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Financial edu 2011 final rev2
 

Financial edu 2011 final rev2

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    Financial edu 2011 final rev2 Financial edu 2011 final rev2 Presentation Transcript

    • SHRM Survey Findings:Financial Education Initiatives in the Workplace January 24, 2012
    • Definitions Financial education: Any workplace initiative, program or resource designed to provide employees with information on how to manage their financial resources effectively for a lifetime of financial well-being. Employee Generations  Veterans: born before 1946; 67 years of age or older  Baby Boomers: born between 1946 and 1964; 48 to 66 years of age  Generation X: born between 1965 and 1980; 32 to 47 years of age  Millenials: born after 1980; 31 years of age or younger Financial Education Initiatives in the Workplace ©SHRM 2012 2
    • Key Findings What are the most common personal financial challenges? Almost one-half of HR professionals (49%) indicated that the personal financial challenge that affected employees at their organizations the most was an overall lack of monetary funds to cover employees’ personal expenses. Furthermore, more than one- third of HR professionals (35%) indicated that medical expenses were a significant financial challenge for employees at their organizations, and approximately one-quarter of HR professionals (26%) pointed to saving for retirement as a major challenge for employees. Not surprisingly, organizations whose employees were primarily represented by a particular generation (e.g., a greater proportion of Millenials or Baby Boomers) reported different personal financial challenges. Are employees currently more likely to dip into their retirement savings plan? The majority of HR professionals (72%) said that they strongly agree or agree that their employees were more likely to dip into employer-sponsored retirement savings plans in the past 12 months compared with previous years. Do personal financial challenges affect overall employee performance? The majority of HR professionals (83%) indicated that personal financial challenges had a large impact or some impact on overall employee performance. Of these HR professionals, almost one-half indicated that an employee’s ability to focus on work (47%) and overall employee stress (46%) were the aspects of employee performance that were most negatively affected by personal financial challenges. Are organizations providing financial education to their employees? Currently, fewer organizations (52%) are providing any kind of financial education to their employees than in 2009 (64%). Larger organizations (2,500 to 24,999 employees) (72%) are more likely to offer financial education to their employees compared with smaller organizations (1 to 99 employees) (36%). Financial Education Initiatives in the Workplace ©SHRM 2012 3
    • Key Findings What aspects prevent organizations from providing financial education to their employees? Approximately one-fourth of HR professionals indicated that the cost of providing financial education (25%) and lack of interest among its employees (23%) were the biggest obstacles that prevented them from offering financial education to their employees. Also, 15% of HR professionals indicated that there was a lack of support from organizational leaders. What types of financial education do organizations provide to their employees? The majority of organizations provide access to an employee assistance program (EAP) that includes financial counseling/resources (79%). Many organizations also offered education limited to the use of employer- provided benefits such as retirement, medical insurance and flexible spending account (FSA) information (68%). How do organizations provide financial education to their employees? Most often, organizations provide financial education through voluntary seminars during work hours using outside speakers (60%). Organizations also communicate their financial education through new-hire employee orientations (44%) and the intranet (40%). What are the biggest obstacles organizations face in providing financial education to their employees? Interestingly, concerns that prevent organizations from creating financial education programs for their employees are similar to obstacles reported by organizations that already provide financial education. Among organizations that currently offer financial education, 33% indicated that the cost of providing education was the biggest obstacle, while 25% said it was a lack of interest among employees . However, fewer organizations (21%) encountered obstacles in offering financial education to their employees in 2011 compared with 2009 (33%). Financial Education Initiatives in the Workplace ©SHRM 2012 4
    • In the past 12 months, which of the following personal financial challenges have affected employees at your organization the most? Overall lack of monetary funds to cover their 49% personal expenses Medical expenses 35% Saving for retirement 26% Credit card debt 22% Home mortgage payments 22% Education expenses (e.g., tuition costs for 12% self, dependent children, other family members) Home rental payments 9% Other debt 8% Bankruptcy 4% Other 4%Note: n = 459. Respondents who answered “Not sure” were excluded from this analysis. Percentages may not equal 100% due to multiple responseoptions. Financial Education Initiatives in the Workplace ©SHRM 2012 5
    • In the past 12 months, which of the following personal financial challenges have affected employees at your organization the most?Comparisons by employee generationHR professionals from organizations where Veterans (those born before 1946) represent the largest percentage of the workforce aremore likely to indicate that educational expenses are a personal financial challenge for employees, compared with HR professionalsfrom organizations where other generations make up the largest percentage of the workforce. Other generations Veterans Differences based on generations 12% 40% Veterans > other generationsHR professionals from organizations where Baby Boomers (born 1946-1964) represent the largest percentage of employees aremore likely to indicate that saving for retirement is a personal financial challenge for employees, compared with HR professionalsfrom organizations where other generations make up the largest percentage of the workforce. Other generations Baby Boomers Differences based on generations 21% 35% Baby Boomers > other generationsHR professionals from organizations where Generation X employees (born 1965-1980) represent the largest percentage of theworkforce are more likely to indicate that credit card debt is a personal financial challenge for employees, compared with HRprofessionals from organizations where other generations make up the largest percentage of the workforce. Other generations Generation X Differences based on generations 18% 26% Generation X > other generations Financial Education Initiatives in the Workplace ©SHRM 2012 6
    • In the past 12 months, which of the following personal financial challenges have affected employees at your organization the most?Comparisons by generation (continued)HR professionals from organizations where Millenials (born after 1980) represent the largest percentage of the workforce are morelikely to indicate that home rental payments are a personal financial challenge for employees, compared with HR professionals fromorganizations where other generations make up the largest percentage of the workforce. Other generations Millenials Differences based on generations 7% 19% Millenials > other generationsComparisons by genderHR professionals from organizations where majority of employees are female are more likely to indicate that educational expensesare a personal financial challenge for employees, compared with HR professionals from organizations where majority of employeesare male. Male employees Female employees Differences based on gender 11% 19% Female employees > male employees Financial Education Initiatives in the Workplace ©SHRM 2012 7
    • Do you agree that in the past 12 months, employees have been more likely to dipinto their employer-sponsored retirement savings plans compared with previousyears? Strongly 17% agree 55% Agree 24% Disagree Strongly 3% disagreeNote: n = 376. Respondents who answered “Not sure” were excluded from this analysis. Financial Education Initiatives in the Workplace ©SHRM 2012Percentages may not equal 100% due to rounding. 8
    • How much of an impact do employees’ personal financial challenges have on their overall employee work performance? A large 22% impact 61% Some impact A slight 16% impact No impact at 2% allNote: n = 424. Percentages may not equal 100% due to rounding. Financial Education Initiatives in the Workplace ©SHRM 2012 9
    • What aspects of overall employee work performance are MOST negatively affected when employees face personal financial challenges? Ability of employees to 47% focus on work Overall employee stress 46% Overall employee 26% productivity Employee 24% absenteeism/tardiness Overall employee morale 20% Overall employee health 12% Working relationships with other employees 7% Other 1%Note: n = 341. Only respondents whose organizations indicated that personal financial challenges have “a large impact” or “some impact” on overall employeework performance were asked this question. Respondents who answered “Not sure” were excluded from this analysis. Percentages may not equal 100% due tomultiple response options. Financial Education Initiatives in the Workplace ©SHRM 2012 10
    • Compared with five years ago, are employees at your organization currently faced with more or fewer personal financial challenges? 80% 18% 2% Employees are currently Employees are currently faced Employees are currently faced with more personal with about the same amount of faced with fewer personal financial challenges personal financial challenges financial challenges compared with five years ago compared with five years ago compared with five years agoNote: n = 387. Respondents who answered “Not sure” were excluded from this analysis. Financial Education Initiatives in the Workplace ©SHRM 2012 11
    • Does your organization currently provide any kind of financial education to youremployees? 52% Yes 64% 48% No 2011 (n = 435) 36% 2009 (n = 401) Financial Education Initiatives in the Workplace ©SHRM 2012 12
    • Does your organization currently provide any kind of financial education to your employees?Comparisons by organization staff sizeLarger organizations (2,500 to 24,999 employees) are more likely to provide financial education to their employees than smallerorganizations (1 to 99 employees). Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (36%) 2,500 to 24,999 employees (72%) Larger organizations > smaller organizations Financial Education Initiatives in the Workplace ©SHRM 2012 13
    • Do organizations plan to provide financial education to their employees within the next 12 months? 2011 (n = 214) 17% 2009 (n = 145) Yes 8% 83% No 92%Note: Only respondents whose organizations did not offer financial education to their employees were asked this question. Financial Education Initiatives in the Workplace ©SHRM 2012 14
    • What type of financial education do organizations offer to their employees? 2011 2009 (n = 219) (n = 255) Access to an employee assistance program (EAP) that 79% 73% includes financial counseling/resources Education limited to use of employer-provided benefits 68% 65% (retirement, medical insurance, FSA) Education limited to financial decisions related to retirement 47% 43% Education on financial topics beyond employer-provided benefits and retirement, such as budgeting, paying for 39% 33% education, debt reduction or credit card use, homeownership and taxes Other 3% 1%Note: Only respondents whose organizations offered financial education were asked this question. Percentages may not equal 100% due to multipleresponse options. Financial Education Initiatives in the Workplace ©SHRM 2012 15
    • What type of financial education do organizations offer to their employees?Comparisons by organization sectorNonprofit organizations are more likely to offer financial education topics that are limited to employer-provided benefits, comparedwith publicly owned for-profit organizations. Publicly owned for-profit Nonprofit organizations Differences based on organization sectors organizations 51% 80% Nonprofit > publicly owned for-profit Financial Education Initiatives in the Workplace ©SHRM 2012 16
    • How do organizations provide financial education to their employees? 2011 2009 (n = 219) (n = 256) Voluntary seminars during work hours using outside speakers 60% 57% (such as a “lunch and learn”) New-hire employee orientation 44% 47% Information on organization’s intranet 40% 42% In-house newsletter 25% 30% Voluntary seminars outside of work hours 22% 15% Voluntary seminars during work hours lead by trained, in- 17% 31% house staff Mandatory seminars/training 11% 17% Other 9% 2%Note: Only respondents whose organizations offered financial education were asked this question. Percentages may not equal 100% due to multipleresponse options. Financial Education Initiatives in the Workplace ©SHRM 2012 17
    • How do organizations provide financial education to their employees?Comparisons by organization sectorNonprofit organizations are more likely than publicly owned for-profit organizations to provide financial education through voluntaryseminars during work hours using outside speakers. Publicly owned for-profit Nonprofit organizations Differences based on organization sectors organizations 40% 74% Nonprofit > publicly owned for-profitComparisons by organization sizeLarger organizations are more likely than smaller organizations to provide financial education through the organization’s intranet. Smaller organizations Larger organizations Differences based on organization size 1 to 99 employees (18%) 2,500 to 24,999 employees (63%) Larger organizations > smaller organizations 500 to 2,499 employees (28%) Financial Education Initiatives in the Workplace ©SHRM 2012 18
    • In the past 12 months, has your organization seen an increased demand for financialeducation from employees? 37% 2011 (n = 154) Yes 35% 2009 (n = 195) 63% No 65% Note: Only respondents whose organizations offered financial education were asked this question. Financial Education Initiatives in the Workplace ©SHRM 2012 19
    • As you plan your budget for next year, are you requesting funds for financialeducation? 21% 2011 (n = 217) Yes 19% 2009 (n = 253) 79% No 81% Note: Only respondents whose organizations offered financial education were asked this question. Financial Education Initiatives in the Workplace ©SHRM 2012 20
    • Has your organization conducted a needs assessment (including surveys, focusgroups, etc.) to determine what topics or delivery methods of financial educationwould be most beneficial to your employees? 10% 2011 (n = 214) Yes 12% 2009 (n = 253) 90% No 88% Note: Only respondents whose organizations offered financial education were asked this question. Financial Education Initiatives in the Workplace ©SHRM 2012 21
    • Has your organization’s financial education initiatives faced any obstacles? 21% 2011 (n = 215) Yes 33% 2009 (n = 256) 79% No 67% Note: Only respondents whose organizations offered financial education were asked this question. Financial Education Initiatives in the Workplace ©SHRM 2012 22
    • What is the biggest obstacle that your financial education initiatives face? Organizations that Organizations that do currently offer not currently offer financial education financial education 2011 2009 2011 2009 (n = 48) (n = 171) (n = 150) (n = 132)Cost of providing financial education 33% 25% 25% 27%Lack of interest among employees 25% 37% 23% 19%Lack of support from organization’s leaders 8% 11% 15% 14%Concern about perceived violation of fiduciary duty ifproviders of financial education (i.e., outside providers) are 6% 11% 9% 14%not objective*Lack of need in your workplace 6% 6% 8% 17%Not sure how to create or find financial education resources 4% 8% 14% 7%Other 17% 2% 6% 2%Note: An asterisk (*) indicates that the survey choice was changed from “outside presenters” in 2009 to “providers of financial education (i.e., outsideproviders)” in 2011. Financial Education Initiatives in the Workplace ©SHRM 2012 23
    • Demographics: Employee Generations Veterans 2% Baby Boomers 50% 58% Generation X Millenials 23% Employees are more or 10% less equally distributed across all generationsNote: n = 426. Percentages may not equal 100% due to multiple response options. Respondents were asked to select up to two generations thatprimarily represented their workforce. Financial Education Initiatives in the Workplace ©SHRM 2012 24
    • Demographics: Employee Gender Mostly female 34% employees More or less equally distributed between 39% male and female employees Mostly male 28% employeesNote: n = 425. Percentages may not equal 100% due to rounding. Percentages may not equal 100% due to multiple response options. Financial Education Initiatives in the Workplace ©SHRM 2012 25
    • Demographics: Organization Industry PercentageManufacturing 19%Health care and social assistance 15%Other services except public administration 13%Professional, scientific and technical services 11%Finance and insurance 10%Educational services 9%Retail trade 5%Transportation and warehousing 5%Accommodation and food services 4%Construction 4%Public administration 3%Administrative and support and waste management and remediation services 3%n = 416. Percentages may not equal 100% due to multiple response options. Financial Education Initiatives in the Workplace ©SHRM 2012 26
    • Demographics: Organization Industry (continued) Percentage Arts, entertainment and recreation 3% Religious, grant-making, civic, professional and similar organizations 3% Utilities 3% Information, publishing industries 2% Wholesale trade 2% Real estate and rental and leasing 1% Repair and maintenance 1% Management of companies and enterprises 1% Mining * Personal and laundry services * Agriculture, forestry, fishing and hunting 0% Private households 0%n = 416. An asterisk (*) indicates < 1%. Percentages may not equal 100% due to multiple response options. Financial Education Initiatives in the Workplace ©SHRM 2012 27
    • Demographics: Organization Sector Privately owned for-profit organization 49% Publicly owned for-profit organization 18% Nonprofit organization 23% Government sector 7% Other 4% Note: n = 415. Percentages may not equal 100% due to rounding. Financial Education Initiatives in the Workplace ©SHRM 2012 28
    • Demographics: Organization Staff Size 35% 27% 18% 15% 5% 1 to 99 employees 100 to 499 employees 00 to 2499 employees to 24999 employees or more employees 5 2500 25000 n = 408 Financial Education Initiatives in the Workplace ©SHRM 2012 29
    • Demographics: Other Is your organization a single-unit company or a multi- unit company?Does your organization have U.S.-basedoperations (business units) only or does it Single-unit company: A company in which theoperate multinationally? location and the company are one and the 37% sameU.S.-based operations only 77% Multi-unit company: A company that hasMultinational operations 23% 63% more than one locationn = 423 n = 423 Are HR policies and practices determined by the multi-unitHR department/function for which you corporate headquarters, by each work location or both?responded throughout this surveyCorporate (companywide) 67% Multi-unit headquarters determines HR policies 67% and practicesBusiness unit/division 16%Facility/location 16% Each work location determines HR policies and 2% practicesn = 279 A combination of both the work location and the multi-unit headquarters determine HR 31% policies and practices n = 278 Financial Education Initiatives in the Workplace ©SHRM 2012 30
    • SHRM Survey Findings: Financial Education Initiatives in the Workplace Methodology  Response rate = 15%  Sample composed of 458 randomly selected HR professionals from SHRM’s membership  Margin of error +/- 5%  Survey fielded December 21, 2011 – January 9, 2012 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research Financial Education Initiatives in the Workplace ©SHRM 2012 31