| dc.description.abstract | In recent years, there has been an increased academic interest in asexuality, yet, despite
its growing attention in the literature, it is still understudied, especially in the
workplace. Therefore, the aim of this dissertation is to explore the ways within which
a Scottish local authority supports and protects its asexual employees and promotes
their inclusion. The investigation takes the form of an exploratory single-case study
where research data are drawn from four semi-structured face-to-face interviews with
a human resource (HR) manager, an employee, and two trade union representatives.
The analysis indicates several weak spots, including inconsistent policy enforcement,
poor communication, and resource scarcity. Future research should, therefore,
investigate the relationship between the employment relationship and inappropriate
behaviour challenging, and explore the effectiveness of HR policies and employment
practices with regard to asexual employees. Practical implications include the
improvement of internal communications, consistent enforcement of existing HR
policies, and empowerment of trade unions. Furthermore, asexuality should be
classified as a sexual orientation in the Equality Act 2010. | en |
