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The Idea behind UKBPA

We have seen ample amounts of  data indicating a differential experience and outcomes for black pharmacists compared to other ethnic groups. These inequalities have been evident for a while now but are under documented and therefore hidden. One too many black pharmacists, pre-registration pharmacists  and students  have experienced racial discrimination arising from conscious or unconscious bias.  


UKBPA aims to create practical solutions to the current inequalities faced by black pharmacists, trainee pharmacists and students in the UK. This is because we strongly believe that patients and indeed society at large are best served if all pharmacists are allowed to reach their full potential, independent of colour, nationality or ethnicity.

Our Work



To the stories of UKBPA members and providing welfare support either financially, academically or professionally



The outstanding contributions of members in the community, hospital, industry and academia to the greater profession



relationships through creating a  platform that positively reinforces networking and mentorship opportunities for UKBPA members



from our research we make recommendations to organisations and institutions to affect positive change 

We reveal the factors that limits choices and fulfilments and amplify the voices of  Black pharmacists, trainee pharmacists and students in order to drive real change and reduce racial discrimination.

We do this in four ways


The story so far.

UKBPA aims to create practical solutions to the current inequalities faced by black pharmacists in the UK. These inequalities have been evident for a while now but are under-documented and therefore hidden. 

The most recently available figures show that: 


  • In 2016,  Black African students achieved a pass rate of 66.2%, the lowest of all the listed ethnicities. Yet, despite promises to address this, the prominent organisations in pharmacy, pharmacy training organisations and the pharmacy schools have failed to provide a tangible solution.

  • Higher Education Statistics Agency (HESA) data for academic years 2017/2018 and 2018/2019 suggests there is a 15% point awarding gap (also known as attainment gap) between white pharmacy students and black,  pharmacy students in the UK

  • A report published by NHS England last year found that there had been a rise in Black and minority staff experiencing harassment, bullying or abuse from colleagues from 27% in 2016 to 29% in 2019, while their white counterparts’ figure remained at 24%. 

  • The “snowy white peaks” of the NHS research report showed that black and ethnic minorities made up only 2.5% of very senior managerial roles of London NHS trust boards, despite more than two in five of their workforce being from a BME background.

  • In 2017, Pharmacists who identified as 'Black African' constituted 8.6% of fitness-to-practice cases. 'Black African' pharmacists only make up 5.6% of the profession - which equates to a 46.7% over-representation in fitness-to-practice. This is in contrast to a 36.6% under-representation of their white counterparts

The data reflects a problem, which has existed for a long time, but which is under-reported. We feel that it is important to address these issues and to get the views of those being discriminated against if we are to develop tangible solutions.

Part of this includes, discussing racial discrimination that exists within pharmacy, here are some highlights:​


Collaborating with organisations:


  • In June 2020, Royal Pharmaceutical Society (RPS) and UKBPA joined forces to publish the first diversity and inclusion strategy document

  • In June 2021, Primary Healthcare development and UKBPA launched a bursary award and mentorship programme aimed at  reducing the attainment gap amongst colleagues of Black-African origin 

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