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At the Department of Communities and Justice (DCJ), we are committed to providing adjustments for our recruitment candidates with disability to remove barriers and provide equal access to job opportunities, and career development and learning opportunities.
These adjustments include accessibility adjustments in all of our recruitment stages to ensure everyone has an equal opportunity to demonstrate their knowledge, capability and experience. We also provide workplace adjustments after winning a role to ensure everyone can achieve their full potential.
An adjustment means a change to an assessment, work process, practice, procedure or environment. If you have a disability and you’re applying for a role with DCJ, an adjustment can help you participate in the recruitment process to the best of your ability. An adjustment can help you to:
If you’re successful in gaining a role, we encourage you to talk to your hiring manager about any adjustments you may need to perform your role to the best of your ability.
We used to refer to them as ‘reasonable adjustments’ but updated the term to make clear its relationship with work.
DCJ is committed to providing adjustments throughout the recruitment process, and these can be at any stage of your recruitment (whether making your application or during any part of the assessment process). We provide adjustments for disabilities that challenge physical and/or mental health.
There are many types of adjustments. The following are just a few examples you can ask about:
As a person with disability, you will know your needs best. Contact the listed recruitment contact at any time to ask questions or seek help, even at application stage.
If you’re shortlisted, we recommend that you ask your recruiter about the type of assessments you might have in this process and the way they work. If you think any of them are likely to present a difficulty, just ask to adjust an aspect, or ask to use a different assessment type or format completely. Your discussion with your recruiter will be completely confidential and not disadvantage you.
Hiring managers will only learn the relevant details of the recruitment adjustment itself. Talk with your recruiter and we will find an alternative approach that helps you to participate equitably.
You do not need to ‘prove’ you have a disability to ask for any adjustments. The process we use is to test the inherent requirements of the role and everyone must meet this same standard; but how we test you can be changed any which way to help you best demonstrate what makes you right for the role.
You can request an adjustment at any stage of the recruitment process.
Contact the Talent Acquisition team if the application process itself is challenging. You will find contact information at the bottom of the role advertisement under ‘Our Commitment to Diversity and Inclusion’.
If you are unable to locate this information, please use the ‘Contact us’ page on the DCJ Careers website.
If you would benefit from an adjustment in the next stage as well, let us know as part of completing your application.
If you progress through the application stage, the Talent Acquisition team will contact you to explain the process and the type of assessments used. They will also ask if you require any adjustments for the assessment and/or interview stages. If you’re not sure, it is a good idea to discuss the assessment in more depth to understand it and help you know what could be challenging for you.
If you have been advised that you are the preferred candidate following all of the assessment, there will be a few pre-employment checks to work at DCJ to complete before we can make a formal offer. These can include:
After these are successfully completed, the Talent Acquisition team will issue you a formal letter of offer. If you prefer this to be sent in a specific format, you can request this from the Talent Acquisition representative.
After you accept your offer, the Hiring Manager will contact you to congratulate you and discuss details for your first day. You are encouraged to discuss and/or share any ongoing adjustments you will need to perform your role with your new manager. These adjustments can be your equipment, your work space or a flexible working arrangement like your start and finish times. Early notice means we can try to have it all in place for the day you’re welcomed in to join us.
Finally, as part of the onboarding process, DCJ will prepare your IT system, payroll and building access. At this stage you can also share any adjustment requirements you will need to perform the role.
You will also be asked to provide certain details to set you up for success for your first day with us. This will include information around your bank details, your workplace census information and your preferred superannuation fund.
Please see the following for advice and support about workplace adjustments:
06 May 2022
We acknowledge Aboriginal people as the First Nations Peoples of NSW and pay our respects to Elders past, present, and future.
Informed by lessons of the past, Department of Communities and Justice is improving how we work with Aboriginal people and communities. We listen and learn from the knowledge, strength and resilience of Stolen Generations Survivors, Aboriginal Elders and Aboriginal communities.
You can access our apology to the Stolen Generations.