Recruitment adjustments get you through the selection process.
Workplace adjustments help you do the job after you start.
They are connected, but they are not the same thing.
Some NSW Government agencies use workplace adjustment passports. The idea is simple: once your adjustments are documented, you do not have to re-explain everything from scratch every time your manager, role or workplace changes.
What might go into a passport
Depending on the agency, a workplace adjustment passport may record:
- equipment
- assistive technology
- flexible working arrangements
- communication preferences
- workspace adjustments
- sensory needs
- meeting adjustments
- start and finish arrangements
- agreed support practices.
Why this matters after recruitment
Some candidates worry that asking for recruitment adjustments will create problems later.
The better way to think about it is this: recruitment is one stage. Onboarding is another.
If you are the preferred candidate, you may need to discuss what helps you perform the inherent requirements of the role safely and effectively.
That conversation should be practical, not dramatic.
Takeaway
Winning the role does not mean you suddenly stop needing support.
It means the conversation moves from "how do I participate fairly in recruitment?" to "what do I need to perform well in the role?"
That is a normal part of inclusive employment.
Useful next steps
If this topic is relevant to your application, these related Team 3Thirty guides are the best places to go next:
- chronic illness recruitment adjustments
- disability disclosure in government applications
- reasonable adjustments for government recruitment
Useful resources
These official resources are worth checking if you need the source guidance behind the adjustment examples: