But the woman’s choice not to disclose her disability was understandable. In fact, Joyce Bender, who owns a search firm in Pittsburgh that helps place people with disabilities, says that revealing a disability in an interview should be avoided if possible. And it should not be mentioned on a résumé, she says, as doing so may mean never reaching the interview stage.

Ms. Bender herself has epilepsy, a factor in her decision to focus the work of Bender Consulting Services on people with disabilities. “People with epilepsy have been viewed as mentally insane, degenerate, demonic or intellectually diminished,” she said. “Today the stigma for people with epilepsy is that you are strange, dangerous, weird and someone to avoid.”

An employee is not required to disclose a disability after being hired, but may choose to do so. Someone with epilepsy may want to ensure that the employer will know how to deal with a seizure. A diabetic might need to be away from work for insulin shots. Someone with mental illness may need a flexible schedule to allow for psychiatrist visits. A recovering alcoholic or drug abuser might need time off to meet with a substance abuse support group.

But it’s a hard decision to make: If you announce your condition, you risk being stigmatized; if you keep it a secret, you risk poor performance reviews or even being fired.

AS someone who suffers from hearing loss, I understand this quandary all too well. When I was an editor at The New York Times, I was hesitant to discuss my condition. I told a few close colleagues about my disability, but I never explained how serious it was. Nor did I admit to myself how much it affected me professionally.