More than a year after the start of the pandemic, you may be pleased with the overall growth of the assets in your company retirement plan. After all, more assets generally mean better prospects for retirement security for your valued employees. But according to a recent triennial survey of wealth held by Americans, some may not be enjoying growth to the same degree as the overall population—nationally and at your company.
The Employee Benefit Research Institute (EBRI) examined data from the Federal Reserve’s Survey of Consumer Finances (SCF) for the year ending 2019. True, that’s pre-COVID-19 and thus doesn’t account for the impact of the virus. But EBRI’s analysis, published in their March 2021 Issue Brief, reveals real disparities facing minority families as they strive to save for retirement.
Summarizing the retirement landscape in general, the information shows that 18.2% of families had an active participant in both a defined contribution (DC) plan and a defined benefit (DB) plan. While just 15.8% of families with an active participant in an employer-sponsored retirement plan had only a DB plan in 2019, 66% of those families had an active participant in only an employer DC plan, up from 37.5% in 1992.
The importance of individual account plans as a source of wealth for American workers has grown over the years. In 1992, the average account balance for families with money in individual account plans was $79,262. By 2019, the figure had risen to $258,453. The money within these accounts has become the main source of assets for Americans investing in them, accounting for 68.3% at the median, for those investing in them.
Individual account plan balances play a large role in overall wealth, too. Those families who have balances in individual account plans have a much higher net worth than do families without one. Median net worth in 2019 was $284,050 for families with individual account plan assets, compared to $35,460 for families without.
EBRI’s Issue Brief points out that families headed by someone whose race or ethnicity were in the minority are generally less prepared for retirement when preparation is based on their retirement assets. The gap between families having white, non-Hispanic heads as compared to minority family heads has persisted since at least 1992, according to the SCF. Not only are the minority-headed families much less likely to have an individual account plan, the amount of assets held within them was much less. Still, when families with minority heads did have individual account plans, they tended to contain a larger proportion of their total financial assets than did those of white, non-Hispanic headed families.
EBRI’s Issue Brief is available here and from there you can view the full analysis.
Connect with a Retirement Plan Services Professional to get started.
Or let us contact you.
Heartland Retirement Plan Services are offered through Dubuque Bank and Trust Company. The information provided herein is general in nature and is not intended to be nor should be construed as specific investment, legal or tax advice. The factual information has been obtained from sources believed to be reliable, but is not guaranteed as to accuracy or completeness. Heartland Retirement Plan Services makes no warranties with regard to the information or results obtained by its use and disclaims any liability arising out of your use of, or reliance on, it. Products offered through Heartland Retirement Plan Services are not FDIC insured, are not bank guaranteed and may lose value, unless otherwise noted.
Kmotion, Inc., 412 Beavercreek Road, Suite 611, Oregon City, OR 97045; 877-306-5055; www.kmotion.com
© 2020 Kmotion, Inc. This newsletter is a publication of Kmotion, Inc., whose role is solely that of publisher. The articles and opinions in this publication are for general information only and are not intended to provide tax or legal advice or recommendations for any particular situation or type of retirement plan. Nothing in this publication should be construed as legal or tax guidance, nor as the sole authority on any regulation, law, or ruling as it applies to a specific plan or situation. Plan sponsors should always consult the plan’s legal counsel or tax advisor for advice regarding plan-specific issues.