Don't lie about it. Just don't mention it. Don't even bring it up in the application phase.

If you get passed all the screening and make it to an interview then bring it up. I've found a good way to own it is at the end of the inverview when ther interviewer asks if you have any questions for them, directly address it. Say something like "Do you have any concerns about my low vision with respect to this job?"

There is a difference between lying about it and hiding/not mentioning it. Depending on your level of vision, you might need to mention it at some stage, but there is no obligation for you to mention it in your resume.

First of all, it isn’t lying to choose not to disclose a disability. You have no obligation to do so, and it is illegal for anyone to directly ask you questions specific about your disability. They will ask questions similar to do you believe you could perform the duties of this job without assistance, at which point you will have to Address the elephant in the room if it is obvious. One of the things I’ve noticed is hiring managers and a lot of HR people don’t know that there is a significant payroll tax deduction for having someone on staff with a disability. This is a common strategy employment specialists will talk about when they’re helping people get jobs through vocational rehabilitation. One of the services that can be obtained through vocational rehabilitation is the use of employment specialist to help you find jobs and talk to employers who are more open to hiring people with disabilities. Additionally, things like job tryouts or work assessments, basically the assessment. You mentioned, can be set up. I’m not sure if these are available in all states to all vocational rehabilitation departments, but in my state it’s a common tool we use and works pretty well for getting people at least in the door to try something new.

I am also low vision and I never mention it until I'm hired and have checked the box as disabled and signed their Equal Opportunity Employer form. Then I tell them. I've never been fired after disclosing and I have been given accommodations when requested. But definitely don't share it during your interview if you can help it.

Backfires. I know first hand.

Well, I certainly wouldn't lie, but depending on what country you live in, you may not have to disclose it.

I started job hunting about this time last year and never mentioned it to any of the places I applied at, or in any interviews.

It ended up that the company that hired me knew about it anyway, because when doing their research on me, they came across a podcast I co-host and the most recent episode at the time just happened to be one where I was talking about it.

I don't try to hide my visual impairment, I just don't offer it up to people in circumstances where it could put me at a disadvantage. If someone asks, I'm not going to deny it or pretend like it's not a thing.

Recruiter here - I'm sighted and live with a visually impaired person.

If you are in a place with legal protections for your disability you are not required to mention it but it does mean that being accommodated (like having additional assistive software) will be harder -- but this is after you are hired. If you need accommodation during the interview process, let your contact know once it is needed (maybe at the in-person stage).

I have hired a variety of people and it is helpful to know if we can accommodate you during the interview process - for example, we were able to let a visually impaired programmer use his own laptop for a coding challenge since it was set up for his needs and I gave him an office tour but was able to modify where I stood and how I helped him navigate the stairs. On the other hand, I had no idea someone who did not walk easily was coming and could've made it so he had less steps (check in 2nd floor, interview on 1st floor) and reorganized so he could have a short office tour that wasn't tiring -- I wish he had told me so I could adjust things!

If the disability question comes up during the application, you can skip it since it should also be asked again in your on-boarding paperwork.

Yeah I think lying about your disability is not good especially on the application.
However, what I would do is bring it up in the interview. You don’t have to be serious. It’s just candy Academy. I don’t know.

I think it depends on the job and what the responsibilities are. I would just not mention it until you need to. Unfortunately our community is still seen as incapable and so I’ve had a lot more success omitting instead of mentioning it straight up. If you live in the US you have no obligation to disclose. I know my vision doesn’t define me, but a lot of people who aren’t blind or VI don’t understand that until unfortunately I prove that I can do everything else they can (just get to the goal in other ways).

How well can you fake it?

I have a guide dog. I can't hide my disability. I won't fill out affirmative action forms if I can help it, since nobody can give me a clear answer whether that info gets seen by the people doing the hiring. People are going to figure it out as soon as I walk in the door.

Your best bet is to network. That's going to be hard now because of the pandemic. If you don't already have a hobby that gets you meaningfully interacting with other people, just pick one that you think you may be even vaguely interested in and go all in on it. Bonus points if the hobby overlaps with your job skills. I got an amateur radio license and joined a ham radio club for this exact purpose. I wasn't especially interested in radio before, but it overlaps sufficiently with IT skills, and I've even got an interview out of it. No offers though :(

Definitely backfires. I have sometimes ask for what kind of software they are using at a particualr workplace, because I use a screenreader and would need it to be accessible. Their answer is oh, I don't know let me talk to xxxx. they never call back. On the other hand, not mentioning it and then going to an interview and then finding inaccessible software is a waste of time.

in my experience its like any other vulnerability. you just have to stay away from the people who exploit those vulnerabilities. there are good companies out there that will hire and promote you despite your vision impairment.

You do not have to tell if you have a disability unless the JD states things like "must be able to pick up 50 lbs". Must have CDL(truck drivers license). etc.

So apply and prove to them that you can do the job...

good luck....

If you are in the United States. Look up your local Commission Of The Blind in your state and inquire about the business enterprise program. The name may vary state to state. To help you start a business within the Randolph Sheppard program.

Personally I do bring it up. I work in a pretty hand-eye coordination job and find the sooner they know there are some things I’ll do slower, or aren’t comfortable doing until I’ve gotten used to the building the more they can help me.

Obviously I’ve some jobs not hire me for safety reasons but it’s better than being fired over something you can’t help (if they don’t know they are within their rights to fire you) or even injuring yourself at work

I've wondered about this too. I spent months filling out applications and being up front about everything. Nothing. Then I chose not to disclose any disabilities and was immediately hired. I'm disappointed in humanity but not shocked.

I usually fill out “do not wish to answer” on my equal opportunity form. If someone asks (which I don’t think they’re allowed to and never have), I’d tell them. Otherwise, if I felt it wouldn’t impact my work, I’d just omit.

Honesty is better upfront and if they hire you knowing your issues then you have found a good company.