In short
The NMBA Code asks nurses to treat people with dignity and respect, provide culturally safe and non-discriminatory care, and treat colleagues respectfully too. Concerns arise where a person felt disrespected, discriminated against, or where care was not culturally safe, and also where a colleague was bullied or harassed. Cultural safety is defined by the person receiving care, not by the nurse. If a dignity or discrimination complaint is made, reflect honestly on the other person's experience and evidence a genuine change.
What do dignity and non-discrimination mean for nurses?
They mean treating every person with respect and providing care free from discrimination, whatever a person's background.
The NMBA Code of conduct for nurses is built around person-centred, respectful and culturally safe practice. Nurses are expected to respect the dignity, culture, values and beliefs of the people they care for, and to provide care that does not discriminate. Dignity is not a soft extra, it is a professional obligation that goes to the heart of safe, ethical care. For the wider process, see our guide to what happens after a notification to the NMBA.
These concerns can feel harder to grasp than a clinical error, because they are about tone, respect and fairness rather than a single mistake. But they are taken just as seriously, precisely because a person who feels disrespected or discriminated against experiences that as part of their care. A nurse who understands this, and who treats dignity as a measurable part of good practice rather than an afterthought, is far less likely to have a concern raised in the first place.
Who is dignity owed to?
Both the people in your care and your colleagues, and concerns can arise about either.
Patients
- Respectful, non-judgemental care
- Privacy and dignity in intimate care
- Culturally safe treatment
- No discrimination on any ground
Colleagues
- Respectful professional relationships
- No bullying or harassment
- No discrimination in the workplace
- Supporting a safe team culture
Practitioners sometimes assume notifications only concern patient care, but conduct towards colleagues, including bullying and harassment, can also be the subject of a notification.
What counts as a discrimination concern?
Treating a person less favourably, or providing lesser care, because of a personal attribute.
Discrimination concerns arise where a person is treated differently or disrespectfully because of who they are, rather than on the basis of their clinical needs. Attributes that should never affect the care or respect a person receives include:
Discrimination can be overt, such as a refusal or a hostile comment, or subtle, such as dismissiveness, assumptions, or a lower standard of attention. Both can form the basis of a concern.
Why does cultural safety matter?
Because cultural safety is defined by the person receiving care, a nurse's good intentions are not enough on their own.
The code expects nurses to engage with people in a culturally safe and respectful way. Cultural safety is judged by whether the person feels safe, respected and understood, which means it is their experience that counts, not the nurse's intention. For Aboriginal and Torres Strait Islander peoples in particular, culturally safe care is central to equitable health outcomes. Failing to provide culturally safe care, using no interpreter where one is needed, or dismissing a person's cultural needs can all be dignity concerns.
Can I be reported for how I treat colleagues?
Yes. Bullying, harassment or discrimination towards colleagues is a conduct concern that can lead to a notification.
The obligation to act with respect and integrity extends to the workplace. Bullying, harassment, intimidation or discrimination against colleagues, students or others undermines a safe team culture and safe patient care, and it can be the subject of a notification in its own right. This is an area practitioners often overlook, assuming only patient-facing conduct is regulated. Treating colleagues with the same respect you owe patients protects both them and you.
Can I decline to provide care on the basis of my own beliefs?
You may hold a conscientious objection, but it must never compromise a person's care, access to treatment, or dignity.
Nurses have their own values and beliefs, and the code recognises that a nurse may conscientiously object to providing a particular kind of care. That right has firm limits. A conscientious objection cannot be used to discriminate against a person, to impede their access to care, or to abandon them, especially in an emergency. Where you hold an objection, you are expected to make it known appropriately, not to impose your views on the person, and to ensure their care continues, for example by arranging another practitioner. Handled this way, a personal belief and a person's right to safe, non-discriminatory care can coexist. Used to refuse or delay care for someone because of who they are, it becomes a discrimination concern.
How should you respond to a dignity or discrimination complaint?
Reflect genuinely on the other person's experience, avoid a defensive reaction, and evidence a real change.
These concerns are rarely resolved by insisting you did not mean any harm. Prepare a reflective account that shows you understand how your conduct affected the person or colleague, and what you have learned about dignity, cultural safety or respectful behaviour. Back it with remediation such as targeted CPD and a concrete change to how you practise or treat others. For serious matters, take advice from your indemnity insurer.
Illustrative example
The concern: A person from a particular background felt dismissed and spoken to disrespectfully during their care, and raised a dignity concern.
Acknowledge: The nurse recognises that, whatever was intended, the person felt disrespected and not culturally safe, and that this fell short of the standard.
Reflection: They reflect honestly on assumptions and communication that contributed, without minimising the person's experience.
Remediation: They complete CPD on dignity and non-discrimination and cultural safety, and change how they check understanding and involve people in their care.
How can CPD help with a dignity concern?
Targeted CPD on dignity, non-discrimination and cultural safety gives dated evidence that you understand the standard and have changed your practice.
Dignity concerns turn on awareness and behaviour, so structured learning is especially relevant. CPD on dignity and non-discrimination, aligned with your CPD registration standard, helps you understand how respectful, culturally safe care works in practice, and evidences that understanding for your response. Paired with a reflective account that centres the other person's experience, it directly addresses the concern. Browse the full range of CPD for nurses and midwives.
Matched to dignity concerns
Courses for a dignity or discrimination notification
Structured CPD chosen for dignity, non-discrimination and respectful workplace concerns, to help you evidence remediation. Independent CPD you can use as evidence of remediation.
Ensuring Dignity and Non-Discrimination as Healthcare Professionals
- Directly targets the dignity concern
- Understand respectful, non-discriminatory care
- Evidence your understanding for the Board
Ensuring Teamwork and Collaboration for Healthcare Professionals
- Address respectful colleague relationships
- Support a safe team culture
- Evidence change after a workplace concern
Ethics and Ethical Standards for Nurses and Midwives
- Ground respect and fairness in ethics
- Understand the person-centred standard
- Show the reasoning a Board looks for
How to Deal With a Notification or Investigation
- Understand each stage of the NMBA process
- Know what to do, and what to avoid, early
- Respond calmly and well prepared
Official sources
Frequently asked questions
Can a nurse be reported for being disrespectful?
Yes. The NMBA Code requires respectful, person-centred care. A person who felt disrespected, dismissed or discriminated against can raise a dignity concern, which is assessed like any other notification against the standard.
What counts as discrimination in nursing?
Treating a person less favourably, or providing lesser care, because of an attribute such as age, race, disability, sex, gender identity, sexual orientation or religion, rather than on the basis of their clinical needs.
What is cultural safety?
Care that leaves the person feeling safe, respected and understood, as judged by them rather than by the nurse. It is central to equitable care, particularly for Aboriginal and Torres Strait Islander peoples.
Can I be reported for how I treat colleagues?
Yes. Bullying, harassment or discrimination towards colleagues, students or others can be the subject of a notification in its own right. The obligation to act with respect and integrity extends to the workplace, not only patient care.
What if I did not mean any disrespect?
Dignity concerns are about how the other person experienced your conduct, so intent alone is not the answer. Acknowledging their experience honestly, and showing what you have changed, demonstrates far more insight than defending what you meant.
Can I keep working during a dignity notification?
Usually yes. Most nurses keep working while a dignity or discrimination matter is assessed. Your registration is only restricted if the Board takes immediate action, used in a small number of higher risk matters after a show cause process.
How should I respond to a discrimination complaint?
Reflect genuinely on the person's experience rather than reacting defensively, and evidence a real change. A reflective account plus targeted CPD on dignity, non-discrimination and cultural safety directly addresses the concern.
Does CPD help with a dignity notification?
Yes. CPD on dignity, non-discrimination and cultural safety, aligned with your CPD registration standard, gives dated evidence that you understand the standard and have changed your practice. It never guarantees an outcome, but it directly addresses the concern.
Dr Richard
Course Facilitator
A practising clinician with over 21 years of experience and postgraduate training in healthcare law and ethics, so every course reflects both clinical reality and Australian regulatory standards.
Written and reviewed by Dr Richard. Last reviewed . Read full profile
AHPRA Courses is an independent training provider. Our courses are structured CPD that practitioners can use as evidence of remediation. We are not affiliated with, endorsed by, or acting on behalf of Ahpra, the Nursing and Midwifery Board of Australia, or any other regulator. Courses provide evidence of remediation and do not determine the outcome of any matter. This article is general information, not legal advice. If you have received a notification, seek advice from your professional indemnity insurer or a health law solicitor.