NMC to roll out ‘concrete measures’ to tackle FtP disparities in early 2026

Unions and a group of senior Black, Asian and minority ethnic nurses and midwives will soon be consulted by the nursing regulator on how it can remove ethnic and gender bias from its fitness to practise (FtP) process.

The Nursing and Midwifery Council (NMC) has said it will be seeking feedback from key stakeholders on a set of specific proposals it has been formulating internally from 2 December.

The plan is to roll out ‘concrete measures’ in early 2026, to meet its equality, diversity and inclusion (EDI) target to ‘eliminate ethnicity and gender disparities’ in FtP by 2030.

This target is one of five of the NMC’s EDI targets, which include a commitment to eliminate disparities in FtP complaints from employers by 2030 and another one to tackle disproportionate outcomes for nursing and midwifery students at approved education institutions by 2035.

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The EDI targets are part of wider efforts to embed EDI and anti-racism at the NMC, as part of its Culture Transformation Plan.

The plan states that it will aim to bring about a ‘root-and-branch change in our organisational culture’ with ‘a commitment to improve the regulatory experience’ for the public and nursing and midwifery professionals.

‘A long way to go’ 

Paul Rees, NMC chief executive and registrar, said that in 2025 the NMC ‘has taken great steps to embed equality, diversity and inclusion, as well as anti-racism’.

He emphasised the regulator’s commitment to ensuring the public, registrants and staff are all treated with respect, noting that the diversity of nursing and midwifery makes it essential to ‘stamp out racism and religious hate’.

‘Nursing and midwifery are diverse professions, serving diverse populations, and it is incumbent upon us to help ensure equality, diversity and inclusion and stamp out racism and religious hate in the professions and in our own processes,’ he added.

‘There is a long way to go to further embed EDI and anti-racism, but I hope that our direction of travel is clear for all to see.’

Despite recently announcing proposals to reduce its overall headcount by 10% due to financial pressures, the NMC confirmed on 9 October that its culture and EDI team will be protected from cuts, underscoring that EDI and anti-racist work remains a priority for the organisation.

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Challenging disparities wherever they appear 

Ron Barclay-Smith, NMC Council chair, said: ‘While we have made good progress to embed EDI in the first year of our Culture Transformation Plan, it’s important we step up our efforts to deliver lasting change, and the Council will be fully involved in that process.

‘That means continuing to challenge ourselves, addressing disparities wherever they exist, and making sure that everyone – regardless of background – experiences a consistent, equitable process when engaging with the NMC.’

The NMC says it has increased the ethnic diversity among the its panel members who decide on FtP hearings – with 24% of lay panel members now being Black, Asian and minority ethnic and 23% of registrant panel members coming from minoritised backgrounds.

Separately, when it updates its NMC Code in autumn 2027, the regulator has also said it will strengthen regulatory expectations around EDI.

The NMC first announced plans to ‘modernise’ its Code and revalidation guidance in February, with a new focus on EDI and greater scrutiny of behaviour outside of work and professional practice.

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As part of its updated revalidation process, alongside the updated Code, the NMC has said it will ensure professionals across all backgrounds experience a fair and supportive process.

The NMC’s efforts follow an independent review last year which reported serious concerns about the regulator, including a ‘toxic culture’ of bullying, harassment and racism.