cath the disability thing is quite difficult to answer because so much depends on the attitude of the interviewer(s). They are not allowed to discriminate against someone with a disability but it's very difficult to prove and people just often don't take the trouble to understand.
In my experience, as an interviewer in an NHS trust you wouldn't necessarily know at interview. I would know if someone applied under the guaranteed interview scheme because that would be on the form, but I wouldn't know the nature of the disability. Applicants would fill in a separate form for Occ Health and they would have a conversation outside the interview, and discuss with the recruiting manager if any issues relevant to the role. That might be after the interview /offer so could be a bit messy if it does affect the person's ability to do the role but they've already had an offer. I've never been in that situation because where relevant my preferred candidates had always raised their conditions with me at interview and we'd previously discussed it. That has been much more helpful (to me and them!) than a conversation via occ health after the fact so for that reason I would be inclined to raise it. But I am speaking of my personal preference as an interviewer!
It may be handled differently in a smaller organisation (no separate occ health department, for instance) so it might be something that has to be discussed in interview anyway. If a person has applied under the guaranteed interview scheme the interviewer will be aware there is a disability and I personally think it is better for it to be discussed than not (whereby they may assume more of a problem than there is). If they ask questions I would be inclined to be open and honest about how you are affected and how you manage your conditions so as to be able to carry out your role. If you can demonstrate that you have managed a similar role before without problems (and with good attendance) then I think it is worth being on the front foot and raising it to reassure them. There's no way of knowing whether they will really look at it is a non-discriminatory way but I think it does the candidate more favours to discuss it and reassure than leave them wondering (and probably assuming it's definitely a problem). And if you would need specific support or accommodations it is helpful to discuss it. I had a dyslexic candidate who needed specific software to aid her. No problem (and actually reassuring for me that she knew what she needed!)
I have had a number of applicants with disability /long term conditions over the years. They have fallen into two categories: weak at interview and not suited to the role (so their disability was irrelevant) or my preferred candidate, in which case it would have to be a genuine problem to be a deal breaker. I find that once I am impressed by someone i want to make it work! I would be concerned by high sickness absence in their previous role (Not just for disabled candidates - this is something I always check) but if their attendance is good (or prior issue resolved e.g. had surgery) and there is nothing that would impede the role then it's not really an issue for me. Equally though, although I have never had to do it myself on occasion my staff have turned down people for roles on the grounds of disability where it would affect the role - I am thinking specifically of nurses and midwives with physical limitations that could not be managed in the environment they were applying for. I appreciate that sometimes it will stop people carrying out certain roles but for admin type roles there's not much that can't be worked around, in my view.
Anyway, I'm not an expert at all, just done a lot of recruiting! Its still only a personal perspective though. I think I have always been quite open minded about people anyway (and not just disability but also candidates who have not come through traditional routes, got degrees or whatever - I go on good attitude and underlying skills /strengths rather than knowledge so have made some unconventional appointments - but never regretted any of those!). I feel much more strongly about disabled rights now that I have an autistic child though.
Anyway, enough of my non-frugal blathering. Go for it Wreck and don't feel you are letting us down if you don't get it! Always worth reaching for something you really want; if you don't get it this time you'll still have learned something from the experience for next time. Bonne chance!
Cag that's what picket money is for (not necessarily kanji but whatever turns you on 
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Italian I am impressed by your musical connections! Maybe your DDs will inherit some musical talent? Judging by DS's rendition of the alphabet song today I won't get my hopes up for him 
Snuggly I think naice boys' clothes (tops, trousers) are manageable for babies but dresses and tights - that looks a right palaver. Maybe for the odd photo and special occasion (e.g. meeting great granny) but otherwise gimme onesies and poppers all the way! With you having two you definitely wont want to mess about much, I'm sure.