Do employers’ equality certifications improve equality outcomes? An assessment of the United Kingdom's Two Ticks and Disability Confident schemes

Abstract

This article contributes to debates on equality, diversity and inclusion by exploring the efficacy of employers’ equality certifications, focusing on the UK government's Two Ticks and Disability Confident certifications. In Study 1, using data on Two Ticks certification matched into the nationally representative Workplace Employment Relations Study 2011, we found the adoption of disability equality policies and practices, the prevalence of disabled people in the workforce and disabled people's experience of work were no better in Two Ticks than in non‐Two Ticks workplaces. In Study 2, using Department for Work and Pensions data on Disability Confident certification matched into WorkL 2021–2023 data (the world's largest employee experience database), we found that the proportion of the workforce that is disabled is no higher in Disability Confident Level 1 ‘Committed’ organisations and Level 3 ‘Leader’ organisations than in non‐Disability Confident organisations. While the proportion of the workforce that is disabled is higher in Disability Confident Level 2 ‘Employer’ organisations than in non‐Disability Confident organisations, just 22 per cent of Disability Confident organisations are at this level. Disabled people's experience of work was no better in Disability Confident than in non‐Disability Confident organisations. Our findings therefore question the efficacy of these employers’ equality certifications.