Now that the gay pride flags have stopped flying in the breeze or have been pulled from storefronts, we could gently remind everyone that the cannabis industry as we know it today, a booming multibillion-dollar business, would not exist if not for the work of LGBTQ+ compassionate care advocates.
However, the fledgling sector, like most, still has a lot of work to do if it hopes to build a truly inclusive culture. With the help of a recent report from Vangst, the leading recruitment platform in the cannabis industry, we’d like to share some ideas on how the industry can create a more inclusive workplace and why it should.
“Issues surrounding diversity, equity and inclusion are important all year round, but we hope that leveraging our unique insights into cannabis during Pride Month will give the industry something to feel proud of proud and to work”. Karson-Humison, the founder and CEO of Vangst told Benzinga. “The strong LGBTQ+ representation shown in our analysis is just another unique feature of an unprecedented industry and one more reason I’m proud to work in cannabis.”
Let’s look at the statistics:
- almost 14% of respondents to the 2021 Vangst Salary Guide Survey reported that they identify as a member of the LGBTQIA+ community.
- Compared to the global corporate workforce, LGBTQ+ employees have a greater presence in the cannabis space
- 100% of the companies surveyed by Vangst now offer some type of benefits to their full-time workforce since the survey began.
This is what cannabis companies can do to make your workplaces and benefits packages more inclusive for your LGBTQ+ employees:
- It works with health insurance companies that offer benefits for domestic partners, including family, medical and bereavement leave for domestic partners and their children.
- Offer at least one health plan to all employees that affirmatively and explicitly covers medically necessary health services for transgender individuals, including treatment related to gender transition.
- Publish written gender transition guidelines that document supportive policies/practices on issues related to gender transition in the workplace.
- Ensure that your DEI initiative, diversity council or task force specifically includes LGBTQ+ diversity in its mission and establish inclusive hiring practices at all levels of the organization.
Humison assured Bengzinga that Vangst remains in charge of these important statistics, namely the direction of the cannabis industry and how it is moving forward as an inclusive, fair and equitable space for all involved. “Expect more report-style resources for the cannabis community to be released regularly as we provide insight into hiring trends, industry operations and the future of the cannabis workforce,” he said. Humison.
Photo by Margaux Bellott on Unsplash