CPD That Challenges Racism: How the New Code Changes What Counts

Published 26 July 2026 · Updated 26 July 2026

The NMC's new draft Code will require nurses, midwives, and nursing associates to actively challenge discrimination as part of their professional duty. That means your CPD choices need to reflect equity, diversity, and inclusion — and you need to be able to evidence it.

The NMC's news release from 21 July 2026 puts it plainly. The new Code will expressly set out "the expectations of all nursing and midwifery professionals to recognise, challenge and disrupt all forms of bias, stigma and discrimination, including racism."

  What's new: The Code will set an explicit expectation that you recognise, challenge and disrupt bias, stigma, and discrimination including racism. This goes further than the current Code's general equality requirements. Your CPD and reflective accounts should reflect this.

What EDI competence means for your CPD

Your 35 hours of CPD every three years already need to be relevant to your scope of practice. When the new Code takes effect in October 2027, you will also need to show that your learning addresses equity and inclusion.

This does not mean all 35 hours have to be EDI-focused. It does mean your CPD portfolio should include learning that demonstrates your commitment to challenging discrimination and providing equitable care.

Source: NMC official news release, 21 July 2026

Examples of CPD that meet this requirement

EDI-focused CPD can take many forms, and the best choices will link directly to your practice:

Cultural competence training. Courses on providing care to diverse patient populations, understanding cultural differences in health beliefs, and adapting communication styles.
Anti-racism workshops. Structured training on recognising and challenging racism in healthcare settings, both in patient care and in team dynamics.
Health inequalities learning. Understanding how social determinants of health affect your patient population and what you can do in your role to address them.
Unconscious bias training. Reflecting on your own biases and how they might affect clinical decisions, patient interactions, and team relationships.
LGBTQ+ healthcare. Training on inclusive care for LGBTQ+ patients, including specific health needs and communication best practice.
Disability awareness. Learning about accessible communication, reasonable adjustments, and inclusive care for patients with disabilities.

How to evidence EDI learning in your portfolio

Your reflective accounts are where EDI learning comes to life. A CPD certificate alone does not show that you have reflected on how the learning changes your practice.

When you write a reflective account on an EDI-focused CPD activity, consider these questions:

What did I learn about the experiences of patients or colleagues from different backgrounds? How has this changed my awareness of bias in my own practice? What will I do differently as a result? How does this connect to the new Code standard on challenging discrimination?

The NMC is likely to look for evidence that your EDI learning has translated into changed practice, not just that you attended a course.

This is not new paperwork

If you are already doing EDI-related CPD, you are ahead of the requirement. The change is that the Code will explicitly expect it, making it harder to ignore. If you have not included EDI learning in your current cycle, the new Code is a clear signal to start.

Revalidation Copilot lets you categorise and tag CPD by Code theme, including EDI. Voice-reflect on what you learned, and everything stays organised.

Free to start on iOS and Android.

Get started at revalidationaicopilot.co.uk

Where to read more

NMC-validated content. This article is based on official NMC publications published July 2026. All factual claims are sourced directly from NMC publications or independently verified. Sources listed above.

Revalidation Copilot is produced by Beemal Innovation Ltd. We are not affiliated with or endorsed by the Nursing and Midwifery Council.