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Plan advisors and sponsors have a unique opportunity to support the women participating in employer-sponsored retirement plans — and that’s important because it’s long been recognized that men and women tend to approach investing quite differently.
When designing defined contribution (DC) retirement plans, many factors must be considered. Not only do plan designers have to ensure compliance with laws and regulations, but they also have to think of the employers (and their budgets) as well as how to best accommodate plan participants in a way that makes it worth everyone’s investment.
A good way to think about this is to see it through a lens of diversity and inclusion. How can this be accomplished?
It might not garner the same enthusiasm as Christmas, Halloween or other holidays on the calendar, but the observance of national 401(k) Day® should be cause for celebration. Granted there are no cookies, candy or costumes, but financial professionals and plan sponsors can use the opportunity to increase awareness about the importance of planning for retirement.
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Is the American Dream falling out of view? According to our 2022 Middle Class Survey conducted in partnership with The Harris Poll, nearly half (49%) of middle-class Americans (those with an annual household income of $35,000 to $99,000) grade themselves at a C or lower on their ability to achieve the so-called American Dream. When looking specifically at those who are currently renting, that number jumps to 62%. What’s perhaps more distressing is that nearly a quarter of those surveyed (23%) who haven’t already retired say they expect to never be able to retire.1
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.
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.
At the end of March 2022, the United States House of Representatives passed their version of the SECURE Act 2.0, or the Securing a Strong Retirement Act of 2022. It’s also known simply as SECURE 2.0 — the follow-up to the Setting Every Community Up for Retirement Enhancement Act from 2019, which aimed to update certain retirement account laws in workers’ favor.
Now, as we continue through uncertain economic times, SECURE 2.0 is poised to create more changes to laws and regulations for certain accounts and policies.
Today’s young adults, including the youngest millennials and older members of Generation Z, are experiencing a first working decade that’s very different from those of generations before them. Among the differences: high levels of educational attainment, significant student debt, a greater proportion of gig work, fluid expectations for their career paths, effects of a global pandemic and a practically unfathomable retirement target date.