Privacy Policy

Neuro-Inclusive Recruiting is operated by the Autism Association of South Australia ACN 164 545 215 (Autism SA, we, us, our).

Autism SA’s Privacy Policy is available at https://autismsa.org.au/privacy-policy1/. That Privacy Policy sets out the manner in which Autism SA collects, uses, holds and discloses personal information about individuals, including users of Neuro-Inclusive Recruiting (Users).

This Notice addresses the collection, use and disclosure of personal information by Autism SA.

Personal information

We collect personal information from Users in a variety of ways, including, but not limited to, when Users sign up for newsletter to Neuro-Inclusive Recruiting, and information about how Users use Neuro-Inclusive Recruiting .

We also collect your personal information through our use of cookies. A cookie is a small text file stored in your computer’s memory or on your hard disk for a pre-defined period of time. We use cookies to identify specific machines in order to collect aggregate information on how visitors experience the Website. This information will help to better adapt the Website to suit personal requirements.

While cookies allow a computer to be identified, they do not contain personal information about a specific individual. For information on cookie settings of your internet browser, please refer to your browser’s manual.

How we use collected information

We may use and disclose Users’ personal information for the following purposes:

Accounts and Billing
We collect and use personal information if you access the Neuro-Inclusive Recruiting shop feature, and arrange payment of associated fees (if any).

To improve customer service
Information you provide helps us respond to your customer service requests and support needs more efficiently.

To personalise user experience
We may use information to personalise your use of Neuro-Inclusive Recruiting experience.

To send periodic emails
We may use User email addresses to send Users information and updates pertaining to their order. User email addresses may also be used to respond to User inquiries, questions, or other requests.

We may also use and disclose personal information for other purposes as outlined in our Privacy Policy, or where we are required to do so by law.

In addition, we may use and disclose anonymised or aggregated information, which does not personally identify you, for any other purpose, including to create marketing statistics, identify user demands and assist in meeting customer needs generally.

Third party websites

Users may find advertising or other content in Neuro-Inclusive Recruiting that link to the websites and services of our partners, suppliers, advertisers, sponsors, licensors and other third parties that are not affiliated with us. We do not control the content or links that appear on these websites and are not responsible for the practices employed by websites linked to or from Neuro-Inclusive Recruiting. We are not responsible for examining or evaluating the content or accuracy and we do not warrant and will not have any liability or responsibility for any third-party materials or websites, or for any other materials, products, or Services of third parties. In addition, these websites or services, including their content and links, may be constantly changing. These websites and services may have their own privacy policies and customer service policies. Browsing and interaction on any other website is subject to that website’s own terms and policies.

Access to and correction of personal information

Our Privacy Policy contains information about how you may access any personal information we hold about you, and seek the correction of such information if necessary.

Changes to this Privacy Notice and Privacy Policy

Autism SA endeavours to keep its documentation up-to-date and has the discretion to update this Privacy Notice and its Privacy Policy at any time. We encourage Users to frequently check this page and the Privacy Policy for any changes.

Complaints

If you are not satisfied with the manner in which Autism SA handles your personal information, our Privacy Policy contains information about how you can make a complaint, and how we will handle such complaint.

“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”