HR Leaders, Gen Z Employees Misaligned on Savings Priorities

HR decisionmakers and managers tend to misunderstand the financial priorities of Gen Z workers, according to new research from The Standard.

There appears to be a disconnect between Gen Z employees and human resources leaders at their employers, according to a new study published by The Standard, as HR leaders tend to underestimate how much members of the youngest generation of workers are concerned about their financial future.

While 79% of Generation Z employees reported that saving is a top financial goal, only slightly more than half of managers and HR leaders responded that they believe Gen Zers consider saving a key priority, according to the survey.

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The Standard in May 2024 surveyed 809 workplace managers who have Gen Z employees reporting to them. In 2023, the research firm also surveyed 500 HR decisionmakers focused on Gen Z workers (September 2023 through October 2023) and 1,250 full-time Gen Z workers (August 2023).

According to the results, HR leaders also tend to mistakenly focus on Gen Z’s debt. Only 37% of Gen Zers said they view paying off debt as a top goal, whereas managers and HR leaders reported that more than half of Gen Z employees regard paying off debt as a priority.

Amy Malagamba, assistant vice president of marketing at The Standard, says as HR leaders have been preparing for and imagining what benefits are needed for the next generation, there is a tendency to think that the newest generation will be an extension of the generation before—essentially, assuming Gen Z employees will have the same priorities as Millennials.

“What the research found was: Instead of matching up with the sensibilities of Millennials, Gen Z is matching much more closely to the sensibilities of Gen X,” Malagamba says.

As opposed to focusing most on paying off debt, Malagamba says Gen Z employees expressed more concerns with saving for retirement, flex time, remote work, student loan help and mental health support.

Just Getting Going

Data from the Federal Reserve Bank of New York also show that members of Gen Z owe less in credit card and student loan debt than other age groups. According to the Fed, Gen Zers are more likely to be maxed out on credit cards, but their median balance is lower than that of other cohorts. Median credit card balance was $760 for Gen Z workers, as of May, whereas median balances for Millennials and Gen X were $2,378 and $3,017, respectively.

Average student loan debt for Gen Z in 2023 was $14,380, according to the Education Data Initiative, whereas Millennials had an average of $32,800 in student debt and Gen Xers had an average of $44,290.

A recent report by the TIAA Institute also found that 84% of Gen Z workers are saving a portion of their income each month, and 57% said they stick to a budget. However, more than half are only using savings accounts to set money aside. About 17% of Gen Zers said they are investing in a retirement account.

For those not currently investing their savings, the largest portion (35%) said they “lack knowledge on where to start.” The TIAA Institute surveyed 1,010 Gen Zers (ages 18 to 24) in January and February. Not surprisingly, between the ages of 22 and 23, TIAA Institute observed a 10% jump in Gen Zers saving for retirement, which aligns with when most are graduating college and getting their first full-time jobs.

Bridging the Gap

The Standard argued in its report that bridging the disconnects between HR and young employees can help employers better identify the help that Gen Zers want.

Managers themselves hold conflicting views, as 74% said their companies do a good job of providing resources they need to effectively manage Gen Z employees, but more than half said they wish they had more training and support for managing Gen Z employees.

Educating employees about benefits is typically outside of a manager’s role, but The Standard found that 62% of managers reported Gen Z workers asking them questions about benefits. After surveying managers, 70% said their Gen Z employees care about benefits, and 65% said Gen Z employees actually use these benefits.

While supervisors may have closer relationships with Gen Z workers, they are less aware than HR leaders of Gen Zers’ desire for financial education and advice, The Standard found.

“Clearly managers aren’t financial advisers,” the report stated. “But more should probably know about their company’s resources so they can direct employees—including Gen Zers—to the financial education and advice they want.”

Malagamba says this might be a signal to HR leaders that more education about benefits is needed not only for younger employees, but also for managers, so that they are able to provide the right information to their workers.

The majority of Gen Z workers (80%) said financial education and advice are important to them, but only 46% said literacy tools are provided at their company. In addition, when it comes to selecting benefits, 54% of Gen Zers said the thought of dealing with health insurance makes them feel overwhelmed and anxious.

The Standard emphasized in its report the importance of designing financial education programs that target employees in terms of age and other demographics. Plan sponsors and HR leaders can also work with financial wellness vendors that specialize in educating workers on saving, budgeting, investing and debt management.

Plan sponsors should also ensure that the vendors they are working with are able to supply materials and training to help workers get the most out of the products and services they offer, the report stated.

What is a SOC Report and Why Should Plan Sponsors Know About Them?

Requesting service organization control reports from service providers is an important part of the vetting process when looking to ensure safe cybersecurity practices.

What is a SOC Report and Why Should Plan Sponsors Know About Them?

Updated with corrections.

When vetting third-party providers, especially those who will have access to participant data and information, it is important that plan sponsors conduct proper due diligence, which includes asking the right questions and requesting the right information.

More specifically, one key aspect of ensuring that service providers are up to par with their cybersecurity policies is requesting a service organization control, or SOC, report from the provider.

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A SOC report is a third-party assessment of an organization’s ability to protect data and implement controls. However, there are different types of SOC reports, and Jon Atchison, senior team lead on CAPTRUST’s governance, risk and compliance team, says while people tend to use the different names interchangeably, they are very different animals.

First, a SOC 1 report covers internal controls for financial statements and reporting. Atchison says there may be a small amount of information security data in a SOC 1 report, but it is “very high level.”

In comparison, he says, a SOC 2 report is where information security is evaluated. When requesting a SOC 2, a plan sponsor can request a provider to obtain an evaluation against the five trust services criteria, which include security—the most common criteria—as well as confidentiality, processing, integrity privacy and availability.

Lastly, a SOC 3 report is a tailored version of the SOC 2 report that has been approved for public distribution. Atchison explains that a SOC 2 report is the full report that will include the auditor’s opinion, sub-processors, stated controls and each test that the auditor performed, as well as information on any gaps the auditor found in the state of controls. These gaps are typically referred to as an “exception,” Atchison says.

“Exceptions are not … all bad, but it’s something that you want to evaluate,” Atchison says. “A SOC 3 is not going to have that level of detail, and, therefore, it may not be of better value to a plan sponsor when they evaluate a third party. It can be helpful from a high level, but the real value is going to be found in the SOC 2 report.”

Typically, a SOC 2 report can be shared by the service organization to the plan sponsor that is being evaluated under a nondisclosure agreement. More likely than not, Atchison says, a plan sponsor would want to directly engage with the service organization and have the sponsor’s legal department review the NDA to make sure it complies with the sponsor’s own risk tolerances.

SOC 2 reports also come in different types. For example, a SOC 2 Type I report analyzes a company at a certain point in time, but it does not involve the results of testing operating effectiveness. A SOC 2 Type II report is more comprehensive in that it covers a period of time, usually between three and 12 months, during which the auditor can observe the controls’ efficacy.

For a plan sponsor, Atchison says a SOC 2 Type II report will provide the most value, as it covers a longer period of time and can validate the effectiveness of the state of controls. Therefore, he says, it provides the most assurance.

How to Interpret a SOC Report

While a SOC report is tailored to a specific audience, as those with cybersecurity expertise will likely best understand the auditor’s findings, Atchison says the beginning of the report is written more in business parlance, so people who may not have technical training can read and comprehend the auditor’s summary.

Several different opinions can result from a SOC report, and plan sponsors should understand the differences.

Atchison says the best of all possible opinions would be a “nonqualified opinion,” meaning the auditor did not find anything to give him or her concern about the state of controls and the operations, based on the trust services criteria being evaluated.

A qualified opinion, on the other hand, is an opportunity for the service organization to improve on some of the auditor findings, but the auditor ultimately did not consider it to be pervasive or detrimental to the overall opinion. This opinion essentially indicates that most controls were effective, but there were some areas that need improvement.

“If you think about it, auditors are paid to find things, and this is exactly why [providers] do this,” Atchison says. “Because [providers] want to get better, and they ultimately want to have an ability to provide assurance to their clients that their security controls are up to standard.”

An opinion that a company would not want to see is an “adverse opinion,” which Atchison says is a truly negative outcome, indicating that there were material or pervasive issues with the data security controls.

In addition, an auditor could have a “disclaimer of opinion,” which is issued when the auditor is unable to form an opinion due to various limitations imposed by the scope of the audit or when there are other issues that impacted the auditor’s ability to form an opinion.

Beyond the SOC 2 Report

If a company is seeking assurance beyond a SOC 2 Type II report, it can engage with a third party to perform comprehensive penetration tests on their networks.

The hired third party could, for example, conduct an external penetration test in which the third party acts as an attacker and attempts to overcome some existing controls to get into an organization’s network through unauthorized means or a vulnerability. An internal penetration test would simulate an attacker going into a provider’s network and test how far the attacker could go and what information the attacker could access.

Separately, a plan sponsor could also request a shared assessment, also called a standardized information gathering questionnaire, a lengthy questionnaire that any organization can fill out on its own and provide to its clients to demonstrate the type of programs they are running. A shared assessment typically covers more than 19 different security domains and can range up to hundreds of questions.

“The standard information-gathering approach is done by internal staff; it’s not done by an independent third party,” Atchison notes. “So, therefore, there’s only so much assurance you can provide, and that’s where I think the engagement with a third party can really add value to your [shared assessment], because [it] can be validated by an independent [party that says], ‘Yes, they did have good controls, and we tested them.’”

Atchison says the time it typically takes to request and receive a SOC 2 report from a service organization depends on whether the plan sponsor already has a relationship with the vendor or not. If there is an existing relationship, he says, an NDA may already be in place, which could lead to a quicker turnaround.

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