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"Dear Sir/Madame, I'm James, a University of Bath mathematics graduate who can't accomplish tasks that most people can. Among my greatest weaknesses are..."

This is definitely not the best way to start a CV or job application, but it's exactly what I expected to do when I reported my impairment while applying for a graduate position.

Clearly, I am not alone. According to a recent study conducted by greatwithdisability.com, 77% of disabled applicants were afraid of declaring their disability in the event of discrimination.

I was born 11 weeks early and have cerebral palsy, a physical disability. I walk with two walking sticks, can only travel short distances, and have difficulty balancing unaided due to my condition. My life has been one of continual conformity to the standard. Before being incorporated into general schooling, I attended a specialty primary school. I spent my childhood unable to ride a bike or play football, so I spent my time at adapted youth clubs and participating in disability sports. I operate a car with modified hand controls rather than traditional pedals. These adaptations and modifications have become commonplace in society, despite the fact that the working world is frequently perceived as lagging behind.

My greatest concern when applying for graduate positions was that because of my disability, I would be phased out or deemed ineligible. It's a terrible situation to be in. How do I portray my disability truthfully while remaining positive? When, if ever, do I tell a potential employer about my disability? And, how can I be confident that my disability won't interfere with my ability to do my job, especially now that I've been hired and am actually working?

I work for EY, a professional services firm I've been with for four years since graduating in 2011. Looking back, three key steps contributed to my success in landing my first job.

1. Form of application:

The first piece of advice I received from job counsellors was to "not disclose your condition." This lack of transparency played on my fears of prejudice and was the clear, easy choice. Not divulging, on the other hand, severely limited my options when application forms began to request examples, such as:

Examples of instances when I overcame a limitation: wheelchair tennis or multilayer orthopaedic surgery were clearly outstanding examples that I could no longer refer to. I ended up concealing my genuine self.

To summarise, my application to EY was one of the few in which I was entirely honest. This decision was made easier because I was supplied with a text box in which I could write about my impairment rather than just a checkbox.

2. The meeting:

The second piece of advice I ignored was the erroneous notion that if the application form is where you "talk the talk," the interview is where you "walk the walk." That is not the best counsel to provide to a physically challenged candidate.

I recall failing part-time job interviews after concealing my impairment on my CV or application form. I ended up feeling really uneasy throughout the interviews because, because the panel had only recently became aware of my condition, the subject naturally led to how it would affect my ability to execute the job. It rapidly became clear that the sooner I disclosed my impairment, the sooner the employer may consider reasonable accommodations and look past my potential disadvantages. After all, I was better off not getting that bartender job.

Instead, I used my interviews to expose the real me, with flaws I was aware of and development areas I knew I could improve. It appears that having a disability might provide you with a tremendous level of self-awareness that should not be overlooked.

Being transparent also allowed me to ensure that the essential adaptations for a fair interview, such as a suitable chair and accessible facilities, were in place.

3. The profession:

The third recommendation, and one I use every day, is to make sure the position you're applying for allows you to be the best version of yourself. This is exactly what I've experienced.

Being honest throughout the recruitment process and now with my colleagues and coworkers allows me to keep performing at my peak. I may continue to have a (modified) professional life and be proud of each of my accomplishments.

My impairment has allowed me to make a difference. Working for a multinational corporation has allowed me to raise disability awareness on a broader scale, and with their help, I've been able to raise thousands of pounds for charity and publicise the skills of people with disabilities.

There is still much work to be done. Disability has such a broad definition, and it may affect each person in such a diversity of ways, but that, in my opinion, is all the more reason to keep spreading the good news about disability.

While my four years of professional life have not been without challenges, they have taught me that there are no obstacles to achievement that cannot be overcome. I wish I could tell my newly graduated self that she should have trusted her possible employers and herself. Recruiters want to recruit genuine individuals with real experiences, and having a disability implies you have a distinct perspective and an innate ability to overcome adversity.

When someone asks whether I should disclose my impairment, I will confidently respond:

"Dear Sir or Madam. I have a handicap. It does not totally define me; rather, it improves me in a way that distinguishes and strengthens me. My impairment should be considered as a gift: the opportunity to see the world in a new light."

This article was originally published on Guardian Careers...