Striving to remove barriers that prevent us from building Vibrant, Diverse, Inclusive, Accessible Communities!
In early December, coinciding with the International Day of Persons with Disabilities, more than 300 Chief Executive Officers (CEOs) and executive suite (C-suite) leaders from over 25 countries convened in Tokyo for SYNC25, described as “the world’s first accountability summit” focused specifically on disability inclusion in business. The article reports a deliberate shift away from broad pledges and toward measurable action, with commitments put to the test. Problems identified include inaccessible hiring processes, slow and bureaucratic workplace adjustments, lack of reliable disability workforce data, and consulting people with disabilities too late, or not at all.
According to the article, “what stood out most was the honesty.” Leaders “stopped polishing their stories,” were candid about “what was failing,” and acknowledged they had overcomplicated disability inclusion. The article emphasizes treating people with disabilities like people and points to practical actions discussed at the summit: listening when employees explain what they need to do their jobs, making adjustments simple and stigma-free, and designing products, services, and workplaces inclusively from the outset rather than retrofitting later.
SYNC25 was structured around three “Synchronised Collective Actions”: Leadership (put disability on the agenda at the highest levels), Reporting (tackle the disability data gap to enable accountability), and Representation (ensure people with disabilities are authentically involved at every stage). Sessions explored inclusive design, assistive-technology integration, workforce-data measurement, and the role of the Employee Resource Group (ERG). Each organization was asked to fix one concrete barrier now and return with evidence of what changed.
The article also describes the inaugural “Nothing Without Us Awards,” recognizing authentic disability representation in commercial marketing, with early results reported: an estimated £23:£1 return on investment and 83% correct brand identification. SYNC25 launched a ten-year commitment to measurable progress through SYNC27 and beyond, with expectations for continued reporting, sharing learnings, and holding one another accountable.
Read the Full Article: What CEOs Are Learning About Disability Inclusion At Work.
By: Keely Cat-Wells
