Asexual Awareness Week: Understanding, Supporting, and Taking Action.

Asexual Awareness Week (20-26 October), is a vital opportunity to shine a spotlight on the often misunderstood and underrepresented asexual (or ace) community. The term “ace” has been adopted by asexual individuals as a more casual and empowering way to refer to their identity. Just as we shorten LGBTQ+ to a more digestible acronym, “ace” fosters a sense of community and belonging, while removing the stigma often attached to clinical or overly formal language.

Asexuality, characterised by a lack of sexual attraction to others, is part of a diverse spectrum. Some individuals may experience little to no romantic or sexual attraction, while others might feel sexual attraction only under specific circumstances, such as within an emotional bond (demisexuality). Yet, despite asexuality being a valid sexual orientation, the ace community often faces erasure, misconceptions, and marginalisation. This is particularly true in workplace settings, where sexual orientation is often seen through the lens of heteronormativity, leading to assumptions about relationships, attraction, or "norms" that simply don't fit the ace experience.

But why is this important?

The ace community, like all marginalised groups, deserves the same level of visibility, respect, and inclusion as any other. By using terms like “ace,” we not only acknowledge this identity but also begin to unravel some of the myths that have contributed to its marginalisation. For instance, many people erroneously believe that asexual individuals are "broken" or "missing something" because they don’t experience sexual attraction in the way others do. This is simply untrue. Asexuality is a rich and valid identity, offering diverse experiences and perspectives that can enhance conversations about inclusion in the workplace.

This is where the Diversity Doctor’s framework of Awareness, Action, and Accountability comes into play. By building awareness around the nuances of asexuality and using inclusive language such as “ace,” we can begin to create an environment where ace colleagues feel seen, respected, and supported. Understanding the spectrum of asexuality isn't just about recognising the absence of sexual attraction, it's about acknowledging the full complexity of human experience and the importance of every individual feeling comfortable in their own identity, without judgment or exclusion.

Want to learn more? Keep reading as we delve into actionable steps for fostering an inclusive environment for our ace colleagues.

Awareness: Recognising Asexuality and Its Misconceptions

The first step to inclusion is understanding. Asexuality is often misunderstood or dismissed, with many people assuming that everyone must experience sexual attraction. This misunderstanding can lead to inappropriate questions, assumptions, or even outright exclusion from conversations about identity and orientation.

According to a 2018 study from the Trevor Project, 10% of LGBTQ youth identify as asexual. Despite this, many workplaces still don't have policies, language, or understanding that addresses asexuality, which can result in ace individuals feeling unseen or pressured to conform to norms that don't align with their identity.

Becoming aware of the ace spectrum, ranging from asexuality to demisexuality and greysexuality, helps in breaking down biases and assumptions. Educating yourself and your team is crucial for ensuring that ace individuals feel respected and valued for who they are, rather than pressured to fit into existing molds.

Action: Creating an Inclusive Workplace for Ace Employees

Once we understand asexuality, we need to take concrete steps to foster an inclusive environment. Here are a few actionable ways to do so:

• Update Language in Policies: Review and revise your workplace policies and communications to ensure they reflect and respect the asexual experience. For instance, when discussing LGBTQ+ inclusion, ensure asexuality is explicitly mentioned.
• Create Supportive Spaces: Many ace individuals feel overlooked in LGBTQ+ discussions, so consider establishing Employee Resource Groups (ERGs) or affinity groups where ace employees feel included, where they can discuss their experiences and feel supported. Encourage participation in asexual awareness initiatives to raise visibility in the workplace.
• Embed Inclusivity in Everyday Conversations: Language matters. Encourage colleagues to avoid assumptions about relationships or attraction when speaking to others. For example, instead of asking, “Do you have a partner?” ask, “What do you enjoy doing outside of work?” This avoids placing emphasis on traditional relationship structures.

Accountability: Ensuring Ongoing Progress and Support

Lastly, accountability is key. It’s not enough to raise awareness and make initial changes; we must hold ourselves and our organisations accountable for sustained progress.

• Measure Impact: Track the effectiveness of your initiatives. Survey your employees anonymously to gauge how included ace individuals feel within your organisation. Regular feedback is crucial to ensure ongoing improvements.
• Leadership Accountability: Ensure that leaders at every level understand the importance of asexual inclusion and hold them responsible for fostering a more inclusive culture. Incorporating D&I metrics into leadership evaluations can help ensure sustained focus on inclusivity for all orientations.
• Continuous Learning: Accountability also means staying informed. Encourage teams to engage with new research, participate in workshops, and continually educate themselves on the diverse experiences within the LGBTQ+ community, including asexuality.

Call to Action

To better understand how you can embed inclusive language into your workplace conversations, download The Diversity Doctor’s “Words Matter” resource. This comprehensive guide includes explanations of more D&I terminology and practical steps to incorporate supportive language into everyday interactions. If you're looking to build confidence in D&I conversations, take a look at our latest online program Confident D&I Conversations. Alternatively contact us directly if you would like support reviewing or developing policies for inclusion.

Let’s all take part in creating a workplace where everyone, regardless of sexual orientation or identity, feels seen, heard, and valued.

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Useful links:

https://thediversitydoctoracademy.thinkific.com/courses/DiversityandInclusion_Conversations

https://www.diversity-doctor.com/words-matter

https://www.diversity-doctor.com/free-audit