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Inclusion is a topic of much conversation in leadership circles today — and rightly so. At the same time, it’s important to decipher the signal through the noise. Inclusivity, along with values like diversity and equity, is developed and sustained through the intentional deployment of best practices.
What follows is a collection of a few such practices that are useful not only for financial services leaders, but also those business leaders we serve, including advisors and plan sponsors.
What factors have the greatest influence over employees’ happiness at work? According to LIMRA’s 2022 Benefits and Employee Attitude Tracker (BEAT) Study, work satisfaction is about a lot more than a paycheck.
That’s not to suggest salaries don’t matter—in fact, income is number one on the list of the five most important factors employees cite when choosing whether to stay with a current employer or leave for a new one. Eighty-two percent of those surveyed list pay among their top five factors, but only 37% of those surveyed said that pay was their first priority.1
On June 14, the Senate Health, Education, Labor and Pensions (HELP) Committee approved legislation called the Retirement Improvement and Savings Enhancement to Supplement Healthy Investments for the Nest Egg, or RISE & SHINE.
RISE & SHINE is the Senate’s answer to the Securing a Strong Retirement Act of 2022 (SECURE Act 2.0), passed by the House of Representatives in March of 2022.
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Fourteenth-century philosopher William of Ockham provided a great service to today’s investors seeking to understand the current state of financial markets. To crudely summarize his seminal thesis that became known later as “Occam’s Razor,” phenomena are best explained by the simplest hypothesis possible. With that principle in mind, let’s try to figure out what markets are telling us.