In Summer 2021, we took part in a panel discussion on the part we are playing as an organisation to make sure that professional education and training for pharmacists and pharmacy technicians is more inclusive.

We also submitted a case study about our work to make our governing Council more diverse, and the practical steps we took through our Diversity Action Plans to attract a broader range of diverse and qualified candidates in recent recruitment rounds.

Duncan Rudkin, our Chief Executive, became a member of the Inclusive Pharmacy Advisory Board in March 2022.

We developed a comprehensive EDI competency framework. This sets out what is expected of all our workforce, and is linked to our strategy. We used the framework to carry out an organisation-wide Learning Needs Analysis, to assess our EDI learning and development needs and knowledge. Feedback from the Learning Needs Analysis has been used to develop a co-ordinated EDI training plan for directorates across our organisation.

From June to September 2021, we ran mandatory inclusive leadership training. This was led by a business psychology consultancy firm, and was designed to give senior leaders and managers the knowledge, skills and insights they need to make sure they lead in an inclusive manner. All participants completed an inclusive leader survey and profile. This included anonymous feedback from direct reports, line managers and their peers about how well the individual demonstrates inclusivity.

managers and their peers about how well the individual demonstrates inclusivity.

We strengthened the EDI aspects of our corporate induction. This makes sure that all new starters are fully briefed on EDI as soon as they join the GPhC and that they understand our expectations in terms of values, culture and behaviours from day one.

We revised the governance framework and terms of reference for our equality networks. This was to improve their capability and capacity, and to help them contribute to decision-making and support the organisation in achieving its strategy.

We developed a new approach to EDI communications, which describes how we will use important dates throughout the year to share messages about our wider work, including updates on our strategy.

Here are some of the articles and contributions that featured in our internal EDI communications between 1 April 2021 and 31 March 2022:

personal piece from one of our pharmacy inspectors of Muslim faith, as well as an information update for other observing staff that vaccination does not count as nutrition and would not invalidate fasting. This included guidance from the British Islamic Medical Association and the Muslim Council of Britain.