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Jessica Naissant is the CEO of Wake and Bake Cafe. In the newest entry of “NY’s women in cannabis,” Naissant talks about her inspiration to start in the cannabis industry and steps organizations can take to support gender diversity at senior levels.
Women are vastly underrepresented in cannabis, and not just in New York. From 2019 to 2022, executive-level females have seen their industry wide status drop from 37% to 23%. Yet the MRTA makes things very clear: women-owned businesses are a key component of the state’s social and economic equity plan.
NY Cannabis Insider is seeking to elevate women in cannabis through a hyper-focus on female story sourcing, quoting and visual layouts, balanced representation in our “People to know” and “Behind the story” series, and prioritized guest column submissions.
This series will last for as long as submissions come in.
Why did you launch your career in the cannabis industry? Were there any women who inspired you to do so? How did you do it?
My grandmother inspired me to pursue my passion of plant healing. She was a plant healer and shaman from Haiti. I decided to pursue a career in medicine and studied biochemistry and biological sciences in college and later worked at a lab on Long Island.
What do you think is the most significant barrier to women leadership? Are the barriers different in cannabis than any other industry?
One of the most significant barriers for women in leadership is the lack of opportunities. Businesses are less likely to onboard women into C-Suite positions. This has caused me to launch several businesses and become a serial entrepreneur. In my own experience, I’ve been overqualified and knowledgeable.
Why do you think women are so underrepresented in leadership roles in cannabis?
I think women are often overlooked professionally. The absence of women in leadership roles can create a lack of visible role models and mentors for aspiring women in the cannabis industry. This lack of representation can impact their confidence, networking opportunities, and access to valuable guidance and support.
What are some ways in which companies can support gender diversity at senior levels?
Intentionally hire women for senior roles and create initiatives and training for women who are already in the company. Most importantly, end the wealth gap by paying these women equivalent salaries of their male predecessors and/or coworkers with similar roles and titles.
Shout out your other favorite women-owned or women-led businesses in the industry.
Dasheeda Dawson, Jamila Washington, Matha Figaro
What advice would you give your 25-year-old self? What advice would you give to the next generation of women leaders?
Advice I would give my 25-year-old self would be: don’t be afraid to pivot. Life is a flow, go with it, intentionally.
Advice I would give the next generation: don’t be afraid to take up space and 10x your price!
Is there anything we left out that you’d like to add?
Yes, where I would see myself in the next five-to-10 years: I intend to be the first Haitian woman licensed to sell cannabis in states all across the country.
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@wakenbakecafe_ & @thedopeconnection.bk