The recent legal claim by Gregg Wallace against the BBC has reignited an essential conversation about neurodiversity, workplace behaviour, and the potential for misunderstanding or exploitation. Wallace, who received an autism diagnosis during an inquiry into allegations of inappropriate conduct, now argues that his neurodivergence was not adequately taken into account in the BBC’s decision to dismiss him. While such a diagnosis may provide context for certain behaviours, it does not remove personal responsibility.
At Osmond Ergonomics & Wellbeing, we work to create inclusive workplaces where neurodivergent individuals are supported through tailored workplace needs assessments and appropriate interventions. We believe in enabling people to thrive by making adjustments that foster clarity, structure, and understanding. However, it is equally important to recognise that support should not become a justification for misconduct. True inclusion requires both knowledge and accountability.
From our experience, there is often a lack of understanding of neurodiversity within workplaces, especially at management level. This lack of awareness can lead to misinterpretation of behaviours, missed opportunities to provide support and, in some cases, unfair escalation of issues. That is why building awareness and equipping managers with clear strategies to support their teams is vital. With the proper training and structures in place, potential misunderstandings can be reduced and neurodivergent employees can feel more confident and valued.
The BBC’s decision to terminate Wallace’s contract followed an independent investigation that upheld 45 allegations of misconduct, ranging from inappropriate language to unwelcome physical contact. Wallace has acknowledged some inappropriate comments, but disputes the scale of the claims and has linked misunderstandings to his autism diagnosis.
This case highlights the fine line employers must navigate. On one hand, there is a risk that neurodivergent employees may be unfairly judged due to communication differences or social misunderstandings. On the other, workplaces must protect staff safety and dignity by addressing behaviours that cross professional boundaries. The obligation is therefore twofold: to provide adjustments and understanding where traits of neurodivergence come into play, and at the same time to apply consistent behavioural standards to everyone.
At Osmond Ergonomics & Wellbeing, our focus is on promoting wellbeing in the workplace while ensuring people feel supported. We help organisations meet their duty of care by identifying and implementing tailored adjustments for neurodivergent employees and raising awareness among managers and teams. This is how inclusive workplaces are built: through a balance of respect, support, and accountability.
Neurodivergent individuals deserve meaningful support and adjustments that allow them to succeed. But this support must not be confused with excusing inappropriate behaviour. The goal must always be balance: workplaces that are both inclusive and safe for all.