We need to talk about NVLD, or Non-Verbal Learning Disorder, at work

Conversations about neurodivergence often suffer from a common pitfall: overgeneralization. We lump neurodivergent differences such as ADHD, dyslexia, or autism together. We also often fail to understand the differences in individual capabilities and challenges within the label.

Misunderstandings are even more pronounced when it comes to less well-known forms of neurodivergence, such as NVLD, or Non-Verbal Learning Disorder/Disability/Difference. (The term “disorder” is often used by those taking the medical model perspective, and “difference” is preferred by neurodiversity self-advocates who also often refer to themselves as NVLDers, indicating that NVLD is an inherent aspect of their “wiring.”)

You may have heard about NVLD when Minnesota governor (and 2024 Democratic vice presidential candidate) Tim Walz and his wife, Gwen Walz, shared that their son Gus has NVLD. As you can imagine, plenty of misinformation and misunderstanding followed, with people who have never heard of NVLD trying to explain it to others.

Despite its name, NVLD has little to do with verbal skills and everything to do with struggling to navigate a world that heavily relies on nonverbal information.

Let’s try to clear up the misconceptions about NVLD, not just for children, but for the adults they become—folks who might very well be our colleagues.

What NVLD Is Not

1. NVLD Is Not About Language Difficulty: Despite the term “nonverbal,” many NVLDers excel in language-based tasks. They might be articulate, have advanced vocabularies, and perform well in reading and writing. Their challenges typically lie elsewhere—namely, in nonverbal domains such as visual-spatial processing, motor coordination, or in some cases, emotional processing.

2. NVLD Is Not a Lack of General Cognitive Ability: Difficulties in interpreting nonverbal information associated with NVLD should not be mistaken for a lack of cognitive ability. Like many forms of neurodivergence, NVLD is about a difference in information processing, not an inability, and is often associated with average or above-average intelligence.

3. NVLD Is Not Autism: While there are some overlapping characteristics, NVLD and autism diagnoses are distinct. NVLD does not typically involve the intense interests or the sensory differences common in autism. Social challenges in NVLD often stem from difficulty interpreting visual information or participating in activities that tax motor abilities rather than differences in social interaction, per se.

4. NVLD Is Not Laziness or a Bad Attitude: Like many neurodivergent differences, NVLD is often associated with “spiky” profiles of abilities characterized by excelling in some areas (in the case of NVLD, this is often understanding and presenting verbal information) and struggling in others (such as understanding and creating graphs, maps, or other visuals). Challenges faced by people with spiky profiles might be misunderstood as a “bad attitude” or lack of motivation. The resulting “interventions”—such as being repeatedly told to “try harder” or even being punished—can then result in anxiety and damage to one’s self-concept.

5. NVLD Is Not Something One Outgrows: NVLD does not simply disappear with age. While most will develop coping strategies, the differences and the resulting challenges persist into adulthood. Adults with NVLD might find navigating large spaces overwhelming, struggle with tasks that require spatial awareness, or miss the emotional subtleties of workplace interactions.

Recognizing NVLD in adults is essential because these individuals can be harshly misjudged as being awkward, lazy, or “difficult” when in reality, they are navigating the world differently and dealing with obstacles of the environment not designed for them.

NVLD in the Workplace

Adults with many non-apparent differences, including NVLD, are likely working with us on projects or managing our teams. They may excel in verbal communication but struggle with interpreting graphs or organizing spatially complex projects. Visual aids that are straightforward to some might be confusing to them. Misunderstandings surrounding NVLD can lead to misjudgments of individuals’ capabilities, potentially limiting their career growth or causing unnecessary conflict.

For my recent book, The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work, I interviewed Anna L., a professional diagnosed with NVLD. “Throughout my life I have been treated as if I had challenges that occur in more common neurotypes. …” she shared. “I’ve been given visuals to learn things, or been left to learn by doing, when I need words to learn. This has confused me and made it harder to backtrack and learn processes after I learned the wrong way.”

Another issue that she’s encountered in the workplace is others assuming that she has trouble understanding others’ feelings, while in fact, Anna tested as gifted in that area. “This assumption, and having people who made this assumption frequently tell me I was not being empathetic enough, has left me to struggle with the feeling that I don’t matter as much as all other people and [I have] put others first far too often, which has been harmful to me.”

On another occasion, Anna, who had not disclosed her NVLD at work, worried for her career when she was required, along with other managers, to prepare and serve a Thanksgiving dinner. She enjoys socializing, but was concerned about performing manual tasks and, indeed, visibly struggled with cutting brownies.

A supportive work environment that recognizes and values the verbal strengths of NVLD while providing accommodations for nonverbal challenges can significantly improve the employee’s workplace experience. Providing appropriate accommodations requires understanding the unique pattern of an individual’s abilities.

Some of the approaches likely to be helpful include using verbal instructions to explain visual tasks. For example, training a person with NVLD to use a new data analysis tool may require clear language to outline where each key element is located, such as the “dashboard at the top right corner” and the “chart selection menu on the left.” A written step-by-step guide is likely to be more helpful than a series of screenshots.

Assistive technology (e.g., speech-to-text) can be beneficial for those who struggle with motor skills, allowing them to produce written work without handwriting or typing. Aligning responsibilities with strengths through comprehensive flexibility and support for job crafting can be a game changer for the individual while it also maximizes talent in the organization.

Neuroinclusion Beyond Labels

Understanding NVLD is a step toward a broader appreciation of neurodiversity. It challenges us to rethink our assumptions about what human differences look like and how they manifest in daily life and work. By embracing the complexities of NVLD, we can help build cultures that celebrate diverse cognitive, social, sensory, and emotional profiles, value different perspectives, and support people in playing to their strengths.