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Updates to our diversity data monitoring categories for professionals

We have updated our diversity data monitoring categories for professionals and people who apply to join and re-join our register. This is because we have identified several opportunities to strengthen and expand our diversity data collection to be able to effectively monitor the impact of our work on different groups.

From April 2024, professionals, and those looking to join and re-join the register, need to update their diversity data on their NMC online account.

It’s important we have accurate diversity data to help us to identify and address discrimination and disparities, promote equality, support discussions about the health and care workforce, and foster good relations between different people and groups, in line with our Public Sector Equality Duty.

The data supports our Equality, Diversity and Inclusion work in conducting our public functions as a regulator. For example, the data has supported Ambitious for Change research and has meaningfully shaped our Equality, Diversity and Inclusion (EDI) plan.

Read our Frequently Asked Questions to find out more and how you can update your diversity data:

1. How do professionals update their diversity data?

Professionals log into their NMC online account, go to ‘my registration’ and then update their diversity data under ‘equality and diversity’.

2. What changes have been made to our diversity monitoring questions and why?

  • Caring responsibilities: We have reworded this question as some people have previously misunderstood it, which has led to people telling us about pets or care they provide as part of their work as a nurse, midwife or nursing associate for example. We have also added a question asking the number of hours per week, if any, people spend caring for others and specifically ask respondents to exclude anything done as part of paid employment.
  • National Identity: We have removed the question about national identity as there is no current identified use of, or regulatory purpose for, this data.
  • Ethnicity: Updated the spelling of Filipino from Filipino/Filipina
  • Sex, gender and gender identity: We now collect data on sex, as well as gender and gender identity, for both professionals and colleagues. Previously we were not able to compare data from our register using the gender category with that of UK population data on sex because the two are defined differently.
  • Disability: We now define disability as a physical or mental health condition/ illness/disability, and the question allows people to define the level of impact on their ability to carry out daily activities, for example, ‘a little’ or ‘a lot’.
  • Religion or belief: We now include a broader definition of Christianity (for example to state ‘all denominations’) or provide more specific options for people to select from (for example the Scotland census provides separate options for ‘Church of Scotland’, ‘Roman Catholic; and ‘Other Christian).

3. How did we ensure we reached an informed decision about these changes?

These changes are informed by the outcomes of targeted stakeholder engagement and external developments including the General Medical Council’s work on sex, gender and gender identity data collection and the Professional Standard Authority’s (PSA) review of its Standard 3 on EDI.

4. How will people’s data be protected?

We will always make sure we follow our Data protection policy and obtain advice from the Data Protection Officer before we collect any diversity data.

5. Is it mandatory for people to share their diversity data?

In some circumstances we make it mandatory to submit answers to diversity data questions. However, the option to answer ‘Prefer not to say’ is always available for anyone who does not wish or feel able to select any of the other options, or would like to move on to the next question.

Making the questions mandatory to complete helps us to have a robust data set, as we have seen in increased response rates. The more robust data we have the better we can ensure we are tackling the right issues in our diversity and inclusion work.

6. Where can I find more information?

To read more about the diversity data the NMC collects of professionals and of its colleagues please see how Diversity data monitoring categories guidance.

EDI news updates and statements
Covid-19 equality impact assessment

We use equality impact assessments (EqIAs) as a tool to show our work complies with equalities legislation. They help us to understand the effects of our activities on different groups of people and any actions we need to take as a result.

We're sharing our EqIA as it's likely to be of useful to other people in health and social care.

Read our most recent Covid-19 equality impact assessment

If you have any feedback on our EqIA, please email us.

We'll update this document regularly, as long as we'e taking on activity to respond to the pandemic and support the professions. You can view our previous versions below:

Together in practice: A celebration of the contribution of Black Nurses and Midwives to the NHS

As part of Black History Month our BMe network, the NMC employee network for black, minority ethnic colleagues and friends, developed a webinar focusing on the celebration of the contribution of black nurses and midwives to the NHS.

We heard from:

  • Dame Donna Kinnair – RCN Chief Executive and General Secretary
  • Yvonne Coghill CBE – Deputy President of RCN
  • Professor Dame Elizabeth Anionwu – Emeritus Professor of Nursing at University of West London
  • Professor Jacqueline Dunkley-Bent OBE - Chief Midwifery Officer for England

Watch this webinar

During this webinar, the image disappears at 1hr 15mins. This was because of a technical fault, but you can still listen to the rest of the webinar.