at work because they were afraid of discrimination.
- One in five LGBT people aren’t out to any healthcare professional about their sexual orientation when seeking general medical care, and one in seven have avoided treatment for fear of discrimination because they’re LGBT.
- There is a severe lack of teaching around LGBTQIA+ issues in pharmacy education and, where it is present, it reinforces marginalisation — the profession must take steps to improve.
Breaking the barriers
Read about the achievements and experiences of others:
- Vimal Boulton-Patel tells his story of being a gay pharmacist from a South Asian perspective.
- Dipesh Raghwani explains how his team supports the LGBTQIA+ community in his area.
- Find out from Andrew Sommerville how you can provide transgender patients with the best quality care.
What you can do
Together, we can tackle discrimination against LGBTQIA+ people in our pharmacy workplaces.
As a pharmacist, here are some actions you can take, and some resources to help you understand the issues they face.
Microaggressions
Microaggressions are the everyday, subtle, intentional — but often unintentional — interactions or behaviours that communicate bias against LGBTQIA+ people.
Tackling microaggressions can make a real difference to workplace culture. We’ve worked with our ABCD LGBTQIA+ group and the PDA’s LGBTQIA+ network to develop resources on microaggressions.
- Find out more about LGBTQIA+ microaggressions, how to challenge them if you experience them and how positive micro-affirmations can make all the difference to workplace culture.
- Download our poster on sexual orientation and gender microaggressions for your workplace.
- Improve communication and understanding with patients by downloading our LGBTQIA+ glossary to better inform conversations with patients and make healthcare more inclusive.
What we’re doing
At our RCPharm Action in Belonging, Culture and Diversity (ABCD) meetings – the forum where you talk with us about inclusion and diversity – you’ve raised key issues you want us to champion. Some of the things we do involve:
- Working with a range of Schools of Pharmacy to embed LGBTQ+ topics within the undergraduate curriculum.
- Developing inclusive healthcare toolkits for pharmacists with the Pride in Practice programme from the LBGT Foundation.
- Call on the Government to expand provision of pre-exposure prophylaxis to community pharmacies and GP practices as part of the Government’s HIV Action Plan.
Inclusion and diversity blogs
Many RCPharm members have written about their experiences in promoting and fighting for Inclusion and Diversity in pharmacy.
To discover their stories and learn about how their experiences, background and culture have shaped who they are today, browse through our collection below.
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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.