I could imagine a cover letter describing Asperger's syndrome as an asset for accountancy work, claiming it's a source of their focus and numeracy. It would still be weird but that would meet the reader's expectations, right?
Still, I'm not trying to explain away their results, the quantity of data and comparable results for both disabilities suggests a common bias irrespective of the nature of the disability.
Also, some places have recognised that they have bias, and they've put in place some system to reduce it. See, for example, the "two ticks" scheme in the UK.
https://www.civvystreet.org/employers/en-gb/civvystreetemplo...
https://www.gov.uk/recruitment-disabled-people/encouraging-a...
In Canada you are also required to have an elevator or ramp in every business building so stairs normally aren't an issue either. I don't think I've ever been to an interview where someone in a wheelchair wouldn't have access.
I agree disclosing in the interests of transparency is a great thing, I just don't see what it has to do with a cover letter and "Why you'd be a great fit".
Second point: I guess I hadn't thought that one through. :P
US disability discrimination laws only provide protection if you disclose. (As I understand it, maybe I'm wrong?) Since it's not legal for the company to discriminate against you there shouldn't be any problem with disclosing. If anything, an employer should want someone to disclose because that person is honest. A candidate who doesn't state they have a disability either doesn't have one, or does have one but is hiding it.
Someone using a wheelchair might want to disclose early so the interviewer can say hold interviews in a place that isn't up a flight of stairs.
> if I were looking at a resume for a very qualified person the first thing I would do is google them to see if they made up their credentials. After finding nothing because this person was made up for the study I would not pursue them.
So you'd not pursue the non-disabled candidates, as well as not pursuing the disabled candidates. That would mean similar levels of rejection. How would you explain the disparity in amounts of rejection between fake candidates with no declared disability and fake candidates with a declared disability? All the candidates are equally fake.