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EBRI

Diversity, Equity, and Inclusion Council

EBRI’s Diversity, Equity, and Inclusion Council exists to:

  • Help keep EBRI apprised of the latest trends in benefits research that employs a DEI lens.
  • Inform EBRI’s research from the lens of Diversity, Equity, and Inclusion.
  • Share the DEI priorities of the council members’ organizations, clients, and constituencies and related initiatives.
  • Identify gaps in benefits research relative to DEI.
  • Propose topics and speakers for EBRI events, including webinars, regional workshops, and Policy Forums.

DEI Council Members:

  • ACLI
  • Capital Group
  • Equifax

  • Fidelity Investments
  • J.P. Morgan & Chase
  • Morgan Stanley

  • Nationwide Financial
  • OneAmerica
  • TIAA
  • Voya Financial
  • Willis Towers Watson
  • Bank of America
  • Custodia Financial
  • Federal Retirement Thrift Investment Board (FRTIB)
  • HealthEquity
  • Lincoln Financial Group
  • National Endowment for Financial Education (NEFE)
  • nudge
  • SS&C Technologies
  • Vanguard Group
  • WEX Inc.
If you would like to join EBRI's DEI Council, please contact Masha Romanchak at romanchak@ebri.org.

EBRI's DEI Publications:

Examining HSAs Through a DEI Lens

Apr 7, 2022, 12:30 PM
Examining HSAs Through a DEI Lens
Super Text :
Full Content Date : April 7, 2022
Full Content Page Count : 15
Volume Number : 556
  • Health savings accounts (HSAs) are a useful way for people enrolled in high-deductible health plans (HDHPs) to save and pay for medical expenses. While previous research has examined contribution, distribution, balance, and propensity to invest HSA balances, little is known about how usage varies by accountholder demographic. The Employee Benefit Research Institute (EBRI) has leveraged accountholder data from its HSA Database to examine the extent to which HSA contribution, distribution, and investment behavior differ based on the accountholder’s race, ethnicity, gender, and income.
  • In this Issue Brief, EBRI’s analysis finds stark differences in HSA behavior based on accountholder race, ethnicity, gender, and income. For instance, accountholders living in disproportionately White or Asian ZIP codes contributed and withdrew more than their counterparts living in disproportionately Black or Hispanic ZIP codes. Similarly, male accountholders made larger contributions and had higher balances than female counterparts, as did higher-income accountholders relative to lower-income accountholders.
  • Disparities in HSA account balances along racial, ethnic, gender, and income lines are not adequately explained by the length of HSA ownership. Instead, the disparities EBRI observes appear to be largely driven by contributions.
  • There is ample evidence supporting the existence of health inequities among race, gender, and income lines. To the extent that accountholders take advantage of the benefits HSAs offer, HSAs may reduce health inequities. However, to the extent that HSAs are not well-utilized, they may serve to exacerbate health inequities.
Full Content Product / Source : EBRI Issue Brief
Access Package : SUB_HEALTH
Topics :
  • Health
Tags :
  • dei
EBRI_IB_556_HSADEI.7Apr22
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