If you haven't come across the term NVLD - or Non Verbal Learning Disability - you've come to the right page. 

NVLD is a new psychological profile that has been emerging over the past several years, and new studies and information around this profile are helping neurodivergent professionals make better sense of their experiences and challenges in life - especially around work. 

During our Office Hours Live Q&A, our guest expert Christina Cummins answered questions around navigating NVLD in the workplace. Read on for the recap, or scroll to the bottom of the article to watch the full Q&A recording!

Meet our experts:

Veronica Yao is a career coach who specializes in supporting neurodivergent professionals in navigating their careers. She is also the owner of Atypical Careers. She says that the workplace is often not designed with neurodivergent individuals in mind, which compounds the daily challenges that her clients face. Veronica is passionate about helping her clients build sustainable work lives, break free from burnout, and advocate for themselves in their professional environments.

Joining her is guest expert Christina J Cummins - a therapist who has transitioned her primary focus to coaching individuals with Non-Verbal Learning Disability (NVLD). She is the primary consultant at Master the Launch. She is committed to providing resources and supporting this underserved group of individuals, after recognizing a great need for it in the mental health space.

What is NVLD?

NVLD is a neurodevelopmental profile, not a reflection of intelligence or effort. It’s typically marked by:

• Strong verbal reasoning
• Weaker visual-spatial processing
• Executive functioning challenges in real-world, unstructured environments
• Difficulty with social inference and unspoken rules rather than difficulty with language itself

A lot of people with NVLD end up being told it’s “just anxiety” or “just confidence.” Anxiety is often there, yes, but for many people it’s a response to constantly having to decode environments that don’t play to their strengths.

In work and job-hunting spaces, this profile often shows up in ways that feel confusing or deeply discouraging:

• You do the actual job well, but keep getting vague feedback about “fit”
• You’re told you seem distant, aloof, or not engaged, even when you care a lot
• Open offices, meetings, or loosely defined roles are exhausting
• You thrive with structure and clear expectations, and struggle when things are implied rather than stated

NVLD isn’t formally recognized in the DSM yet, which means it’s often misunderstood or missed entirely. But research is catching up, and more importantly, lived experience has been pointing in this direction for a long time.

How to identify work that is suited to NVLD profile

NVLD-friendly jobs generally have clear outlines, straightforward expectations, and protocols. This structure minimizes challenges that arise from vague expectations so no one is left guessing or unsure. 

Christina says many of her clients have seen success in roles with large corporations - particularly, those with strong standard operating procedures (SOPs). These act like manuals to guide decision making for industry related scenarios. 

"NVLD folks can do anything that they put their mind to. It's just a question of whether or not it's sustainable, whether you can do it for a long period of time."

High pressure scenarios that require on-the-spot decision making and unexpected situations tend to be more draining, as it requires significantly more energy and effort to navigate. But Christina makes it clear that NVLDs can do any type of work they put their minds to - but jobs that are constantly demanding in this way may not be sustainable for the long run.

Aside from the job description, Christina says that your supervisor is someone who can make or break even the most perfect job. While it’s unlikely that you’ll find someone who is well-versed in the needs of NVLD employees, you may be able to find someone who is receptive to your experiences and is willing to advocate for your needs and help you create a work dynamic that serves everyone involved.

Helpful workplace accommodations for NVLD

The best accommodations for neurodivergent professionals with an NVLD profile focus on removing ambiguity from communication and supporting executive functioning.

Christina says that if you are able to access a diagnosis and psychological evaluation for NVLD, the results will often come with recommended accommodations - and many of them can be applied to your work.

Written policies and procedures. 

Ask for expectations and assignments to be outlined in writing to minimize confusion around expectations. 

Verbal reinforcement.

If you are the type of person who processes audio instruction better, try using audio recording apps and text-to-speech tools when reading emails or documents. 

Prioritization support.

Ask your manager to review your taskload with you so you can mutually agree where you need to prioritize your focus. 

Direct feedback.

Request that your manager provide you with direct, unambiguous feedback and instructions. This works best when you have an existing rapport and you can assure them not to worry about hurting your feelings. 

Watch the full recording