By Christine Adeshugba and Oluwabunmi Ogunnubi on behalf of ACPN Leaders, members and alumni (2018 to 2024)
Bias within the workplace has been reported as a barrier to Black trainees and pharmacists’ ability to thrive within the workplace. This bias, whether it stems from unconscious prejudices or conscious discrimination, fosters an atmosphere of exclusion that profoundly impacts every aspect of the Black trainee’s training experience.
The impact of racial bias
Insights gained from surveys conducted among ACPN members highlight the prevalence of racial bias endured by Black trainees throughout their training year. Data collected through ACPN between 2018 and 2021 showed 28% of respondents had experienced racial bias during their training year. This ongoing racial bias led to a lack of access to support and had detrimental effects on mental health, including feelings of distrust and fear within the workplace, alongside overall poor work-life balance.
Experiencing prejudice has led to trainee pharmacists having to switch tutors or placements at various points in their training. This abrupt, unsettling, and distressing situation during an already demanding training year has heightened the fear of failure and hindered their ability to thrive and develop. This has been a sad reality for multiple current trainees throughout the United Kingdom.
Real-life experiences
Examples of discrimination and stereotyping reported by trainees within workplaces include comments about the colour of their skin, labelling natural afro hair as ‘unprofessional’, negative remarks regarding the Black Lives Matter movement and mockery of trainees with African accents.
Additionally, the lack of correction or advocacy from non-Black colleagues who witness discriminatory behaviour, alongside having patients who discriminate against Black trainees, drives the lack of confidence and increases fear for Black trainees. Here are some real-life examples of racial bias:
- “Poor communication from my tutors and lack of flexibility. I was threatened with being marked as unsatisfactory. I had to write a formal letter in association with my health team to remind the senior leadership team of their obligations under the Equality Act. I was eventually transferred to another branch at the start of the pandemic, and it improved thereafter.”
- “It's a very interesting one because coming from a very low-income background, I found that my tutors were not able to understand my unique needs and I eventually got tired of explaining myself from university through to pre-registration. Eventually I gave up explaining myself because it was too stressful. I simply just worked really hard and took a long break after training to recuperate.”
- “I experienced racial bias from patients, I did my pre-reg in an area that lacked diversity and I was one of two Black professionals in the whole health board.”
The importance of support
About a third of respondents identified racial bias and a lack of support from a tutor or manager as significant challenges during their training year. Many of those affected expressed that receiving support from a tutor could have greatly improved their experience.
Reviewing the statistics, it is clear to see that the direct correlation between racial bias cannot go unnoticed. Having support and flexibility from tutors, managers and senior colleagues could change the narrative and positively impact the wellbeing of trainee pharmacists as they navigate uncertainties and fully embrace the pharmacy profession.
ACPN has provided additional support for trainee pharmacists, addressing not only their academic needs for the registration exam but also providing direct support, advocacy, and signposting for mental, financial and emotional well-being. We are also aware of support from organisations like the United Kingdom Black Pharmacists Association, Pharmacists’ Defence Association and other individuals that trainees have access to.
If you’d like to get in touch with the ACPN, contact: [email protected]
Read our report: Chasing equality in pharmacy training: Closing the awarding and attainment gap for Black trainees in pharmacy.
Read our previous blogs on differential attainment.
Read more RPS blogs.