Black and Hispanic Retirement Confidence: Diving Deep with ...

Black and Hispanic Retirement Confidence:

Diving Deep with the Retirement Confidence

Survey

EBRI Webinar

June 23, 2021

© Employee Benefit Research Institute 2021

Lisa Greenwald,

CEO, Greenwald

Research

Craig Copeland,

Senior Research

Associate, EBRI

Speakers

Kai Walker, Head of

Inclusion

Transformation,

Bank of America

Moderator: Ali

Ahmed, Director,

Thought

Leadership,

Fidelity

Investments

2

Greenwald Research

4201 Connecticut Ave. NW, Suite 620

Washington, DC 20008

Phone: (202) 686-0300 Fax: (202) 686-2512

2021

Retirement Confidence Survey

Employee Benefit Research Institute

901 D Street SW, Suite 802


Phone: (202) 659-0670 Fax: (202) 775-6312

Craig Copeland, EBRI

5

2021 RCS Sponsors

AARP

American Funds/Capital Group

Aon

Ariel Investments

Ayco

Bank of America

BlackRock

Columbia Threadneedle

Empower Retirement

Fidelity Investments

FINRA Foundation

J.P. Morgan Chase & Co.

Legal & General Investment Management

America (LGIMA)

Mercer

Mutual of America Nationwide

New York Life

PIMCO

Principal Financial Group Prudential

PGIM

Retirement Clearinghouse

T. Rowe Price

U.S. Chamber of Commerce Wells Fargo

EBRI and Greenwald would like to thank the 2021 RCS sponsors who

helped shape this year’s survey.

6

64% 16% 11% 9%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

White Black Hispanic Other

Race/Ethnicity

22%

34%

15%

19%

37%

31%

25%

27%

41%

35%

60%

55%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Hispanic

Black

White

All

Less than $35,000 $35,000-$74,999 $75,000 or more

Household Income

Demographic Breakdowns, by Race/Ethnicity

Source: Employee Benefit Research Institute and Greenwald Research 2021 Retirement Confidence Survey.

7

29%

22%

32%

41%

30%

26%

41%

35%

32% 32%31%

40%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

All White Black* Hispanic* All White Black* Hispanic* All White Black Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more

Have any of the following work changes happened in your household since February 1st, 2020? (Please select all that apply.)

Total: Workers n=1,507, Retirees n=1,510, Net Negative Job or Income Change


Percentage of Workers and Retirees Who Report a Negative Job or

Income Change Since February 1, 2020, by Race/Ethnicity and Income

8

In total, about how much money would you say you (and your spouse) currently have in savings and investments, not including the value of your primary residence or defined benefit plan assets?

Workers n=1,507, Retirees n=1,510

Amount Held in Savings and Investments,

by Race/Ethnicity and Income


45%38%

58%

47%

16% 13%

32%

18%

2% 1%6% 3%

20%24%

16%

15%

14%13%

14%

17%

2% 2%

6%3%

10%9%

11%

17%

7%

5%

11%

13%

3% 2%

7%

5%

11%10%

11%12%

10%

10%

7%

13%

4%3%

6%

11%

4%6%

1%3%

18%

17%

21%20%

10%10%

9%10%

6% 8%

2% 4%

15%

17%

11%12%

25%25%

26% 29%

4% 5%1% 1%

19%26%

4% 8%

53% 56%

39% 39%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White Black* Hispanic All White* Black Hispanic All White* Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more

<$1,000 $1,000-$9,999 $10,000-$24,999 $25,000-$49,999 $50,000-$99,999 $100,000-$249,999 $250,000+

9

25%20%

30%38%

16% 12%22% 25%

12% 11%16%

21%

41%

39%

50% 36%

38%

33%

53% 45%

28% 26%

46% 37%

34%41%

20%26%

46%55%

25%30%

60% 63%

38% 42%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White Black* Hispanic* All White Black* Hispanic* All White Black* Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more

Major Problem Minor Problem Not a Problem


Thinking about your current financial situation, how would you describe your level of debt? Workers n=1,507, Retirees n=1,510

Debt Level a Problem, by Race/Ethnicity and Income

10

15% 13%21%

12%

24% 23% 23% 25%

40% 40% 39% 42%

33% 34%29%

35%

46% 47%39%

44%

46% 46% 46% 43%

52% 52% 50% 54%

31% 30%38%

31%

14% 14% 16% 15%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White Black Hispanic All White Black Hispanic All White Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more

Very Confident Somewhat Confident Not Confident


Overall, how confident are you that you (and your spouse) will have enough

money to live comfortably throughout your retirement years?

Total: Workers n=1,507, Retirees n=1,510

Confidence in Having Enough Money to Live Comfortably

Through Retirement, by Race/Ethnicity and Income

11

25%22%

26%

32%

41% 42%40% 41%

62% 63%65%

58%

0%

10%

20%

30%

40%

50%

60%

70%

All White Black Hispanic* All White Black Hispanic All White Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more


Have you (or your spouse) tried to figure out how much money you will need to have saved by the time you retire so that

you can live comfortably in retirement? / To prepare for retirement, did you (or your spouse) try to figure out how much

money you needed to have saved by the time you retired so that you could live comfortably in retirement?

Workers n=1,507, Retirees n=1,510, Percentage Yes

Percentage of Workers and Retirees Who Calculated How Much They Need to Save for Retirement, by Race/Ethnicity and Income

12

36%

42%

31%35%

67% 69%

63%

56%

88% 89%

78%

84%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White* Black Hispanic All White* Black Hispanic All White* Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more


Not including Social Security or employer-provided money, have you (or your spouse)

personally saved any money for retirement? / Not including Social Security or employer-provided

money, did you (or your spouse) personally save any money for retirement before you retired?


Percentage Who Have Ever Personally Saved for Retirement,


13

16% 16% 16% 17%23% 25%

21%24%

30% 31%

18%

27%

26% 27% 26% 24%

35%37%

27%

30%

35% 35%

35%

35%

0%

10%

20%

30%

40%

50%

60%

70%

All White Black Hispanic All White* Black Hispanic All White* Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more

Strongly Agree Somewhat Agree


To what extent do you agree or disagree with the following?

Your parents had or are having a financially comfortable retirement.


Percentage Who Agree That Their Parents Had or Are Having a Financially

Comfortable Retirement, by Race/Ethnicity and Income

14

53%

53%

46%

46%

41%

41%

49%

48%

7%

6%

5%

6%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Hispanic*

Black*

White

All

Retired earlier than planned Retired about when planned Retired later than planned


Did you retire earlier than planned, about when planned, or later than planned?

Retirees n=1,510

Share of Retirees Who Retired Earlier, Later, or When Planned,

by Race/Ethnicity

15

25%

39%

40%

23%

28%

40%

25%

32%

44%

25%

34%

41%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

There (were/have been) changes at your company, such as downsizing, closure or

reorganization, not due to the COVID-19 crisis

You (could/can) afford to retire earlier than you planned

You (had/have) a health problem or a disability, not related to COVID-19













His

pa

nic

Bla

ck

Wh

ite

All


Top Three Reasons for Retiring Earlier Than Planned, by Race/Ethnicity

Did you retire earlier than you planned because…?

Retired earlier than planned, Retirees n=740

16

72% 72%75% 76%

30% 30% 29% 29%

0%

10%

20%

30%

40%

50%

60%

70%

80%

All White Black Hispanic

Workers Retirees

Do you think you will do any work for pay after you retire? Workers who say they will retire n=1,393

Have you worked for pay since you retired? Retirees n=1,510

Workers’ Expectations About Working After Retirement vs. Retirees Actually Doing So, by Race/Ethnicity


17

88%

78%

68%

39%

21%

88%

77%

65%

32%

18%

87%

72%75%

53%

29%

83%

77% 78%

53%

32%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Wanting to stay active

and involved

Enjoying working Wanting money to buy

extras*

Needing money to

make ends meet*

To help financially

support others*

All White

Black Hispanic


Which of the following are reasons why you worked for pay after you retired?

Worked for pay since retiring n=437, Percentage Major or Minor Reason

Reasons for Working for Pay Since Retiring, by Race/Ethnicity

Greenwald Research

4201 Connecticut Ave. NW, Suite 620


Phone: (202) 686-0300 Fax: (202) 686-2512

2021

Retirement Confidence Survey

Employee Benefit Research Institute

901 D Street SW, Suite 802


Phone: (202) 659-0670 Fax: (202) 775-6312

Lisa Greenwald, Greenwald Research

19

13% 13% 14% 15% 13%10%

15%19%

8% 7%10%

14%

27% 27% 27%29%

23%

20%

30%

28%

22% 22%

22%

28%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

All White Black Hispanic All White Black* Hispanic* All White Black Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more




Retirement savings is not a priority relative to the current needs of my family.


Percentage Who Agree That Retirement Savings Is Not a

Priority Relative to Current Needs, by Race/Ethnicity and Income

22% 18%23%

34%

18% 15%24% 21%

13% 12%18% 21%

27%25%

35%

24%

27%23%

37%34%

20% 19%

30% 26%

51%57%

43% 42%

55%62%

39%44%

67% 69%

52% 53%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White Black* Hispanic* All White Black* Hispanic* All White Black* Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more

Strongly Agree Somewhat Agree Disagree

To what extent do you agree or disagree with the following statement?

Debt is negatively impacting your ability to save for retirement/live comfortably in retirement.

Workers n=1,507, Retirees n=1,510


Debt’s Impact on Ability to Save for Retirement/Live Comfortably in

Retirement, by Race/Ethnicity and Income

21

9% 6%14% 18%

13%7%

15%24%

14% 13%18%

23%

18%

13%

24%24%

22%

22%

19%

22%

24% 22%

31% 23%

73%81%

63% 58%66%

71%66%

54%62% 64%

51% 54%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White Black* Hispanic* All White Black Hispanic* All White Black* Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more




Saving for a child's education or paying off a child's education is reducing how much

you can save for retirement


Percentage Who Agree That Saving/Paying for a Child’s Education

Is Reducing Retirement Savings, by Race/Ethnicity and Income

22

10%7%

16%12% 11%

7%12%

17%

9% 8%

17%12%

30%

30%

26% 35%

28%

28%

31%

30%

27%25%

30%35%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

All White Black Hispanic* All White Black Hispanic* All White Black* Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more




It is more important to help friends and family now than to save for your own retirement.


Percentage Who Agree That Helping Friends and Family Is More

Important Than Saving for Retirement, by Race/Ethnicity and Income

23

37% 36%

40% 41%

35%33% 32%

40%

30% 30%32%

36%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

All White Black Hispanic All White Black Hispanic All White Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more



You do not know who to go to for good financial or retirement planning advice.

Total: Workers n=1,507, Retirees n=1,510, Percentage Agree

Percentage Who Feel They Do Not Know Who to Go to for

Good Financial Advice, by Race/Ethnicity and Income

24

27%

23%

28%

32%

23%

20%

35%

28%

16%

13%

25%

19%

0%

5%

10%

15%

20%

25%

30%

35%

40%

All White Black Hispanic* All White Black* Hispanic* All White Black* Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more



You feel you have been fairly treated by financial services companies and their representatives.

Total: Workers n=1,507, Retirees n=1,510, Percentage Disagree

Percentage Who Feel They Have Not Been Treated Fairly by

Financial Services Companies, by Race/Ethnicity and Income

25

8%

6%

16%

19%

20%

23%

29%

32%

33%

9%

10%

12%

16%

19%

23%

24%

28%

31%

4%

4%

13%

13%

14%

18%

31%

32%

32%

Church/religious centers or leaders

Libraries or community centers

Financial experts or gurus in the media

Online advice or advisors that provide guidance based on

formulas

Representatives from your workplace retirement plan

provider

Your employer or information you receive at work

A personal, professional financial advisor

Family and friends

Online resources and research you do on your own

White Black Hispanic

Which of the following people or groups do you use as a source of information for retirement planning?



Sources of Information Used for Retirement Planning,

by Race/Ethnicity

26

13% 13%11%

13%

27%29%

18%

22%

45% 46%

41%

50%

0%

10%

20%

30%

40%

50%

60%

All White Black Hispanic All White* Black Hispanic All White Black Hispanic

Less than $35,000 $35,000-$74,999 $75,000 or more

Do you currently work with a professional financial advisor?Workers n=1,507, Retirees n=1,510, Percentage Yes


Percentage Who Work With a Professional Financial Advisor,


27

46%

41%

61%57%

38%

32%

52% 51%

36%

31%

57%

46%

28%24%

42%

36%

0%

10%

20%

30%

40%

50%

60%

70%

All

Wh

ite

Bla

ck*

His

pa

nic

*

All

Wh

ite

Bla

ck*

His

pa

nic

*

All

Wh

ite

Bla

ck*

His

pa

nic

*

All

Wh

ite

Bla

ck*

His

pa

nic

*

Working with an advisor

who has had a similar

upbringing or life

experiences as you


who is affiliated with your

employer in some way


that has a similar

racial/ethnic background

to you


that is the same gender as

you


When you look(ed) for a professional financial advisor to work with, how important are/were the following criteria?

Workers and retirees working with or thinking of working with an advisor n=1,442Percentage Saying Very or Somewhat Important

Criteria Important When Looking for a Financial Advisor,

by Race/Ethnicity

28

84% 85% 85%

79% 78% 80%

74% 75% 77%80%

73% 72%75%

78%

71% 73%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

All

Wh

ite

Bla

ck

His

pa

nic All

Wh

ite

Bla

ck

His

pa

nic All

Wh

ite

Bla

ck

His

pa

nic All

Wh

ite

Bla

ck

His

pa

nic

Overall The fund or investment

options available

The online tools or

calculators offered

The educational materials

you have received


How satisfied are you with the following aspects of your workplace retirement savings plan?

Percentage Very Satisfied or Somewhat Satisfied

Employer offers a retirement savings plan n=862

Percentage of Workplace Retirement Plan Participants Satisfied With

Various Aspects of the Plan, by Race/Ethnicity

29

36%

37%

43%

33%

36%

38%

28%

29%

31%

0% 10% 20% 30% 40% 50%

More one-on-one, personalized education

Better explanations for whether you are on track with your

retirement savings

Better explanations for how much income your savings will

produce in retirement

More one-on-one, personalized education


retirement savings




retirement savings

More fund or investment options available



His

pa

nic

Bla

ck

Wh

ite


Which of the following would be the most valuable improvements to your retirement savings plan? (Please select all that apply.)

Employer offers a retirement savings plan n=862

Top Three Most Valuable Improvements to Retirement Savings Plans, as

Ranked by Those Offered a Plan, by Race/Ethnicity

30

32%41%

19%

37%

26% 25% 26%32%

17% 15%

27% 25%

36%

32%

42%

35%

39% 41%33%

37%

37% 37%

30%44%

32%27%

40%

27%35% 34%

42%31%

47% 49%43%

31%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All White* Black Hispanic* All White Black Hispanic All White Black Hispanic*

Less than $35,000 $35,000-$74,999 $75,000 or more




Preparing for retirement makes you feel stressed

Workers n=1,507

Percentage of Workers Who Agree That Preparing for Retirement

Makes Them Stressed, by Race/Ethnicity and Income

5 KEY TAKEAWAYS

1) For Black and Hispanic respondents, competing financial priorities – debt & college savings – are more likely to be negatively impacting retirement savings

2) Helping family & friends now is prioritized over retirement savings for Hispanic Americans in particular

3) Roughly one-third of all respondents across racial/ethnic backgrounds DO NOT KNOW where to go for financial/retirement planning advice

4) Black and Hispanic respondents are more likely to use their employer and retirement plan reps as a source of information and are more likely to seek an advisor affiliated with their employer

5) While satisfied with plans overall, Black and Hispanic workers are more likely to say increased one-on-one advice would be a valuable enhancement

STRESS IS UNIVERSAL.Half to two-thirds of all workers say preparing for retirement causes stress,

and there’s indication this sentiment is felt somewhat more by Hispanic workers.

31

EBRI Retirement Confidence Survey

June 2021

Bank of America is a marketing name for the Retirement Services business of Bank of America Corporation (“BofA Corp.”). Banking activities may be performed by wholly owned banking affiliates of BofA Corp., including Bank of America, N.A., member FDIC. Brokerage and investment advisory services are provided by wholly owned nonbank affiliates of BofA Corp., including Merrill Lynch, Pierce, Fenner & Smith Incorporated (also referred to as “MLPF&S” or “Merrill”), a dually registered broker-dealer and investment adviser and Member SIPC.

Mutual Fund investment offerings for the Bank of America HSA are made available by MLPF&S. Investments in mutual funds are held in an omnibus account at MLPF&S in the name of Bank of America, N.A. (“BANA”), for the benefit of all HSA account owners. Recommendations as to HSA investment menu options are provided to BANA by the Chief Investment Office (“CIO”), Global Wealth & Investment Management (“GWIM”), a division of BofA Corp. The CIO, which provides investment strategies, due diligence, portfolio construction guidance and wealth management solutions for GWIM clients, is part of the Investment Solutions Group of GWIM.

Investment products:

© 2021 Bank of America Corporation. All rights reserved. | MAP3397598 | 01/2021

Are Not FDIC Insured Are Not Bank Guaranteed May Lose Value

https://secure.reged.com/AdTrax/submitrequest/True$002c3397598?t:lb=t

A snapshot of workplace financial wellness

34

62% …of employers feel extreme responsibility for their employees’ financial wellness, up from 13% in 20131

83% …of employers believe financial wellness tools lead to greater productivity

59% …of employees say they don’t have control over their debt, likely contributing to reduced feelings of financial wellness

67% …of eligible employees contribute to their Health Savings Account (HSA)

49% …of employees say they are feeling financially well today, down from 61% just two years ago2

47% …of employers are promoting workplace wellness with established diversity and inclusion programs

1 Bank of America Workplace Benefits Report, 20132 Bank of America Workplace Benefits Report, 2018

The responsibility employers feel to support their employees’ financial lives beyond retirement saving has increased dramatically

35

of employers feel extreme responsibility for their employees’ financial wellness

Employers are even more likely to report a feeling of responsibility to retirement related responsibilities — one that has also increased dramatically.

62%

13%of employers reporting extreme responsibility in 2012

Up from

2020 2012

Retirement healthcare needs/costs (Very/Extremely Responsible)

Sponsor feelings of responsibility

Sustaining assets through retirement (Very/Extremely Responsible)

80%

78%

22%

33%

Source: Bank of America Workplace Benefits Report, 2012

15%

13%

14%

38%

70%

54%

55%

63%

71%

81%

2020

Increased desire to support employee financial wellness has resulted in stronger and more diverse offerings

36

Saving for retirement

Sponsor offerings — Education and Guidance

Planning for healthcare costs

Budgeting

Saving for college

Debt

More loyal employees

Greater employee productivity

More satisfied employees

More engaged employees

Financial wellness is now an essential workplace benefit

And when they are asked, more than

8 in 10employers across companies large and small indicate they believe that employee financial wellness helps deliver:

2013

Source: Bank of America Workplace Benefits Report, 2013

61%2

55%1

49%2020

2019

2018

Employees feelings of financial wellness have shown a recent decline

Women continue to trail men in the feeling of financial wellness

58%41%of menof women

9%21%

Women are more than 2x as likely to rank paying off credit card debt in their top 3 goals

MenWomen

Employees who rated their financial wellness as good or excellent has been declining

37

1 Bank of America Workplace Benefits Report, 20192 Bank of America Workplace Benefits Report, 2018

Employees still feel cash-strapped and this is resulting in employees feeling like they are not making significant progress towards their goals

38

Not having any spare money after my monthly expenses is the

12%

15%

16%

19%

26%

33%

33%

34%

38%

Saving for college

Buying my first house

Paying off student loans

Paying off credit card debt

Paying off a mortgage

Growing savings to pay for unexpected expenses

Paying for current/future healthcare expenses

Caring for a parent or family member

Saving for retirement

#1obstacle employees say prevents them from making progress towards their financial goals

Number of employees who say they have made significant progress towards their goals

Sources: Chetty et al., 2016; Health Inequality Project, n.d.

At age 40 in the United States, 2001-14

6020

Life

exp

ecta

ncy

at

age

40

(r

ace-

adju

sted

)

40

85

80

75

80

Life expectancy by income level

10070

0

39

90

Household income percentile

Men

Women

Source: Centers for Disease Control and Prevention, National Center for Health Statistics, 2017.

Life expectancy at birth by race

United States, 2016

66 70 74 78

White

Black

Hispanic

82

40

Years of age

Female

Male

Both sexes

68 72 76 80 8684

84.2

79.1

81.8

81.3

76.6

78.5

78.5

72.2

74.8

Source: Hales et al., 2017

Obesity among Americans by race/ethnicity, 2015-16

41

30%

20%

10%

0%

40%

5%

15%

25%

35%

Children Adults

Asian

11%

22%

14%

26%

45%

50%

White Black Hispanic

13%

47%

38%

47%

And when it comes to identifying the tools that can best help them manage their finances, employers should offer options to cover all the bases

42

16%

24%

26%

27%

31%

33%

35%

None of the above

Access to professionals, who can answer my financial wellness questions

Tools that allow me to think about my financial goals as a part of my overall life

Streamlined information, where I can see all my info in one place

A way to track my finances, including my debts

Progress reports on where I stand currently and where I need to get to

A step-by-step roadmap for accomplishing my goals

Employees are mixed on which financial wellness resources, would better help them manage their finances

Employers need to understand the true impact of overall wellness on their employees

43

Respondents were also asked to rate factors related to their holistic wellness, that we defined as going beyond just physical health and including things like mental and emotional, as well as feelings of financial wellness.

51%

54%

49%

Physical Mental Financial

Effects of different aspects of well-being on overall well-being of employers feel

their well-being has a great impact on their productivity

40%

57%

of employees report their mental health affects their financial well-being

Employers should also consider the impact of diversity and inclusion

44

Companies of all sizes are embracing diversity and inclusion, but smaller companies need to do more about promoting them.

11%

17%

27%

39%

52%

45%43%

48% 47%51%

1 - 49 50 - 99 100 - 249 250 - 999 1,000+

Employees aware of a diversity and inclusion program Employers offer a diversity and inclusion program

Company size (# of employees)

Action steps for employers

45

1 2 3 4Address common employee challenges that go beyond retirement saving — like budgeting, debt management and managing healthcare costs

Provide guidance across a spectrum of financial goals and priorities, addressing short-term challenges and planning for long-term goals together

Acknowledge differences within the workplace and the ways needs may differ based on gender or age, so financial wellness tools speak to the unique needs of each employee group

Think about wellness in a more holistic way, one that acknowledges the interconnected nature of financial, physical and mental wellness

Q&A

46

2022 Retirement Confidence Survey

Oversampling Women and LGBTQ+

Contact Betsy Jaffe at [email protected] to sign up or for more

information. Project kicks off October 2021!

• Obtain full survey results—available only to sponsors!

• Provide input into the study and get key questions answered

• Use findings in marketing and public relations efforts

• Get specialized breakouts of key target markets

• Benefit from being featured in survey reports, webinars, articles

• Engage with researchers to delve into survey findings

mailto:[email protected]


Upcoming Events

Wednesday, September 22 — Financial

Wellbeing Symposium*

EBRI is holding a webinar on the topic of

legislative proposals’ potential impact on

retirement security on Monday, September

13.

48

*To Join Our Financial Wellbeing Research Center Contact Betsy Jaffe at

[email protected]



Engage With EBRI

Check out our website – www.ebri.org

Support our Research Centers

Sponsor our events and webinars

Sign up for EBRInsights

Join EBRI as a Member. Membership questions? Contact Betsy Jaffe at

[email protected]

49

http://www.ebri.org/


Black and Hispanic Retirement Confidence: Diving Deep with ...

Documents

Transcript of Black and Hispanic Retirement Confidence: Diving Deep with ...