In January 2024, Kit Harington, the Game of Thrones star best known as Jon Snow, talked about his life away from the cameras. Speaking on The Hidden 20% podcast, he talked about his ADHD diagnosis, which ADHD UK reports he received during a stay in rehab in 2019. It is a subject that still attracts plenty of myths and stigma.
Why his openness matters
Part of the reaction is simply that he is famous. But public figures tend to keep their private lives private, so a star of his size talking plainly about being neurodivergent carries weight. It also makes people think about how much neurodivergent talent goes unused at work. He joins a growing list of famous actors with ADHD who have spoken publicly about their experiences.
A slow shift at work
Most workplaces were built on a one-size-fits-all model, and that is slowly changing. Stories like Kit’s make people question what productivity and success look like. Neurodiversity, the natural variation in how people’s brains work, is a far more familiar idea than it used to be, and employers are starting to recognise the strengths that neurodivergent people bring. Our guide to neurodiversity in the workplace explains what this means in practice.
Breaking stereotypes
ADHD still comes with a lot of stereotypes. It is a difference, not a deficit, and in the right environment the way an ADHD brain works can be a real advantage. Neurodivergent people have been pushing back against these misconceptions for years. A household name saying it out loud helps.
Impact on the neurodivergent community
Plenty of neurodivergent people will relate to Kit. His path from young actor to global star had real lows, and he has been honest about them. For people with ADHD, his career is a reminder that ADHD is part of who you are, and it can sit alongside real success.
Building confidence and resilience
Telling people you’re neurodivergent can be daunting, and fear of judgement is a big part of that. Every well-known person who speaks up makes it a little easier for the next person. If you’re weighing up whether to share your own diagnosis, our guide to disclosing your neurodiversity at a new job can help.
A sense of belonging
Neurodivergent people often feel isolated, especially somewhere that hasn’t been set up with them in mind. Seeing someone like Kit talk openly helps people feel part of something, and backs up the idea that nobody should have to hide how their brain works.
Impact on the workplace
His disclosure is personal, but it is also a nudge for employers to look again at how they handle inclusion. Teams that make room for different kinds of thinking tend to be more creative and better at solving problems.
Recognising neurodivergent talent as an asset
Stories like Kit’s ask employers to see neurodivergent people for what they bring. Many neurodivergent people excel in areas such as pattern recognition, attention to detail and divergent thinking. These skills are useful everywhere from tech to the creative arts.
Creating inclusive work environments
Token diversity efforts don’t cut it. Real inclusion means a workplace that works for people with different needs and strengths. Adjustments like flexible hours and clearer, tailored communication usually help the whole team work better. Understanding how neurodiversity shows up at work is a good first step.
A strengths-based perspective
ADHD is often described as a “superpower”, That label doesn’t fit everyone’s experience, but it does push back on the habit of treating every difference as a disorder. What matters more is a culture where people aren’t defined by their traits, and are valued for the way they think.
What happens next
What people do with a story like this depends on who they are.
For individuals
If you’re neurodivergent, Kit’s story is a nudge to stop hiding the parts of yourself that other people might call unconventional. They can be strengths. Other public figures, such as Tom Holland, who has spoken about ADHD and dyslexia, are doing the same.
For employers
Employers should take a hard look at their policies and practices, and ask how they could work better for neurodivergent staff. This may involve training, making adjustments easy to access, and actively welcoming neurodivergent candidates in recruitment. It also means managers knowing how to respond when an employee discloses their neurodivergence.
For society
More widely, stories like his keep the conversation going, and that means less stigma, more awareness and, eventually, better policy.
Where this leaves us
One actor talking about his ADHD won’t change the world by itself. But it gets people talking, in offices and classrooms as well as in the entertainment press, and that is how attitudes shift. Neurodiversity is a source of strength, and the more people say so in public, the harder it is to ignore.
How Enna can help
If you’re an employer wondering how much talent you might be missing, our Neurodiversity Deep Dive training helps teams go beyond awareness, and our neuroinclusion audits and consultancy show where your policies and processes could work better. If you’re hiring, you can post a role on the Enna jobs board to reach neurodivergent candidates, or book a call with our team.
If you’re the one looking for work, you’ll find roles with employers who value different thinking on the Enna jobs board, and register for job alerts so new roles come to you.
