The resume does not need a diagnosis
A resume is a short record of what you can do, and the Americans with Disabilities Act generally does not require you to disclose a disability before an employer makes a job offer. The EEOC explains that employers may not ask disability-related questions or require medical examinations during the application and interview stage; those questions are permitted only after a conditional offer. JAN, the Job Accommodation Network, adds that there is no single right or wrong approach to disclosing a disability, and the EEOC notes that the timing is a personal decision.
That means you do not need a disclosure line, a condition name, or a medical history on the page. Keep the header and sections on your qualifications, and let the evidence lead. If you choose to mention a disability, do it for a purpose—such as explaining an accommodation need—rather than to preempt a question the employer is not yet allowed to ask.
Show ability and relevant evidence
The qualifications test is the same for every applicant: an employer can expect you to meet the job's requirements and perform its essential functions, with or without reasonable accommodation, as the EEOC puts it. Build the resume around the skills, tools, and results the role needs, the same way you would for any other application.
If a disability contributed to a gap in your timeline, treat it like any other gap: give a short, factual explanation and return to recent activity, training, or projects. Do not turn the resume into a medical narrative or emphasize limitations. Concrete proof of the work you can do is more persuasive than a long account of what you could not do in the past.
Request accommodations separately
Accommodations for the hiring process—accessible formats, extra time on a test, a sign language interpreter, or an accessible interview location—are requested from the employer, not listed on the resume. The EEOC advises telling the employer as soon as you know you will need an adjustment, in writing or orally, and notes that an employer may ask for reasonable documentation when the need is not obvious.
You are not required to raise the subject on an application or in an interview, and many people wait until after an offer. When you do, contact someone who can act on the request, such as a recruiter or HR, and document what you asked for. The common mistake is assuming you must volunteer a diagnosis when what the employer actually needs is a clear description of the adjustment.
Sources consulted
This guide is an original synthesis of the following career guidance. Read the source material for its full context.