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That's difficult to say. If it's obvious then it's a good idea to do so, as it could be explanatory, but otherwise it's likely better not to disclose it (as there's no obligation to do so) during the application / interview process and only do so afterwards. The point is that they can't discriminate against you based upon a disability, can't ask you about it in the application / interview process, and if they discriminate against you afterwards for not disclosing it, that alone would still be a violation of the ADA. If it were me, I would not disclose it because there's a better chance of it working against you rather than for you.
Hope that clears things up a bit. If you have any other questions, please let me know. If not, and you have not yet, please rate my answer AND press the "submit" button, if applicable.
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