I don't include it but mention it in person when it comes up. People do make assumptions so I try to make a good first impression before they know. Doesn't always work out and it's not fair but that's what I do.

I've simply put it in my resume, so that the employee can figure out if they want me or not. I'm currently applying for a summer job at a radio station, so I hope they don't cut me off simply because I'm visually impaired. Would be a shame if they do so tho, since it's public service radio.

I don't mention it in my application. It's possible that it will come up or be relevant in an interview, but nine times out of ten it doesn't and I promptly forget to speak to it in the "Is there anything further you'd like to add?" bit at the end. The first it usually gets mentioned is when I am successful and in the phone call advising as such the manager asks "is there anything you will need?" (i.e. specific IT requirements, desk setup and lighting etc).

Note that I use a cane so as soon as I walk in to the interview room, all on the panel will know I am VI. My not mentioning or bringing it up is consistent with my general approach which is to not speak to my sight unless someone else asks, or if I think it is directly relevant to the situation at hand. And even then, that might just take the form of me asking for assistance without explaining why I need that assistance.

I would consider including it in your application. I've had multiple employers fizzle out on me in interviews simply because of my disability. If you mention it on your application you can avoid having your time wasted. It sucks but it's the reality.

I recently applied for and was offered another job. On the application I put down that I had low vision and needed a few low cost, easy to implement adaptations to do the job.

I recommend mentioning at some point after the interview date has been confirmed. If you think there will be testing at the interview, consider mentioning at that point to work out any possible accommodations. Otherwise mention either when figuring out where the interview is located, in case for example you need some information that is more detailed than the usual, or wait until the interview.

I've always mentioned my disability in a resume which I had published along with my personal projects and as far as my experience is concerned nobody ever cared as long as I could do my job. I didn't require any special accommodations though since my 10% visual acuity was enough to code without aids, and I was always in a privileged position since except for my first job my potential employers always made the first move to contact me. I think it's only fair that people know exactly what they're getting, and it saves everyone's time, plus I prefer to impress people who don't expect much from me.

The VI person I know will not mention it in their job applications unless there is a section on an application form asking if any reasonable adjustments are required at interview, or if there is an equality questionnaire. The information about disability should then (in the UK at least) be held back by HR from the hiring manager.

If they get to interview then the issue of disability and reasonable adjustments will come up (the big white stick is a bit of a giveaway here) but at this point they are able to defend their capabilities.

I mention it right from the start. If they don't want to hire a blind person it's a waste of both their time and mine to go through the motions.