From the Playbook: How ASA is creating inclusive recruitment

When traditional recruitment excludes talent, Australian Spatial Analytics (ASA) redesigned the system. Since 2020, ASA has created geospatial and digital engineering careers for more than 200 young neurodivergent people — a group that faces unemployment rates of up to 34%. Today, ASA employs over 60 people, with around 80% identifying as neurodivergent, primarily autistic.

ASA’s journey begins with sharing roles that include Easy Read job descriptions, simple language, and focus on transferable skills, attitude, and aptitude rather than formal qualifications. Candidates receive “day in the life” overviews, and can watch short videos, to clearly understand the workplace, daily tasks, and culture. This makes it easier for candidates to assess if the role is right for them and reduces anxiety about applying.

Before interviews, candidates receive questions 48 hours in advance. Interviews explore their activities, interests, and support needs, rather than only standard competency-based questions. The interview panel include current employees, creating a supportive, peer-based environment, and assistive technology is provided when required. This approach allows candidates to focus on demonstrating their strengths in a psychologically safe setting.

After interviews, communication is clear and timely. Candidates are informed of immediate hiring decisions or waitlist status. They are provided with clear next steps and optional Q&A sessions. This ensures candidates feel respected and supported throughout the recruitment process.

ASA’s recruitment approach demonstrates that accessible, structured, and supportive recruitment do not lower standards. By removing hidden requirements, they ensure young neurodivergent people can participate, succeed, and thrive in meaningful careers.