Roundtable report highlights collaboration to enhance Workforce Wellbeing

The charity is delighted to share a report detailing the outcomes of our second roundtable on workforce wellbeing with the Royal Pharmaceutical Society (RPS)

The latest roundtable brought together key stakeholders from across pharmacy resulting in a series of collaborative actions to help address pharmacy professionals’ mental health and wellbeing.

During the roundtable participants discussed the importance of:

  • Knowing your population: Both at a national and local level organisations need to recognise the nature of the workforce and use data to address wellbeing challenges. For example, if there are more female employees who may need support around women’s health.
  • Supportive standards: Using General Pharmaceutical Council (GPhC) standards and the Care Quality Commission (CQC) quality statement to support and empower pharmacists’ wellbeing in a positive way.
  • Raising awareness of support: RPS and PS will highlight available support resources nationally and promote their use as many employees are not aware of the options available to them – or are concerned about confidentiality.
  • Protected learning time (PLT): All stakeholders need to stress the importance of dedicated learning time and share best practice so PLT becomes embedded in the workplace.
  • Changing culture: Employers need to address the necessity of creating a supportive workplace culture conducive to wellbeing as it results in a more responsive and adaptive team.

“At Pharmacist Support, we believe in the power of collaboration and action to drive meaningful change in the pharmacy profession” said Pharmacist Support Chief Executive Danielle Hunt. “Our recent roundtable discussions highlighted some of the challenges faced within the profession and the importance of creating positive workplace cultures to address workplace wellbeing issues.

It's essential that we create opportunities so that all voices can be heard and are valued, and that individuals feel empowered to raise concerns and seek support.
Pharmacist Support Chief Executive Danielle Hunt

“The roundtable events provide a great opportunity for organisations to come together and discuss practical ways we can work together to create real change. Together with our partners, we’re committed to promoting cultural change and providing resources like our ‘Embracing a Workplace Wellbeing Culture‘ course to support pharmacy leaders in fostering positive and supportive environments for their teams. We believe by working together as a group we can create a profession where everyone feels valued and supported.”

Amplifying reach and reviewing existing regulatory standards

Outcomes of the roundtable include collaborative efforts between RPS and GPhC to amplify the reach of the PS/RPS annual workforce wellbeing survey.

Additionally, commitments were made to review existing regulatory standards and promote those supportive of individual and team wellbeing.

Community Pharmacy England and the National Pharmacy Association also pledged to explore avenues for collaboration with Pharmacist Support to improve support for pharmacy managers, in recognition of the role they play in creating a positive workplace environment.

RPS Director for England James Davies, who participated at the roundtable for RPS, said:

“Our members continue to tell us about the challenging environments that they work in and the impact this is having on their wellbeing. This second roundtable report underscores the importance of ongoing collaboration and proactive measures to create a healthier and more supportive work environment.

“The constructive dialogue and collective commitment to action demonstrated by all organisations attending in advancing the wellbeing of pharmacy professionals was very encouraging.

“There’s no quick fix or magic bullet to solve this complex issue, but ongoing focus by organisations working collaboratively together can definitely make a difference.”

The organisations represented at the roundtable committed to reconvene in six months’ time to assess progress and identify further actions.

Read the report on the roundtable