If their application process has a place to disclose it, do so there. If not, do not volunteer the info. The process-driven disclosure should keep the information separate from hiring decisions, which is what you want as it supports their hiring needs without attaching quotas to you personally. After all, quotas can cut both directions.

Once you are hired, disclose it on the very first day, with a letter from a doctor that details what accommodations are required for you to do the job. Unless you don't need accommodations, in which case do not disclose it.

It may be a good idea to disclose it anyway, depending on the regulatory environment. In many countries, having a disability makes you more difficult to fire. This is especially true if they are trying to fire you for reasons that are even partially related to how your disability manifests.

Unless the company you're applying to has a strong proven track record for helping those with disabilities I would suggest to not disclose it. It only takes one person in your management chain to discriminate against you.

Maybe. The 7-8 workplaces I've been to have been remarkably homogeneous with very few people sticking out in any way. All-male teams or teams where most people were the same age. If one goes by what they do rather than what they say then being average is a very desirable trait. And I think people hide their peculiarities.

You indicate you are in Japan so I think the first step is to find out what the legal definition of what "disabled" means there. Maybe find an employment attorney or equivalent to find out what is covered and what provisions you may be able to ask for, what hiring practices are illegal, etc. It will vary per country so unless someone on here is also in Japan and has a similar diagnosis I would caution any specific advice.

I think it depends on the company you're applying for:

Disclose it to companies who have programs to support people with disabilities

Don't disclose it to companies who don't have a support program

Are mental health issues (e.g. depression or anxiety) considered "mental disability"?

I have MS which causes urinary incontinence and my mobility is impaired (unable to stand for too long, cannot walk for longer than 100-200 meters at a time and so on).

Yeah, it can be considered... Here's the list on the default form the OMB gives out (assuming you're in the US, of course).

https://www.dol.gov/agencies/ofccp/self-id-forms

Disabilities include, but are not limited to: • Alcohol or other substance use disorder (not currently using drugs illegally) • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS • Blind or low vision • Cancer (past or present) • Cardiovascular or heart disease • Celiac disease • Cerebral palsy • Deaf or serious difficulty hearing • Diabetes • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders • Epilepsy or other seizure disorder • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome • Intellectual or developmental disability • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD • Missing limbs or partially missing limbs • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities • Partial or complete paralysis (any cause) • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema • Short stature (dwarfism) • Traumatic brain injury

Be honest, but use discretion in what you discuss. If your disability will directly impact job performance, say so. Otherwise, focus on experience and results.

Disability hiring quotas are most effective for those with mobility impairments.

In the U.S., medical information disclosed to insurers has strong privacy protection under HIPAA. The HR department must keep information about a treated disability confidential, even if you haven't discussed it with coworkers.

Your improved condition after diagnosis and treatment is a powerful affirmation of your character and determination, qualities that would benefit a new team.

> Disability hiring quotas are most effective for those with mobility impairments.

Does this apply for Europeans wanting to work for US companies?