It is a personal choice whether or not you disclose and how much you disclose to an employer.

What are you comfortable disclosing?

Disability
Functional limitations related to the job
Accommodations
Nothing

Things to consider if you choose to disclose:

How much do you want to include?
Keep information related to the job description and essential duties of the job.
Describe how you are qualified for the job and capable of doing it well.
Discuss limitations related to the job and be prepared to answer questions.
Make sure you can offer suggestions for accommodations and offer solutions that you have used in the past so that you are part of the conversation of what will or will not work for you as an accommodation.

Utilize Job Accommodations Network for ideas and support: www.askjan.org

Concentrate on your abilities, not your limitations.
Ex: You are able to stand for up to an hour rather than you cannot stand for more than an hour.
Staying positive is the key!

Examples of accommodations include ramps to access buildings, an ASL interpreter or a job coach for extra training and support on the job.

You may decide NOT to disclose your disability. That's ok too. Here are some things to consider:

Does your disability affect your ability to do the job? If not, there isn’t any reason to disclose.
Be sure you can perform the essential functions of the job.
If you cannot perform the essential functions of the job, you can be fired.
Employers cannot provide accommodations if you do not disclose that you need them.
Also consider safety at work if you would need medical assistance.

If you decide to disclose your disability you will need to decide when.

Do you disclose before the interview? This is a good idea if you will need an accommodation for your interview.

During the interview? This is an opportunity to answer any questions and have an open conversation about your strengths and limitations both.

Once you have been offered a position but before you start working? This is an opportunity for you and your employer to have an open conversation about your functional limitations and the accommodations you will need. You will be starting off on the right foot with everything you need in place.

You may also decide to disclose your disability after you start the job.

You are not legally required to disclose your disability to an employer. You do not need to tell them the definition, how you acquired it, how it affects your life, its prognoses, or about any related medical treatments. Employers cannot directly ask you about your disability.

What can employers ask or know about your disability?

Employers do have the right to know about your functional job-related limitations (what job tasks you cannot perform) and your need for accommodations.
Employers can ask you if you can perform a specific task with or without reasonable accommodations.
Employers are only held liable for what they know. They are not responsible for providing accommodations if you do not inform them of your need for one.

Preparing a script:

A script can be helpful in practicing how to discuss disabilities with an employer.
Make sure you include your skills and what you CAN do as well as your limitations.
Discuss solutions to any potential obstacles.

Disclosure statement tips:

Write about your positive strengths first.
Identify the limitations or challenges you face at work because of your disability.
Identify which accommodations have worked best for you in the past and why.
End the script with positive points.

Summary:

It is a personal choice whether or not you disclose your disability to an employer.
Consider the pros and cons to disclosing in each situation.
Do not disclose if your disability does not affect your ability to do the job.
If you plan to disclose, be prepared to discuss the accommodations you need.
Always focus on the positive.