SP2 How good is AI? Comparison of models for paediatric pharmacy clinical questions

Abstract

AimTo explore the demographic makeup, perceptions, and lived experiences of Neonatal and Paediatric Pharmacy Group (NPPG) members in relation to equity, diversity and inclusion (EDI), and to identify opportunities to enhance inclusion within the organisation.Method An anonymous online survey comprising nine questions was distributed to members of the NPPG in July 2024.It gathered data on members' gender, ethnicity, sexual orientation, sense of belonging, awareness of the NPPG EDI policy, and experiences of workplace discrimination.Demographic data from the 2023 NPPG Conference and 2025 membership records were analysed to compare conference representation with wider membership demographics.Quantitative responses were analysed descriptively and free-text comments were reviewed thematically. ResultsThe survey received 69 responses, with most identifying as female (74%, 51/69) and of white ethnic background (63%, 44/69).A quarter of respondents identified as being from Black, Asian, or other minority ethnic backgrounds.While the majority reported a sense of belonging within the NPPG, many reflected on how the group could strengthen its EDI efforts.In comparison, of 448 NPPG members, 81% (365/448) identified as female, 15% (66/448) as male and 4% (17/448) preferred not to say.Ethnicity data showed 66% (295/448) identified as White, 20% (88/448) Asian, 3% (14/448) Black, 3% (15/448) other ethnic group, 1% (5/448) mixed, and 7% (30/448) preferred not to say.The largest demographic was White females (56%, 253/448).Male representation was low across all ethnicities (22/448) excluding those who choose not to answer.Conference attendance data showed 59% (41/69) had attended in the past three years.Attendance was lower among those based in certain hospital settings, such as District General Hospitals, and was concentrated among members from a small number of larger trusts.Barriers to attendance included financial constraints, competing work or personal commitments, challenges relating to conference location, and perceptions that the content did not always reflect a wide range of specialist interests.A significant proportion of respondents (29%, 20/69) reported witnessing or experiencing discrimination in the workplace and a further 10% (7/69) were unsure.Across all data sources, members demonstrated growing awareness of EDI priorities and expressed a desire for clearer communication and more visible commitment.Although the NPPG aligns with the Royal Pharmaceutical Society (RPS) EDI policy, members felt more could be done to actively promote and embed this within the group's activities. 1 Conclusion The survey highlighted both the strengths and opportunities within the NPPG's approach to EDI.Members described a strong sense of community but identified practical and cultural improvements that could help the organisation become more inclusive and representative.Clearer communication around the existing EDI policy, embedding inclusion into event planning and communications, and creating space for member involvement, such as through specialist interest groups or committee roles, are realistic and achievable next steps.By listening to members and taking purposeful action, the NPPG can build on its inclusive foundations and support a professional community where all members feel seen, heard, and valued.

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