This session will focus on the design and implementation of a reciprocal (reverse) mentoring scheme within the Midlands region, aimed at promoting inclusive leadership and amplifying under‑represented voices within pharmacy. Drawing on my experience of facilitating and running the scheme, I will share how clinical fellows were matched with senior leaders from the Pharmacy Advisory Group to enable open, two‑way learning. The session will explore why traditional mentoring models can reinforce hierarchy, how reciprocal mentoring can challenge assumptions and power dynamics, and what enables these relationships to work well in practice.