| 10 November 2026
The 2026 Lord Mann review calls for urgent improvements in how the NHS recognises, prevents and responds to antisemitism and other forms of racism – including significant changes to mandatory Equality, Diversity and Human Rights (EDHR) training.
But what did the review recommend, and what should healthcare organisations consider when reviewing their approach to anti-racism training?
What is the Lord Mann review?
Published on 4 June 2026, the Lord Mann review is an independent review into antisemitism and other forms of racism in the NHS and healthcare regulatory system.
Commissioned by the Prime Minister and Secretary of State for Health and Social Care in October 2025, the review was led by Lord John Mann, the government’s independent adviser on antisemitism.
It examined how NHS employers and healthcare regulators identify, report and respond to racism and discrimination, with particular attention to the experiences of Jewish staff and patients.
The review emphasises that tackling antisemitism cannot happen in isolation, and that meaningful improvements must address racism more broadly across the healthcare system.
What did the Lord Mann review recommend?
The review sets out recommendations aimed at strengthening how the NHS prevents and addresses racism, including:
- Leadership and accountability: Clearer expectations for NHS leaders and stronger oversight of organisational performance.
- Reporting and investigation: More consistent processes for identifying, investigating and responding to discrimination.
- Workplace culture: Greater protection and support for staff and patients experiencing racism.
- Training and development: Improved anti-racism education, specialist-informed learning and stronger workforce capability.
The government’s response confirms support for the recommendations, with commitments to implement those directed at the Department of Health and Social Care and NHS England.
What does Recommendation 32 say about mandatory EDHR training?
Recommendation 32 is particularly significant for NHS workforce development and learning teams.
It calls for urgent improvements to the NHS mandatory Equality, Diversity and Human Rights (EDHR) training module, which the review identifies as being accessed by approximately 1.5 million people.
Specifically, it recommends:
- Updating training to include quality-assured content on antisemitism and anti-Muslim hostility.
- Consulting subject matter experts during content development and review.
- Requiring staff to complete updated training promptly, rather than waiting for their usual three-year refresher cycle.
The review also calls for these requirements to be reflected in the framework replacing existing mandatory training arrangements.
This represents a clear expectation that EDHR training should remain relevant, informed by specialist expertise and responsive to emerging workforce needs.
What does the Lord Mann review mean for healthcare organisations?
For NHS employers, the review reinforces the importance of examining whether existing approaches to EDHR and anti-racism training adequately prepare staff to recognise and respond to discrimination.
Healthcare leaders, HR and learning teams should consider:
- Training content: Does current learning adequately address antisemitism, anti-Muslim hostility and other forms of racism?
- Learning quality: Is training informed by relevant expertise and grounded in realistic healthcare situations?
- Reporting and accountability: Do staff understand how to recognise, report and respond to discriminatory behaviour?
- Workplace culture: Are organisational policies, leadership behaviours and training working together to support meaningful change?
NHS England has also set out actions for NHS leaders, including workforce training, improved accountability and stronger organisational approaches to anti-racism.
Although the review’s NHS-specific recommendations principally concern the NHS in England, its wider themes are just as relevant to healthcare organisations seeking to strengthen inclusive practice and protect staff and patients.
Why effective anti-racism training needs to go beyond awareness
Understanding legislation, definitions and organisational policies is important. But recognising how racism manifests in everyday healthcare situations often requires more nuanced understanding.
Discrimination may involve assumptions, stereotypes, unequal treatment or behaviours that become normalised within workplace culture.
Effective learning should help staff recognise these complexities, consider different perspectives and apply their understanding in practice.
The Lord Mann review highlights the value of sustained, specialist-informed learning that develops knowledge and capability rather than relying solely on information transfer.
Training alone cannot prevent racism. But meaningful learning, supported by appropriate leadership, reporting processes and organisational action, can contribute to safer, more inclusive workplaces.
How Skills for Health is responding
As the UK’s Sector Skills Council for Health, Skills for Health has taken a considered approach to refreshing its Equality, Diversity and Human Rights (EDHR) eLearning suite.
Developed with specialist input, including contributions from the Jewish Medical Association UK, British Islamic Medical Association and Stand Against Racism and Inequality (SARI), the learning reflects the complexities of discrimination and inclusive practice in healthcare.
Rather than treating related issues in isolation, our redesigned suite connects essential knowledge with realistic healthcare scenarios, encouraging reflection, practical judgement and the confidence to respond appropriately.
The suite brings together three courses:
Anti-Racism – exploring how racism manifests in healthcare, including anti-Black racism, antisemitism and anti-Muslim hostility.
EDHR: Core Practice – connecting equality, diversity and human rights principles with health inequalities and inclusive practice.
Sexual Harassment Prevention – examining workplace risks, professional boundaries and the influence of power dynamics and organisational culture.
Three courses. One connected EDHR learning suite.
Available individually or as a complete suite, the learning is designed to help healthcare staff move beyond awareness towards meaningful understanding and practical application.