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Financial Wellness: The Missing Piece of Your DEI Strategy

Financial Wellness: The Missing Piece of Your DEI Strategy

by | Jan 11, 2023 | Blog

Financial Wellness: The missing piece of your DEI strategy. Financial wellness could be the key benefit that your DEI initiative is missing. Here’s what to consider.  

Organizations are constantly trying to improve diversity. But while progress has been made, many workplaces are still a long way from achieving true equity. 

The median wealth for white households is $187,300, according to data released by the U.S. Census bureau. However the median wealth is only $31,700 for hispanic households and $14,100 for black households.

This imbalance highlights just one aspect of the stark wealth equality problems that still exist both in the office and at home. For teams looking to bridge the opportunities gap between employees of different backgrounds, one thing is clear: Financial Wellness is a key piece of DEI. 

Financial Wellness: The missing piece of your DEI strategy.

An emerging strategy to increase diversity, enquiry and inclusion that corporations still underrate is utilizing financial wellness resources. Employing a comprehensive financial wellness program is a great way for management to understand and tackle the unique personal finance problems that confront each of their workers. It also can be a great way to retain and attract talent as 4 out of 5 employees said they would prefer benefits over a pay increase, per Human Resources Director.

A financial wellness solution is only an assistant on the journey towards equality. Being transparent and vocal with your employees about unequal discrepancies in wages can help increase employee mood and assist in restoring the economy. According to the Bureau of Labor Statistics, women make 82 cents for every dollar a man makes. Additionally, black and latina women with a bachelor’s degree make 65% of what a white man with the same education makes. This gap in pay can be easily overlooked when talking broadly about equity and inclusion, so addressing these problems head on is a great step forward towards a solution.

Many of these issues have been more prevalent since COVID-19 became an issue. Since the beginning of the pandemic, stress levels have increased across the board for many workers. According to SoFi at Work, 51% of employees are more stressed about their finances now than they were at the height of the pandemic. Additionally, employees spend around 25% of their workweek dealing with financial issues. This stress can be increased due to a lack of financial literacy and a feeling of hopelessness when confronting the turbulent economic situation of today. Providing a comprehensive financial wellness program can ease stress and allow workers to focus on their work.

Elevate your DEI initiatives with Best Money Moves.

Best Money Moves is a financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As a comprehensive financial well-being solution, Best Money Moves offers 1:1 money coaching, budgeting tools and other resources to improve employee financial wellbeing. Our AI platform, with a human-centered design, is easy to use and fit for employees of any age. 

Whether it be college planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

Financial Wellness Platforms: How To Launch the Best One for Your Employees

Financial Wellness Platforms: How To Launch the Best One for Your Employees

by | Nov 2, 2022 | Blog

Financial Wellness Platforms: How to launch the best one for your employees. Financial wellness platforms can help support employees through tough times. Here’s how to launch the best one for your team. 

Employees are feeling the heat. According to John Hancock’s 2022 study of stress, 89% of employees said it was important that employers provided a financial wellness program and 74% said a financial wellness program would help reduce their stress. 

Choosing and implementing the right financial wellness platform for your company is critical for reducing employee stress and increasing productivity. Here are 3 steps a company needs to ensure a successful financial wellness program.

1. Evaluate your team’s need for financial wellness platforms.

In order for a benefits program to be successful, it needs to align with what employees want. A great way for employers to find out what their employees want is by conducting a needs assessment. These can be done in the form of personal interviews or questionnaires.

A recent trend in employee benefits has been an increased emphasis on financial wellness.  68% of employees said they would rather have financial wellness benefits than an extra week of vacation, per a Betterment report.  Implementing a financial wellness platform is a great way for employers to signal to their employees that their wants and needs are a top priority.

2. Compare financial wellness platforms to find a comprehensive solution. 

The most successful financial wellness platforms will include a wide array of tools and resources. Some of the best will include:

  • Personalized solutions. Personal finance is a wide-ranging topic that can affect many areas of life. According to a PWC study, the most requested employee benefit is a financial wellness program that grants access to unbiased counselors. However, Best Money Moves grants access to trained, accredited professionals that are tailor-made to help each individual.
  • An easy-to-use interface. It can be a big leap for many employees to ask for help on their personal finances and it can be overwhelming to figure out where to begin. According to PWC, 41% of financially stressed employees said they were too embarrassed to ask for assistance on their personal finances. Best Money Moves lends a helping hand and provides detailed instructions on where to start and how to use our services.
  • Intuitive tools. One of the most important components of a financial wellness platform is the tools made available for employees to use. According to a Sofi study, 62% of employees requested budgeting tools as a part of their wellness package. The Best Money Moves platform provides a simple and effective budgeting tool that takes user data and personalized solutions. In order to ensure a successful program, the employer has to take extra steps in the form of emails and meetings to ensure their employees have a full grasp of their benefits.

3. Take time to implement your chosen program

It’s integral to introduce a plan that can be easy for employees to comprehend. According to TIAA’s 2022 Financial Wellness Survey, 9 in 10 employees with high financial wellness scores reported that they understand their program very well compared to 4 in 10 with low financial wellness scores. In order to ensure a successful program, the employer has to take extra steps in the form of emails and meetings to ensure their employees have a full grasp of their benefits. 

Also, it’s beneficial to have metrics within the programs that show employers how often their employees are interacting with the program. 

Best Money Moves is a mobile-first financial wellness solution designed to help employees meet their most top-of-mind financial goals. With budgeting tools and personalized money coaching, users can easily receive comprehensive financial advice right from their phones.

Focused on user-friendliness, Best Money Moves is designed to bring financial wellness resources right to the fingertips of employees. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in improving employee financial well-being.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

4 Benefits to Support LGBTQ+ Employees in the Workplace

4 Benefits to Support LGBTQ+ Employees in the Workplace

by | Aug 10, 2022 | Blog

4 benefits to support LGBTQ+ employees in the workplace. These 4 key benefits can provide additional support to the unique challenges facing LGBTQ+ employees in the workplace.

Members of the LGBTQ+ community report disproportionate levels of financial stress compared to straight and cis-gendered peers. In a survey of 2,005 LGBTQ+ Americans conducted by the Motley Fool, over two-thirds of respondents rated their financial stress as “very high.” Another 38% rated their stress as somewhat high. With this in mind, here are just a few benefits to support members of the LGBTQ+ community in your workplace.

1. Improve benefits education for LGBTQ+ employees

A MassMutual study revealed that 53% of LGBTQ+ workers are unsure where to go when it comes to getting financial advice. Increasing access to benefits education is one of the best ways you can help employees. It’s important for team members to know exactly what benefits are available and how they apply to them.

Let LGBTQ+ employees know that they qualify for family and spouse benefits too. Only 50% of employees are out to their current supervisors, according to Williams Institute, so use gender-neutral language during benefits education. Rather than referring to husbands or wives, aim to refer to a “spouse” or “partner” so they know they too qualify for these benefits.

2. Educate employees on retirement program options

Retirement is something all people need to prepare for, but for members of the LGBTQ+ community, financing retirement can be particularly stressful. Fifty-three percent of LGBTQ+ members report being worried they’ll never retire in comparison to just 39% of straight and cis-gendered peers, according to a study from Lincoln Financial Group. Establishing and sharing information on your employee’s retirement plan options can help limit a portion of their financial stress.

3. Provide family planning resources for LGBTQ+ families

While family planning resources should always be offered to your workforce, these resources are crucial especially for LGBTQ+ employees who may be exploring a wide array of paths to parenthood. For most LGBTQ+ couples, this process could include surrogacy, private adoption, foster care, IVF or more. 

Many family planning options can be expensive. IVF alone can cost over $23,000, with adoption costs even higher. According to a study done by FamilyEquality.org, roughly 45-53% of LGBTQ+ millennials are planning to become parents in the future. With these numbers in mind, supporting employees by providing a full range of resources can help with both financial and general planning.

4. Offer financial wellness solutions

The same study from Lincoln Financial Group found that roughly 47% of the LGBTQ+ community has expressed feeling significant financial stress in comparison to just 36% of the general population. Roughly 69% of the LGBTQ+ community also says this stress also impacts their ability to manage or improve their personal finances. Offering financial wellness solutions can help dial down stress for all employees, but especially the disproportionate financial stress LGBTQ+ employees experience.

Attract and retain top talent with financial wellness solutions from Best Money Moves.

Best Money Moves is a financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As a comprehensive financial wellbeing solution, Best Money Moves offers 1:1 money coaching, budgeting tools and other resources to improve employee financial wellbeing. Our AI platform, with a human-centered design, is easy to use and fit for employees of any age. 

Whether it be college planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness. 

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

Rainy Day Fund: Helping Employees Weather Financial Uncertainty

Rainy Day Fund: Helping Employees Weather Financial Uncertainty

by | Jul 26, 2022 | Blog

Rainy day fund: Helping employees weather financial uncertainty. A surprising number of employees don’t have enough savings to cover unexpected expenses. Here are 4 ways to help employees build a rainy day fund.

Almost one in five employees cannot cover a $400 emergency expense without using a credit card, according to the Social Policy Institute at Washington University, and almost as many would have to borrow money from family or friends. Having a rainy day fund can help people cover low-cost emergency expenses, without disrupting monthly budgets or accruing more debt. 

Here are 4 ways to help employees weather economic hardship with a rainy day fund.

statistic about need for rainy day fund

Rainy day fund vs. emergency fund

Although similar, rainy day funds and emergency funds slightly differ in two distinct ways: the size of the savings and the intended use of the savings. 

Rainy day funds do not have a set amount, but they tend to carry anywhere from $200 to over $1000 in savings. Instead, emergency funds should contain about three to six months’ worth of living expenses. This is because rainy day funds are typically used for small, non-recurring payments, like an unexpected car repair or surprise parking ticket. 

On the other hand, emergency funds should be used to cover large, unanticipated emergencies, like hefty medical expenses or home repairs. In the event of unforeseen job loss, emergency funds can help cover monthly necessities like rent, utilities and food.

4 ways to help employees build a rainy day fund

Rainy day funds can help employees enjoy a higher level of financial wellbeing and security. In the event of an emergency or economic downturn, employees can be assured that they have a financial cushion to help them weather financial uncertainty.  

1. Start a company match program to help employees build a rainy day fund.

Company match programs can help encourage employees to save. Moreover, they can also help direct employees on where to save. For instance, employees may be more likely to funnel their savings to their 401(k) account if they know that the funds will be matched by their employer.

Instead of just matching retirement contributions or philanthropic donations, consider applying the company match model to other accounts like rainy day funds. This can help employees at all income levels build a financial cushion and improve their financial security.

2. Invest in financial advisors.

Building a rainy day fund doesn’t happen overnight, it takes time and planning. And for some employees that planning is best done with a financial advisor. 

There is no clear-cut amount one should have in their rainy day fund, but with a financial advisor, employees can develop a target amount that works best for them. Regardless of one’s financial situation or level of income, a quality financial advisor will offer personalized solutions fit for any employee’s circumstance. 

3. Provide financial wellness resources and programs.

Beyond financial advising, there’s a whole suite of financial wellness resources that can help employees prepare for financial hiccups. For instance, budgeting tools are an effective way to help employees break down penny-by-penny what money is incoming and outgoing. Budget mapping can also help employees find opportunities to lower their expenses and increase their savings for a rainy day.

4. Offer access to affordable lines of credit and loans for when a rainy day fund isn’t enough.

Rainy day funds grow overtime, but what if some employees need an immediate solution to a financial emergency? Firms can provide an extra layer of financial support by making affordable lines of credit and loans accessible to employees.

Looking for an easy-to-use financial wellness solution? Give Best Money Moves a try!

Best Money Moves is a mobile-first financial wellness solution designed to help employees dial down their financial stress and meet their most top-of-mind financial goals. With budgeting tools, strategic partnerships and 1:1 money coaching, Best Money Moves offers users easy, compressive financial advice right from their phones. 

Best Money Moves is designed to guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

4 Family-Friendly Benefits to Support Employees

4 Family-Friendly Benefits to Support Employees

by | Mar 9, 2022 | Blog

4 family-friendly benefits to support employees. Work-life balance is an important focus for workforces. Consider these 4 family-friendly benefits to support employee growth and financial wellness. 

Employers are investing in the work-life balance, with a keen focus on supporting families. About 60% of U.S. employers say family-friendly benefits have been critical to their talent strategy, according to a Willis Towers Watson survey.

Family-friendly financial benefits aim to support employees at all stages of their family-planning journey, from adoption and conception to planning for the family’s future. Here are 4 family-friendly benefit options for your team.

4 family-friendly benefits to help support families at any stage

 1. Accessible fertility benefits

About 60% of employees said that family-forming and fertility issues have impacted their work performance, according to the National Infertility Association, and 77% said they’d stay with their employer at their company longer if fertility benefits were offered. 

Fertility benefits enable all employees — regardless of gender, sexual orientation, relationship status or physical health — the opportunity to build a family. 

Common fertility benefits, per the International Foundation of Employee Benefit Plans (IFEBP), include:

  • Fertility medications
  • In vitro fertilization (IVF) treatments
  • Visits with health counselors (e.g., surrogacy advisors)
  • Genetic testing

Almost 25% of employers offer fertility medications and IVF treatments to employees. More expansive plans are emerging with egg freezing and non-IVF fertility treatments. 

Fertility benefits can foster an inclusive and equitable workplace and approach to family, particularly for LGBTQ+ employees and single prospective parents.

 2. Equally accessible benefits options for adoption

Fewer employers offer benefits for adoptive parents; however, this is changing. Almost 30% of employers offer paid adoption leave, which `gives adoptive parents time to bond with their children of any age, according to the Society for Human Resource Management (SHRM). Other employers have also introduced foster leave. 

Adoption reimbursement and other financial assistance are also gaining traction. The cost of adoption can be thousands, and ultimately present a financial barrier to family building and security. Employers can equitably support employees looking to adopt by helping remove any barriers to a successful adoption.

Moreover, studies have shown that adoption benefits improve employee loyalty and retention at companies, even for employees who do not intend on using the benefits themselves. This is because just by offering adoption benefits, the employer is viewed as sensitive and caring, to even the most personal employee needs.

 3. Parental leave, beyond the federal minimum

Under federal law, employees are only guaranteed 12 workweeks of unpaid family medical leave; however, this only applies if their employer is a public organization or company with 50+ employees. For many, this isn’t enough. Many families cannot afford unpaid leave, causing many women to choose between caregiving and work.

And women choose caregiving, in mass numbers. Between 2020 and 2021, over 2.3 million women have exited the workforce, dropping the women participation rate to historic lows since 1988, a SHRM report said.

To support the work-life balance of all employees, companies started offering their own parental leave policies beyond the federal minimum, according to SHRM, such as:

  • Paid maternity leave, including family/parental leave (53%) 
  • Paid paternity leave, including family/parental leave (44%)
  • Paid parental leave (39%)

Rather than only focusing on leave for birth-giving parents only, parental leave is to support birthing and non-birthing parents of all genders. In addition, paid leave, even if it’s a percentage, can help alleviate income loss and financial stress.

4. Family-friendly financial wellness resources to aide in family planning from start to finish

Pre- and post-pandemic economics have caused deep financial stress, and financial stress looks different from family-to-family. For some, it is planning for retirement, while for others, it’s budgeting for daycare, which can cost upward of $1000 a month. Nonetheless, employees are looking for financial wellness resources to support their family and financial goals, at all stages of life.

More than half of millennial parents say that kids are more expensive than they thought, according to a Bank of America report. Budgeting and calculating resources can help assess the true cost of family expansion, especially for first-time parents. 

More than 60% of Americans live paycheck to paycheck, according to a recent LendingClub report. And almost half find it difficult to pay their monthly bills on time, according to PwC. So, for some families, their financial goal is to simply live within their means. Others may focus on saving for a newborn, college or retirement. Regardless of the financial issue, the best financial wellness resources personalize their solutions to each employees’ needs.  

Looking for a family-friendly financial wellness solution fit for all? Check out Best Money Moves.

Best Money Moves is a financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As a comprehensive financial wellbeing solution, Best Money Moves offers 1:1 money coaching, budgeting tools and other resources to improve employee financial wellbeing. Our AI platform, with a human-centered design, is easy to use and fit for employees of any age. 

Whether it be college planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library makes Best Money Moves a leading benefit in bettering employee financial wellness. 

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.