Boots UK Signs the RPS Inclusion and Wellbeing Pledge

09 June 2021

A recent survey by the Royal Pharmaceutical Society (RPS) found that 54% of the pharmacy workforce believed COVID-19 had impacted their mental health and wellbeing to a partial extent, while 31% believed it had impacted them significantly.

With around 6,600* registered pharmacists who remained on the front line of healthcare during the pandemic, Boots UK has proudly signed the RPS Inclusion and Wellbeing pledge. Not only does the pledge aim to actively support the pharmacy profession to be more inclusive, but it also promotes positive mental health and wellbeing in the workplace.

 By making this important commitment, Boots is committed to supporting the pharmacy profession to deliver inclusive professional practice, as well as addressing health inequalities within the diverse communities it serves.

“The wellbeing of our pharmacists is very important to us,” explained Marc Donovan, Chief Pharmacist at Boots UK. “They have been at the front line of healthcare during the pandemic, working harder than ever in the service of their patients.

As the largest employer of pharmacists outside the NHS, Boots is proud to sign the Royal Pharmaceutical Society’s Inclusion and Wellbeing Pledge. It builds on our own work in this area, which includes mental health first aid training, a team member assistance programme and access to wellbeing tools and materials.

Creating an inclusive environment where all team members feel represented, respected and able to thrive goes hand in hand with wellbeing. At Boots, our commitment to inclusion and wellbeing also extends to our patients and the wider communities we serve. We believe everyone has a right to feel good.”

As the UK’s leading pharmacy-led, health and beauty retailer, Boots UK’s pledge to inclusion and wellbeing doesn’t stop there. As part of its ongoing commitment to operating as a responsible business, Boots has:

  • Created a Wellbeing Hub, where team members can easily access wellbeing tools and materials.
  • Developed a Wellbeing Action Plan to help team members proactively manage their mental health.
  • Introduced a Wellbeing Steering Group, supported by its executive leadership team, to continue prioritising the wellbeing agenda.
  • Designed additional materials to support its ‘5 Ways to Wellbeing’ approach, particularly focusing on the impact of the pandemic.
  • Trained more key support teams in mental health first aid training.
  • Promoted access to LifeWorks, a free, independent and confidential support and counselling service for team members that’s available 24/7.
  • Signed the ‘Time to Change’ employer pledge to help change the way we think and act about mental health.
  • Provided a six-month update on its Racial Equity Commitment, and its vision to create a culture where diversity, equity and inclusion are at the forefront of its thinking.
  • Encouraged our team members to join our inclusive business resource groups (Black, Asian and Minority Ethnic (BAME), disAbility Inclusion, Environmental Sustainability, InclusivIT, Pride Alliance, and Women of WBA-UK).
  • Celebrated Mental Health Awareness Week 2021 by encouraging team members to embrace the great outdoors.

 * Figures as of August 31, 2020