International Cannabinoid Research Society

Research Triangle Park, NC   |  www.icrs.com

Mission

PROMOTE THE EXCHANGE OF SCIENTIFIC INFORMATION ON CANNABINOIDS THROUGH SCIENTIFIC MEETINGS; SERVE AS A RESOURCE FOR INFORMATION ON CHEMISTRY, PHARMACOLOGY, USES, TOXICOLOGY, BEHAVIORAL, PSYCHOLOGICAL, AND SOCIAL EFFECTS OF CANNABIS AND ITS CONSTITUENTS.

Notes from the nonprofit

We thank you for your kind support of cannabinoid science. Stay healthy.

Ruling year info

2012

Managing Director

Jason Schechter, Ph.D.

Executive Director

Melanie Kelly, Ph.D.

Main address

PO BOX 12628

Research Triangle Park, NC 27709 USA

Show more contact info

EIN

32-0373206

NTEE code info

International Democracy & Civil Society Development (Q35)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

Sign in or create an account to view Form(s) 990 for 2019, 2018 and 2017.
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Communication

Blog

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

ICRS2021 - The 31st Annual ICRS Symposium on the Cannabinoids

The International Cannabinoid Research Society is a non-political, non-religious organization dedicated to scientific research in all fields of cannabinoids, with more than 650 international Members researching the endogenous, plant-derived and synthetic cannabinoids and related bioactive lipids.

Our annual ICRS Symposia are held worldwide - this year from Jerusalem! Join us on June 21-24, 2021 – representing 50+ countries, ICRS2021 delegates will celebrate diversity, equality and academics. See you there!

Population(s) Served
Researchers
Health

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

The ICRS is a non-political, non-religious organization dedicated to scientific research in all fields of the cannabinoids, ranging from biochemical, chemical and physiological studies of the endogenous cannabinoid system to studies of the abuse potential of recreational Cannabis.

In addition to acting as a source for impartial information on Cannabis and the cannabinoids, the main role of the ICRS is to provide an open forum for researchers to meet and discuss their research.

The Mission of the ICRS is to (1) foster cannabinoid research; (2) promote the exchange of scientific information and perspectives about Cannabis, the cannabinoids, and endocannabinoids through the organization of scientific meetings; (3) serve as a source of reliable information regarding the chemistry, pharmacology, therapeutic uses, toxicology and the behavioral, psychological, and social effects of Cannabis and its constituents, of synthetic and endogenous compounds that interact with cannabinoid receptors and of any compounds that target other components of the endocannabinoid system.

A great strength of the International Cannabinoid Research Society is the diversity of its membership. Equality, diversity and inclusion (EDI) are central to the values, ethos and mission of the ICRS – to advance cannabinoid research and to support and celebrate the achievements of cannabinoid researchers, regardless of race, ethnicity, religion, nationality, mental or physical ability, age, gender identity or sexual orientation. The ICRS strives to uphold the highest standards of humanity and integrity for its members and advocates for social accountability, equality, and respect for human rights within civil society, governments and other societal actors.

Over the past 12 months, we have established an EDI Committee and are currently developing an EDI strategy/framework which will be made available later this year (2021).

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    ICRS Membership and annual symposium delegates are often polled online for their opinions and disposition.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.),

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    At the behest of our Membership, we have undertaken development and progress of our ICRS Committee on Equality, Diversity and Inclusion.

  • With whom is the organization sharing feedback?

    The people we serve, Our board,

  • How has asking for feedback from the people you serve changed your relationship?

    ICRS is a democratic organization, and the feedback we gather from our membership and delegates has served to sculpt our progress for 31 years.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback,

Financials

International Cannabinoid Research Society
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

International Cannabinoid Research Society

Board of directors
as of 5/3/2021
SOURCE: Self-reported by organization
Board chair

Melanie Kelly, Ph.D.

International Cannabinoid Research Society

Yossi Tam, PhD

President, ICRS

David Finn, Ph.D.

President-Elect, ICRS

Pal Pacher, M.D., Ph.D.

Past-President, ICRS

Steven Kinsey, PhD

Treasurer, ICRS

Saoirse O'Sullivan, PhD

Secretary, ICRS

Roger Pertwee, MA, DPhil, DSc

International Secretary, ICRS

Stevie Britch, PhD

Trainee Representative, ICRS

Sachin Patel, MD, PhD

Grant PI, ICRS

Stephen Alexander, PhD

Newsletter Editor, ICRS

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 05/02/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 05/02/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.