Disclosing 'Sensitive' Information

Resources and Links

NESA Staff Member Shirley Fisher 150x150 - Toolkit Disclosing Sensitive Information

“The Department of Education, Skills and Employment’s (DESE) Learning Centre has an Information Exchange and Privacy e-learning module. It’s a good module to do and includes an exercise that will take you to the Office of the Information Commissioner web page. You’ll learn about personal, sensitive and protected information – it’s important to know what these things are and how you can use them.”

<Visit the Learning Centre>

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“Here’s a link to the  jobactive Guidelines in the Provider Portal – that’s where you’ll find the Department of Education, Skills and Employment’s (DESE) Privacy Guideline. It covers all of the Department’s programs.  It covers the disclosure of  information to Activity hosts including Work for the Dole Hosts. The DES Privacy Guideline is with the DES Guidelines.

You’ll find Privacy Guidelines for each program in the Operational Guidance section for that program.

Other Privacy Guidelines:

Parents Next


CDP (see CDP Operational Guidance)


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“Want to learn more? The Toolkit brings you the very best from NESA and around the web. NESA’s Professional Development programme brings you the very best in industry training. We run courses in many of the topics you’re looking at today, including Mental Health First Aid and Managing Challenging Jobseeker Behaviours. Click to see what’s coming up.”

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Damien Opolski BW circle 150x150 - Toolkit Disclosing Sensitive Information

“This paper focuses on disclosure of information to employers.  I think most employment consultants would agree that issues around the disclosure of job seeker information to an employer are among the more sensitive aspects of the job.  Privacy law defines ‘sensitive information’ to include disability and criminal record.  When thinking about referring a job seeker to a job, you’ll be considering your responsibilities to your job seeker as well as your duty of care to your employer. This paper is based on my own experiences and research.  In all cases, the fundamental question is: ‘Can my job seeker, with reasonable assistance and support,  perform the inherent, or essential, requirements of the job?’ That’s what we should assess candidates on.   You can play an important role in getting employers to assess people solely on their ability to do the job.”

Read the paper >