Finding the right job starts with finding the right employer, one that understands your needs and values your contribution. Here’s how to identify disability inclusive employers:

• Check for Accessibility Statements
  Look for signs that the employer has clear policies on inclusion, accessibility, or diversity. These are often listed on their website.
• Look for Recognised Programs
  Employers that are part of initiatives like the Australian Network on Disability or who hold a Disability Confident Recruiter badge are actively working to improve access and support.
• Read Job Ads Carefully
  Inclusive job ads use plain language and mention reasonable adjustments or flexible working options. That’s a good sign that the employer is open and supportive.
• Use Trusted Support Services
  TURSA helps match job seekers with inclusive employers across a range of industries. We only work with businesses that are ready to provide fair opportunities and workplace support.

Not every inclusive employer will have a badge or a program, but the signs are there – clear communication, respect for individual needs, and a willingness to listen and adjust. If you’re unsure, TURSA can help you identify and connect with employers who are the right fit.

If you’re ready to find a job but don’t know where to start, there are services that can help. These programs are free and focus on giving you the tools and support you need to succeed at work.

Support may include:

• Help with job applications – Writing resumes and cover letters that reflect your skills and goals
• Interview coaching – Practising how to talk about your experience with confidence and honesty
• Training and upskilling – Gaining qualifications or learning new skills to boost your chances
• Assistance with documents – Help sorting out IDs, licences, or paperwork needed to start work
• Connections to employers – Access to jobs with businesses open to hiring people with a criminal record
• Ongoing support – Someone to check in with you once you’re working, offering help when needed

You don’t have to do it all on your own. These services are built to support you and give you a fair chance at finding stable, meaningful work.

Having a disability doesn’t mean you’re limited to certain jobs or industries. Your career path should reflect your strengths, interests, and goals, just like anyone else’s.

There are inclusive employers in many fields, offering a wide range of roles. Some examples include:

• Retail and customer service – Shops, supermarkets, and call centres
• Office and admin – Reception, data entry, and support roles
• Hospitality – Cafés, restaurants, or cleaning services
• Warehousing and logistics – Packing, organising, or delivery work
• Technology and remote work – IT support, marketing, or content roles

You don’t have to fit into one type of job. With the right support, you can explore different options and choose work that suits your life.

When applying for factory or manufacturing jobs, employers aren’t just looking at your experience. They want people who are reliable, safe, and ready to work.

Here’s what matters most:

Reliability

Showing up on time, every day, is one of the most important things. Employers need people they can count on to keep production running.

Safety Awareness

Factories can have hazards, so knowing and following safety rules is essential. Employers look for people who take care and follow instructions.

Positive Attitude

A good attitude can go a long way. Staying focused, being respectful, and showing that you’re keen to work make a strong impression.

Willingness to Learn

You may be asked to use new equipment or help in different parts of the factory. Being flexible and open to learning new tasks is a big plus.

Basic Job Readiness

Things like having a current resume, being presentable, and communicating clearly all help show that you’re ready to start work.

Licences or Certificates (where needed)

Some roles may require a forklift licence, a White Card, or safety training. If you don’t have these yet, support is available to help you get them.

Even if you’ve never worked in a factory before, many of these qualities come from everyday life. With guidance from TURSA, you can show employers that you’re ready to step in and do the job.

At TURSA, we do more than help you find a job, we support you in building a future you can be proud of. Whether you’re just starting out or getting back on track, our team is here to help you take steady, achievable steps.

We can support you with:

• One-on-one help to understand your goals and what matters to you
• Job search support and resume help
• Access to training and skill development through our RTO
• Disability Employment Services for participants who need extra support
• Ongoing guidance to help you stay on track

You don’t need to have all the answers. You just need someone in your corner who believes in your goals and knows how to help you reach them. That’s what we’re here for.

Let us help you find work that supports the life you want, whether that’s planning a dream holiday, supporting your family, or simply gaining confidence and freedom.

Finding the right job is easier with the right support. At TURSA, we work with you to understand your goals, strengths, and what matters most to your well-being. 

Our services are built to help you find more than just a job—we help you find the right fit. 

Here’s how we can support you: 

• One-on-one support: We create a personal job plan based on your needs and goals. 
• Resume and interview help: Get guidance to present your skills clearly and confidently. 
• Training and upskilling: Access short courses, licences, and accredited training to expand your options. 
• Local connections: We link you with trusted employers and community services. 
• Ongoing support: We stay with you after you start work, helping you adjust and stay on track. 

TURSA has over 30 years of experience supporting job seekers. We understand that the right job can change lives—and we’re here to help you find it.

If you’re unsure how to answer a question, asking for clarification can help you gain more context and buy extra time to think. It also shows that you’re engaged, thoughtful, and eager to understand the role’s requirements.

Why This Works

Interviewers sometimes phrase questions in a way that leaves room for interpretation. Seeking clarification can help you reframe the question in a way that aligns with your knowledge and experience. This also demonstrates strong communication skills and a proactive approach.

How to Ask for Clarification

If a question feels too broad or confusing, try responses like:

• “Could you clarify what aspect of this you’d like me to focus on?”
• “Are you looking for an example from my previous role or a general approach?”
• “Just to make sure I understand correctly, are you asking about [specific topic]?”

By prompting the interviewer to elaborate, you may find that you actually do know how to answer, you just needed a little more direction. Plus, taking this approach helps shift the focus from what you don’t know to how well you communicate and think critically.

Rejoining the workforce can feel overwhelming, but breaking the process down into small, manageable steps can make the transition smoother. Whether you’ve been out of work for months or years, these practical strategies can help you move forward with confidence.

Shift Your Mindset & Set Realistic Goals

• Acknowledge Your Strengths – Focus on the skills and experiences you have gained, even outside of traditional employment.
• Start Small – Returning to work doesn’t have to be immediate. Consider part-time roles, contract work, or volunteering to ease back in.
• Stay Positive – Long-term unemployment does not define your future. Each application and interview is a step toward success.

Refresh Your Resume & Online Presence

• Update Your Resume – Highlight transferable skills from past work, volunteering, or personal projects.
• Address Employment Gaps – Be honest but focus on what you have learned and how you are ready to contribute.

Update Your Skills & Gain Experience

• Consider Short Courses or Certifications – Upskilling can improve confidence and job prospects. Look for free or subsidised training programs.
• Explore Volunteer Work or Work Experience – These can fill employment gaps, provide references, and rebuild routine.
• Use Technology to Your Advantage – Becoming familiar with job search websites, online applications, and digital tools can make applying for jobs easier.

Use a Structured Job Search Approach

• Set a Routine – Treat job searching like a job, and dedicate time each day to applying, networking, and upskilling.
• Apply for a Range of Jobs – Consider roles that align with both current skills and new opportunities for growth.
• Use Support Services – TURSA offers resume help, interview coaching, and employer connections to make the job search easier.

Prepare for Interviews With Confidence

• Practice Common Questions – Be ready to talk about your experience, strengths, and how you’ve stayed productive during unemployment.
• Be Honest, but Focus on the Future – If asked about your employment gap, explain it briefly and redirect the conversation to your enthusiasm and readiness to work.
• Attend Interview Coaching – TURSA provides one-on-one support to help job seekers prepare for interviews with confidence.

Taking small, consistent steps will build momentum and bring you closer to employment. The key is to stay proactive, seek support, and keep moving forward.

Effectively supporting neurodivergent employees requires a combination of structural, cultural, and individual-level changes. Based on our experience of working with thousands of job seekers and employers over the years, here are some practical strategies that your organisation can implement to create a truly inclusive workplace.

1. Education and Awareness

Workplace education on neurodiversity should go beyond generic diversity training and focus on the specific needs, strengths, and challenges of neurodivergent employees.

How to Do It:

• Develop neurodiversity training for all employees. Include information on conditions like autism, ADHD, dyslexia, and dyspraxia. Focus on strengths as well as workplace challenges​.
• Train managers on inclusive leadership. Provide tools to help them adjust communication styles, offer accommodations, and support neurodivergent employees without bias​.
• Encourage senior leaders to share their experiences. When neurodivergent leaders or allies speak openly about neurodiversity, it fosters a culture of acceptance​.
• Use case studies and real-life examples. Highlight successful neurodivergent employees and how workplace adjustments have benefited them​.

2. Inclusive Hiring and Recruitment Practices

Traditional hiring practices often disadvantage neurodivergent candidates due to a reliance on social norms, rapid decision-making, and unstructured communication. Adjustments can make hiring more equitable.

How to Do It:

• Modify interviews:
  • Provide interview questions in advance to reduce anxiety and allow structured responses​.
  • Use skills-based or work-sample assessments instead of relying solely on conversational interviews​.
  • Allow for written responses or recorded answers instead of live questioning​.
• Clarify job descriptions. Avoid vague phrases like “must be a team player” or “excellent communication skills” unless essential. Focus on actual job tasks​.
• Partner with neurodivergent advocacy groups. Work with organisations like Autism Spectrum Australia or ADHD Australia to recruit candidates​.
• Adjust onboarding processes. Provide detailed, step-by-step guides on workplace expectations and available support​.

3. Workplace Adjustments and Accommodations

Simple workplace adjustments can significantly improve comfort, focus, and productivity for neurodivergent employees.

How to Do It:

• Create sensory-friendly environments:
  • Offer noise-cancelling headphones or quiet workspaces​.
  • Reduce fluorescent lighting or allow alternative desk lamps​.
  • Provide flexible seating arrangements (e.g., enclosed spaces, standing desks)​.
• Adjust communication styles:
  • Provide written instructions rather than verbal-only directions​.
  • Avoid figurative language or unclear expressions in workplace communication​.
  • Use bullet points, structured templates, and clear deadlines​.
• Support flexible working arrangements:
  • Offer remote work options for those who struggle with in-office distractions​.
  • Allow flexible start times to accommodate different energy levels throughout the day​.

4. Leadership and Organisational Commitment

Senior leaders must actively support neurodiversity initiatives, ensuring policies are integrated into business goals and not just diversity checkboxes.

How to Do It:

• Assign executive sponsors for neurodiversity programs. A senior leader should champion neurodivergent inclusion and ensure accountability​.
• Create a neurodiversity task force. Include neurodivergent employees in shaping workplace policies​.
• Embed neurodiversity in corporate diversity, equity, and inclusion (DEI) policies. Make neurodivergent hiring and retention part of broader diversity efforts​.
• Train managers to proactively support neurodivergent staff. Provide guidelines on flexible work arrangements, alternative communication methods, and structured feedback​.

5. Employee Support Networks and Mentorship

Neurodivergent employees benefit from structured support systems, including peer mentorship and employee resource groups (ERGs).

How to Do It:

• Create neurodiverse employee networks:
  • Establish peer-led support groups for neurodivergent employees​.
  • Provide dedicated funding and leadership backing for ERGs​.
• Develop mentorship programs:
  • Pair neurodivergent employees with experienced mentors who understand their needs​.
  • Allow reverse mentoring, where neurodivergent employees educate managers on best practices​.
• Encourage open dialogue. Host regular forums where neurodivergent employees can share challenges and solutions​.

6. Accessible Workplace Systems and Policies

HR policies, performance evaluations, and internal communications should be designed with neurodivergent employees in mind.

How to Do It:

• Revamp performance reviews:
  • Use clear, structured feedback rather than open-ended assessments​.
  • Allow alternative performance evaluation methods, such as written reports or self-assessments​.
• Improve HR system accessibility:
  • Ensure online portals, forms, and training materials are designed with neurodivergent users in mind (e.g., avoid complex navigation)​.
  • Provide assistive technologies like text-to-speech software for employees with dyslexia​.
• Redesign workplace policies for clarity:
  • Use plain language in company policies to avoid ambiguity​.
  • Offer multiple ways to report workplace issues, including written and verbal options​.
  • Implement structured workflows for requesting accommodations, ensuring employees know their options​.