The Nursing and Midwifery Council has launched a transformation programme to improve its workplace culture and embed an anti-racist ethos.

The three-year plan comes after an independent review last year found that the charity had a culture of bullying and racism, with emotionally drained staff taking antidepressants to cope with the work environment.

The review, which was conducted by the consultancy Rise Associates and commissioned by the NMC after a whistleblower came forward, also found that the charity failed to take action for seven years after a nurse was accused of sexually assaulting patients and colleagues.

The NMC has since published a three-year culture transformation plan, which the charity said will “build a positive, empowering and inclusive culture” for staff and everyone involved in its regulatory processes.

The charity said the new culture would be “underpinned by a strong anti-racist ethos and a commitment to improve the experience for the public and nursing and midwifery professionals”.

The plan is based on six pillars: strong and effective leadership, values-based decision-making, embedding equality, diversity and inclusion, ensuring psychological safety, enjoying work and regulatory fairness.

Under the plan, the charity will track gender and ethnicity pay gaps, as well as tracking and publicising promotion rates for women and black, Asian and ethnic minority staff.

It will also ensure that all staff, including managers, complete EDI coaching, as well as implementing anti-racism initiatives.

Before the end of the first quarter of 2025/26, the charity aims to finalise its EDI plan, using evidence to target disparities for professionals. 

The three-year plan will introduce objectives for gender and race, anti-racism and registrant inclusion.

The charity has committed to “timely delivery” of the independent review’s 36 recommendations and will track employee feedback through consultation events and staff surveys.

The NMC will aim to improve its response to bullying, harassment and discrimination allegations, including implementing a zero tolerance of bullying stance.

The charity will also roll out a behaviour framework in line with its new values, the plan says.

Paul Rees, interim chief executive of the charity, said: “When I joined the NMC in January, I committed to delivering a clear vision and plan in March that would create a positive, empowering and inclusive culture for everyone. 

“I’m delighted that we’re now taking this plan forward, underpinned by a strong anti-racist ethos and a commitment to improve the regulatory experience for the public and nursing and midwifery professionals. ”

He added that he was grateful to the hundreds of NMC staff who attended engagement events and shared their views to help shape the plan.

“The culture transformation plan will be pivotal to successfully delivering our wider priorities as we work to win back the confidence of the public, nursing and midwifery professionals, stakeholders and employees,” said Rees.

The Charity Commission opened a compliance case into the charity in 2023, after claims of sexual misconduct and racist abuse were reported in the media. 

A spokesperson for the regulator said: “We have an ongoing compliance case into the Nursing and Midwifery Council and continue to monitor the steps being taken by the trustees to address concerns that have been raised about the charity.”