Our ambitious new targets aim to eliminate disparities in the NMC’s Fitness to Practise (FtP) processes, including disproportionate referrals made by employers, and differential experiences and outcomes in education and training and for our own colleagues.
Under the targets, we will:
Eliminate ethnicity and gender disparities in the NMC’s fitness to practise processes by 2030
Supporting initiatives:
- Include EDI and de-biasing as key criteria in FtP quality assurance
- Deliver proactive de-biasing measures in the FtP process
- EDI training for all staff, including a focus on regulation. This will be built on through ongoing evaluation and measurement
- Review FtP guidance library and Standard Operating Procedures with EDI as key criteria.
Eliminate the disproportionate pattern of FtP complaints received from employers in relation to ethnicity by 2030
Supporting initiatives:
- Survey employers to understand their measures to mitigate against bias in referrals
- Share best practice with employers on avoiding bias in referrals
- Instigate bias checks in our FtP referral process.
Eliminate disproportionate outcomes, based on ethnicity, in nursing and midwifery education and training by 2035
Supporting initiatives:
- Establish a baseline of evidence on disproportionate outcomes
- Update the NMC Code to more strongly address discrimination in different forms
- Include EDI robustly in Approved Education Institution (AEI) approvals and NMC education quality assurance, using our standards for education as a basis
- Continue monitoring performance against EDI elements in our standards, engage AEIs where needed and offer support.
By 2030 we expect to see evidence of: a measurable increase in acceptance rates to all courses, reduction in attainment gaps and improved satisfaction and inclusion for ethnic minority students.
Eliminate disparities in the representation of Black, Asian and ethnic minority NMC colleagues in the upper two pay quartiles starting now
Supporting initiatives:
- Set metrics to ensure greater ethnic minority staff participation in career development programmes
- Utilise positive action measures where appropriate
- Introduce values-based and equitable interviewing practices
- Adhere to equal opportunities best practice in recruitment and retention, and explore use of positive action measures
- Encourage greater declaration of EDI data to build a more solid evidence base for pay gap reporting and measurement
- Conduct an NMC employee career life-cycle analysis, using an EDI lens to more deeply understand the drivers of workforce disparities.
Eliminate ethnicity, gender and other pay gaps by 2030
The initiatives above will affect movement on pay gaps for NMC colleagues.
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