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This article could easily have been a list of 10 influential and inspiring women in cannabis. It almost was. But in light of this year’s International Women's Day theme, “Inspire Inclusion,” frankly, every woman—especially women of color—who gets up each day and goes to work in cannabis deserves to be on such a list.
Like so many other sectors, the cannabis industry has a gender and diversity issue. A 2023 report by MJBiz found that women make up 39% of marijuana executives, in the U.S. with racial minorities accounting for just 24%.
This is an improvement on previous years. In 2021, women were estimated to account for only 22% of executive positions in the industry, and people from minority groups represented just 13%.
While the slight improvement in the figures might give cause for optimism, the bountiful reports of business events held in strip clubs and women being harassed at conference after-parties do not.
Now that legal, commercialized, markets are opening up, many of those who fought hardest for the liberation of cannabis—communities of color, women, those who identify as LGBTQ, and chronically ill and disabled patients—are being trampled on in the race to the top.
Armed with this knowledge and the opportunity to do things differently, those entering the emerging cannabis space could choose to make equal representation a necessity from the off, rather than a nice-to-have.
And figures show it’s better for the bottom line, too.
A 2020 study by McKinsey & Company found that companies in the top 25% for racial/ethnic and gender diversity were respectively 36% and 25% more likely to have higher financial returns. Meanwhile there is evidence that gender-diverse teams outperform those that are gender-homogenous.
Rather than just celebrating women for one day of the year, what can organizations and individuals actually do to “inspire inclusion” in cannabis every day?
1. Build Inclusion Into Your Company Culture
Creating a diverse and inclusive workplace doesn’t need to involve expensive or elaborate initiatives. It’s really about mindset, say experts.
Employers should have it at the forefront of their minds even before the hiring process has even begun, says Scheril Murray Powell, Esq, an agriculture and cannabis trade attorney in New York, who founded the Cannabis HR Council and chairs the diversity subcommittee of ASTM International.
“Before you even hire your first employee you have to determine what your culture is and how your culture will embrace a diverse workforce, as well as a diverse customer base,” she says in an interview via video link.
“It ties directly into your branding and how you position yourself.”
Powell also notes that employers should make their inclusive culture clear throughout the hiring process, ensuring job applications aren’t worded in such a way that might discourage people from applying, and using inclusive questioning during interviews.
“Provide information so people know that you are genuinely interested in hiring with gender equality and make that very clear in your job descriptions,” she says.
“When doing your hiring interviews make sure you are not asking questions in a way that could offend people of diverse backgrounds or people with families, for example, to be clear that you're not going to use that as a means of eliminating people.”
Making this clear can make a big difference, according to Rifhat Jubeenh, director of business strategy at Fontus Health.
“Although I am the only woman on the board in my team, I’ll never forget when my managing director said to me ‘you are our equal when you come into the boardroom’,” she said in a message exchange over WhatsApp.
“This certainly set the tone. Culture comes from the top.”
Scheril Murray Powell Esq, founder of Cannabis HR Council
2. Introduce Basic DEI Practices
For larger organizations, Employee Resource Groups (ERGs) can play an important role in driving forward Diversity Equity and Inclusion (DEI). But even a start-up can make small steps, says Hilary Black, a veteran cannabis executive since 1995 and the former head of advocacy at Canopy Growth.
This includes adopting diverse hiring practices and introducing diversity training as part of the onboarding process (many organizations offer pre-packaged training that you can partner with on this). Hiring people with an interest in this area, particularly in your HR department, can also help embed DEI practices.
“Research shows that there's a direct link between diversity and profitability,” says Black over video call.
“If you have a bunch of people that are culturally all the same, you're going to have groupthink, and not the kind of problem solving that is possible when you have diverse perspectives. It’s really important to have your leadership team reflecting the diversity of your consumers.”
Hilary Black, cannabis executive
3. Encourage Equal Event Representation
Events are often when the lack of representation in the cannabis industry really hits home. Who hasn’t sat in a conference hall and watched a panel discussion between five people who all look the same?
But some event organizers are making a conscious effort to be more inclusive in their speaker slots, such as Niall Neligan, co-founder of The Cannabis Summit, alongside Eoin Long, who aim to ensure an equal gender split at their events.
“For us it was a no-brainer,” Neligan says over video call.
“It’s something that is very important to us from a personal and professional point of view, that we have panels who reflect the audience. ‘Pay-to-play’ is something we will never do, that’s the first thing we agreed on, so it's always been based on the best people.”
4. Broaden Your Network
Neligan also emphasizes the importance of reaching out to others, rather than always relying on those you already know. If you don’t already have the connections to make a panel equally representative, for example, make an effort to connect with those who do.
The Cannabis Summit collaborated with the global women’s networking group, EmpowHer Cannabis Society, to help bring on board a more diverse range of speakers.
“You have to make a conscious decision that you want it to change, and I think the best way to do that is to reach out to others,” he says.
“We’re only one year in since launching The Summit and the feedback has all been very positive, but we always ask people, ‘how can we do better’?”
5. Measure Your Demographics
Collecting data through annual diversity surveys can help get a clear picture of your company demographic and address areas where there is a need for greater representation.
“Figure out how to collect your demographic data as part of your onboarding system,” says Black.
“You want to collect your demographic data, and you want to track what people’s experiences are. Measurement is so important, if you don’t measure, it doesn’t move.”
6. Invest In Human Resources
When you’re starting out in business there are so many outgoings to consider that investing in proper HR resources might not be at the top of the priority list. But Powell urges entrepreneurs to think of it as protection against greater expense further down the line.
“I would suggest that companies really consider how they approach human resources and workforce-related issues as a cost-saving measure,” she says.
“Because of the risk of litigation and legal fees, but also the impact on performance through building employee loyalty.”
Powell adds: “Having a diverse workforce is directly tied to improved performance results. Shareholders and potential investors are going to look more favorably at you if you have a diverse leadership team and workforce.”
7. Support Inclusive Businesses...
As a consumer, one of the most important things you can do is choose carefully who you spend your money with. Supporting Black, women-owned and inclusive businesses is a relatively easy way to help promote equity in the industry.
“You can actively choose with your wallet to shop and support the legal markets that are locally doing some of the work to try to dismantle the impacts of the war on drugs, and ensure that those who have been most harmed are at the table when we regulate and create new markets,” said Dasheeda Dawson, chair of the Cannabis Regulators of Color Coalition and founder director, Cannabis NYC, in a recent Drug Policy Alliance (DPA) press briefing.
“It's the consumers that will ultimately help with some of this movement, so choose to shop accordingly and also ask about the efforts that are happening at local brands and stores that you are shopping with.”
8. ...And Make It Known
Don’t just support these businesses, shout about them too. Leave feedback for companies, share your thoughts on social media and encourage other businesses to be more inclusive.
“Consumers have so much power,” says Black.
“Smart cannabis companies are watching what's happening on places like Reddit and monitoring social media around what consumers care about. Talking about some of the things that are influencing our purchasing decisions is a massive driver.”
She adds: “Talk about it with whoever is at the point of purchase for you. If you really want to be active about it, you write the company that you want to purchase cannabis from and say ‘I love your products, but there’s no women or people of color on your leadership team, so I'm going somewhere else.’ That is powerful.”
Maritza Perez Medina, director of federal affairs, DPA.
9. Engage With The Rescheduling Public Comment Process
With an announcement from the Drug Enforcement Administration on the rescheduling of cannabis expected any day now, a number of campaigners have highlighted the shortcomings of rescheduling for communities of color—those most harmed by cannabis criminalization.
The DPA, which is advocating for cannabis to be removed from the Controlled Substances Act altogether, is urging members of the public and organizations to engage in the public comment process once it opens.
“We really want people to engage in that process and let the DEA know what the rescheduling order leaves out, but also why it's insufficient to bring justice to our communities,” said director of federal affairs, Maritza Perez Medina, during the press briefing.
“At the DPA we are creating a tool that people can easily use to craft a message of appeal to the DEA and submit public comments. You can learn more about the process and get all the latest updates on the campaign to deschedule marijuana at the DPA website.”
10. Follow And Support Those Already Doing The Work
There are already many women leading the drive to advance equity and inclusion in the cannabis industry and wider drug policy, including those featured in this article.
One of the most significant things you could do to inspire inclusion this International Women’s Day is follow their platforms and support their work.
Some resources:
Association for Cannabis Health Equity and Medicine
National Council of Formerly Incarcerated Women and Girls
