Pharmacy services support people in every community across Great Britain. It is essential that the workforce delivering those services reflects that diversity and enables every professional to contribute fully and safely.

Although 45% of pharmacists come from Black and Minority Ethnic backgrounds and 62% of the profession are women, discrimination remains a reality. Pharmacy professionals have shared experiences of racism in the workplace, barriers faced by disabled colleagues, and the impact of family-friendly working arrangements on women’s careers. 

We also recognise that attainment gaps persist for some ethnic groups in pharmacy education and training, with data showing disparities for Black pharmacy students and foundation trainees.

Strategy shaped by lived experience

In response, the Royal College of Pharmacy led the development of an Inclusion and Diversity Strategy for pharmacy. Through a profession-wide survey and workshops, we listened to lived experiences and identified priorities for change. Race and racism emerged as significant concerns, alongside barriers related to disability, gender, age and sexual identity.

Working with pharmacists and key stakeholders, we developed a strategy focused on creating a culture of belonging, championing inclusive and authentic leadership, and challenging structural barriers. Central to this work is a commitment to listening and ensuring that all voices, particularly those unheard, shape the future of pharmacy.

Turning commitment into action

We run campaigns to engage and support professionals whose perspectives are not always proportionately represented, and provide platforms for individuals to share their experiences, helping to build understanding and accountability across pharmacy.

We established the ABCD group (Action in Belonging, Culture and Diversity) as a safe space for anyone working in pharmacy — members and non-members — to share experiences and explore practical solutions. Insights from this group have informed initiatives including dedicated resources addressing microaggressions.

Our inclusion and diversity work has also shaped changes to our governance and processes. Removing the requirement for our fellows to have held membership for 12 years has contributed to a more diverse group of fellows. We have also encouraged individuals from all backgrounds to stand for election to our national boards and advisory councils.

Greater diversity strengthens accountability, improves decision-making and ensures the profession reflects the communities it serves. Inclusion and diversity are integral to our vision for the future of pharmacy and its workforce. As the Royal College of Pharmacy, we use our professional leadership role to advance inclusion across pharmacy and the wider health and care system.