Most people could be a peer and have a peer discussion. However, there are a few exceptions where it wouldn’t be appropriate. These include where someone acting as a peer has a close personal relationship with an individual and situations where a conflict of interest exists (e.g. a commercial relationship or a health professional under sanction from a regulator).

A peer must have an understanding of the individual’s role so he or she can ask useful questions to help reflect on improving practice. In most cases the peer will be a pharmacist but effective peers can be from a health or social care background or, equally, from a totally different background, not health-related. Examples include pharmacy colleagues, GPs, nurses, expert patients, colleagues from other disciplines (not just pharmacy), or a group of peers who have similar roles.

An individual must choose an appropriate peer who they trust and respect. This choice can be from within the employing organisation or outside of it. Note that employers must not allocate peers, but can support someone to find a suitable peer.
It may be preferable that a peer is not a direct line manager him or herself.

Approaching an education or training provider, professional body or association may be one way to find a peer. Another way can be through attending training events, conferences or joining local or national networks.