Questions about managing personal information

Some people say you should be open about mental illness. Others advise against it, where there is a choice. Some recommend waiting until the employer has formed an impression of you based on your abilities and character, not on their preconceptions. It’s up to you to decide, based on what you know.

Some companies have positive policies on disability and equality at work, which should mean that being open about your mental health is less of a risk.

It’s worth considering that an employer only has to make adjustments for needs that they know about. If you want your employer to understand your needs, you will have to make sure that someone in a responsible position knows what they are. This could be your manager or the human resources department.

If you do decide to tell, think about how and when to do it, how much information you want to give, what kind of information to share, and who to share it with. For example, the human resources department may know your diagnosis, but they don’t have to tell your supervisor or workmates.

You don’t have to go into really personal details; focus on what you need for the job. Employers’ concerns tend to arise out of assumptions about poor work performance. They want to know if you can do the job and will get along with customers or clients and the rest of the team. If you can show that your objective is to get the job done, this should go a long way to reassuring them. Being straightforward and unembarrassed about your history will help them put it into perspective.

• not getting the job
• being teased or harassed by other employees
• being assumed to be a less productive member of the team
• having fewer opportunities for career development
• being treated as more vulnerable than other employees, or having everything (anger, excitement, time off sick, or a grievance) associated with your mental illness
• coming under closer scrutiny than other employees and having to work harder to gain the same respect.

• being open about it can encourage others in the same situation
• keeping it secret may be too stressful, or go against your beliefs
• creating a stronger basis to request adjustments to your job or work environment
• creating an opportunity to involve an outside adviser or support person, who could see you at work or speak directly with your employer
• making it easier to go into work at times when your symptoms are greater
• enabling you to enlist the support of your colleagues.