DisAbility Confidence Day Switzerland 2025 - Turning Inclusion into Impact

The second half of the program was dedicated to showcasing diverse perspectives and sparking inspiration. Words of welcome by Wolfgang Kowatsch, Co-Founder of myAbility, and Andreas Hostettler, Member of the Cantonal Executive Council of Zug and Head of the Department of the Interior set the tone. 

Afterwards, the format Swiss Spotlights showcased innovative inclusion projects from Benno Stäheli (CEO, Conclood), Madeleine von Arx (Managing Director, Compasso) and Bruno Barth (President, Special Olympics Winter Games 2029). Each presentation offered a unique glimpse into how Swiss organizations embed inclusion into everyday business. 

Under the tagline “The Three I’s: Initiative – Inspiration – Inclusion,” two powerful short keynotes followed: Jonas Staub (Founder, Blindspot) shared how inclusion sparks innovation in the hospitality industry and beyond while Kamila Ciok (alumna, myAbility Talent Program and Founder of Alimuradova Organisation) emphasized how personal initiative can transform systems in a heartfelt and very personal speech: “Inclusive leadership means leading before it feels safe. It means having the courage to move ahead even if the path is unclear. It is finding a way to make everyone thrive exactly as they are." 

The program conculded with a high-level business panel featuring Robin Errico (Chief Risk Officer & Inclusive Chair, EY), Manuel Meister (Managing Director, Accenture) and Garima Srivastava (Vice President HR - Head of Talent Acquisition for Global Portfolio Division, Takeda). Together, they explored what inclusive leadership truly means in daily business life: combining strategy, authenticity and accountability. 

Hot Takes from the Inclusive Leadership Panel 

• Leaders love inclusion until it challenges how they lead. 
• You can't be an inclusive leader if your calender has no time to listen. 
• The biggest barrier to inclusion is not ignorance, it's convenience. 

Learning from Mistakes and Measuring Success  

One of the first sessions “Now that didn’t go so well – learning from past inclusion mishaps,” highlighted that biases are never an excuse for the lack of inclusion, accessibility or inequality in career paths. Participants explored how openness and the courage to admit mistakes can lead to more inclusive workplaces.  

In “From data to action – measuring inclusion as part of employee wellbeing,” experts reminded attendees that you can only manage what you can measure. Inclusion data already exists within organizations. The key is to connect the dots between it, interpret it, and use it to shape sustainable inclusion strategies.
 

Digital Accessibility as a Standard  

Digital accessibility took center stage in a session on the European Accessibility Act and its impact on the Swiss economy. It was clearly demonstrated that building internal awareness and involving people with disabilities early in development helps create truly inclusive digital experiences.
 

Practical Insights for Inclusive Hiring  

For inclusive hiring, you don’t need to have all the answers upfront. The session “Dos and Don’ts in Inclusive Hiring” encouraged HR teams to ask, learn, and adapt together with candidates. Authenticity, transparency, and collaboration were named as key success factors.
 

Embracing Neurodiversity & Creating Long-Term Impact  

In “Neuro-inclusion in the business world,” participants learned that every neurodivergent person experiences barriers differently. The main takeaway: assuming competence and providing clear communication and structure can open new paths for creativity, productivity, and belonging. 

The session “Inclusion strategies – Best practices for long-term impact “ made clear that successful inclusion grows across three levels: culture, structure, and action, anchored by clear goals, measurable KPIs, and leadership accountability.