In a recent and refreshingly candid interview with IGN, Spider-Man star Tom Holland spoke openly about living with ADHD and dyslexia. For fans, it was a rare glimpse into how one of Hollywood’s most recognisable actors experiences the world. For the wider public, and especially those working in HR, leadership, or diversity and inclusion, it was another powerful reminder of why neurodiversity matters.

Holland’s comments are not just about his personal experience. They challenge stereotypes, celebrate strengths, and highlight how creativity and play can help people with ADHD and dyslexia thrive. Most importantly, his words demonstrate that neurodivergence is not a barrier to success, it is part of what makes him excel.

Tom Holland’s Diagnosis and His IGN Interview

Tom Holland was diagnosed with dyslexia at just seven years old. In past interviews, he’s admitted that school could be tough, particularly when it came to spelling, reading aloud, or keeping up with classmates. Yet, with the support of his parents and a willingness to find his own learning style, Holland grew into a performer who now commands the global stage.

In his recent IGN interview, he went further and revealed that he also has ADHD. For him, this brings unique challenges when faced with what he calls the “blank canvas” moments of creativity.

“I have ADHD and I’m dyslexic, and I find sometimes when someone gives me a blank canvas that it can be slightly intimidating. And sometimes you are met with those challenges when developing a character.”

Rather than framing this as a weakness, Holland explained how he uses play as a strategy to unlock creativity and overcome those initial hurdles. Whether building LEGO sets or experimenting with ideas in a low-pressure way, play helps him focus, regulate, and eventually produce his best work.

“Play really does help… any way you can interact with something that forces you to be creative… just promotes healthy creativity.”

Why Tom Holland’s Story Resonates

Celebrities opening up about their neurodivergence isn’t new, but each disclosure chips away at stigma and helps people feel seen. Holland’s case resonates so strongly because he’s young, successful, and admired across generations.

For children and adults with ADHD or dyslexia, hearing one of their heroes talk openly about these challenges can be life-changing. It normalises neurodivergence and reinforces the idea that different ways of thinking are valuable, not something to hide.

For employers and managers, Holland’s story is a reminder that neurodivergent employees are already in your workforce. They may be masking, struggling in silence, or quietly excelling without recognition of what helps them thrive.

ADHD and Dyslexia: Strengths and Struggles

Tom Holland’s interview gives us a chance to talk about how ADHD and dyslexia actually present in adults, far beyond school classrooms.

ADHD in adults

• Can bring challenges with focus, organisation, and task initiation.

• But it also fuels creativity, risk-taking, and energy that drive innovation.

• Many adults with ADHD thrive in dynamic, fast-paced environments where they can move between tasks.

Dyslexia in adults

• Can create difficulties with spelling, reading speed, or short-term memory.

• But dyslexic individuals often excel at big-picture thinking, visual learning, and problem-solving.

• Many leaders and entrepreneurs, from Richard Branson to Agatha Christie, credit their dyslexia as part of what made them successful.

Holland’s own career reflects these traits: fast-thinking improvisation, creativity under pressure, and a willingness to experiment, all qualities celebrated in acting.

Lessons for Leaders and Employers

What can managers, HR teams, and DEI professionals learn from Tom Holland’s openness? Here are three practical takeaways:

1. Creativity Needs Structure and Play

Neurodivergent employees may not always thrive when given total freedom with no framework. Instead of saying, “Just run with it,” offer scaffolding: clear goals, deadlines, or a starting point. Then, encourage play and exploration within that framework.

For example, if a team is brainstorming a new product, provide prompts, examples, or prototypes to build from. This mirrors how Holland uses LEGO sets, structured play that unlocks free creativity.

2. Normalise Disclosure and Difference

When someone like Tom Holland speaks about ADHD and dyslexia, it creates psychological safety. Employers can build on this by:

• Sharing role-model stories internally.

• Training managers to respond positively when employees disclose.

• Embedding neurodiversity into equal opportunities statements.

The message should be clear: being neurodivergent is not a problem to fix, it’s a difference to support.

3. Design Workplaces That Unlock Strengths

Leaders can apply inclusive design principles to unlock the potential of neurodivergent employees:

• Provide multiple communication channels (written, verbal, visual).

• Offer flexible deadlines where possible.

• Allow for quiet spaces and remote work to reduce sensory overload.

• Celebrate problem-solving and creativity as much as speed or detail.

When workplaces do this, employees with ADHD or dyslexia feel valued, and their strengths can drive innovation.

Celebrity Disclosures and Their Ripple Effect

Tom Holland isn’t the first celebrity to speak about neurodivergence, and he won’t be the last. But each story contributes to a bigger cultural shift.

• Daniel Radcliffe has spoken about living with dyspraxia.

• Simone Biles has shared her ADHD diagnosis.

• Keira Knightley has dyslexia and credits it for shaping her career.

These stories remind us that neurodivergence cuts across industries, from sport to film to business. And every time someone visible speaks up, it gets easier for employees in everyday workplaces to feel comfortable doing the same.

Why This Matters for Organisations in 2025

The workforce is changing fast. Nearly half of Gen Z now identify as neurodivergent or having mental health differences. That means the managers of tomorrow will need to be fluent in neuroinclusive leadership.

Tom Holland’s story highlights what many neurodivergent employees already know: that strengths often come packaged with challenges, and that supportive environments unlock potential.

For organisations, this means:

• Investing in neurodiversity training for managers.

• Embedding neuroinclusion in recruitment and career development.

• Measuring progress with pulse surveys and retention data.

• Showing employees that inclusion isn’t just a value, it’s a practice.

Final Thoughts

Tom Holland’s comments about living with ADHD and dyslexia aren’t just a personal revelation. They’re a powerful example of how embracing neurodivergence fuels creativity and resilience. His story challenges outdated stereotypes and offers inspiration to anyone navigating life or work as a neurodivergent person.

For employers, it’s also a wake-up call. The strengths neurodivergent people bring, creativity, innovation, adaptability, are exactly what businesses need in 2025 and beyond. But to unlock them, leaders must design workplaces that support difference, not erase it.

At Enna, we help organisations move from awareness to action. Whether through manager training, workplace audits, or neuroinclusive recruitment support, we’re here to ensure neurodivergent employees are empowered to thrive.

👉 Learn more about our neurodiversity training for managers or book a neuroinclusive workplace audit today.