Like most other industries, in cannabis industry When it comes to female leaders. There just aren’t enough female CEOs, owners and managers. Why aren’t there more female leaders? Of all the industries you thought women would be involved in, cannabis is one of them. After all, it’s a modern, progressive enterprise that has succeeded despite years of unjust slander — and ironically — controversy surrounding female plants.

There are many amazing women who have been at the forefront of medical marijuana advocacy and research. For example:

• Moriah Barnhart, Founding Partner and CEO of CannaMoms.
• Dr. Brandie Cross, Founder and Head of Research at The Pot Lab.
• Dr. Cristina Sanchez and her pioneering work on cannabinoids as cancer chemotherapeutics.

The list goes on and on, and there are more women who passionately believe in the medicinal properties of marijuana.

However, where are the female leaders?

We’ve checked out this research and thought about it because we know our cannabis customers are keen to fix the problem before it becomes prevalent. Here’s what we found.

an ever-changing industry

In lieu of a self-reliant enterprise in the local community, there is a A growing number of well-known corporate players As global supply chains enter the field. Growth is good. Larger companies expand markets and bring in more resources and cash infusions. But it should not compromise with the values ??and ideals on which many cannabis businesses are built.

Early on, the cannabis industry attracted an above-average percentage of female leaders. But that number is falling. According to MJBizDaily, “Women and Minorities in the Cannabis Industry,” In 2019, 36.8% of executive positions were held by women. By 2021, that number has dropped to 22.1%. This compares with a national average of 29.8% for all U.S. companies in 2020, up from 2018 21%, the problem becomes more apparent. The marijuana industry has previously outpaced the national average…a lot.

Cannabis started out as a haven for female executives who faced impossible glass ceilings in traditional industries and sought to expand career opportunities. This doesn’t have to end. There are many ways to continue attracting, developing and retaining talented female leaders.

Additionally, the cannabis business needs these women to have a good, research-backed justification.

Women’s Leadership Studies

in a 2021 study by McKinsey and Lean InDuring the pandemic, women are better at providing emotional support to employees, checking them in and helping them navigate and balance work and life. You know, all the things that keep employees happy and productive in difficult times. On the surface, these look positive. they are. But they are also traits that we stereotype apply to women.

The problem is, and still is, the belief or perception that women lack the skills and competencies needed to lead. This is simply not true.Researchers in Zenger/Folkman Again, 2012 and 2019 found that women scored as well or better than men on broad leadership traits that measure effectiveness. their conclusion? “Women are effective leaders.”

Taking it a step further, Goldman Sachs and Goldman Sachs reported in 2020, more female In terms of management, the financial performance of the company is better. The researchers caution that this does not imply causation, as other factors may be at play. But the findings were present across multiple measurement time periods, and the study’s authors concluded that diversity is a good thing.

women leaders of color

What about women of color? Black women in leadership positions in any industry are rare. Although white men make up only 35 percent of the U.S. population, they hold 68 percent of all executive positions. Black women, who make up 7.4 percent of the population, hold 1.4 percent of these senior positions, according to a 2020 study rely on, “The State of Black Women in Corporate America.”

Black women face issues that many white women may not face in the workplace.So for a lot of women of color cannabis industry Seems like a bridge is too far.given Discriminatory Enforcement in the Past And its toll on black and brown communities, it’s easy to see why minority women might be taking a wait-and-see approach.According to the VICE Media Group’s Cannabis Awareness Survey, only 40% of black women It is believed that by 2030 it will be safe (!) to manufacture and sell cannabis products, regardless of skin color.

Just because a company has initiatives to welcome women aboard doesn’t mean women of color feel welcome. It’s a matter of understanding the complexities experienced by each group and treating people as individuals. This means that cannabis companies will need intersecting strategies to address the overlapping types of discrimination that women of color may face.

The Importance of Female Leaders to Cannabis Businesses

Historically, there has been a lot of discrimination against cannabis and its use. This includes disproportionate arrests and incarceration of black and brown people. In addition, the stigma of permanent criminal records continues to undermine family relationships, housing prospects and job opportunities. These vestiges of the drug war have largely affected communities of color. Many people currently involved in the legal marijuana trade recognize both the irony and the opportunity of the current situation.

Medical marijuana, including CBD, is now legal in 48 states Attitudes are changing. Today, cannabis businesses are doing well in many communities, but there is still a lot of work to be done. Diversity is important in every industry. In the cannabis industry, inclusion of those who have been disenfranchised in the past is a vital responsibility. More than ever, the cannabis industry needs different perspectives and perspectives from all directions to realize its full potential.

intend to hire

It’s important to understand why the number of women in cannabis leadership is heading in the wrong direction. As with every institution and every person, there is bias. Prejudice is neither good nor bad. We all have them to some extent.

In many cases, the bias that excludes people is even unconscious. They are built into the system. Wherever systemic bias exists, it is up to the business, especially in the recruiting process and the way cannabis companies support and promote career development. This means intentional hiring.

When you recruit with purpose, you look beyond gender and other differences that don’t matter at all. How can you do this? Build new processes, blind processes, and focus on developing leaders with the skills and abilities you value—whether they look like you, think like you, or speak like you.

Once you get these super capable women on board, the work doesn’t stop there. Companies that want to retain women and promote them through the ranks must support them by helping them navigate the political environment, advocating for them, and helping them take advantage of the right leadership opportunities. This is a tough task. Only a few companies are up to the challenge.

But that’s what is needed to stop cannabis businesses from taking traditional paths in a non-traditional world. Research proves that women can provide effective leadership and increase company profitability. While diversity is essential in every industry, it is even more important for the cannabis industry.

If you’re looking for your next executive leadership, you’ll want to hire the best.get in touch with Y Boy Scouts. We can help you recruit with purpose.