Q: How can we make sure asexual people are included at work?
A: Asexual – or ace – people have little-to-no sexual attraction towards anyone, regardless of their gender. Sexual orientation is often misunderstood and underrepresented, even within workplace inclusion efforts.
The National LGBT Survey in 2018 revealed that just 9% of ace respondents reported being open with all colleagues at a similar or lower level than them, compared with 39% of all respondents. Half (49%) of ace respondents were not open with any colleagues at a similar or lower level than them, compared with 18% of all LGBTQ+ respondents. The survey also uncovered that when asexual people do come out at work, they’re more likely to receive negative responses: 7.6% said they experienced ‘only positive’ responses, compared with 40.8% of all respondents.
Even in a more inclusive age, the issues that asexual people continue to experience are particularly striking. More needs to be done to make workplaces ace-inclusive. Here are six points to bear in mind.
1. Sexualised workplace cultures
The overemphasis on sexual or romantic orientation at work can be alienating for ace employees. While we should encourage people to feel comfortable and open at work, we should avoid asking about someone’s sexuality unless they mention it. Also avoid sexually explicit conversations, and using questions about romantic partners as an icebreaker.
Read more: LGBTQ+ graduates want to be out at work
2. Ace inclusion in DEI policies
As asexuality is not recognised under the UK Equality Act 2010, there has been a lack of incentive for workplaces to protect asexuality as an orientation. Simply mentioning asexuality can encourage staff to begin considering ace people as a legitimate group.
3. Training
Train employees to understand what asexuality is, and what acephobia looks like. Dispel misconceptions about the community, and make provisions for ace people.
4. Take acephobia seriously
Acephobia can take the form of invasive questions, stereotyping, making assumptions about an ace person’s character or experiences, medicalising asexuality, exclusion or insults. It should be treated the same way as other forms of sexuality-based discrimination.
5. Surveys and statistics
Many workplace survey forms do not have an option for asexuality. This encourages ace people to tick the ‘other’ box, or discourages them from coming out at all. Having statistics about ace employees can provide an incentive for further ace-inclusion.
Read more: The importance of safeguarding LGBTQ+ business travellers
6. Celebrate asexual occasions
Asexuality is often forgotten, even in Pride Month, so recognising specifically ace occasions – for example International Asexuality Day (6 April) and Asexual Awareness Week (22-28 October) – can help the community to feel seen.
I worked with Stonewall on the Ace in the UK report, published last year. The report digs deeper into the issues that ace people face at work, and highlights areas for intervention.
Yasmin Benoit is an activist and founder of the UK’s first asexual rights initiative
