It depends. In most countries, there are protections against unlawful discrimination at the job assessment stage, meaning that it theoretically should be safe to disclose. It is true that there is some bias so it's important to handle it tactfully.

A good way to deal with this is to consider if your need for a medical accommodation (any adjustments) is relevant to the interview stage. If not, then there is no need to disclose at that point. Common examples are, if you lost your voice and are sick and need to reschedule for the interview, or having adjustments to an interview because of hearing difficulties.

Regardless, in my personal opinion, it is better to leave it up to when you need it. If you need it for the job later down the road, that can be discussed and determined later. Don't leave yourself open to discrimination. At the same time, you don't want them to be biased because it may seem like extra work for the candidates (when in fact it is a normal part of the manager workload). Some people are of the mindset to disclose it earlier on to see if they're an employer worth working for. In reality, it may take time to figure out the accommodation and it has to be adjusted for each job, so it might not be the best way to screen.