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Join NY Cannabis Insider at our next industry networking event on Aug. 15 at Madame Mikette’s in NYC. Tickets will sell out.
Elizabeth Kase is the co-chair of the Cannabis Law Practice Group at Ruskin Moscou & Faltischek. In the newest entry of “NY’s women in cannabis,” Kase talks about barriers to female leadership and how she got her start in cannabis.
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 and balanced representation in articles.
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?
I launched my career in cannabis law after NY passed the Compassionate Care Act. I have family members who are medical cannabis patients. I became involved early on in NY’s emerging markets, advising clients in the regulatory space since 2015. I draw inspiration from Kyra Reed (Women Employed in Cannabis) and Beryl Solomon Jackowitz (Poplar).
What do you think is the most significant barrier to women leadership? Are the barriers different in cannabis than any other industry?
The NY market is poised to be an egalitarian system. MRTA provides for social equity opportunities and gives a runway for women in cannabis to own and operate at all levels of the vertical chain. OCM and CCB have proportionate female representation. Access to funding may be the last hurdle for women in the industry.
Why do you think women are so underrepresented in leadership roles in cannabis?
Women continue to battle stereotypes in management and leadership positions. Many are undervalued for their skills, background and ability to multitask. Typically, cannabis is a young person’s industry – that can lead to judgments about women who may be in their child-bearing years.
What are some ways in which companies can support gender diversity at senior levels?
The pandemic has helped redefine the workplace construct. Women can and should be leaders in this or any field without the requirement of facetime.
Shout out your other favorite women-owned or women-led businesses in the industry.
Jennifer Bassuk, Fluence
Who/what are your favorite tools and resources in the industry?
Ruskin Moscou Faltischek
What advice would you give your 25-year-old self? What advice would you give to the next generation of women leaders?
Dream big. The only person standing in the way is yourself.
If you’d like people to connect with you, please share your favorite methods of contact.
email: ekase@rmfpc.com