Ace people’s experiences at work
Stonewall’s Ace Report (2023) found that:
- Just 9 per cent of ace respondents reported being open with all colleagues at a similar or lower level than them, compared to 39 per cent of all respondents.
- Half (49 per cent) of ace respondents weren’t open with any colleagues at a similar or lower level than them, compared to 18 per cent of all LGBTQ+ respondents.
- Only 7 per cent of ace respondents were open with all senior colleagues, compared to 34 per cent of all respondents.
- More than two thirds (68 per cent) of ace respondents aren’t open with any senior colleagues, compared to 29 per cent of all respondents.
- More than three quarters (78 per cent) of ace respondents weren’t open with any customers or clients, compared to just over half (51 per cent) of all LGBTQ+ respondents.
Ace participants shared that limited understanding of ace identities had been a significant barrier for them in the workplace. Many felt that the onus fell on them to explain their ace identity to colleagues or to field personal questions at work. By raising awareness of issues affecting ace staff, you can help alleviate pressure from ace staff who feel they need to explain themselves. This also presents a key opportunity for Line Managers and HR staff to help foster a more inclusive work environment.
What you can do
Disseminating consistent messages of support via internal communications can help raise awareness of ace identities. Consider releasing messaging on or around specific awareness days or events such as Ace Week or International Asexuality Day. This can help highlight your workplace journey towards a more ace-inclusive workplace, signifying allyship to your ace staff.
Share workplace experiences of ace staff from within your organisation or within your sector. When asking for ace staff to share their stories, avoid putting the burden on them to explain everything about ace identities. Their participation is to help further understanding of what being ace in the workplace has been like for them.
Platforming Ace Inclusion at Pride
Kevin Lyons, Senior HR Manager - Pearson
‘Our journey to a more inclusive workspace has been a thrilling learning experience, and we’re proud to say we've made massive strides over the past year. When we began this work, we quickly saw the need for broader diversity, especially for our ace employees. This understanding drove us to action.
During Pride Month we chose to highlight the ace community, and our review of the Stonewall Bi Report influenced this choice. We wanted to support other often overlooked groups within the broader LGBTQ+ community and provide safe spaces for staff. To amplify this conversation, we invited ace activist Yasmin Benoit for a headliner discussion. We aimed to centre ace inclusion, whilst connecting this to our broader work around safe spaces.
The virtual fireside chat with Yasmin Benoit during Pride Month let employees engage, ask questions, and better understand ace inclusion. We chose a virtual format for maximum access, ensuring the conversation reached far and wide. Now this event is a permanent resource on our intranet, ensuring staff can access it whenever they wish. The response to our Pride Month initiatives blew us away, with the focus on ace inclusion sparking newfound interest. Thanks to these efforts, ace inclusion is now a more common conversation in our workplace.
We believe that ongoing conversation, awareness, and education drive real change. By spotlighting the ace community, we are raising visibility and understanding, which we hope will lead to further initiatives and improvements. We urge other companies to engage with organisations specialising in ace inclusion. Groups like Stonewall and activists like Yasmin Benoit provide plentiful resources for companies on their inclusivity journey. It's vital to learn from others making progress in this field. The path towards inclusivity is one we must walk together, as a community and industry.’