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It’s tough. I have a very visible disability that I can’t hide. Have I been discriminated against in interviews? Absolutely. I’d get the offer first and THEN disclose after you have a signed offer, especially if you need accommodation
Chief
It benefits you because a lot of companies count disabilities as part of diversity hiring. It gives you a better chance of getting in the door.
Pro
C1- quota is where a company has a set percentage of people they are required to hire based upon a certain diversity trait. Setting DEI goals are merely goals the company wants to achieve, but are not bound to achieve them. Quotas were outlawed a long time ago because they led to hiring some unqualified (but diverse) individuals, which in turn led to thinking that all diverse candidates who were promoted or hired were done so purely for diversity reasons and not because they were the best candidate. Apologies for the run-on sentence.
They want to know if they need to provide additional accommodations. That’s all. There’s no quota. That’s a terrible thing to assume and you should feel bad
There is a quota which every company tries to work towards. You should feel terrible for propagating naïveté. NOT saying they hire people BECAUSE of it, but they surely claim themselves to be inclusive etc if they end up getting enough people from protected groups.
I disclose after I prove myself on the job, just in case I need accommodations, but not before anymore. It’s just too risky.
From personal experience - I can rest assured that no one on my team would be comfortable knowing that I have lupus and if I have to take some days off because that migraine is just relentless, they would still think it’s a nuisance and that I’m making up excuses / slacking off. How does it benefit me to disclose?
Legally, if it's disclosed then management would be aware and they can't roll you off of a project simply bc you need the time off due to your chronic illness. That's literally discrimination lol
In light of some of the clarifying comments on this thread, I’d like to rephrase myself. I apologize for using the term quota - I meant DEI goals. I assure you in my mind that’s what I was going for. I realize hiring to fill a quota is illegal but firms do track their hiring stats for protected groups and my concern was counting certain conditions in that group makes it easier for firms to say we hired these many people with disability while people with real conditions which will require accommodations would continue to get overlooked just because firms are meeting their projected goals by hiring people with autoimmune disorders (specifically mean the mild ones which don’t require accommodations)
This can help you later on if you need to take disability-related leave. It's a legal requirement for the company to ask during the process, but you are not required to answer it.