I'm pretty sure "disability status" cuts both ways.
That said, this appears to be a recruitment firm. They aren't hiring people, they're matchmaking people with companies. I'm not sure how anti-discrimination laws would apply to this. I can imagine that if a company uses this recruiter and manages to erase that information before candidates meet the hiring team, it could be okay.
i don't actually know much about employment law, but as I understand it this is different from most of the other protected classes (race gender etc.) after googling I found this statement from the EEOC:
"Favoring an individual with a disability over a non-disabled individual for purposes of affirmative action in hiring or advancement is not unlawful disparate treatment based on disability, and therefore does not violate Title I of the ADA.(1) Both the text of the ADA itself, as clarified by the ADA Amendments Act of 2008, and the EEOC's implementing regulations explicitly state that an individual without a disability cannot bring a claim of discrimination under the ADA."
I don't think it would, or should, but this isn't what's going on here. The idea isn't to hire disabled people over more qualified candidates. The idea is to hire disabled people whose disabilities actually make them more valuable for the role, and that's not discrimination based on disability status. It's more like the NBA hiring based on height.
That said, this appears to be a recruitment firm. They aren't hiring people, they're matchmaking people with companies. I'm not sure how anti-discrimination laws would apply to this. I can imagine that if a company uses this recruiter and manages to erase that information before candidates meet the hiring team, it could be okay.