By Tase Oputu, Chair of RPS in England and Associate Director of Medicines Optimisation, High Cost Drugs NHS Kent & Medway
The Pharmacy Workforce Race Equality Standard report has been long awaited by advocates for racial equality in pharmacy. The data reveals a depressing picture of the experiences of black and minority ethnic pharmacy staff who face higher levels of racism, bullying, and barriers to progression than their white counterparts. For some it may be a surprise, for others, it is confirmation of the day-to-day effects of racism, both individual and structural, that exist in our healthcare system and pharmacy.
So what can be done to turn this around? Sadly there are no quick fixes. It will take sustained and consistent effort from all areas of the pharmacy world as well as individuals changing their mindset and behaviours. I will offer some advice for those working in the NHS as a starting point.
Start with yourself
Start with an open and curious mind to understand the experience of your staff and colleagues. This is not about asking them to re-live past traumas of racial injustice. Instead, find ways to diversify your timeline, reading list, and TV viewing choices. Commit to a journey of learning to be anti-racist and an ally.
Recruitment and retention
Look at and beyond that PWRES data, for example, you might need to look around your department’s top team and recognise who is there and who is absent. How inclusive are your recruitment practices? How well are staff being developed in order to progress to senior positions? What could the grievances raised in your department tell you? What do your exit interviews tell you? How are claims of racism handled in your department? Are they brushed under the carpet or tackled head-on and demonstrate to others that racism is not tolerated?
Positive steps to take
Some positive steps you can take are adding mandatory EDI objectives to all staff appraisals and following up on them. This is more than asking people to attend unconscious bias training. Look to develop all staff to be culturally competent. Develop inclusive recruitment checklists and audit them to ensure they are followed. Build impartiality into approval processes for development courses for staff. Use the resources available to you e.g. BME staff networks in your organisation, RPS ABCD resources, UK Black Pharmacists Association, Inclusive Pharmacy Practice on NHS Futures etc.
Set goals and be bold
Leaders will need to be bold when addressing the problems highlighted by the report. Set ambitious goals and ensure that all staff are included in the plans. Remember the PWRES data is a snapshot in time so develop your own dashboard or set of metrics to show improvement for your area.
The PWRES report is a watershed moment as now we have the data we cannot ignore or go back to not dealing with this problem. The time for action is now. By improving the experience of black and minority ethnic pharmacy staff, we will directly improve patient care.
Visit our inclusion and diversity page on race.
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