UK
Clinical Pharmacy
Association
UK
Clinical Pharmacy
Association
The pharmacy profession is at a pivotal moment. In August 2026, the first cohort of trainee pharmacists will qualify with an independent prescribing qualification at registration. This landmark change raises an important question: how will pharmacists, other healthcare professionals and patients view the role and professional identity of the pharmacist of the future?
Discussions with trainees suggest they are excited by the prospect of becoming prescribers, but many also describe feeling like “guinea pigs” and are seeking support and guidance as they navigate this new landscape.
How can the profession support them when we do not yet fully know what this new role will look like in practice?
One concept that may help shape this new professional journey is belongingness. Maslow’s hierarchy of needs places belonging at the third level of its five-stage model, suggesting that once basic physiological needs such as food, water and sleep are met, people seek connection, acceptance and a sense of belonging as part of their journey towards reaching their full potential.
Within healthcare education and practice, belongingness has been described as “a deeply personal, contextually mediated experience that evolves in response to the degree to which an individual feels secure, accepted, included, valued and respected by a defined group; connected with or integral to that group; and that their professional and personal values are in harmony with those of the group.”
A lack of belongingness can leave individuals feeling isolated and rejected, increasing their risk of stress, anxiety and poorer health and wellbeing. Research also suggests it can lead individuals to adopt behaviours they may not personally agree with in order to fit in, potentially compromising their own values and, in some cases, patient safety if such behaviours are perceived as the norm.
Conversely, fostering belongingness has been shown to create a more positive and supportive learning experience for healthcare students and trainees. One of the most important contributors to this is an effective workplace mentor. Mentors can help individuals feel welcomed, integrated into the team and supported throughout their development. They also act as role models and provide an important source of guidance for both professional and personal wellbeing.
However, belongingness is not a fixed concept. It is fluid and shaped by the social environments individuals encounter, as well as their own perceptions and experiences.
The concept of belongingness is closely linked to professional identity formation (PIF), which for NQPPs is likely to be an ongoing and evolving process.
Professional identity is shaped by personal experiences, workplace environments, professional and regulatory expectations, and the changing needs of patients. It is unlikely to be a single, fixed identity. Instead, NQPPs may develop multiple professional identities depending on their workplace, responsibilities and the services they provide.
The foundations of professional identity begin during undergraduate education through placement experiences across a variety of healthcare settings. This development continues throughout foundation training as pharmacists acquire new knowledge, skills and experiences while interacting with colleagues, patients and wider healthcare teams.
Evidence suggests that individuals who develop strong professional identities are more confident, motivated and better equipped to manage complex and uncertain situations. As pharmacist prescribing becomes increasingly embedded within healthcare services, supporting professional identity formation will be crucial to helping NQPPs thrive.
Research involving Foundation Year 1 (FY1) doctors suggests that the transition from student to practitioner can be a period of significant stress and anxiety. Many reported feeling that they were primarily fulfilling service demands rather than developing their professional identity.
Studies have shown that feeling welcomed and supported—both during induction and throughout employment—helps foster positive relationships and creates an effective environment for learning and development.
Key factors influencing this experience include:
When these factors are in place, the benefits extend beyond the individual learner and can positively influence the quality of patient care both now and in the future.
For organisations preparing to support NQPPs, creating a sense of belonging should be a priority from day one.
Practical steps may include:
Ultimately, the goal is to ensure that NQPPs feel valued, welcomed and recognised as an important addition to the workforce, rather than an unknown challenge to be managed.
The time has come to embrace this change, redefine the professional identity of the pharmacist and demonstrate to healthcare colleagues and patients the full potential of pharmacist prescribing.
Challenges such as workforce pressures, service demands and funding constraints will undoubtedly arise. However, by listening to NQPPs, supporting their development and helping them feel that they truly belong, the profession has an opportunity to shape a confident new generation of pharmacist prescribers and unlock significant benefits for patient care.
If belongingness is the foundation upon which professional identity is built, then investing in it today may help define the future of pharmacist prescribing for years to come.
The opinions expressed in this article are those of the author. They do not purport to reflect the opinions or views of the UKCPA or its members. We encourage readers to follow links and references to primary research papers and guidance.
The author declares: no support from any organisation for the submitted work; no financial relationships with any organisations that might have an interest in the submitted work in the previous three years; no other relationships or activities that could appear to have influenced the submitted work.
Join UKCPA for less than £3 a week and access all our communities, education and resources.
