By Olubukonla Agunbiade and Omotola Ogunnigbo on behalf of ACPN leaders, members and alumni

Internationally qualified pharmacists who are members of ACPN have reported experiencing discrimination as well as struggling in their placement without the support they need. In this blog we look at the lived experiences of pharmacists who arrive in the UK to practise, and some of the solutions to the problems they face.

Overcoming stereotypes and cultural barriers

Overseas pharmacists report they are perceived to be slow, unintelligent or incompetent simply because of their accent, or because they haven’t fully yet grasped the culture or various workplace practices.

This discourages these mature students, undermines their confidence and puts them on edge throughout their trainee year. This affects the mental well-being of overseas trainees as well as widening the differential attainment gap.

Transitioning from a different healthcare system, with its own protocols and legal requirements, while balancing family, professional, and educational responsibilities, is no small feat for Overseas Pharmacist Assessment Programme (OSPAP) trainees. Colleagues have reported being "put down" by members of the pharmacy team they are working with, including receiving insensitive comments about their language skills, appearance and feeling they are seen as glorified dispensers.

Getting the right support

With the right support, however, other trainees have a smoother experience, particularly if they are mentored by individuals from similar cultural backgrounds who understand the unique challenges they face. Members have also reported positive experiences where people from other backgrounds have taken time to understand and support them, especially in navigating adjustments they might require, informing them of their rights at work, or challenging biased behaviours towards them. However, despite the support from supervisors and tutors, negative comments from colleagues can be relentless, adding to the pressure of passing the GPhC examination.

• “I did my OSPAP whilst pregnant so I could not start my pre-registration immediately as I took maternity leave for a year. The consequence of this was I lost all my OSPAP reading mates and had no one to study with. I went on Facebook to look for pre-regs I could study with and was grateful to find some. Having someone to study with helps information flow, there are some things that are common knowledge to others but new to you. During study discussions, such knowledge transfers are faster and stick quickly! Another advantage of this is the support system.”  - ACPN Alumni 
• “Having a boss or colleague support me during my training year was incredibly inspiring. I was privileged to have a Designated Supervisor (South Asian background) who was not only supportive professionally but also provided moral support. She advocated for me and encouraged me to stand up for myself when other staff members talked down to me. This in turn increased my confidence and speaking up for others.” - ACPN Alumni 

Registration routes

The recent announcement that internationally-trained pharmacists would now be able to register through one of three new routes, depending on the pharmacists’ initial education and training has led to concerns about equity.

Our understanding is that GPhC has based this proposed approach on their assessment of pharmacy courses across countries. It will be important for GPhC to be proactive and clarify how they will prevent this latest approach to registration from widening the gap, increasing levels of bias and inequity/disparities especially with their commitment to Inclusive Pharmacy Practice. 

Inclusivity and support are essential

It is crucial to foster a culture of understanding and respect among colleagues from diverse backgrounds, providing comprehensive onboarding training to facilitate a smooth transition and set clear expectations.

Trainees should also be encouraged to speak up against derogatory comments and feel supported in doing so, ensuring a safe and inclusive work environment for all staff members. It is important that systemic changes that impact internationally qualified trainees undergo an equality impact assessment, and that clear actions are put in place to mitigate the risk of bias and disparities in how they are treated.

The ACPN can be contacted at [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.