I'm also going to support this. As a regular interviewer, signs of instability are a pretty big flag when I'm looking to address team fit, culture, and overall

I'm also going to support this. As a regular interviewer, signs of instability are a pretty big flag when I'm looking to address team fit, culture, and overall cohesion. Certain bits of activism can be looked past, but if it's a piece of core identity I'm going to shy away. Talk of having others fired and prosecuted, similarly. I don't want the drama of having to deal with someone with mental health issues, low self esteem, a victim mentality, and a history of making complaints. For me, that's a risk, even if your history in this space was all justified. Lock that stuff up and do not mention it. The victim mentality may or may not be swaying your language, so make sure you start to address those thoughts and work through them. Begin with recognising your thoughts of the past and wrongdoing, and say to yourself that the past is the past, I'm going to move on, then turn your thoughts to the future. Plan for a better you. These things are hard and require constant thought. Your words and post scare me as an employer who has had to turn culture around, and who has more than once built a workplace that people seem to be quite happy with. As others have said, get some medical help, skip the soft drugs too, and work on your mental state. Ask for feedback after interviews, and listen to what is being said and the undertones of what isn't being said. Use it to better your approach next time.