Our NMC Culture Transformation Plan set out a vision of an inclusive culture for everyone, underpinned by a strong anti-racist ethos. To bring this to life EDI must become part of who we are, embedded as a core principle in everything we do.
To drive real progress we’ve committed to strategic objectives for 2025-2028 to guide us, and we have set more ambitious targets to tackle discrimination and differential outcomes for both nursing and midwifery students and professionals, and also within our own workforce.
We have now published our EDI strategic objectives, which sets out our vision for EDI transformation at the NMC.
The purpose of these will be to:
- Build a positive, empowering and inclusive culture for colleagues
- Achieve more diverse representation and reduce pay gaps, focusing on ethnicity and gender
- Put EDI at the heart of our infrastructure and decision-making, including governance, processes and prioritisation
- Ensure greater regulatory fairness and a reduction in disparities for groups across our regulatory processes, and
- Become an anti-racist organisation
Work already underway
We’ve already started work on these objectives. For example, in April, we signed the UNISON Anti-Racism Charter. In May, we began rolling out psychological safety training for managers.
We’ve also significantly increased the diversity of our fitness to practise panel members – helping to ensure they better reflect the diversity of professionals on our register, and the people who use health and care services.
Additionally, we are taking steps to reduce our ethnicity pay gap, such as pledging to ensure ethnically diverse shortlists where there are Black, Asian and ethnic minority candidates who meet the minimum requirements for a role.
We are also ensuring that 80 percent of participants on our flagship mentoring programme, Rising Together, are Black, Asian and ethnic minority colleagues.
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