Increasing diversity in pharmacy senior leadership: the ENIGMA mentoring scheme

Diversity in leadership positively impacts teams and organisational productivity, as well as supports the improvement of health inequalities in the population^​1​. Despite this, diversity remains limited in pharmacy leadership. The Inclusive Pharmacy Practice (IPP) is a joint initiative between 16 organisations, including NHS England, which focuses on improving inclusivity in the pharmacy workforce. The IPP specifically works towards ensuring that senior leadership reflects the diversity within the pharmacy profession. One of the most important deliverables from the IPP was publication of the NHS ‘Pharmacy Workforce Race Equality Standard’ (PWRES) report in September 2023^​2​. 

While there was a sense of significant underrepresentation of ethnically diverse pharmacists within pharmacy leadership compared to their representation in the general pharmacist workforce, the PWRES report demonstrated that this was the case in senior NHS trust roles at the Agenda for Change band 8a and above. This disparity is particularly pronounced for female pharmacists from ethnically diverse backgrounds, who comprise 31.9% of the NHS Trust workforce in England. However, only 24.2% of female pharmacists from ethnically diverse backgrounds have band 8a positions and above, with a steep decline from 27.6% at band 8a to just 5.9% at band 9^​2,3​.

The use of mentoring schemes is an effective approach to encourage aspiring leaders. Often, the reason for underrepresentation of certain groups in leadership positions is because of not having access to mentoring or the support networks required to get there. The IPP delivery plan also supports this by recognising the importance of raising awareness across the pharmacy workforce about opportunities available to support their leadership development through formation of the NHS England ‘Talent management resource tool’^​4​. 

In May 2023, the ENIGMA (‘ENhancing leadershIp amonGst ethnically diverse feMale phArmacists’) mentoring scheme was established in the hope that it would begin to tackle the underrepresentation of female pharmacists from ethnically diverse backgrounds in senior positions by providing leadership development support in the form of mentoring, encourage the creation of networks and develop authentic allies.

Between September 2023 and February 2024, the first pilot cohort of the ENIGMA mentoring scheme included pharmacists working in general practice in Leeds. ENIGMA co-leads, Hadeel Mohamed and Emily Turner, sought enthusiastic and experienced female senior leaders from various backgrounds to become mentors. Intentionally, female mentors were sought to encourage conversation about how the mentor, as another female, managed to break through the glass ceiling to give hope and inspiration. Mentors and mentees were paired, where possible, based on mentee goals and mentor area of expertise. The pairs were encouraged to meet a minimum of three times over the six-month period.

The first pilot cohort had 13 mentee and mentor pairs (n=26) successfully complete the six-month scheme. Anonymous evaluation questionnaires were completed by mentors and mentees at the end of the scheme. The response rate was 74% (n=17), and results from the pilot evaluation demonstrated that the potential impact of ENIGMA is promising:

• 88% (n=7) of mentees were ‘most satisfied’ with the experience and felt their leadership skills improved through participating in the scheme; 
• 75% (n=6) of mentees met specific goals through ENIGMA mentoring relationships, such as expanding their network and making an important decision which led to a change in job role;
• 88% (n=7) of mentees commented specifically on the positive impact that the scheme had for them;
• 88% (n=8) of mentors felt a positive impact on their mentoring skills and described a noticeable increase in mentee confidence and career focus; 
• 100% (n=17) of mentees and mentors would recommend ENIGMA to others.

Feedback from mentees and mentors

One mentee from the scheme said: “The whole experience was very positive. The relationship helped me understand my core values and what I actually enjoy about being a pharmacist.”

Another mentee said: “My experience went perfectly. Thank you for organising it. I strongly recommend having this opportunity on a yearly basis. Unbiased, honest, professional upskilling and advice [were] provided. I believe I progressed a lot and was empowered.”

One mentor from the scheme said: “It’s made me more aware of developing cultural curiosity and being prepared to address issues of diversity and identity during the conversations.”

Another mentor added: “I have been reminded that I get energy from supporting others in their work/life. This has been missing for me recently.”

Following the success and reception of the first pilot, interest led to the need for expansion. The second cohort of the scheme was launched in September 2024. Owing to demand, the ENIGMA offer for mentees was extended to include all female pharmacy professionals — pharmacists and pharmacy technicians — from ethnically diverse backgrounds, working in any sector, across all of England, which required recruiting more mentors. The second cohort has 20 mentee and mentor pairs with a wide geographical spread across England, working in a range of pharmacy sectors, including hospital pharmacy, academia, community pharmacy and general practice.

While still early in development, initial outcomes have been extremely positive, showing that this mentoring scheme can be a part of the jigsaw that leads to improved diversity in pharmacy leadership in the future. As well as providing mentoring support, the new virtual ‘ENIGMA Network’ aims to create a community of female pharmacy professionals from diverse backgrounds and previous and present cohorts, with a common desire to support others in their leadership journey.

Looking forward, our focus is to increase awareness of the ENIGMA offer and create a digital platform for people to learn more about the scheme and join. ENIGMA currently runs with donations of time by all mentors; therefore, another essential priority is securing funding to ensure the service continues to be free for mentees. There are enough systemic barriers preventing underrepresented pharmacy professionals from accessing the support and networks they need. We do not need to add to this. As such, funding will be crucial for the sustainability of the scheme.

Expressions of interest for the third cohort will open Summer 2025. More information will be posted on LinkedIn.

If you would like to find out more about ENIGMA, or express interest in becoming a mentor for future cohorts, please contact hadeel.mohamed@nhs.net.

Hadeel Mohamed, founder and co-lead, ENIGMA, PhD researcher, University of Bradford and Deputy head of clinical pharmacy, South & East Leeds General Practice Group;

Emily Turner, co-lead, ENIGMA, lead pharmacist, Aire Valley Surgery, Leeds, clinical lead for CVD Prevention, West Yorkshire Integrated Care Board;

Fazila Jumabhoy, mentor, ENIGMA, portfolio pharmacist, coach, and associate dean, workforce, training and education primary care directorate, NHS Yorkshire and The Humber

Auzma Yousaf, mentor, ENIGMA and principal pharmacist, NHS West Yorkshire Integrated Care Board