Work is important for us, and employers need to recognize that as we grow and age, we may need help to manage work, social and financial life. Here are some ideas from the Institute of Chartered Accountants in England and Wales:
1. Stage: Growing up, studying, and requalifying - Support
professional qualification students impacted by lockdown, mindful of gender
gaps and equip staff with digital work skills, the young, returning mothers and
older workers.
2. Stage: Entering and re-entering the workplace - Ensure retention,
re-employment, workforce restructuring, and job creation strategies are
balanced and inclusive, paying attention to gender, ethnicity, and age-related
pay gap data.
3. Stage: Relationships: making and breaking up – Many people are
unfamiliar with differences in marital and cohabitation financial rights, the
importance of which has been spotlighted by wedding cancellations, rising break
ups, and for some heightened domestic abuse. Workplace financial wellbeing best
supports staff if it addresses both ‘your money and your life’, especially
since many people don’t consider how their relationship and life circumstances
impact their pensions plans, insurance and financial arrangements.
4. Stage: Parenthood and becoming a carer - Create an environment at
work that supports ways of working for women and men managing family
commitments, embedding approaches that also provide flexibility for older
workers and domestic abuse survivors to thrive in the changing workplace.
5. Stage: Later life, planning and entering retirement - Pensions
wellbeing in the workplace will help those whose working arrangements, earnings
and pensions have been impacted by Covid-19, to be better informed and to get
their pensions back on track. Pension contribution gap analysis can help drive
effective engagement strategies.
6. Stage: Ill-health, infirmity and dying - Support staff whose
wellbeing is impacted by Covid-19 health risks and prompt them to consider
their future financial, protection and estate planning, and to keep their
‘wishes’ up to date. Where relevant, direct staff to employee benefits, or else
to external sources of guidance.
No comments:
Post a Comment