Understanding Asexuality: The A in LGBTQIA+
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The LGBTQIA+ acronym encompasses a diverse spectrum of sexual orientations and gender identities. While the first few letters often receive more attention, lets focus on the “A,” which stands for Asexuality. In this article, we will explore what asexuality is, tips for asexual job seekers, and ways employers can create a more inclusive environment through the use of employee resource groups.

 

Defining Asexuality:

Asexuality is a sexual orientation characterized by a lack of sexual attraction or interest in sexual activity. Asexual individuals, often referred to as “aces,” may experience romantic attraction, emotional connections, and intimate relationships without a desire for sexual involvement.

 

Intersectionality within the LGBTQIA Community:

The LGBTQIA+ community is diverse, with individuals experiencing various intersections of identity. Asexual individuals may also identify with other aspects of the LGBTQIA+ spectrum, making it important to recognize and celebrate the diversity within the community. Intersectionality fosters a more inclusive and supportive environment for everyone, acknowledging that multiple aspects of identity can intersect and influence a person’s experiences.

 

Tips for Job Seekers:

For job seekers who identify as asexual, finding an inclusive workplace is an important consideration. Here are some tips to help job seekers identify companies that prioritize diversity and inclusivity, including asexuality.

Research Company Policies: Before applying to a company, research its policies and commitment to diversity and inclusion. Look for explicit statements or initiatives that demonstrate a commitment to supporting employees of all sexual orientations.

Inclusive Benefits: Explore the company’s benefits packages to see if they are inclusive of diverse family structures. A company that recognizes and supports various relationship dynamics is likely to be more inclusive overall.

Inclusive Language in Job Postings: Pay attention to the language used in job postings. Companies that use inclusive language and promote a diverse workforce are more likely to have a culture that values all employees.

 

Interview Questions: During job interviews, consider asking questions about the company’s commitment to diversity and inclusion. HuntClub suggests asking “What are your DEI goals and what specifically have you done to make progress toward achieving those goals?” This question will help you identify whether or not the organization takes timely and serious action behind its goals.

 

Employee Resource Groups (ERGs):

Employee Resource Groups can help employees feel included within their work environment. Creating an ERG specifically dedicated to LGBTQIA+ issues, including asexuality, can provide a supportive space for employees. Asexual employees may find solace and community by joining or forming ERGs that focus on sexual orientation and gender identity.

Examples of ERGs that can be formed include:

  • LGBTQIA+ Alliance: A group that encompasses the entire spectrum of sexual orientations and gender identities, including asexuality.
  • Asexual and Aromantic Network: A specific ERG focusing on the unique experiences of asexual and aromantic individuals.
  • Sexual Diversity and Inclusion Council: A broader group that addresses all aspects of sexual diversity, fostering a supportive workplace for everyone.

 

Equality Careers is a dedicated resource for individuals within the LGBTQIA+ community, offering a platform designed to link talented professionals with companies that actively support diversity and equality while also implementing those employee resource groups (ERGs), and comprehensive policies listed above. By taking these steps, job seekers can make informed decisions about potential employers and find workplaces that align with their values.