Making Workplace Wellness Programs Fit the Needs of Black and Hispanic Workers: Findings From the 2021 Workplace Wellness Survey

The 2021 Workplace Wellness Survey (WWS) included an oversample of Black and Hispanic workers in order to better understand the unique workplace wellness needs of such workers and to explore and identify potential differences in attitudes, experiences, and behaviors related to workplace wellness. Given economic differences in these segments of workers, this paper takes a closer look at the combination of race/ethnicity and income.

When race/ethnicity differences are examined by income, most reported differences within the Workplace Wellness Survey between Black, Hispanic, and White workers dissipate at lower income levels — and to some degree at the middle-income level — when it comes to perceptions of debt, stress about financial future, confidence regarding employee benefits decisions, work-life balance, keeping a good balance between work and caregiving responsibilities, and employers’ efforts to improve various aspects of worker well-being. However, at the higher-income level, there remain some pronounced differences:

Debt: Black and Hispanic workers were more likely to consider debt to be a problem for their household than White workers across higher income groups ($75,000 or more). This was also true of middle-income ($35,000–$74,999) workers.
Emergency Savings: Within higher-income groups, Black and Hispanic workers were less likely than White workers to agree that they have enough savings to handle an emergency or sudden large expense. Among higher-income workers, Black and Hispanic workers reported less preparedness to handle a variety of financial complications than White workers, including an unexpected expense of $500 or $5,000.
Stress About Financial Future: Also, among the higher-income group, Hispanic workers were more likely than White workers to agree that thinking about their financial future makes them feel stressed.
Confidence Regarding Employee Benefits Decisions: Black and Hispanic workers were less likely to be satisfied with various aspects of their job. The disparities in satisfaction are correlated with differences in workers’ confidence to make informed decisions about employee benefits. These differences in satisfaction by race/ethnicity were most pronounced within higher income groups, and the variation in confidence regarding employee benefits decisions diminishes when income is factored in.
Work-Life Balance: While workers overall rated work-life balance positively, higher-income Black and Hispanic workers were overall less likely than White workers to say that work-life balance at their company is excellent.
Caregiving: Higher-income Hispanic workers were more likely than White workers to agree that they find it challenging to keep a good balance between work and caregiving responsibilities. This difference is also most clearly visible among middle income levels.
Employer Well-Being Efforts: Higher-income Black and Hispanic workers were less likely than White workers to give top ratings to their employers' efforts to improve various aspects of worker well-being across physical health, emotional/mental health, and financial dimensions.

EBRI and Greenwald would like to thank the 2021 Workplace Wellness Survey (WWS) sponsors who helped shape this year's survey: AARP, Cigna, Fidelity, Lincoln Financial, Mercer, Morgan Stanley, National Rural Electric Cooperative Association (NRECA), Voya Financial, Unum, and Wells Fargo.

Figure 4 Figure 19 Figure 13 Figure 16 Description of Household Debt Worker Participation in Financial Wellness Programs Agreement That It Is Challenging to Balance Work and Caregiving Level of Concern About Emotional Well-Being/Mental Health Which of these have you used or taken advantage of? 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Among e re ness pl ness rs yees wer ve $ oy mo ion er p e p re 10 we amo lrog e o rog l s ff 0, thos ikely re sers ram. l 000 ram ng B ikely than m e with s ore li to be – s Among tu lack workers are $2 de 4ke nt 9,9 older. B lower e .................. ly to sa lo xtreme W B 99 an hite lack in inc dl eb ly that ack om y t es, 12 Responsibilities, by Race/Ethnicity and Income Paul Fronstin is Director of the Health Research and Education Program at the Employee Benefit Research Institute Making Workplace Wellness Programs Fit the Needs of Black Thinking about your current financial situation, how would you describe your level of debt? Please rate your level of concern about your emotional well-being/mental health. Workers n=2,016 White Black Hispanic work workers workers app Black an useful, e- ars li b fe bala , more d d w relief/re workers ut rere His the iveo pan nce n the than re by payme to ic A s w is those i lavings/in eas w ere ban h gi exc ork al v t li e no k nt. f ellen -ers ke top of at n di t ly to be marr -ves t wor f t or very were he hos feren ratin tlo ments k p e wer gs t worki mo cartn es amo g - re o thei (outs inco ood ers l ng ied and thos ikme g hip ely to ng for org (48 ride the e lm with a o ro pe wer pl fee up anizat oy rc ir -l pre ,ent) t ers and th e ban primar a W mos nd ' o io pare e rkers k or ns wi midd ff han work ort t li y home a e credit u d n kely to h s= lth tha to e ig 2-,0 more h incom im n er interes 1ers 6W b prove vario nion. nd d a hite e t e t organ han 2,50 s g ing efi rou workers t amon n le ed ps. (ization Fi b u 0 em gu s e aspects g nef fre or many o Hispanic s it pl 2). w oy plith ans) Black ees (5 of fe wo work f .wer th and 4 p rker w ese situat er than 50 emplo ercent) His s appears ell pan -be ions ic rep i ng work ort dr , w acro iven by yees ed h ers ereas s s (EBRI). Lisa Greenwald is the CEO of Greenwald Research. This Issue Brief was written with assistance from the The 2021 Overa Overa A p The W The 2021 ersll, ll, ist ork B B ent Wor WW lack lack plac fie nd S f kplace and and W in ou ell His His g with nd ness Wellne pan pan that re Sur ic icg mo workers workers s ard vey s Su st workers (W to rvey w W w w eS) p alth ere ere a iin s rate conduct less less its n a the d l l pi ikely t ikely t work S Unite ct tron ure ed g- ly han han annually lif A d S w e g b rhere di White White ee tat ala es is a ga nce Sby om ff w w p er eork ork th wha os enc e E er er iti t A p that es vely. Ho s s mployee g to g to b ree amo exis ive eng extr wev h ts Ben wor i b gh em er et efi kers , Bl ratings to ely or ween White t Researc ack of a v di ery sat nd Hi ffere the h I wo nt racial is nst r emplo pan isfied wit rkers itute (EBRI ic worker ' /et yers financi h hni th ' e c s e )ff al were and orts and Figure 12, Hi Attspa itudes nic Toward Various As Workers: Findings From the 2021 Workpla pects of Personal Finances ................................................................ ce .......... 13 Fi gu •re 13 Black an d Hispanic workers were less likely than White workers to be extremely or very satisfied with their High Concern (9-10) Moderate Concern (9-10) Low Concern (9-10) in ( were thos currently 28 th perce e • e 80 less in mi % the ph Black wo h dd l nt) ik av ys le m el .oo - i ical ng Thi iy than ncom id dle trty D His healt rkers hese eb --e group, ipan nin nc W t mana h om be hite were , emotiona e ic n pe wor e e workers fits throu rcent o group ge mo there kment serv ers re. l l/m Look wer wer f ik to His ely than gh th ental health, e e ha pa in lno ic ess ve g nic work es eir stat clos lik a Whit or counseli em graduat ely tha er ist pl at ically si an e ers oy w er, td at he ork n e f ior p W ng d mo nancia medi ers gn hi esir . re so th if te w rof to icant um e ess re l for ork di -port that s iona mens differ mo iz a eed n Black rsl re bene to org ions d ences. eg have $25 the an re . w e. izations fits to o ir In rkers e G the mploy en 0,0 help w de (50 employe up 0r 0 er p was to er or mor oit -ff 499 ih em ncom e ess d by rs em d e en otional e ie group, organiz n tially e bt ploy mana ees) wel ve ations White g nly lement -saisd pl with that it in group Inst G means less to improve employee reenw l itute’s r ikely t s/resour di almi d Re ben var han esear nish when ces s efi ious as White earch. The ts ch a an packag dnd e w those pe comp ork cts di e o 2021 er o t orial staffs. aring workers of s f ff to say that work er Bla survey ed ck er by and H wel t An o he lf 2,01 - work ir y views of be ispanic wor em in com - g. 6 pl life bala Am oy pa Mor ex er rabl er pre e , ker ica ts nce e he s pe i n s sncom ed . cif pai worke is Th i ically, d n exc time e 202 thi esrs ellen . s w Ge Bla r o 1 W e as t and ff port are ck nerally, conduct ( an W PTO) S shows t d w Hispan ere those tan he ed d p mo Bl on of ack hat this iaid re l c w lin t leav an ike e ork he Jly tha d uly ers a Hispa e ga uthor b 7 p wer en W thr ne dim s nic work e fits off , and ough hite work ini less 81%shes sho Ju lere ik ly forc ely th whe uld d by ers 27 e,not be n i to an 20 s their 21. Major Problem Minor Problem Not a Problem Student Loan Debt Relief/Repayment 51%* Wellness Among thos current e workers job. Survey who are n ot offered specific financial wellness benefits, a high percenta 59%* ge reported that they are Figure 13, Agreement That It Is Challenging to Balance Work and Caregiving Responsibilities, by Race/Ethnicity and be work fewer each workers ing/ -rac litha m fe bala ental e/ w sn 50 ervices ere etho nce nicity. health, e mo mploy or s T re l is avings/in uition exc co ike h ees (4 unselin igh ellen ly th rei erves m an -t or very 4 income bur g. p tBla ments ercent) sement. ck Hispa and good (outs . Lik His nic work .ewi ide the pan se, ic amo ir work ers primar ng wers ere His to re y home a mo pan rport t e ic lik work el nd d hey can y than hig ers efi , those ned h b aher nd ewor nef l-e income Wh it an king for or pl u ans) nexpect . ite gan ed workers i zations expense to co with o of $ nsider 5ver 00 or ascribed to t 100% he officers, trustees, or other sponsors of EBRI, EBRI-ERF, or their staffs. Neither EBRI nor EBRI-ERF examin W de employer All mo hite work sres re l crib po ike e wor ed nd ly to , b an e ers y nt k d i- ncom be s the to rate life are fin ir bal e curr a anciall ge anc bu es m t ent e is st 21 pl yao – s challenge health yers f 64 illair or pres . The ’ e iff nsuran p ent ort surv d by oor sto to (Figure ey is comp ce plan a l de hess bt elp employe and les er 10 (de Fi ). g rise gre ur Differenc s ab e e d es 7). Wh in of leimprove a national to h the es in mid en and w co th dle leo mparin an eir phys sample rk - a - nd hi life emer g work bal ical w of gh ge anc 1 er nc ,0 -ers e ell y or sud income 00 ratin - w be workers ith ing ( gs b comp grou de45 y n rac l a p a p arable s n rge ex ercent . d e/e Lo an th wer overs ipe nicity f ncom or - nse inco Blac am t e lar s me han pl , k and ge ely of • Among workers with less than $35,000 in household income, Black workers were more likely than White November 18, 2021 • No. 546 81% very or • sBlack an omewhat interes d Hispante ic d workers in them. Bla wereck less an ld ik Hispan ely than ic w Work hite work ers wer ers e to more be l ikely extreme than ly or v Whitery sat e workers isfie to be ver d with the y or Income ................................................................................................................................................. 14 thes 2,500 e $5,0e 00 70emot % .m Apl dditi io oyoo nees (44 onally, w al w His Cell ollege sav pan - perce be Sithin uing benef ic bsidiz work nt) ethe din /C ogwer m ers s u p accounts lim pper its ee wer n valua tamo ry- C ie nco hre illdess ble. l o.rme g ikely Da lik y carely tha than eroup, Hi Hispanic n sW pan hite w ic w worker ork orke ers rs s i to fel n or prefer not t less gan p izati rep 51ons % to s a * red w ay their ith than fewe W saving hit r than e work s 500 em /inves ers to handle tm pl ents oyees 16% however, di lobb 47 their 50 workers s3 appear pe compl ies or tak W rch ent ite w the ed ere ete for co w s e d unterp e Hispanic, eq hen ss p d urvey ual ifferenc os exami ly l itions o arts sike amo vs. . Evaluations es ne ly t n d by ng 54 o have b spe y race Black pe income cifi rc/et saving c ent p o work hni oli f w i for c n cy p ity ers ork s White), emot the (outs ropos w an -lif lo er e d wer e id balanc 513 als. on e -th ly an E c ei present om BRI d ie r p onal well middle imp pl rimary invites ete rov amon d -e wit - incom h sb co urv om ein g mm h eys g/ e th e incom an me ent among e gro d define hntal ig up on e, but hs er thi . Hi healt Hispanic -incom sd ben g research. amo her h (46 p - e group. ng e incom w fit pla higher ork ercent e Bl ers ns) Highe -, ack of income b for Bl ri l an ng ess r-a incom in dck th e Hispa g and ar t an $ he ne e totals B rs nic 1,000 46 lack , By Paul Fronstin, Ph.D., 18% Employee Benefit Research Institute, and Lisa Greenwald, Greenwald 90% 54%* 20%* 21%* workers to somewhat agree that 23% it is challenging to keep a good balance between work and caregiving 26%* His Fi som gu pan ewh reic 19 at i employee work nterest ers wer ben ed i e n efi mo the tsr e ipackag r emplo likely than e o yer ma ffer White work ed king by ava their ilable ers em tpl o st jus oyrongly t ab er. out or eve som ry ty ewh peat of ag fin re ae ncial thatwel it is lness cha llen toog l ing to k (Figure e 2ep 1). a Figure 1 having (39 perce to ret nt) t iroo rep e fiv S (outs e tude ort years bein id nt l e e th oa ga eir primary of n d rlier fered eb than plan t r a elief/r f h inom ancial well ep ned or h e a aym ndent. 31% de aving ness fin e d b program. to red enefit p uce wor lans) k hours or . stop working to care for a child or Black an workers pe to 587 B workers acro rce ss nt f Black w d lack r w w or ere ere His Hipan s espond less less ork pan ic ers l lic, vs w ikely to ikely to (44 ork ents . ers 54 and 662 pe say that be e are l rpe cent rce xtremely ess )nt f , Hispani Hispan co work ornte W or -li int w hite), an c respon fe balanc c w very sat ork ith ers th d fina de isfi e wo e (4 nts is ed excelle 6ncial well . rk pe with -life rcetnt (1 nt bal heir )-, and anc be ben 8 p in eg at ercent efi W (42 p hite work ts th eir packag e each) rce organ nt ers t e o for Bl han izations a (51 verall a h a ig pe ck hrc and er nd nd ar ent -inc wi )44 . om th e Ho less pe all e wever, rc W of lent hite ik the ely th for w with o rkers an in Research 77% 35%* Figure 14, Challenges Balancing Work and Caregiving ............................................................................................ 14 Figure 8 responsibilities. Pre-Paid Legal Services 80% 56%* EBRI and Greenwald would like to thank the 2021 Workplace Wellness Survey (WWS) sponsors who helped good bala However, • Black an nce betw when ex d amine een Hispan wd b ork ic w y in an ork d com D care ers ee, m were gi i o t is vin gr less g a primarily p res h liik ponsibiliti cel B y than the rea lo kes (Fig d W wer ohite work w -n an ure 12) s,d b mi yers d R . T dl a to ec his -income e be /differ E extreme thn g en ic rce oups w ity ly or v was here partic ery sat th ularly p e isfie differenc d w ronounc ith es the are ed p aid in 45% 60%* other love •60 % $7 d 5, oo 000 or m n e for Sub six sidize ore (up mont d/hs. co pe mplimenta r-income gro ry cup hil)d: or dayc are. Suggested citation: Fronstin, Paul, and Lisa Greenwald, “Making Workplace Wellness Programs Fit the Needs of Black W aforement ( midd His 29 hite work pan perce le-ic, vs incom nt) ione ers . (Figure 5 e to give d ben 1 grou percent ps e11 fits tha , high r ) Bla f . or ck W n atings to an hite) as e hid gh Hispa er- the inco nic work xc ir me White elle employ nt or ersers very w were ’ ef or kers good forts less . While to i (likely Figm ure 15). h pro (6 igh ve various percent er- incom each as e H ) pispanic wor t ects o have of t saving heir kers well s wer (outs -bee ing less id. H e lik th isp ei ely tha anic r n Confidence in Ability to Make Informed Decisions About Employee Benefits Making Workplace Wellness Programs Fit the Needs of Black • • Am Black an ong work d His er pan s w icith w $ ork 35,0 ers0 were 0–$74 less ,99 l 9ik in el y than household White work income, B erslack to and Hispa participate i nic wo n stude rkers nt l oan wer d e e mo bt re likely than shape Wt hihis yea te r's surv 28% ey: AARP, Cigna, 21% Fidelity, Lincoln Financial, 52% Mercer, Morgan Stanley, National Rural Electric s the W een for mos hen examin mi7dd 0% time le- an t ed of of d f hi by a thes nd p gher incom e bene aid -inco leav e,me g race fits e. b /ethnicity ro ene upfits off s (Figu dere ire ffer d by 1ences 3). their in of employe fer and part r. icipation rates dissipate. Th 75% e disparity in offer Figure 15, Percentage of Workers Rating Employer Efforts to Improve Worker Well-Being as Excellent or Very Good .. 15 Data are weighted by age, race, gender, and income. The margin of error at the 95 percent confidence level for the • Hispan o ic His work pan ers ic work were ers Amo uto awer r ne d/ l or ikely e Hom mo e I nthan srue ra l ncikely e White work than White work ers to beers very or to have som less ewh th at 5an 9 i %nter *$1,0 est 00 ed in in their employer and Hispanic Workers: Findings From the 2021 Workplace Wellness Survey,” EBRI Issue Brief, no. 546 (November 18, workers primary hom White work , in p ers e a articular, r to be nd deextrem finep ed ort bely or enefit p challenges very sat lans) ba oisfied wit f lancin $100,00 g work h 0th –$249,9 ei ar emplo nd ca 99 reg yee com iving b pa enef red resits ponsibilities with packag Whit ee , they . workers did ( not 15 pe difrce fer nt si) gn (Fi ifica guntly re 3). 58%* Figure 10 W relief/re hite work payme ers to stro nt. ngly agree that it is challenging to keep a good balance between work and caregiving and Hispanic Workers: Findings From the 2021 Workplace Cooperative Associatio How co n n( fide NRECA nt are ), V youoy ina F you inancial, r ability to Unum make , and Wells informed decisi Fa orgo. ns ab out your employee benefits? Figure 20 Types rates • i so onl f finan Black an y seen am cial d iss His ues t ong pan h ha ici w gh t cause st ork er-incom ers were res e g s roups ( less differ lik ed el conv y than by er rac sely, middle e W /eth hite work nicity -(in ers Ficom gu to re e be 6 Black ) . extreme Black wo an rkers ly or v d Hispa wer ery sat e nic work more li isfieke d w ers ly tha ith were the n, ir 46% Household Income tot The al se 50 s d 60 ample %% ifferen of ces curr bent y race/ work Ra et cers hni e/E i city th n nt, h ihis st cito ywev udy er, are (n=2, n 016) ot pre iss ap ent pro wximate hen coly p mparin lus or g work minus 2.2 ers of simi percent lar inco age points. mes, wit h a few Introduc maktio ing ava n savings/in ilable ince vesntives tments , rew (outs ards, or ide the gam ir primar es to e y home a ncourage nd d tak efi inn g ed non be-nef retir it ement plans) s . avings and prudent 2021). on satis Among high faction er- w income ith PTO work and healt ers, differ h insura encesnce. were more nuanced. Higher-income White (31 percent) and Hispanic Fi gure 16, Level of Concern About Emotional Well-W Bein ork g-/Mental Life Balan Healt ceh ................................................................... 16 50% Workers n=1,814 47% 67% 43% When • respon res Black an ponsibilities dents d His were pan . as icked work the ersty were U pe sef s o u less f ln cha ess lik llenges t el o y than f Finh an ey en W cial hite work co Wunter ellners ess bal to 47% Pro anci par g ng wor ticipate ram king in sa ubs nd care idized/ gicom ving, plw imentary e saw s ch omild e Incentives, Rewards, or Games to Encourage Non-Retirement Savings 55%* Average Level of Concern midd ov erall, le-incom mo current re lik e White h ely tha ealt w h i n ork nsuranc Wer hite w s to rep e pla orke ort n. rs to this report benefi day t). B -to la-ck day e work coers nomic wesre creatin more l gikely fina ncial than sW tres hitse wo , such rkers as to re job/inc port om that e Wellness Survey 39% Interes exceptions am tingly, many ong thos of the e in d tihe ffer h ences igher-by inco race/et me gro hni up city . Specifica we observ lly, h e appear drive igher-income n by Black d w iff 61% ork erences ers we amo re less ng workers likely to b in e o ur financi o al Black an actions. d Hispanic workers were more likely than White workers to have $1,000–$9,999 i 45 n%* workers The de 50 mo (30 % gra ppercent hic profil ) were es an mo d re l com ike positio ly to n o have sav f Blackin and H gs of ispanic wor $100,000–$ ker 24s 9, i999 n the tha Unit n hig ed States ar her-incom Whie te e u Black nique, workers 5.9 both (21 50%* 45% 26% 42%* White Black Hispanic notewort • Am or d hy d ong work ayc ifferen are.c es by ers w ra ithce/et $75,0 hni 00 city or mor . Black an e in h d ous Hisehold inco panic work me, His ers were panmo ic workers re likely than were W mo hite work re likely th ersan to say White the y The Workplace Wellness Survey builds on previous EBRI/Greenwald collab Whiteorative studies including The Health and Figure 17, Percentage of Workers Offered and Participating in Financial Wellnes 11%s Pro 22% gram ................................ 66% ....... 16 their em security pl an oy d e praying offers mo em nthly How ploy b w ee disco o ilu lsld , w yoh uunt ereas descri pr White ograms be the w w/p oork rk art -lier fn e b s ers a were lan hip ce s ; mo afin t yre o anc u l r co ikely to re ial mp pla an nni y? ng e port Worke d long ucation, sem rs n-= term 2,0B 1l 5 ac retir k in ement ars, or w 6.1 40% plan eb nin ina grs or ; Copyright I 45% nformation: This report is copyright 49% ed by the 35% Employee Benefit Resear 35% ch In 61%stitute (EBRI). You may copy, s hig atis her fie 40-% d incom thane hig grou her p- i— ncom thos e White e with w incom orker es s w of ith $75 the ,000 o ir emr more. At ployer’s ef l fo ow rts er i to i ncom mprov e leve e employ ls, many of ees’ phys the ical chal an len d fin gesancial • Hispanic swork avings/in ers wer Ov ves ee rall tments mo , hr oe w l (outs ikely usefu than l ide the are t White work heir fina primar ncial w y home a ers elln t ess p o be rog nd d very ram efi [s] or n? ed s om W boerkers ewh nefit at npl = i1 nter ans) ,190est . ed in their employer Personalized Financial Counseling, Coaching, or Planning pe com rce pare nt). d wit h each other and with those of White workers. Both Black and Hispan 49%*ic workers tend to have lower Figure 7 By Paul Fronstin, Ph.D., Employee Benefit Research Institute, and Lisa Greenwald, Greenwald 40% Hispanic 6.3* 54% Fi do gu not •re h 8 ave workers Black an enoug to so d h His mo pan mewhat ney ic w to cov ork agers ree er car that were eg it less iving is c lhall ik nee ely than eng ds (Fi ing to ke gu White work re 14) ep . T a g his ers oo d d bala to ispa par rity nce betw ticipate goes away in een pr e work an w -pai hen e d led xamine gal car services egid by i ving . ncome, 34% Workplace Benefits Survey conducted from 2013 through 2018, The Health Confidence Survey conducted from 1998 unp earne lanne d wag d m e a edi cces cal e s; an xped nses debt causin manag g sem tres ent s. services or counseling. When income was factored in, these differences print, or download this report solely for personal and noncommercial use, provided that all hard 29% copies retain any and wor wellkers be 40 4ing 5 % % fac , while h e are share igherd -inco acros me Hispan s race an ic d/w or ork ethn ersicity. wer Whi e teless B l lac ikely than k Hispan ichigher-income White workers to be satisfied with making o ava Black wo ila Percen ble frkers ina tag ncial were e Ext pl anning educat less rem 38% lely ikel o y than r Very ion, seminars W Sat hite work isfied W ers , or ith to w Jo eb ha b inars. ve $ and 10 Em 0,000 plo– y$2 ee 4B 9,9 en 99 efits in savings/investments Figure 18, Types of Financial Wellness Programs Offered ................................................................ White Black Hispanic ....................... 17 incomes and assets than their White counterparts. They are also more likely to be younger, to be employed part time, 61% 37% 17% 12% 10% Black Research 37% 41% 31%* 60% 31%* 38%* 40% exce • pt when Black an responsibilities higher d His -incom pan . ic e H work ispanic wor ers werek less ers 38% are likel compa y than red White work with high ers er- to income participate White iwork n auters o and/or . In add hom ition, e insura Hispanic nce. 30% through 201 Blac2, k and Fina The ncial PValue of lan 31% ning Educa B tione , Snef eminits ars, S or W urvey 20% ebinars conducted in 1999 an 50% d 2001. 49%* remained within the lower- and middle 37%-income groups but not the higher-income groups. all copyright and 35% other applicable notices contained therein, and you may cite or quote small portions of the report employers 30% ’ efforts to improve employees’ emotional well-being/mental health. 52% • Hispanic (work outsid ers e th wer eir primary e more likely hom than e and White work defined benefit p ers to blans) e very or . somewhat interested in their employer to have fewer years of higher education, and to be unmarried vs. White workers. • Black and Hispanic workers were less likely than White workers to be extremely confident in their ability to 35% 35% How satisfied are you with ...? Workers n=998 to n=2,016 workers • w Black wo ere more l rkers ike were ly than less W lhite ikel w y than orkers W to fe hite work el the ers y d to o not hav participate e enoug in inc h etim ntives e to spen , reward d on s, or g their ames love to d o e nes ncour , age Figure 1 40% 9, Worker Participation in Financial Wellness Programs ............................................................................... 18 This raises the question of what employers can do to better help address and improve the financial wellbeing and work- 38% 32%* provide 20d %that you do so verbatim and with proper citation. Any u 38% se beyond the scope of the foregoing requires EBRI’s 34% Hispanic 60% 38% 22% 33%* 45%* 35% making o ava Hisila pan blic e p work hase ers d r et wer irement e less lik opely tha tions. n White workers to have $250,000 or more in 35% Access to a Health Coach or Health Care Navigator Service 49%* Figure 14 mak e informed decisions about employee benefits. 33%* 32% 32%* Please note percentages in the figures may not total to 100 percent due to rounding and/or missing categories. Any W though hen it thi come non s di -ret fsferen to the ireme ce types nwas t savo ing of nly s fi a pr nancia nd esent prudent l we in the mi llness fina p nc dd ro ial le gra -iactions nc ms om of e fer . gro ed up , th . ere were a n 49% umber of differences by Figure 6 It should lif e balance als of o w beork stat ers ed , a that nd , w of Bla hile ck t and H he overall distr ispanic wor ibut ker ion of s in particul the ratin ar. g Ou of w r ork findin ersgs ’ level show of th conc at fer lex n ibi abo lity to ut emot use paid ional 31%* 25% 24% prior express permission. For permissions, please contact EBRI at permissions@ebri.org. The 2021 20% Workplace Wellness Survey (WWS) included an oversample of Black and Hispanic workers in order to better Figure 30 10 20 % %, Usefulness savings/in of Fina ves ncial tments We (outs llness P ide the rogram ir primar ................................ y home and defi................................ ned benef 21% it plans). .............................. 19 A T 20% A G L A N C E 0% • His 2pan 0% ic workers 40% were more 60 l% ikely than White work 80% ers 1 27 0%* 0 t %o be somewhat confident in their ability to make 35% trend changes or differences in subgF ro in up an s cial noted Issu in es the T tex hat t ar Cau e se th statist e ically sign Mo0% st Stress ifica 20n % t; if no tr 40%end changes 60% are 80% noted, 100% 33% 59% race/et • hni Black wo city (Figu rkers re 1 were 8). Reporti less likng only ely than the W p hite work rograms ers w to ith stat participate istically is nig per nifisca onalized fina nt differences, ncial we f counseli ind that ng, Bla coac ckh an ing d, 30% 26%* time of well-bA ein nf Ea m g/ nd ergme enmo cyntal Sare bene vingh s Fealth und For fits/ Co did nres tri bnot vary utources ion Through to b Pay r yrh oll elp wi ace/et Deductionth hni ecity moti , onal well the average -bein leg/ vel of mental concer healt nh ab wo out uld be th emotioe nal well most valua -beinble g/mental 45%* 28%* 28% und erstand the unique workplace wellness needs of such workers and to explore and identify potential differences in • Black wo 30% rkers were less likely than White workers to report generally feel overwhelmed or stressed. 47%* Black wo 700% %inf rkers orm were ed decis lessions about likely than eW mpl hite work oyee bene ersfit to r s. eport being generally overwhelmed or stressed by balancing work White Black Hispa 27% nic Other there are no significant differences. Income differences noted in the text are simple correlations within the same His Figure pan 25ic 21 %or p work , Int laerest ers nni (24 ng. in Financ percenial t) we Well reness less P lik rograms ely than , Amon Whiteg wTork hos ers e N (3 ot O 0 pff L ercent) eer ssed Th P an to rogr $3 repor 5,a 0m 00 ................................ t that th 67% eir employ$ er o 75,........... 0ff 00 e rs or Mo 19 re The 2021 Report avail Worab kplace ility: Wellne This rs ep s Su ortrvey is availa (WW blS) e on inclu thde e id nte an rnet at overs amp www.e le of bri.org Black a nd Hispan$ic 35work ,000–$ers 74,9 i9n 9 order to better improvem health was ents higher amon employers g co Hispanic uld make to workers em vs ploy . W ee hite be66% ne wor fit programs kers 23%* , at 6.3 aa nd nd o5. 66% ff9, ering respecti s. 23% Going vely (Fi forwar gure d, emp 16). Averag loyers m e ay lo scores ok 66% 22% Endnotes Figure 4 22% White Black Hispanic White Black Hi 21% span * ic White B 21% lack Hispanic attitud 10es, % experienc W es, hich and 22o %* f th be e fhaviors ollowing r fina elan ted cial to issue work s pe pl rson a24% ce welln ally cauess ses . In you tthis r he mo ep st ort stre , ss? 53% we exami Workers ne n=t2 he findings ,016 of this • 30%Hispanic workers were mor 29% e likely than White workers to report not having enough time to spend on their 25% and • c areg Black an iving, and Bd ankHis - Athey t-W pan ork wer Pic art w nere sork hipless Wers ith l a B ik were anely to k or C rmo ed rep it Ure nion ort lik sig ely than nificant f Whit inancia e work l ers strain. 3 to 7%* be T n hese ot too differ conf ences ident wer in e thesp eir ecially ability to make income group. Only some of these differences can be found in the figures. Only som 62% e of these differences can be Age 27% und subs ers • id iz tan ed Black wo d /co thmpleme e un rkers iquntary e wor were k child or pl less ace l welln ikdayca ely than ess re. Hispan nW ee hite work ds ofic such work ers w to ers ork par wer ersticipate a e nd t less l o explore i ikely than n financial plan 49% and White work identi ninfy g edu potent erscatio to re ial n, port th differen seminars atces the , in or ir 20% were to clos only e Hith s pe g diff anicap betw erent amo een ng 31% amidd waren leess -incom ande partici w 20% orkers pation 13% . in w Figure ellnes 3 s pro 49% grams as a way to improve financial and Less Than $35,000 $35,000–$74,999 $75,000 or More Employment Status ov ersample and aim to focus on ar eas where differences by race and/or ethnicity are present, even when comparing loved ones. 59% 20% 25% White Black Hispanic 58%* T able of Contents 20 %* pronounc inf ed orm amo ed decis ng lower ions about -income e work mplers oyee b bene ut were fitsnot . present in the middle- and higher-income groups, with one 60% 57%* found in the figures. Detailed figures are available upon request. employer • $3 webinars of 5, fer 000 s studen –.$ 74 A,mo 99 t l9 oan u (mid nt d He eld dl bt 57% e- riin elief/r ncom Save e i n payment. W gro gs an up): d Invhe est n me examini nts, b ng y R bace y incom /Ethe, ni w city 50% e san ee dthat Inco thi me s difference is driven attitudes, experiences, and behaviors related to workplace wellness 56 . %* Given economic differences in thes 56%*e segments of emotional stress, satisfaction with em 1 ployee benefits, and overall job satisfaction. This may include communicating and 1 2 20 5% % Employee Hardship Assistance/Payroll Advance or Short-Term Loans 38%* 23% workers The exact wo 0% in therding from the same income ques cohor tio t.nn aire and the sample size are contained in each figure. Also, * is used to signify that a • Black workers were less likely than White workers to report having significant financial strain/debt. 54%* 39% 54%* exception: SoIn urc to e: ta H Em l, igher pa lob ye oeu- Be t incom h no ew fit m Res e Bl u ech arcack h m In o sn w titu ete y or w akers no du Gld re ( e yn13 o wu a sa l dpe Re yrc s y eo aent) rc uh (a 20n 2 w d 1 ere W yo ork ur sp pless laceo W l uikely e se lln/p esa s rtn Su to report rv eer) y. curre sig ntlyn hificant fina ave in saving ncial s an stra d invin estm than hi ents, gher- White 2% 19% 32% 21% 26% Introductio n .......................................................................................................................................................... 5 workers by hi •gh e, this r Black wo -inco o W pap me Hispan hiteBlack an e rkers r takes were ic B a d lac w His clos kless ork pan er l ers lik ic ook b el Hi w ei s y than pork at ng l anic ers the ess W were l com hite work ikely th Whi bi te mo nati re an ers on of l White ik to ely than B race lac use k work /eth a Whit healt er nicity an W Hi ss to rep he p ih tan w e coa icork d inco ort ch or health ers tha W to hi me. t their te des cribe de c e are m Bpl lac navi oy bt k er of as gator a majo fers st His sp ervice. anr p iu c de ro nt blem. 15% 89% 11% delivering these programs differently, rethinking their approach or format, or building trust. While these employer- statisti cally significant difference exists between White wo not including the value of yourkers r prim an aryd Bl reside ack nce or H ? W ispanic worke orkers n=2,01rs. Al 6 l significance tests are at the Figu •re 9 Black wo rkers were less likely than White workers to report being unable to fully focus on work when working. 45% income White workers (32 percent) Tuit . ion Reimbursement 50 15 % % 32%* 20% Less Than $35,000 47%* $35,000 to $74,999 $75,000 or More loan •re lieBlack an f/repoaym d Black an ent. Hispan d ic w His ork pan ers ic w were orkers less were likel y than less likel Wy than hite work White work ers to par ers ticipate to de isn cribe de an emerg bt as ency sa not a probl vings fund em. sponsored programs will not resolve the racial/ethnic wealth gap, they may h 42% elp level the playing field over time. Demogra phics ....................................................................................................................................................... 5 About the 0% Work 10% pla 20%ce W 30%ellnes 40% s S 50 urvey % 60 % 70% 80% 90% 100% 95 percent level. Appendix 2 at the end of the report details the exact significant differences in each figure indicted by *. If no Black • 1 Black an 3%* d LeHis s 2s 5 Tha %pan * n $ic 1,0 w 00ork 19% ers * were $1 18% mo ,00 re 0 t l oik $9 ely than ,99925% White work $10,0 ers 00 t to o $ 2re 4,9port 99 not havin $2 g5,0 enoug 00 to $h 440% 9,9 mo 99ney to cover Black 79%* 21%* Appen 10%dix 2: Figure Statistica 44%l Significance * Key 17%* Financial Prepare 16%* dness Saving Enough for Retirement 35% When race/ethnicity differences are examined by income, most reported differences within the Workplace Wellness 8% that they can contribute to through payroll deduction. 15%* 7% 34%* $50,000 to $99,999 $100,000% 0 to $249,999 20% $250,00 40 0+ % 60 9%* % Prefer No 80t to % Say 100% • Black and Hispanic workers were more likely than White workers to report that the ability to use paid time off such indic Sourcator i e: EmpSo s prese loyu erc e e Be : Em nent, the r fi pt lo Res yeee Be arcn hesu e In fit sRes tilts are not s tute ea a rc nh d In Gre stie tu nte wa tatisti ald n Re d Gs re ecall e an rc w ha y s 2 ld 0 Re 2igni 1 s W ea oficantly diff rc rkp hl a 2c 0e 2 1 W W elo ln rk ep sere s la Su cent. rv Wee yl.l ness Survey. 10% 6% caregiving needs. Assets and Debt .................................................................................................................................................... 7 15% 14%* Figure 18 100% Survey • be $7 tw 5,e000 or m en Black, His ore (up panic, and Wh per-income it gro e work up): ers dissipate at lower income levels — and to som 31% e degree at the G iven our findings on debt and savings, it follows that we find race/ethnicity differ 7%* ences in perceptions about personal Overa 4ll, 0%the findings highlight the need for employers to do a better job of tailoring workplace wellness programs to fit The W • Black wo orkplacrkers e Well were ness Ha Sur less ving S l vey av ikiel ng ( y than sW in Ca WS) se of W w a hite work as n E cond mergen uct cers y ed to fopar r its ticipate secon i d ny a ear i bank n 202 -at-1 work to ep xami artners ne 36% attit hip w ud ites to h a ban ward k or Hispan6%* ic 6% Hispanic 8%* 31%* 25%* 20% 15%* 84%* 16%* So 5% uto bu rce: Emp ylo other yee Ben benef efit Reseaits rch w Insou titute ld anbe d Gre the enwamo ld Resst v earcaluab h 2021 l W e ork im plapro ce Wvem ellnesent s Survto ey. their employer's employee 8% benefits p 8% rograms 10% 34% Types of Financial Wellness Programs Offered • Black workers were more likely than 12% Whit 12% e workers to report having 11% none of these. 15% Figure 15 2% o 16%Black workers were more likely than White workers to describe debt as a minor problem. middle-income level — when it comes to perceptions of debt, stress about financial future, confidence regarding Fi Fi the fin nanc gu anci sre pecifi ial Pre al 1pre c ne pa paredn ed redn s of ess ess w to h ................................ orker as nd at lediff sudden erent inco econom ................................ me l icevels comp and lications of dif. fere O ................................ n nt racial the whole, /et 2%* hni Blac c bk and His ack................................ grounpan ds. At low ic worker to ers 1% wer mo ........... e de less rate 8 5% 4% be 90 ne %credit fits in u th nio e w n.ork place. It examines a broad spectrum of financial wellbeing, emp 25%loyment-based health 1% Regardless of whether you currently participate, which of the follow 6%* ing employee benefits does your and offerings. Job/Income Security 32%* 10% 2% 7% Percentage of Workers Rating Employer Efforts to Imp 0% rove Wo 20r% ker Well 40% -Being 6 0as % 80% 100% 0% 20% 40% 60% 80% 100% 3% 8% 33%* 1% 1% employee 0% benoefi ts Black an decisions, d His wpan ork- ic lif w e bala orkers nce, ke were ep less ing a likel gy than ood balance White work betwee ers n wor to de k and care scribe debt givi as ng not a probl responsibili em ties, . likely than White workers to report that they can h 8% andle an unexpected expense of $500, that they can handle an income levels, financial challenges are p eer mvas ployive. We sh er currently o ould ffer , yo howev u? Workers er, challeng n=2,016e ourselves to better unders 17 tan %*d why insurance, •30 %Black wo and ret rkers ireme were 3% nt benef less likelit i y than ssues. W hite work The 2021ers WW to S i par ncl ticipate uded an in e ovm ers plample oyee ho ar f B dshi lack p as and sist His ance pan /pay ic w roll orkers Fi Fin Bene gu • anc re fits Satis 15 Black an ial Wellness faction & d Hispan Desir ic w Programs ed ork Im ers proveme were mo ntsre ................................ likely than Figure Whit 12 e workers ................................ to report that more ................................ benefits/resources....... to hel 10 p Excellent or 6%* Very Good 24% 80% 6% E 1% xtremely Useful Very Useful Somewhat Useful Not Too Useful Not at All Useful 0% Paying My Monthly Bills 33%* Full Time Part Time • Black an 21 to 24d Hi 2s 5pan to 3ic 4 work 35 ters o 44 were 45 tmo o 54re lik 55ely than to 64 White workers to be ages 21–24. 30% 5% and employers’ efforts to i10% mprove vario 1% us aspects of worker well-being. However, at t 35% he higher-income level, there unexpect Black an After factor d ed His in ex g pan i pe 5% n incom nse ic w 1% of ork e, $5 ers ra ,0 at the ce/et 00, that hni hi city gh they c er differ -incom 1% an ences ha e nd level a le bei in participatio rng e s unable to haring qui n be work an tcom e different e mo d earn re e nx up anced. income erienc Lower es than for six - W and mo hite work nths highdue er-ers into com with e 4% 35%* to 5% allow advance for cl or oser an shortalys -term is A l of tti oans. tu the d cha es Tllenges th oward Vari ey f ou ac s e Aisp n the ectir s fo inanc f Perso 22 ial %*w nellbein al Finan g. ces The advantage 4% of an Extremely Confident Very Confident Somewhat Confident Not Too Confident Not at All Confident with emotional well-being/mental health would be the most valuable improvement to their employer's Overall, about one-half of workers reported being offered a financial wellness program (Figure 17). Among those 15% FigureT 5 he Amount of Debt I Have (e.g. credit card debt, car loans, personalWhite Black Hispanic W orkSo -Life Bala urce: Emplonce y 5% ee Be ................................ nefit Research Institute and Gree................................ nwald Research 2021 Workplace................................ Wellness Survey. 22% ............................................... 12 • Black and Hispanic workers were more likely than Whit 14%e workers to be ages 25–34. 70% How would you rate y9% our employer’s efforts to help employees improve their well-being in the remain some pronounced differences: 27% ill ness or injury, that they can handle (Perc havient ng to age re W du ho ceSt work hours rongly or Som or sew top w hatork Agree) ing to care for a child or other loved s Black an imilar incom d Hise pan s. By ic w tak ork iners g a were more n less ua lnce ikeld y than lower approach, em - and ploy higher ers hav -inc e om an e op W portunity hite workers to bu to p ild pro artici grpate in stu am offerinde gs a nt loan nd ov • • ers Black an Black wo ample is d rkers the Hispan awere bility ic w to c less ork l ers ontro ikel were y than l for less imp W l hite work ort ikel ant f y than acto ers W rs to hite work that are participate stro ers to rat in ngl tui y ass ti e on rei the ociate ir m em bu dpl w rs oy ith eer's e ment. many ff ort ofs the to help results 20% loans) Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. employee benefits 11% programs and offerings. Figure 14 25% offered a program, more than one-half said they have participated. On the whole, Black and Hispanic workers (53 following areas? Workers n=2,016 • Black and Hispanic workers were less likely than White workers to be ages 35–44. 0% A Medical Issue That Will Deplete My Savings/Put Me in a Bad Place Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. 21% one W de deell bt vis -for relief B e ein com six g /re m mo an p ud aym nication nths Meent, with ,ntal and sH trat that ealt eno d h the gi ................................ es th y c ifferenc an han at more es amo dl e ef h fective avin ng mid g ................................ ly su to dle retire pp -incom ort five a e grou di year versps. F s e e work arlier ................................ or subsid force. than ipl zed/com anned (Fi plim gu ............................... erntary e 5). child or 15 employees improve their physical well-being as excellent or very good. about 60% workplace wellness. In part Ch icu alllar, en B ges lack B an alan d Hispa cing W nic work ork aners d C ar areg 15%* e mo ivire ng likely than White workers 30% to have 17% 11% 36% • • His Black an panic d work Hispan ers ic wer work e less ers lik were ely tha lessn lik Wel hiy te w than ork W ehite work rs to report ers t to hat n beo very ne of or thse om above w ewhat pre ould be th pared fe or a mo n st percent and 52 percent, To res whape t Fe inx ctiv an te cn ial ely) t ld yo ywer ou ae gree less o l r d ikisag ely th reean with W t 12% hite he f w ollo ork wing ers st (62 atem pe ents? rcen Wt) o to rep rkers n=ort 2,0 th 16at they participated Excellent Very Good Good 13% Fair Poor 16%* • Debt Emp : Black a loyee Disnd cou His nt Pro pan gram ic s wo /Partn rkers erships were more li White keB ly to co lack Hinsider spanic debt to be a problem for their house42 hold %* than • Hispanic workers were less lik 20% ely than White wF ork igu ers re to 21be ages 55–64. Figure 20 (Among Those With Caregiving Challenges) daycare, as well as for pre-paid legal services, higher-income Black and Hispanic workers were less likely than higher- lower • Black an incomes d an Hisd pan ass icets work . Due ers were to the less se uni likq elue y than challW enhite work ges, this ers Is 11% s to rat ue Brie e f the moir re em clo pl soy ely e er's e xami ffort nes s B tolack help and 10% 17% 21%* 42% Financial unexpect valuabl Wellness e im ed Ppr rogram ex ov pe ement to nse s ................................ of $500 their . employer's empl ................................ oyee benefits progr ................................ ams and offerings. ................................. 16 Financially Supporting a Loved One Who Doesn’t Live With Me 10% in the progra 50% m. White Black Hispanic Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. White workers across higher income group 10% s ($75,000 or more). This was also true of middle-income ($35,000– Interest in Financial Wellness Progr Fa igure ms, 9 Among T 12% hose Not Offered Program • Black workers were more likely than White workers to have less than $35,000 in total household income. income Wh ite workers to participate, but other income groups 11% did not have st 10% atistically significant differences. For auto employees improve their emotional well-being/mental health as excellent or very good. Hispanic workers by using the measures developed in the WWS. 11% 31% What type of challenges do you face balancing your work and caregiving responsibilities? Most Valuable Improvemen Fts igu to re Em 2 ployee Benefits Program • Black and Hispanic workers were (Per c less ent laik gel ey than Very oW r S hite work omewha ers t I to r ntere ep sort ted that finan ) cial wellness programs are Conclusion $7 4, ................................ 999) workers. Affordi................................ ng My Children's College 7% Tuition ................................ Figure 5 10% .......................................................... 36% 20 • Black and Hispanic workers were more likely than White workers to have $35,000–$74,999 in total household 40% and /or home insurance, the only difference after inco W me orkers is facto n=1,2 red 41 in is that higher-income Hispanic workers were less Figu • •re 10 Black an Black an Empl d d His His oyee pan pan Assic ic is w w tanc ork ork e Prog ers ers rams were were (EA P less less s) l lik ikel ely than y than W White work hite workers ers to rat to 12%be e very the or ir em som ploy ewhat pre er's effort pare s to 39% d f help 14% or an 0% 60% How interested would you be in having your employer make these benefits available? Workers n=1,228 to n=1,606 Preparedness to Handle Various Financial Situations Demographic Breakdowns, by Race/Ethnicity extremely useful. 30%* 71% 10% income. You Feel Y ou Have Enough Savings to Handle an Emergency or Figure 11 17% New question White s B are inclu lack Hispan de icd W this year o hite Blackn Hi th se pan imp ic act of White th Ble ack COVI HispD an -19 p ic Wand hite emic Blac,k emo Hisptional anic Wa hind ph te By lac sical k Hiw spell ani- c Which of A th ffo er di fo ng llo Chi wing ldc, aif re or Ca any, w reo giu vld ingb fe or an the A m dul otst valuable im 7% provements to your employer’s employee App likely end tha ix 1: M n higher ethodolo -incom gy e ................................ White workers to partici ................................ pate. Finally, for em................................ erge 20% ncy savings fund pro ................................ grams, higher-incom ..... e 21 employees unexpected i m ex prove th pense of eir fin $5,0ancial wel 00. lb eing as excellen 20%t or very good. 60%* 30% 54% Whi 54% te Black Hispanic 10% (Percentage 18% Very or Somewhat Prepared) • Emergency Sav Sing udden s L : arge Wit E hin xpe ns hig e her-income groups, Black and Hispanic workers were less likely than White 6% Work-Life Balance, by Race/Ethnicity and Income 65%* • Black and Hispanic workers were more likely than Figure Whit 17 e workers to report that financial wellness programs are benefits programs and offerings? Workers n=2,016 • Black an Satis51% facd tion His Wipan th Curr icen w t ork Sati ers sfa cwere tion W ith less Em l plik oy el eey than Sati W sfa hite work ction With ers to ha Sati ve $ sfac75 tion,0 W00 or ith mo WS hire i ati tesfa nc total tion Bla W ck ith household Hea His lpa th nic • Black and Hispanic workers were less likely than White workers to say that their work-life balance is excellent. being, debt, caregiving, managing financial priorities, attitudes toward employer respons 51% ibilities, workplace 70% 8% Black wo rkers were less likely than hig her-income White workers to participate. • Black and Hispanic workers were 46% less likely than White workers to 12%*be very or some 30% what prepared for being Student Loan Repayment 12% 44% 6% Appendix 2: Figure Statist Job ical Signif Bicance enefits P ac Key kag ................................ e Paid Leave ................................ Retirement Benefits ................................ Insurance Plan ....... 21 workers to a Percen gree tag the at th of W ey h orave eno kers Offer ugh ed sa an vings to d Partihan cipdle an ating e inmer Finge ann ci cy al or Ws el udden lness lar Prge 7% og ex ram pense. Among E 20 m% ployee Discount Programs/Partnerships (e.g., cell phones, travel, entertainment) 11% 75% 77% 78% 50% Subsidized/Com Mpl air me ita nta l S ryt Ch atu ild o s r Daycare 24%* Education somewhat useful. 47%* Excellent Very Good 64% income. White Black Hispanic Figuvalues •re 16 Black , pa id le and ave Hispan , T o an wic d h w aft inan e ork xteers cial welln nt d o were you f ess mo eel pro re prep lik grams aely than red to. h a Whit ndle the e w foork llowers ing to fina sa ncial y that eventh ts eir in yw ou ork r lif- elif ?e balance is 47% fair. 46%* 46%* 24%* unab Think le into g A w bou or t Y k and earn our Financial Futu inc rom e Mae kefor s You six Feel m S onths tressed due to illness or injury. 4% 63% Incentives, Rewards, or Gam Gen e 45 s eral %* to E lyn Feel coura ing g Ov e No erw n-Rhe etilr m em ed e o ntr S Sa trv es ins ged s and Prudent Financial Actio16% ns Taken 3% 68% 38%*73% 79%* higher-income workers, Black and Hispanic workers reported less preparedness to handle a variety 11of %*financial None 13% 44%* Workers n=2,016 42% 71%* Endnotes ............................................................................................................................................................ 34% 26 Som White • e oth Black an er differd ences Hispan 72% in p ic w articipatio orkers were n in fin less anci 12% likal well ely than 8% n7% ess W p hite work 21% rogramsers exi to 21% st for be B employe lack work d full ers time. when compared with 10% 20% 6% 42%* Does your employer offer you the opportunity to participate in a f8%* inancial wellness program? Workers n=2,016 Greater Financial Contribution From Your Employer 10%* 29% Emergency Fund/Employee Hardship Assistance 67% 75%* 75%* • Black and Hispanic workers were less likely than White workers to be very or somewhat prepared for having to Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. 3% 60% 35% Figure 21 complications than White workers, including an unexpected expense of $500 or $530% ,000. 4% Figu •re 11 His panic workers’ mean level of concern about emotional well-being/mental health 26% was lower than White The Workplace Wellness Survey builds on previo Wus EBR hite Blac I/Green k Hispwal anicd collaborative studies including The Health 8%* Not Having Enough Time to Spend on Your Loved Ones 0% 10% 20% 26% 30% 57% 40% 50% White work •T r40 an% sBlack an porers tatio. Bl n Rd eack im His bu rwork s pa emnic ener t w s ork were ers less were lik mo ely than re likely than White w Whit orkers e w to ork pa ers rticipate to be e in mploy incentives ed par , re t time. 65% wards , 7 or 5%games t * 80%o * It Is Challenging to Keep a Good Balance Between Work and 3% Financial Planning Education, Seminars, or Webinars 32%* Black redu35%* ce work hours or stop4 wo 4%*rking to care 11% for a chil 9% d or other loved one for six months. 26% 38%* 0% 57% White 13% 2% 14% 30% 39% Have you participated in the financial wellness program? Workers n=976 Caregiving Responsibilities More Flexibility: More Choice/More Benefits to Choose From 25% 28% and Pha Work sworkers ed Retipl rem ac .e ne t O Be ptinef onsits Survey conducted from 2013 through 2018, The Health Confidence 66% Survey 66 72% conducte %* 75d %* encoura Souge rce : no Empn W lo-y hi retir ee te Beement nefit Rese B savings an alac rchk Institute an Hi dd pr s G pre an ein ud cwaent ld Re f seiW a nancia rc hi hte 2021 l Wactions orkpla Bclac e W k ; epe llners ss Su onalized Hi rve sp y.anic financial Whitecounselin Blg ac, coachin k Hig, span or ic 30% 35% 83% • • • Black an Black an Stress A d d bo His His ut Fina pan panic ic w w ncial ork orkers ers Fu were were ture: mo less Als re lo, ik l ik el aely than mo y than ng th W Whit e h hite work igh e w er-ork incom ers ers to to e be gro be very up very or , or Hisp s som anic ome wo what pre ewh rkers at interest p wer are e dm e fd or ore li inhavin th ke eir ly g to Significant Financial Strain/Debt 23%* Hispanic •E mplAm oyeeong work Assistance er Prs og w ram ith s l (Eess APs tha ) n $35,000 in household income, Black workers were more 63% likely tha 76% n W * hite 74%* 70% 53%* 27%* 12%* 7% An Unexpected Expense of $500 50% 29% 69%* There from 1 were998 thr also so ough me nota Les 2 s th 012 an bl $3 ,e and The d 5,00 iff 0erences Val b ue y com of Ben pan W ef hi y its te size. Black $3 Surv B5,0 lac00 key cond -$7 Hi4,9 sp a an 9nd 9icucte Hisd pan in ic 199 work 9 and ers at 2001. lar $75,0 ge 26% 00 r c orom mopan re ies (500 or Fi plann gure ing 2 ; f inancial planning education, seminars, or webinars; health coach or health care navigat 53%or services; a bank- Your Retirement Plan Savings Are the Only Significant Emergency More Benefits/Resources to Help With Your Financial Wellbeing 24% 24% 30% Figures retire employer five mak yearing s e arlier availa than ble: planned. 72%* Identthan ity ThefW t Phit rotee wo ction S rkers ervices to agree that thinking about their financial futur 62% e makes them feel 61% 55% stressed. 71 % * 69%* 29% Figure 17 workers to say that work-life balance is excellent. Earned Wage Access Income Level Savings That You Have 26% 30%* 0% 20% 40% 60% 80% 100% 32% 57% more employees) were more likely than those at small companies (those with fewer than 50 employees) to be at-work • partn Black an ership wi d Hispan th a bank ic work Re or ers lat cre ion were shdi ipt P uni rless oble on; ms lik W el employ ith y than Familyee Wh hite work ardship as ers sist to ance/p be marr ayried oll . adva nce or short-term loans; 26% Subsidized/Complimentary Gym or Fitness Center Access 27% 60% 70%* 73%* 60% 22% Ability to Usoe P aiE d Ti mergency me Off to 'B f uu y' O nd th/er Be employe nefits (s e hards ometimeshi cal p led as PsTist O ance. 22% Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. • Among workers with $75,000 or more in household income, Black and Hispanic workers wer 28%*e less likely than Black 19%* 4% 28%* 31% 17%* 53%* 53% extreme Fi gure 1, ly or v Demographic B ery satisfierea d w kdowns, cith onvethe rsionir ) by emplo Race/Ethni yee bene city fits ................................ package as well as w ................................ ith paid time off and pa 67%............................. id leave benefits. 6 Auto and/or Home Insurance 61% 71%* 72%* and t •40 uition %Black an reimbu d rs His ement. panic w Ho ork wever, a ers were fte r i mo ncom re lik eely than is factor Whit ed in, so e work me ers of to these be n di ever fferences marriedi d. min 55% 28%* 52 ish. For %* personalized Figu •re 6 C onfidence Regarding Employee Benefits Decisions: Black and Hispanic workers were less likely to be Married Single, Never Married 24% • Black an o d Trans Hispan portatio ic work n rei ers m were burseme lessnt lik . ely than White workers to report that they participated in a financial You Struggle to Manage Multiple Fina An Un ncialex Prpe iorit cted ies E atx p Ten hes S e o am f $ e Ti 5,00 me 0 50%* When 20 examin % ing financial issues that cause stress by race/ethnicity and income, some of these 53% differences disappear, White workers to say that Unable to Fully Foc wo us rk on -lif W eork balanc When W e ork is e ingxcellent. 17%* 48% 26% Expanded Mental Health Benefits, Such as Free Counseling Sessions With a Mental Health Therapist or Coach 62% 73%* 72%* Demogra 50% phics 25% 57% There was no statistically significant difference in satisfaction with retirement benefits. 25% fin Notanci M • a rral iedHis co , Liun v pan ins gelin i W c itwork hg, a coachi Paers rtne rwer ng, or e mo pD rlanni e iv l oikely rce ndg, o than r hi Se gher pa White work rat- eid ncome Bl ers ack t w o b ork e lers ivin wer g wit e h less a partn likely tha 52 er. %* n higher-income White More BenefitsS /Re tud se ont urc Les oa to n Deb Helt Re p Wliith ef/ Y Re our Ph paymyen sic tal Well-Being/Health satisfied with various aspects of their jo 45% b. The disparities in satisfaction are correlat 28% ed 25% with differences in Figure 2, wel Dem lness ographic B program. rea kdowns, by Race/Ethnicity ................................................................ 34%............................. 6 o Employee assistance programs (EAPs, e.g., Ulliance's Life Advisor EAP) 22% 32% but oth Preers -Pai re d Le main. gal ServFor exa ices (oftenmple, includesm piddle hone c- o nand sulta thigher ions, revi- einc w ofom legae l dHis ocupan ments ic , pworkers reparation ow f w ere ills, amo nd sre l omeike ly to 60% report 69t % hese * d 68 ay %*-to- 21%* Widowed • Hispanic workers were less likely than White workers to report sav15% ing enough for retirement is a financial issue To understand differences by racial/ethnic groups, various demographic breakdowns are outlined below. Within the workers • to Black wo participate, rkers w were her eas mo middle re likely than -incom Whit e Black e w w ork orkers ers to wer be a e mo higre l h schoo ikely to l gradu participate ate. than 50% middle-income White workers’ No co t Hav nfidenc ing Eno e ug to mak h Moneye toin Cov forme er Cad de regiving cis Need ions about s employee benefits21%* . These differences in satisfaction by other type Ys ou o R f le el gy a o l S n Y erv ou icr e E s)mployer as a Source Of Financial Planning 20% Figure 30 40 % 12 % o Identity theft protection services. 26%* day e conomic concerns as stressors when compared with White workers. Additionally, lower62% -inco 52%me Black workers (44 More Personalized Help or Guidance in Selecting Benefits 24% Differences in satisfaction are correlated with differences in workers’ confidence to make informed decisions about 10 Bei % ng Unable to Work and Earn Income for 6 Months Due to Illness or Figure 3, Amount Held in Savings an Informatio d nInvestments, by Race/Ethnicity and Income .................................................... 7 Accepe ss rs to onally a Health cau Coacs hing or H th eale th mo Cares N t as vtres igators S . e rvice Hispanic 58% 67%* 71%* s urvey, 61 percent of American workers ages 18–64 identified as White/Caucasian 15% 6 (n %*on2-1 His % 22% *panic), 55% 12 42% pe*rcent as 1 non 6%*- workers • , an Hispan d there ic work wer ers e no wer die ffere monces for re likely than lowe White work r-income grou ersps. F to bor e a financial trade o p r vocat lanning ional ed schoo ucation, l gr sadu eminars ate. , or Figure 18 24% 19% 55%* race/ethnicity were most pronounced within higher income groups, and the variation in confidence regarding Injury 15% o Subsidized/complimentary gym or fitness center access. percent) wereDe less bt M l an ike age ly tha ment Sn erW vichite es or w Coun ork see ling rs with similar incomes (59 percent) to repor 24%* t paying monthly bills as a Resources and Tools to No Het Hav lp Yoiu ng Im Ep no roug ve h Y Tim our e t Me on Do Y tal He ou alrt h Work Well 20% 53%* 58% 71%* 70%* employee benefits. Black and Hispa 16% nic workers were less likely to be extremely 15% confident than White workers in their Gender • Black and Hispanic workers were more lik 22% ely than White workers to report job/income security is a financial His pan30 ic %Black, 17 percent as Hispanic, and 10 percent were grouped into an “other” category that includes all 28% 21% 22% webinars • • Black an Black an , higherMo -d d incom rHis His e Hepan pan lp/ e GB u ic ic ila d w w an ck c ork ork e i w n S ers ers ork elec ers were were tin g t we h e Ri less mo re gh re less l t B ik lik en el lik ely than e y than fiely t ts for Y han oW u Whit hite work hige h w erork -inc ers ers om to str to e W hhite ongl a 21% ve so w y or o me coll rkers som to p eewhat gea ed rtici au gre cation. pate, whil e that they e lower feel - employee benefits decisions diminishes when income is factored in. 46% Figure 4, Description of Household Debt ................................................................................................................. 8 Financial Po la nninA g uto an Educatiod/ n, or Se ho miname in rs, or Wseura binance rs . 60% 66% 68%* 23% stressor. Middle- W incom orrying e Abo W ut hit You e rwork Financers es Di w strer ace ts Y also ou F rmo om W re ork likely to consider long-term retirement 48%planning a stressor than abi lity to 20% make informed decisions about 18% employee benefits (Figure 8). However, differences in confidence by • Black workers were more likely than White workers to report that their employer offers employee discount issue personally causing the most stress. 15% remainin 0% g races/ethnicities, such as Asian Americans (Figure 1). 53%* income • Black Hispan workers 23% ic work w ers ere wer mo e re l moike re l ly th ikely an than lower White work -income White ers to b wor e a kers co to p llegeart grad icipate. Tuitio uate. n reimbursement displays they have enough savings to handle an emergency or sudden large 0% expense. 20% 40% 60% 80% 100% Basic Money Management TUn oola sb , le S t uo c Focus h as B o ud ng Ca etin re g W Toh oe ls n C or aC re ag lciv uiln ag tors 12% 18% 61% 56% 67%* 70%* More Benefits/Resources to Help With Your Emotional Well-Being/Mental Having to o Re duE cxp e Wan orkde Hod urs me or St ntal op W hork ealth ing t b o Care e0% nef Fits or a , suc Ch 5% ild o h ras10 fre % e cou 15nselin % 20 g % sessions w 25% ith 30a m % 23%* ental 35% health 40%therapi 45% st or White 20% 15% midd le-income B51% lack Physor ica lHis Welp l-anic wor Being/Health kers. 49% Emotional Well-Being/Mental health Financial Wellbeing race Fi gure 5, /ethniPrep city aredn were ess not st to H atiand stically signific le Various Fi ant within nancial Situa incom tions e gro ................................ ups, with the exception ................................ o 54f highe %* r-income Hisp ................... anic 8 Health • programs Black and /His part pan nerships. ic work ers were more likely than White workers to report pay 29%ing monthly 27%*bills is a financial •E arne Wor d Wak ge- A Li cc fe essBalance: While workers overall rated work-life balance positively, higher-income 56% Black 70%* and 7 0%* Other Loved One for 6 Months the s • •ame Bla His patt ck pa and His ern. nic work Forpan ers ba nk ic wer w -at ork e -work p mo ers re were likely artn less ers than hip lik White work s el with y than a bank White work ersor to st crerongly di ers t uni to on, or ha s ve higher om aewh graduat -iat ncom ag er e e or p e Black that rof thi ess workers nki iona ng about l d w eg ere re e. less the ir 0% 20% 40% 60% 80% Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. 51%* coach. 13% Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. W workers hite workers . More B en w eer fitse /Re leas sourc t li esk to ely to Help Wbe ith Careg in th ive inlow g (forer chi -incom ldren and e /ogro r up (less than $35,000 in 18% annual household income) at 11 Personalized Financial Counseling, Coaching, or PlanninNo g ne of These 21%* 56% 68%* 68%* • Hispanic workers were less likely than White workers to report that their employer offers employee assistance There 10 w %ere iss Hispanic wor ue difpe feren rsonal ces by kers ly causin ra wer ce/et e g ov th hni er e m all city less os w t hen it comes lik stres ely t s. han W thit o w e wor orkers kers rep to say th orting that at work debt -life is problem balance aat th tic for eir c the om ir pany is 16% Bla likely ck tha 10%n higher-income White workers to participate, while other incom 10% e levels show no differences. Finally, for Figure 6, Sourc fin Fi e: anci na Empncial loal futur y48% ee Be Is ne sfiues e t Res mak eT ahat Cause rces h Insth tituem te an dfe the Gel ree nsMos w tres a 52% ld Re t Stres sed sea. rc h 2 s0 ................................ 21 Workplace Wellness Survey. .............................................................. 9 18%* 18%* T here were several important similarities adults) among Black, Hispanic, and White workers w 18% hen it comes to financial Some High School or Less High School Graduate o Making av 16% aila * ble pre-paid legal services. Payroll Advance or Short-Term Loans 52% 72%* 69%* 15% pe rcent compared with 22 percent of Hispanic workers and 31 percent of Black workers. Those in the middle-income 12% 56% • Black an programs d . Hispanic workers were less likely than White workers to report a medical issue that will deplete households, excellent. especially among the middle- and higher-income groups. However, there were no statistically significant 11% Fi employee gu •re 3 His h ar pan dship as ic worksers istance/pay were mo roll re la ikely dvance than or White work short-term 0% ers loans to st , 10 lo rongly % wer-income or s 20 om % B ewh lack at w ag 30 ork % reer e s that were i 40 t is % less cha likely llen 50 g % than ing to 14% 9% prepared Bank-ness At-Wo rand k Pa c rtnhall Ha ersv hiing enge p W to itRe hs a. T ti B re aher 5 Y nk o ea e r C rswere r E edarli it U er T nno d ion han Y iff ou erenc Plannes by ed race/ethnicity in the percentage of w 52% orkers7 0reporti %* n 65 g %that * o 7% Access to a health coach or health care navigator service. 49%* W hen examinMo ing re S the improv implicity: Fewements er Choices that /Fewe em r Optipl ons oy to ers Ch cou oose F ld rom make to employee benefits 18% programs, there were a few Hispanic Trade or Vocational School Some College Figure 7, 0%Percentag 48% e Extremely or Very Satis 52% fied With Job and Employee Benefits ................................................... 10 group ($35,000–$74,999 in annual household income) ranged from 22 percent of White workers to 31 percent of Black • Black and Hispanic workers were less likely than White workers to report16% that their employer offers differences savings/put by race/ethnicity them in i a bad p n the lowe lace financi r-income ally group is a fina (Figu ncial re 4 is ). sIn t ue pe he rs mi ona ddllle y causing -i42 nc %* ome the group mo , 8 st st 0 pres ercent s. of Black lower D -income ebt Manag e W mhite work ent Services ers or C to p ounsela inrticip g ate, with no differences among other income groups. 50% 66%* 64%* Sourc keep e: Em a good ployee Bene balance fit Research b Inset tituwe te ae ndn Gwork reenwal and ca d Researchregi 2021vin Wog rkpr laespo ce Welnsibil lness Suiti rves. ey. 0% Offered Financial Wellness Program Participates in Financial Welllness Program retireme Among thos nt pla e offer n savings ed finare ancithe al wonly ellnes sig s p nific rograms ant em , we f ergein nd cy a savings tha number of t they differenc have es , t by hat they race/et strug hnicity relative gle to mana to ge noteworthy do if feren Reso ces by urces ra and ce/et tools hnicity to help . Acro yo ssu al improve l workers y, the our menta top th l ree pos health. sible improvements selected were greater • Caregiving: Higher-income Hispanic workers were more likely than White work 15% ers to agree that they find it workers and 33 percent of Hispanic workers. White workers were mo Cs ot ll l eg ikely e Gra ( d66 uat epe (4r -ycent) ear de g to reebe ) in the Gradua tu e pper or Pro-fienco ssiome nal D egree • $35,000 White –$74,999 B (mid lack dle-in Hicom spanic e group W )hi : te Black Hispanic White Black Hispanic •T uitioBlack wo s nub Res im id biz ured se rkers m /co entmpleme were mo ntary re lik child or ely than dayca Whitre. e w orkers to report that student loan repayment is a 49% fina 60%*ncial 63 iss %*ue workers and 79 percent of Hispanic workers consider None of thed e A bo dv eb e t a problem for their household, compared with 69 percent Fig0% ure 8, Conf 2id 0% ence in A 4bi 0% lity to Make 60%Informed Decis 80% ions 10 Ab 0%out Employee B 12% enefits ............................................... 11 • Hispanic workers were more likely than White workers to strongly or somewhat agree that worrying about their 0% 20% 40% 60% 80% 100% multiple f participation. inanc Black an ial priorities d His at pan the ic w same tim orkers were e, an less d that lik th ely than ey relyW on t hite work heir emplo 10%* ers to yer as participate a source o in stu f fin deancial plan nt loan debt nin g o Basic money management tools, such as budgeting tools or calculators. employer financial contribution, greater flexibility and choice of benefits, and more benefits to improve employee Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. College Savings Accounts 44% 61%* 60%* group ($7 challengin 5,000 EBor mor RI g Issu toe kee e Brief in p a isnnu a r g egoo istered al h d balanc ous in th eh e U old e betw .S.i Pa ncom ten et and en work e) vs Tr. ad38 em and c ark percent Ofaregi fice. ISS ovi f ng res Bla N: 08 ck 8 7p work –ons 137X/9 ib erili s 0 ti 0 and es. 887 4 –Th 15 37 is d p X/9 erc if 0 $ .50 fer ent ence +.50 of Hispa i s also nic most Less Than $35,000 $35,000 to $74,999 $75,000 or More Black an • d Black wo Hiso pan ic His rkers w pan ork were ic ers work ( mo 26ers perce re l wer ikely than nt a e mo ndr e 22 pe Whit likely e rcent, w than ork respect White work ers to re ively) port that ers were to have the less ir e $ lik mploy 5el 0,0 y than 0er o 0–$99 W ffehite work ,rs 99 f9 inan in cial pla ers (35 nni percent) ng of White w peork rsonally ers. In cau the sing upper the -mo income st stres group, s. 74 percent of Black workers and 65 percent of Hispanic workers finances distracts Ma them le Fefrom male work. relief/re information. payme nt, subsidized/complimentary child or daycare 0%* , pre-paid leg 10%* al services, 20 auto an %* d/or30 ho %*me insura 40 nce %*, and Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. financi Stal well udent Lobo an eing ( DeE btarned RFi elgu ief/R re w ep a a9 yge ) m . Bl e nacces tack and Hi s (ability span for a ic worker n emplsoy were ee to mo access re likely to cit money they e PT hav O convers e earned b ion 41% (using pai efore 58% th *eir d tim 54% e * off Figure 9, Most Valuable Improvements to Employee Benefits Program .................................................................... 11 clearly visi © 2021, Empl ble amo oyee Be ng middle nefit Rese income arch leve Inst ls. itute –Education and Research Fund. All rights reserved workers. to report that financi savings/in al welln ves ess tments programs (outs are e ide the xtreme ir primar ly useful y home a (Figure nd d 20 efi ). How ned bever, enefit w pl hans) en exami . ned by income, there • His educatio panic n, work seminars ers wer , or e less we lik binars ely tha . n White workers to report there are no financial issues personally causing cons idered debt a problem compared with 55 percent of White workers. S So ub us rc id ei: zEm ed/p C lo oym ee p lBe imn ee nfi tt aRes ry C eh airc ldh o In r s D tia tu yte ca arn ed Greenwald Research 2021 Workplace Wellness Survey. 39% 53%* 56%* Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. an emergency savings fund (Figure 19). Source : Employee Benefit Rese sached rch Ins ul tited ute p anay d Gday) reenw.a ld Research 2021 Workplace Wellness Survey. to purchase other benefits) (28 percent vs. 22 percent) and more benefits/resources for mental health (25 percent vs. were • no Black wo differences rkers for B were lac k workers more likely than when com Whit par e w ed ork wers ith to White report that workers the . Hig irh e er mploy -incom er o e His ffers pan earne ic workers d wag (28 e acces s. Figure 10, the Wmo orks-t st Liferes Bala s. nce ................................................................................................................................ 12 Source: Employee Benefit Research Institute and Greenwald Research 2021 Workplace Wellness Survey. 18 percent) as o valua Pers bl onaliz e impr ed ov feme inancial nts. couns eling, coaching, or planning. ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org ebri.org Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Is Iss s s s s s s s s s s s s s s s s s s s s s s s sue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue B ue Bri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri ri riA res ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef ef • • • • • • • • • • • • • • • • • • • • • • • • • earch rep Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov November ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember ember or18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 18 t from the E , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • , 2021 • No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. No. BRI 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5Educ 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 46 ation and R esearch Fund © 2021 Employee Benefit Research Institute 26 14 13 19 16 15 22 21 23 12 10 17 11 25 24 18 20 3 8 6 2 7 4 9 5