Quick Summary
It’s generally not recommended to proactively mention mental health conditions like anxiety in an interview. However, if anxiety significantly impacts your interview performance, it may be worth discreetly bringing up with proper framing focused on your ability to do the job. Consider context, timing, framing, and whether reasonable accommodations could be helpful. Focus the conversation on your qualifications rather than anxiety itself.
Should You Mention Anxiety in an Interview?
Mentioning anxiety or other mental health conditions in a job interview is a very personal decision that depends on your specific situation. There are pros and cons to consider:
Potential Pros of Mentioning Anxiety
– It provides context if anxiety is noticeably impacting your interview performance.
– It shows self-awareness about a potential work-relevant challenge.
– It gives the employer a chance to understand accommodations that may help you thrive.
– It can build trust and open communication if framed appropriately.
Potential Cons of Mentioning Anxiety
– There is still stigma surrounding mental health disclosure. Some employers may unfairly judge or discriminate.
– It shifts focus away from your qualifications onto anxiety itself.
– The interviewer may not respond compassionately or supportively.
– Requesting accommodations too soon could disqualify you as a candidate.
– The interviewer may have limited ability to change aspects like the interview format itself.
How to Determine if You Should Disclose
If you’re unsure whether to bring up anxiety, consider:
– **Are you able to effectively showcase your qualifications despite anxiety?** If so, disclosure may not help.
– **Is anxiety significantly impacting your interview performance?** Context about anxiety may be warranted.
– **Have you requested reasonable accommodations?** Disclosure may be unnecessary if accommodations address difficulties.
– **Does the employer seem open-minded and inclusive?** Stigma may be less likely at certain companies.
– **Are you prepared to frame disclosure productively?** Proper framing puts the focus on your capabilities.
In general, only disclose if anxiety meaningfully detracts from conveying your fit despite your best efforts. Use discretion – highlighting strengths is usually better than focusing on anxiety.
How to Disclose Anxiety in an Interview
If you decide to mention anxiety, here are some tips to do so effectively:
– **Wait for an appropriate opening** such as the interviewer asking “Do you have any questions for me?” rather than raising it unprompted.
– **Be concise** – don’t overexplain or dwell on anxiety. Keep the focus on your qualifications.
– **Frame it professionally** as a challenge you manage, not as a weakness or excuse.
– **Emphasize your ability to do the job** – provide examples of successful performance.
– **Only disclose specifics if clearly relevant.** Details about medication or therapies are usually unnecessary.
– **Inquire about accommodations** like flexible scheduling or workspaces if helpful, not generalized special treatment.
– **Avoid over-apologizing or self-deprecation** – be matter-of-fact.
– **Redirect to your strengths** and keep the conversation positive.
The right framing can normalizes anxiety as a common challenge faced with resilience and self-management, not a defining identity or limitation.
What Accommodations Can You Request for Anxiety?
Some accommodations that may help mitigate anxiety include:
– **Flexible scheduling** if anxiety makes it difficult to work certain hours. This can include later start times, work from home options, or adjustments for appointments.
– **Quiet workspace** or noise-cancelling headphones to reduce sensory stimulation.
– **Clear expectations** and structure around duties, priorities and deadlines.
– **Regular feedback and check-ins** with a supervisor to get guidance and identify issues early.
– **Options for breaks** including stepping away from the desk, brief walk breaks, or breathing/movement breaks.
When requesting accommodations:
– Explain how the request enables you to perform duties more effectively.
– Frame accommodations as removing barriers rather than special treatment.
– Emphasize willingness to fully meet all actual job requirements.
– Recognize unreasonable requests may not be feasible.
– Be open to alternative suggestions that still meet your needs.
Responding to Interview Questions About Anxiety
If you do mention anxiety, be prepared for interviewers to ask you follow-up questions. Here are some examples with sample responses:
Interviewer: You said you manage anxiety. How could this impact your work?
You: When my anxiety flares up, it can temporarily interfere with concentration, energy levels, or motivation. However, I have a toolbox of effective coping strategies to minimize impacts. I am committed to delivering excellent work regardless of internal states I’m experiencing.
Interviewer: What coping strategies do you find helpful?
You: Taking short breaks to walk helps me clear my head and refocus. I build routines and plans to create structure. Staying hydrated, exercising, and getting enough sleep maintains my resilience. I also use mindfulness techniques to stay calm and centered when anxiety arises.
Interviewer: Have you faced anxiety while working in past roles? How did you handle it?
You: There have been periods when anxiety made work more challenging. However, I’ve learned how to acknowledge those feelings, then deliberately direct my energy into performing well. My track record shows I consistently meet expectations and deadlines despite anxiety. I’m able to separate my emotions from my work output.
Keep responses focused on the ultimate question – reassuring the employer you can excel in this role. Be prepared to provide real examples demonstrating your reliability.
Should You Include Anxiety on a Job Application?
Unlike interviews, anxiety or other mental health conditions should generally not be included on your resume, cover letters or job applications themselves unless applying for disability programs.
It’s better to wait for direct conversations where context can be provided. Application materials should showcase your qualifications and experience first.
Exceptions could include:
– **Accommodation requests** – if requesting accommodations for the application/hiring process itself, disclosure may be warranted in that context. This is still best addressed separately from the main application.
– **Diversity programs** – some companies explicitly invite disclosure of disabilities, mental health conditions, neurodiversity, etc to further inclusion efforts. Read guidance carefully before opting to disclose.
– **Relevant experience** – if you have meaningful experience specifically advocating for mental health or anxiety-related causes, including this could strengthen your application depending on the role.
Ultimately, anxiety is just one aspect of who you are. Applications should highlight your full skills, abilities and accomplishments. You want employers seeing your potential, not preoccupied about anxiety.
Can Employers Discriminate Against Anxiety?
While anxiety disclosure does carry risks, employment discrimination solely based on having anxiety is illegal when it:
– Influences hiring decisions for capable candidates.
– Results in poorer compensation or advancement opportunities.
– Leads to termination, unjustified discipline or demotion.
– Creates a hostile work environment through severe, pervasive harassment.
The Americans with Disabilities Act and other state/federal laws protect employees with mental health conditions like anxiety who can perform essential job functions with or without reasonable accommodations.
However, discrimination can still happen discretely. Unfair judgement, stigma and lack of support remain real issues. Precautions like carefully framing disclosure can help avoid microscope being placed on anxiety instead of abilities.
Alternatives to Disclosing Anxiety
Given the risks, are there better options than disclosing anxiety? Some additional strategies include:
– **Practice typical interview questions** exhaustively so responses become natural and comfortable.
– **Focus on highlighting qualifications** rather than anxiety deficits.
– **Request accommodations after getting job offer** – more leverage exists once employer is invested in you.
– **Build rapport with hiring manager** as a sympathetic ally who can quietly extend help once on the job if needed.
– **Learn coping mechanisms** that are invisible to observers such as deep breathing or cognitive reframes.
– **Leverage available support systems** including therapist coaching and emotional support animals.
– **Find companies reputed for positive mental health cultures.** They may be more receptive if disclosure becomes necessary.
The ideal approach empowers you to mitigate anxiety’s impacts independently. Disclosure is a last resort if unable to effectively convey your talents and potential contributions.
Sample Interview Responses About Anxiety
If you do decide to mention anxiety, prepare realistic responses to likely interviewer questions. Here are some examples of positive framing:
Interviewer: I noticed on your application you disclosed having an anxiety disorder. How do you think this could impact your work?
You: I’ve learned effective strategies to manage my anxiety over the years. While anxiety can be challenging at times, it does not prevent me from delivering excellent work. I am committed to meeting all expectations for this role, and have consistently done so in past jobs despite periodic anxiety. My goal is to be evaluated on my contributions and performance, not any internal challenges I may experience.
Interviewer: What kind of accommodations do you think you would need for anxiety in this job?
You: My priority is being able to perform all the core responsibilities of this position exceptionally well. I’m not requesting generalized accommodations. However, from past experience occasional flexibility on start/end times can help ensure I’m at my best on important deadlines. I always make up any time flexibly worked, and this allows me to deliver highest quality work with minimal anxiety impacts.
Interviewer: What do you do when anxiety arises at work? How can we support you?
You: When I start feeling anxious, I take a quick break to walk, get some water and recenter. Fresh air and moving helps me clear my head so I can refocus. Having noise-cancelling headphones available also helps drown out distractions. Just maintaining open communication with my manager allows me to stay on top of duties even during higher anxiety periods. My goal is simply getting my job done right, regardless of anxiety.
These examples acknowledge anxiety while keeping the focus on achieving work objectives. They emphasize self-management over special accommodations. This framing is most likely to generate employer confidence.
Should You Follow Up After Disclosing Anxiety?
Following up after an interview where you mentioned anxiety can be tricky. If you disclosed anxiety and were still seriously considered or received a job offer, a simple thank you is sufficient.
However, if anxiety came up but you were ultimately rejected, additional follow up is riskier:
– The employer may not be able or willing to disclose if anxiety impacted their decision. Rejection reasons are not always transparent.
– Pressuring an interviewer on why anxiety was mentioned risks seeming defensive or confrontational.
– Legal options have high proof standards if you feel discriminated against. Protections often rely on clear evidence.
– Interviewers may be concerned about legal liability and craft responses carefully if anxiety is raised again.
Unless you have clear reason to believe unlawful discrimination occurred, follow up probing about anxiety is unlikely to be beneficial if rejected. Focus instead on preparing for future opportunities.
Does Anxiety Improve with Job Experience?
It’s understandable to worry whether anxiety might get worse in a new job. However, research shows work experience can actually lessen anxiety over time:
– **Increased comfort through exposure** – Anxiety thrives on avoidance. Facing challenging situations builds tolerance and confidence.
– **Improved coping skills** – Work pressures force you to identify and refine effective anxiety management strategies.
– **Feelings of accomplishment** – Meeting job demands shows you’re capable of succeeding despite anxiety.
– **Financial stability** – Steady employment reduces stress around basic needs that can worsen anxiety.
– **Structure and purpose** – Maintaining regular schedules and focus areas mitigates anxiety.
– **Workplace relationships** – Coworker camaraderie provides community and support.
While each workplace is different, an upward career trajectory combined with proactive self-care typically empowers people to better handle anxiety over time.
Key Takeaways on Disclosing Anxiety at Work
– Disclosing anxiety is a personal decision requiring careful risk/benefit analysis. Err on the side of caution.
– Only disclose if anxiety is significantly interfering with conveying your qualifications.
– Frame disclosure professionally, focusing on your ability to do the job, not anxiety itself.
– Emphasize self-management over special accommodations.
– Redirect discussions to highlight your strengths and assets.
– Prepare realistic responses to likely interviewer questions and concerns.
– Focus applications on your skills and experience, not anxiety challenges.
– Discrimination based solely on anxiety is illegal, but still a real risk. Exercise discretion.
– Develop strategies to mitigate anxiety impacts independently as an alternative to disclosure.
With careful judgment, it is possible to obtain job opportunities and succeed professionally even with anxiety. Believe in your own abilities and stay focused on the value you can add through work.
