Race
With 48.1% of pharmacists identifying as Black, Asian and minority ethnic (BAME), race is important for the pharmacy profession.
Race is one of the areas in our inclusion and diversity survey where people thought more support was needed for the profession. We’ve committed to changing attitudes around race in pharmacy, and removing any race-related barriers to career progression.
Race advocacy
“As a student pharmacist, it has been liberating to see race advocacy work at the forefront of our profession. I hope that the changes and work I see early on in my career continues to develop.”
– Viven Yu, pharmacist
Challenges to address
We recognise that there’s a significant lack of racial diversity at senior levels in pharmacy. This isn’t fair, and it’s a waste of talent.
We want to understand and challenge this situation. We want to foster positive change to create a culture of belonging in the profession, and ensure how we work is fair.
Breaking the barriers
- Martin Eguridu, primary care network pharmacist, explains some of the barriers for black pharmacists (link to be added soon).
- Chief Pharmacist Raliat Onatade considers how to engage the next generation of black pharmacists (link to be added soon).
Identifying the problems
Fitness to practice
We are committed to working with you and engaging with the GPhC to champion a fairer FtP process, addressing inequality and unconscious bias and greater support for pharmacists subject to discrimination or abuse.
Differential attainment gap
White students are statistically more likely to receive a higher-class university degree within the UK higher education system, compared with students from ethnic minorities. At RPS, we’re committed to tackling the awarding and attainment gaps that disadvantage Black pharmacy students and trainees.
Our report, Chasing equality in pharmacy training – closing the awarding and attainment gap for Black trainees in pharmacy, highlights the scale of the issue and calls for urgent action.
Learn more about the changes needed and how we’re working with partners to eliminate these disparities by 2030 here.
Ensuring fairness and equality in FtP processes for BAME
“Fitness to Practice fairness and equality due to the over-representation of Black, Asian and Minority Ethnic pharmacists in FtP cases. There needs to be a fair FtP process, addressing inequality and unconscious bias.”
ABCD Group
What you can do
Together, we can tackle racial inequality in our pharmacy workplaces. As a pharmacist, here are some actions you can take, and some resources to help you understand racial inequality.
Zero tolerance for microaggressions
Race microaggressions are the everyday, subtle, intentional — but often unintentional — interactions or behaviours that communicate bias based on race.
We’ve put together a page about racial microaggressions (link to be added soon) – including how to challenge them if you encounter them, and how positive micro-affirmations can make all the difference to workplace culture. You can also watch our race microaggressions workshop, presented by Dr Joan Myers OBE.
Empower yourself
Watch Bayo Adegbite, Tase Oputu, and Lola Dabiri in their conversation with RCPharm’s Head of Professional Belonging Amandeep Doll as they share their perspectives on the significance of representation, its impact on their personal and professional lives, and why it matters for a brighter, more inclusive future.
Building allyship
Allyship is where individuals come together to build a relationship of trust to gain a better understanding of a marginalised individual or group and their experiences.
Download our free poster on race-related microaggressions for your workplace.
Opportunities to celebrate
- Black History Month: Join us in celebrating Black History Month, recognising and celebrating the invaluable contributions of black people to British society and, for us in particular, Pharmacy.
- South Asian Heritage Month: We celebrate South Asian Heritage Month across July and August each year to recognise the diverse traditions, cultures and contributions of South Asian communities within the pharmacy profession. Last year’s theme, “Roots to Routes”, invited us to reflect on the journeys, heritage and experiences that shape our identities and connections across generations.
- East and Southeast Asian Heritage Month: Throughout September, we celebrated East and Southeast Asian Heritage Month, recognising the rich cultures, histories and contributions of East and Southeast Asian communities within the pharmacy profession. Last year’s theme, “Growing Together”, invited us to celebrate community, shared experiences and the connections that help us grow together.
What we’re doing
At our 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’re doing involve publishing our gender and ethnicity pay gaps reports and action plans and reviewing our National Board elections campaign and communication plans to ensure they are more inclusive. We encourage candidates to stand for elections from all backgrounds and areas of practice.
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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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.