Gay flags are flying less, but the LGBTQ+ community still plays a vital role in the cannabis industry

Now that the gay pride flags have stopped flying in the breeze or were pulled from store windows, could we kindly remind everyone that the cannabis industry as we know it today – a booming multi-million dollar business – would not exist not without the work of LGBTQ+ compassionate care advocates.

Yet the fledgling sector, like most, still has a lot of work ahead of it if it hopes to build a truly inclusive culture. With the help of a recent report from Vangst, the cannabis industry’s leading hiring platform, we’d like to share some ideas on how the industry can create a more inclusive workplace and why it should.

“Issues around diversity, equity and inclusion are important year-round, but we hope leveraging our unique cannabis insights during Pride Month will give the industry something. of which she can be proud and work”, Karson Humison, founder and CEO of Vangst told Benzinga. “The strong LGBTQ+ representation displayed in our analysis is just one more unique trait of an unprecedented industry and one more reason why I’m proud to work in cannabis.”

Let’s look at the statistics:

  • Almost 14% of respondents to Vangst’s 2021 Salary Guide survey said they identify as a member of the LGBTQIA+ community.
  • Compared to the overall company workforce, LGBTQ+ employees have a greater presence in the cannabis space
  • 100% of companies surveyed by Vangst now offer some form of benefits to their full-time workforce since the survey began.

Here’s what cannabis companies can do to make their workplaces and benefits more inclusive for their LGBTQ+ employees:

  • Partner with health insurance companies that provide domestic partner benefits, including providing 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 people, including treatment related to gender transition
  • Publish written gender transition guidelines documenting supportive policies/practices on issues relevant 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 remained on top of these important statistics, i.e. the direction of the cannabis industry and how it is evolving as an inclusive, fair and equitable space for everyone involved. “Expect more report-like resources for the cannabis community to be released on a regular basis as we provide information on hiring trends, industry operations and the future of the workforce. cannabis work,” Humison said.

Photo by Margaux Bellott on Unsplash

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