I don't have anything to say about 'should', but there are some clear answers for why a company might see you as a less valuable hire. Most people have probabl

I don't have anything to say about 'should', but there are some clear answers for why a company might see you as a less valuable hire. Most people have probably never worked with a quadriplegic software developer and have no idea how this impacts your productivity. That introduces risk that paying you the same as anyone else will lead to you being overpaid. Every employee has risks, but this one is pretty unique to you and all the other usual risks are still there. Tools, practices and policies have all been built around people with a different set of requirements than you and, as an edge case, there's a good chance you'll expose some issues. If this is just a tool that isn't as effective as usually, it's lost productivity. If it is something not being ADA compliant because no one had thought about it before, the risk is potentially additional cost to fix it or litigation. The litigation risk, while perhaps unfair to you individually, definitely plays a role during your interview process. To be blunt, I have no idea how you could do software development as a quadriplegic. Without any data to the contrary, my assumption, perhaps unfairly, is that you are less productive and you might impact the team's productivity. If I had worked with a quadriplegic developer before, if you had references to could hear from (but is it even legal to talk to references about you being quadriplegic? Would they be willing to answer honestly?) or if I had a better understanding of what software development looks like for you, that could change my assumptions. But in general, you need to prove yourself where others don't, because most people have no idea how a quadriplegic developer works. I'd be very interested to hear how you do software development if you'd be willing to share.