Diversity, Equity, and Inclusion Council

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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:

  • Aon
  • Capital Group
  • Fidelity Investments
  • Morgan Stanley
  • Nationwide Financial
  • Vanguard Group
  • WEX Inc.   

  • Bank of America
  • Custodia Financial
  • J.P. Morgan & Chase
  • National Endowment for Financial Education (NEFE)
  • TIAA
  • Voya Financial 
If you would like to join EBRI's DEI Council, please contact Masha Romanchak at romanchak@ebri.org.

EBRI's DEI Publications:

Impact of Five Legislative Proposals and Industry Innovations on Retirement Income Adequacy

Jan 20, 2022, 12:30 PM
Impact of Five Legislative Proposals and Industry Innovations on Retirement Income Adequacy
Super Text :
Full Content Date : Jan 20, 2022
Full Content Page Count : 12
Volume Number : 550
  • The combination of Automatic Contribution Plan/Arrangement (ACPA) provisions and an enhanced Saver’s Credit program are projected to have a material impact on reducing retirement deficits when analyzed for households simulated to have a retirement deficit.
    • For those currently ages 35–39, the reductions in retirement deficits vary from 17 to 26 percent, depending on race.
    • This combination has an even larger impact on households who are not simulated to have a retirement deficit.
  • The combination of ACPA provisions and an enhanced Saver’s Credit program have the greatest positive impact on the retirement savings shortfalls of families headed by White and Hispanic workers[i] ages 35–39. 
  • The retirement savings surpluses of families headed by Black workers these ages are most positively impacted by these same modifications.
  • The net outcomes from these modifications are most favorable to families headed by Black workers, followed by those headed by Hispanic workers.
  • The addition of employer matches on student loans to the ACPA and enhanced Saver’s Credit program has the greatest favorable impact on families headed by Black and White workers ages 35–39.
  • However, the use of a “skinny” 401(k) in ACPA most favorably impacts families headed by Hispanic and White workers this age.
  • The addition of auto portability significantly improves retirement savings shortfalls for all races studied, with families headed by workers falling in the “other” category impacted the least.
 The results are relatively robust to changes in assumptions for opt-out rates.

[i] Note: Not all families are headed by workers in this dataset.

Full Content Product / Source : EBRI Issue Brief
Access Package : SUB_RET
Topics :
  • Retirement
Tags :
  • dei
  • rspm
EBRI_IB_550_LegislativeProps.20Jan22
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