Expected behaviours
We want everyone who interacts with the NMC to be treated with respect. We understand that people may contact us when they are worried, frustrated or dealing with difficult circumstances, and we will always aim to listen and respond fairly. In return, we expect people to communicate with our colleagues and others involved in our work respectfully. This page explains the behaviours we expect, what we consider unacceptable or unreasonable, and how we may respond when these expectations are not met.
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Our statement on racist or discriminatory behaviour
The NMC will not tolerate racist, offensive or discriminatory behaviour towards our staff.
The NMC will not tolerate racist, offensive or discriminatory behaviour towards our staff. Neither will we condone the use of racist, offensive or discriminatory language directed towards professionals on our register or others involved in our fitness to practise processes.
We will always take action in respect of racist or discriminatory behaviour towards our staff or, where appropriate, nurses, midwives and nursing associates or members of the public who come into contact with our regulatory processes.
Our Fitness to Practise Process
Our first priority is to protect the public and address any risks to public safety, public confidence or professional standards. However, in respect of any fitness to practise matter we will always:
- Challenge the use of racist, offensive or discriminatory language towards our staff, nurses, midwives, nursing associates or members of the public
- Consider whether the use of racist, offensive or discriminatory language towards a nurse, midwife or nursing associate indicates that the referral or whistleblowing disclosure has a discriminatory motivation
- Consider whether to restrict contact to the NMC in line with our Respectful Behaviour Policy, and/or refer the matter to the police
Behaviour towards our staff
The NMC has a values and behaviours framework which sets out our clear expectations of how our staff should behave in line with our NMC Values of Integrity, Fairness, Respect, Equity and Effectiveness.
Equally, our staff have the right to work without fear of discrimination, abuse, or harassment.
Our Respectful Behaviour Policy sets out what we consider to be unacceptable behaviour, including racist, offensive or discriminatory behaviour. Unacceptable behaviour includes, but may not be limited to:
- Racial Slurs: Using derogatory or abusive language, insults, or jokes relating to race, religion, ethnicity, nationality, or citizenship.
- Aggressive Conduct: Verbal or physical threats, intimidation, or hostility.
- Prejudiced Demands: Making unjustified complaints about or requesting to not have dealings with a member of staff based on their race or ethnic background.
Action we may take includes referring matters to the police and/or restricting contact with the NMC.
Our commitment to preventing harassment
We are committed to providing a safe, inclusive and respectful environment for our employees and everyone who works with us.
We do not tolerate harassment of any kind, including sexual harassment, and we are committed to proactively taking all reasonable steps to prevent it from occurring. This includes regularly assessing risks, providing guidance to staff, supporting reporting of concerns, investigating incidents promptly, and reviewing our arrangements to ensure they remain effective.
Our expectations for respectful behaviour are set out in our Respectful Behaviour Policy. We expect everyone who engages with us to contribute to a professional and respectful environment.
What harassment means
Harassment is unwanted behaviour that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
This includes sexual harassment, as well as harassment related to age, disability, race, religion or belief, sex, sexual orientation, gender reassignment, or any other protected characteristic.
Our expectations of everyone we work with
We expect everyone who interacts with our employees to treat them with dignity, courtesy and respect.
This includes registrants, witnesses, members of the public, panel members, contractors and visitors. These expectations apply whenever people engage with us, including in our offices, at hearings and events, and through telephone, email, video calls and online communications.
What happens if harassment occurs
We encourage employees to report any incident of harassment, whether directed at them or witnessed by them, so that appropriate action can be taken. If harassment occurs, we will act promptly and appropriately with individuals whose behaviour creates a risk of harassment towards our employees. Our priority is to support those affected and address the behaviour, while ensuring that our statutory functions continue to be exercised fairly and appropriately.
Depending on the circumstances, we may:
- end a call, meeting or online interaction;
- ask an individual to leave our premises;
- change how someone participates in our processes;
- restrict future contact arrangements; or
- report the matter to the police or other relevant authorities.
Thank you for supporting our efforts to create a safe and respectful environment for everyone. Harassment of our employees in any form is unacceptable, undermines our values and will be treated with the utmost seriousness.
