workers and non-LG News F BTQ wo rom rkers Theva Em lue pl doy flexibility ee Benefi int work Resea sche rch I d ns ules titut ab eov e all other benefits, and both groups valued such flexibility almos t equally. 2022 Workplace Wellness Survey Finds LGBTQ Workers Were Less Likely to Be Satisfied With Their • Financial Wellness Programs - LGBTQ workers were less likely than non-LGBTQ workers to Job, Employee Benefits Package and Paid Leave report that they were offered a financial wellness program. • Debt and Financial Preparedness - Both LGBTQ workers and non-LGBTQ workers described - LGBTQ Workers Were Also Less Likely to Be Offered Various Employee Benefits Including a Financial their debt the same. About one-third described it as a major problem, one-half described it as a Wellness Program - minor problem and 1 in 5 described it as not a problem. Differences by LGBTQ status were not found when examining debt by income level. LGBTQ workers were less likely than non-LGBTQ For immediate release: 11/15/22 workers to report that saving enough for retirement and affording their children’s college For more information: Ron Dresner tuition were the financial issues causing the most stress. They were more likely than non-LGBTQ dresner@ebri.org workers to report that paying monthly bills and student loan repayments were the financial issues causing the most stress. (Washington, D.C.) – A new report published today about the conclusions of the 2022 Workplace Wellness Survey by the Employee Benefit Research Institute (EBRI) and Greenwald Research, found “Interestingly, many of the differences observed by LGBTQ status appear driven by demographic that LGBTQ workers were less likely to be satisfied with their job, employee benefits package and paid differences. Nearly one-half of LGBTQ workers are under age 35 compared with 24% among non- leave. Also, LGBTQ workers were less likely to be offered various employee benefits including a LGBTQ workers. This could account for why LGBTQ workers have lower incomes and less education financial wellness program. The survey results were published in an EBRI Issue Brief entitled, than non-LGBTQ workers. It could also affect the lower marriage rates and the fact that LGBTQ “Workplace Wellness Programs and the LGBTQ Community”. workers are less likely to have dependent children,” explained Paul Fronstin, director, Health Benefits Research, EBRI. The 2022 Workplace Wellness Survey examines worker attitudes towards employment-based benefits in the workplace, as well as a broad spectrum of financial well-being, employment-based health “Life-stage and living situation can influence the value placed on employee benefits overall, and on insurance and retirement benefit issues. This year’s survey included an oversample of LGBTQ workers specific benefits,” added Lisa Greenwald, CEO of Greenwald Research. “Many employers and solutions to better understand the unique workplace wellness needs of such workers and to explore and providers are recognizing that one-size fits all benefits programs may not be as effective as more identify potential differences in attitudes, experiences, and behaviors related to workplace wellness. targeted approaches that address employees’ needs at a given point in time. The WWS data suggest that LGBTQ employees may value more benefits that help with shorter and mid-term financial goals, Key highlights in the Issue Brief include: more so than retirement savings.” • Jobs and Employee Benefits – Satisfaction and Trade-Offs - LGBTQ workers were less likely than non-LGBTQ workers to be satisfied with their job and various employee benefits. LGBTQ To review the complete 28-page “Workplace Wellness Programs and the LGBTQ Community” Issue workers were less likely than non-LGBTQ workers to be satisfied with their employee benefits Brief, visit https://www.ebri.org/wws-lgbtq . overall and paid leave. However, there is no overall difference nor is there a difference at any The 20inco 22 Wor me kpl level ace wWe henlln it e css om Su es rvey to h was ealt h co b nen du efits or ret cted throuirem gh th ee nt fib ne an nefit cial s. sup LGp Bo TQ w rt of or AA ke Rr P s an , Cign d n a, on- Edelma LGB n Fi Tn Q wo ancial E rkers ngin we es, re Fi ab do el u it t y as like Invest ly m to be ents, satis Huma fied n R w ig ith hts t h Ce am mp ix aig ofn em , Mer plo cyee er, Mor bene ga fin ts an Stan dley, Nationwages al Rural Ele . ctric Cooperative Association, OneAmerica, Unum and Voya Financial. • Eligibility and Participation in Employee Benefit Programs - Nearly across the board, LGBTQ Greenwal worke d Rrs esear were chle is a ss lik lead ely inth g an inde no pn en -Ld GB ent c TQ wo usto rke m rs resea to be rch elig anible d co fo nsr vari ulting ou ps e artm ner ploye to te he benef healt it h and wealt progra h ind mu s.strie Yet s th th ey at w ap ere plies c just reative as likely qas uan ntitat on-Live GBT an Q w d q or ual ke itative rs to p m arti etc h ipa odte s t o inp sr u odu ch p ce rograms knowle wh dge en th th at ey hwere elps coffe omp red anie to t s stay hem c.omp etitive and navigate industry change. For further information, visit www.greenwaldresearch.com. • Worker Opinions of Employer and Value of Benefits - LGBTQ workers give employers lower ratings than non-LGBTQ workers when it comes to employer efforts to help improve financial The Employee Benefit Research Institute is a non-profit, independent and unbiased resource well-being, emotional well-being/mental health, and physical well-being/health. When it comes organization that provides the most authoritative and object information about critical issues relating to worker expectations about employers’ responsibilities, LGBTQ workers and non-LGBTQ employee benefit programs in the United States. For more information, visit www.ebri.org. workers were in agreement. LGBTQ workers were less trustful than non-LGBTQ workers in institutions that provide various employee benefits. # # • Work-Life Balance - LGBTQ workers were less likely than non-LGBTQ workers to rate their work-life balance as excellent or very good. Aside from income and compensation, both LGBTQ