When a public figure talks about their autism diagnosis, it can be a powerful moment — an opportunity to challenge stereotypes, raise awareness, and foster greater understanding. But not all headlines do this well. In fact, the recent comments from MasterChef presenter Gregg Wallace, and the media storm that followed, did the opposite.
Wallace suggested that his autism “probably” explained why he was “sacked” for alleged inappropriate behaviour in the workplace — implying that his neurodivergence may have caused him to offend others without realising. Whether intended or not, the implication was clear: autism as a justification for poor conduct.
For many of us in the neurodivergent community — and especially for those who have spent years trying to be understood, accepted, and respected in the workplace — this wasn’t just frustrating. It was harmful.
Let’s talk about why.
The Problem With Linking Autism to Misconduct
When Gregg Wallace was dropped from Inside the Factory, reports alleged that his comments towards female staff were inappropriate and made people feel uncomfortable. In response to questions, Wallace told The Times:
“I’ve got autism. It’s who I am. It’s not something I want to change.”
He also said he sometimes struggles to read social cues and doesn’t always know when he’s being inappropriate.
While this may be true for some autistic people in some contexts, the framing — especially as interpreted by tabloids — suggested that autism might excuse or explain poor behaviour. Some headlines even directly linked his autism to his alleged “sacking.”
This sends a message that many of us have fought against for decades: the idea that being autistic makes someone rude, offensive, or incapable of respecting boundaries. It reinforces the dangerous stereotype that neurodivergent people are socially unaware or unmanageable — a perception that already stops countless autistic people from getting hired, promoted, or even invited to interviews.
Autism Is Not an Excuse for Inappropriate Behaviour
Let’s be clear: autism is a neurodevelopmental difference that affects communication, sensory processing, and how someone experiences the world. It can impact how a person interprets tone or body language, but it is not an excuse for disrespect, misogyny, or inappropriate conduct. Nor is it a blanket reason to avoid accountability.
Autistic people are more than capable of learning, reflecting, and adjusting. Many do this constantly, often masking who they are in order to “fit in” with workplace expectations. To imply that autism inherently causes offensive behaviour is not only misleading, it’s insulting to the millions of autistic adults who work hard every day to be respectful, kind, and professional, even in environments that are not designed for them.
Media Narratives Matter
The media plays a huge role in shaping public understanding of autism and other forms of neurodivergence. When a well-known personality makes controversial statements about their diagnosis, and those statements go unchallenged or are sensationalised, the public often absorbs them as truth.
Headlines like “Gregg Wallace blames autism for inappropriate remarks” or “MasterChef star says autism caused offence” simplify a nuanced issue into a harmful soundbite. For hiring managers, HR professionals, and workplace leaders who don’t understand neurodivergence, these messages create fear. They associate autism with risk, with unpredictability, with HR complications.
And what happens next? Bias creeps in. Decisions are made behind closed doors. Autistic job applicants are overlooked. Neurodivergent employees are seen as difficult or volatile. Inclusion becomes harder, not easier.
The Impact on the Neurodivergent Community
For autistic people, especially those in work, applying for jobs, or navigating professional environments, this kind of narrative has real consequences.
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It can lead to increased stigma and fewer opportunities.
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It can make colleagues question a neurodivergent person’s intentions.
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It can cause neurodivergent individuals to hesitate before disclosing their diagnosis, fearing it will be misunderstood.
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It can trigger internalised shame, the belief that their differences are something to hide or apologise for.
It also overshadows the real barriers neurodivergent employees face at work: lack of adjustments, communication gaps, sensory overload, and being held to neurotypical standards that ignore their strengths.
So, What Should Public Figures Say Instead?
When a public figure receives a diagnosis later in life, it can be a confusing and emotional time. There’s nothing wrong with reflecting on how it might explain parts of their past. But framing matters. Intent matters. And accountability still matters.
Here’s what we wish Gregg Wallace had said:
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“Being diagnosed as autistic has helped me understand myself better. I’m still learning about what that means.”
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“I take full responsibility for anything I’ve said or done that made others uncomfortable. Autism may impact how I communicate, but it doesn’t excuse poor behaviour.”
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“I want to use my platform to learn and support others who are neurodivergent.”
This approach centres self-awareness, personal growth, and solidarity with the wider community — rather than deflection or blame.
What Employers and Leaders Should Take Away From This
If you’re an employer reading this and feeling unsure, that’s okay. You may be wondering:
How do I support neurodivergent employees without fear of crossing a line?
What if I get it wrong?
What if someone makes a mistake and says it’s due to their diagnosis?
These are valid concerns, but they shouldn’t lead to avoidance. Instead, consider the following:
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Most neurodivergent people are not asking for special treatment. They’re asking for clarity, reasonable adjustments, and respect.
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Education is key. Understanding the differences between traits, needs, and behaviours makes it easier to support your team fairly.
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Hold everyone to the same standard of respect. Neurodivergence may impact how someone communicates or processes feedback, but it does not mean lowering the bar on professionalism, dignity, or accountability.
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Create a workplace where people can talk openly. If someone feels safe to say “I struggle with tone of voice, could you give me written feedback?” that’s a win, not a problem.
Final Thoughts
The Gregg Wallace autism scandal hurt the neurodivergent community — not because someone made a mistake, but because the response blurred the line between explanation and excuse.
Autism is not a reason to dismiss others’ feelings. It’s not a get-out clause for poor behaviour. It’s a difference that deserves understanding, not scapegoating.
For neurodivergent people who work incredibly hard to be understood, respected, and supported in the workplace, the damage from headlines like these is real. But so is our ability to push back — to educate, to speak up, and to reframe the narrative.
And for employers and leaders, this is an opportunity. Learn from this moment. Don’t let it be the story that shapes your view of neurodivergence. Let it be the story that inspires you to do better.
Want to support your team with confidence?
Enna helps organisations create neuroinclusive workplaces through training, coaching, recruitment support, and workplace assessments. Learn more at enna.org.