NMC launches new equality, diversity and inclusion targets
The Nursing and Midwifery Council (NMC) has announced a set of new equality, diversity and inclusion (EDI) targets for it to use in addressing systemic disparities within its regulatory functions and the wider nursing and midwifery professions.
The NMC has committed to five long-term targets designed to embed equity across its regulatory processes, education standards, and internal workforce.
Key NMC commitments and timelines:
- Eliminate ethnicity and gender disparities in Fitness to Practise (FtP) FtP processes by 2030. Reduce bias in the FtP process by revising FtP guidance and providing all staff with EDI training focused on regulatory fairness.
- Address disproportionate referrals from employers by 2030. The NMC will engage employers to better understand referral practices and implement bias-checking measures within its intake processes.
- Remove outcome disparities in education and training by 2035. Through improved monitoring, education quality assurance, and revisions to the NMC Code, the regulator aims to reduce attainment gaps and improve satisfaction and inclusion for ethnic minority students.
- Increase representation of Black, Asian and ethnic minority staff in senior pay bands immediately. The NMC has pledged to strengthen career development opportunities, apply values-based recruitment practices, and use positive action where appropriate.
- Close pay gaps across ethnicity, gender and other protected characteristics by 2030. This includes improved data collection, equity-focused HR practices, and structural analysis of the NMC’s employee lifecycle.
The targets follow recent findings from an Ambitious for Change research programme, which found inconsistencies in the NMC’s Fitness to Practise (FtP) processes in how the regulator handled cases involving Black professionals compared to white professionals, and male professionals compared to females.
The research from The University of Greenwich found no evidence of bias in final FtP decisions, but did detect differential treatment in how the NMC handled cases, including inconsistent application of interim restrictions on registrants.
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Paul Rees MBE, interim chief executive and registrar at the NMC, said the new targets reflect a ‘major shift’ to building an inclusive and trusted regulator for registrants.
‘By adapting how we work, creating a more inclusive culture, and using data to drive improvement, we will play our part in eliminating discrimination, bias and inequality.
‘That is how we will become an EDI-based and fit-for-the-future organisation, trusted to maintain confidence in the professions,’ he said.
Cultural change at the NMC
The NMC has taken a range of steps to address inequalities at the regulator, including signing up to the UNISON Anti-Racism Charter, looking to diversify its FtP panel membership, and launching psychological safety training for staff.
The organisation has also redesigned its mentoring programme to better support Black, Asian and ethnic minority staff, with 80% of participants now coming from underrepresented backgrounds.
The NMC has appointed two new heads of EDI. One, starting in July, will focus on regulation to ensure processes are as fair, safe and equitable.
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The other, who will join in September, has an internal focus on the NMC workforce.
These changes come amid work to turnaround the organisation under the NMC’s new leadership.
Ron Barclay-Smith recently joined as chair of Council, and Mr Rees was appointed interim chief executive earlier this year.
Earlier this month, a report by the super regulator found the NMC had failed to meet a wave of organisational standards across areas including safeguarding, fitness to practise and whistleblowing.
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This comes after an independent review last year reported serious concerns about the regulator, including a ‘toxic culture’ of bullying, harassment and racism.
A further review into the regulator, focused on EDI, is due to be published by Ijeoma Omambala KC later this year.
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