The Swiss context
- 1.8 million people with disability in Switzerland
- 22% of active workers have a declared or undeclared disability
- LHand law 2004: prohibits discrimination
- IV: federal insurance that finances integration
- Professional insertion: displayed Confederation priority
Disability insurance (IV)
IV finances:
- Integration measures: training, internships, coaching
- Reconversion: if current trade no longer compatible
- Technical aids: adapted equipment, assistance software
- Trial placement: 90-180 days in company
- Initial allowance during training
- Partial pension if lasting incapacity
Inclusive employers
Confederation: must recruit at least 0.8% of people with disability in federal civil service. Several offices above quota.
Engaged large companies:
- Migros, Coop: inclusion programs
- Swisscom: Disability Inclusion strategy
- SBB: strong Diversity and Inclusion
- Roche, Novartis: Diversity Equity Inclusion (DEI)
- UBS, Credit Suisse / UBS post-merger: employability programs
Initiatives: Compétences Compétitions, Valida, Insertion Plus
Possible adaptations
An employer must reasonably adapt the role:
- Schedule adjustments (therapeutic part-time, remote work)
- Ergonomic adjustments (chair, desk height, adapted screen)
- Assistance software (JAWS screen reader, voice dictation)
- Physical accessibility (ramps, elevators, parking)
- Hierarchical support: team awareness
IV can finance up to 80% of these adaptations.
Practical procedures
To start:
- IV registration in your canton — start of any file
- Work capacity assessment by IV or medical advisor
- Integration plan: training, accompaniment, placement
- Specialised employment coaching: ProInfirmis, Carrefour Handicap, Insertion Plus
To apply:
- Mention or not the disability in CV: personal choice
- At interview: pragmatic approach ("here are the adaptations I would need")
- LHand law: protection against discrimination, possible recourse
- Association network: for testimonies and advice
Salaries and conditions
For equivalent role, same salaries as colleagues without disability (law). In practice, gaps exist because of:
- Imposed part-time roles (career impact)
- Invisible ceiling in some functions
- But: strong legal protection in case of dismissal
Tips
- Be proactive on necessary adaptations
- Document your skills through concrete experiences
- Choose inclusive sectors: tech, public, consulting, more advanced than others
- Networking: Pro Infirmis, Procap, ASRIMM type associations
- Mentor with disability: proof of possibility, valuable support
