2021-01-292021-01-292020https://eresearch.qmu.ac.uk/handle/20.500.12289/11081In 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-USThesis