Inclusive Pharmacy Practice (IPP) is a joint initiative between NHS England, the Royal Pharmaceutical Society, the Association of Pharmacy Technicians UK and 13 other national partner organisations, aimed at making the workplace environment more inclusive for pharmacy professionals whilst ensuring senior leadership reflects our diverse communities, to improve health inequalities in the population.
The ‘Pharmacy Workforce Race Equality Standard report‘, published in September 2023, highlighted the first national overview of the varied experiences pharmacy professionals and wider pharmacy team members in NHS trusts face.
Data from the publication revealed that all pharmacists of black, Asian and minority ethnic origin are underrepresented at higher Agenda for Change (AfC) bandings and that female pharmacists of black, Asian and minority ethnic origin are particularly affected. It also showed that black, Asian and minority ethnic pharmacy technicians are overrepresented in lower AfC bandings.
Regarding staff experience, it shows that pharmacy team members of black, Asian and minority ethnic origin experience more harassment, bullying and abuse, poorer career progression and greater experience of discrimination than white pharmacy team members.
The IPP delivery plan is aimed at addressing issues highlighted in the report, with projects being undertaken within NHS England across areas of data, accountability, leadership and talent management.
Talent management resource tool
A ‘Talent management resource tool‘ was produced as part of the inclusive pharmacy practice (IPP) initiative, led by the Office of the Chief Pharmaceutical Officer. It forms part of the IPP objective to further improve diversity in senior pharmacy professional leadership roles and support pharmacy professionals to have equal access and opportunities for career progression.
The tool signposts development, training and leadership opportunities including leadership frameworks, fellowships and coaching and mentoring schemes.
It details available opportunities alongside the intended target audience (pharmacist or pharmacy technician) and, where available, details of applicable timelines. It is reviewed every six months to ensure pharmacy professionals can access up-to-date opportunities for individual leadership needs.
Using the tool
To bring the tool to fruition, it needs to be made available to all pharmacy professionals through a “top-down” approach. There are different ways the tool can be utilised within your setting and below are some suggestions:
Education and training
Education and Training leads will benefit from having sight of the tool. It will complement what the organisation already offers on a local level to further develop team members. Some ideas on using the tool in this setting:
- Promoting the tool in an in-house CPD session;
- Using the tool to map out opportunities based on training needs assessment.
Performance and development review
A natural point to review development requirements for teams is during the PDR. The manager is uniquely positioned to point out suitable development options from the tool.
- Discuss the tool during the PDR;
- Signpost 2–3 options that are suitable;
- Ask the employee to look into the opportunities;
- Utilise the tool in the next one-to-one as a discussion point.
One-to-one
If the employee is utilising an opportunity from the tool:
- Check in on the progress and experience;
- Ask what support the employee might like.
NHS England welcomes your feedback including examples of where the tool has been applied or where the tool could be improved.
Please direct all feedback and queries to: england.cpho-office@nhs.net
Ho Jan Sena, chief pharmaceutical officer’s clinical fellow 2023/2024, NHS England;
Kaniksha Aggarwal, chief pharmaceutical officer’s clinical fellow 2023/2024, the Care Quality Commission;
Kieran Reynolds, chief pharmaceutical officer’s clinical fellow 2022/2023, Specialist Pharmacy Service;
Natasha Lal, chief pharmaceutical officer’s clinical fellow 2023/2024, NHS England.
