S&P Companies’ DB Funding Dipped in February

Aon Hewitt reports the S&P 500 aggregate pension funded status decreased, and Mercer says the estimated aggregate funding level of pension plans sponsored by S&P 1500 companies decreased.

S&P 500 aggregate pension funded status decreased in the month of February from 78.0% to 77.4% according to the Aon Hewitt Pension Risk Tracker

Pension asset returns were negative for the first half of February, before rebounding in the last two weeks and ultimately settling at a 0.60% return for the month, according to Aon Hewitt.

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The month-end 10-yr Treasury rate dropped 20 bps relative to the January month-end rate, while credit spreads widened by 13 bps. This combination resulted in a decrease in the interest rates used to value pension liabilities from 4.23% to 4.16% over the month. Given a majority of the plans in the U.S. are still exposed to interest rate risk, the decreasing rates that increased the pension liability counteracted the positive effects from asset returns on the funded status of the plan.

Year-to-date, the aggregate funded ratio for the S&P 500 decreased from 80.0% to 77.4%, and the funded status deficit increased by $57 billion. According to Aon Hewitt’s estimates, this change was driven by an asset reduction of $41 billion along with liability growth of $16 billion year-to-date.

Mercer says the estimated aggregate funding level of pension plans sponsored by S&P 1500 companies decreased by one percent to 78% as of February 29, 2016, as a result of negative equity markets and a decrease in discount rates. As of February 29, 2016, the estimated aggregate deficit of $487 billion increased by $15 billion as compared to the end of January. Funded status is now down by $83 billion from the $404 billion deficit measured at the end of 2015, according to Mercer.

Mercer notes that the S&P 500 index dropped 0.4% and the MSCI EAFE index dropped 2.1% in February. Typical discount rates for pension plans as measured by the Mercer Yield Curve decreased by 10 basis points to 4.03%.

“Despite the long-awaited interest rate increase announcement from the Fed in December, discount rates for pensions are actually lower now than they were prior to the Fed’s action, putting downward pressure on funded status,” says Matt McDaniel, a partner in Mercer’s retirement business. “This underscores the point that the dynamics of long corporate bond markets are quite different than the short term rates generally targeted by the Fed. We believe plan sponsors are well advised to have a strategy that can be nimble enough to react to bond markets, ensuring that any opportunities are capitalized upon.”

20% of HR Managers Admit to Gender Pay Gap

More than half of workers (55%) do not believe men and women are paid equally for the same job, and a similar proportion (51%) do not feel men and women are given the same career advancement opportunities, according to a CareerBuilder survey.

A significant number of employers agree with 20% of human resource managers who admit that women do not make the same wages as their male counterparts at their organizations.

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Taking a closer look at pay comparisons, men were nearly three times as likely to report earning six figures (14% of men vs. 5% of women) and nearly twice as likely to earn $50,000 or more(49% vs. 25%). Women were twice as likely to report earning less than $35,000 (47% of women vs. 23% of men).

Survey results confirm that women feel inequality to a greater extent than men—only 35% of women believe there’s equal pay (compared to 56% of men) and 39% of women say there are equal opportunities for advancement (compared to 60% of men).

However, younger workers (men and women) believe they’re closer to parity. When asked if they believe men and women are on equal footing in the workplace:

  • Ages 18 to 24: 61% said yes;
  • Ages 25 to 34: 50% said yes;
  • Ages 35 to 44: 40% said yes;
  • Ages 45 to 54: 46% said yes; and
  • Ages 55 and older: 46% said yes.

Survey results call in to question whether women want equal advancement opportunities. Women are less likely than men to say they want their boss’ job (19% of women vs. 27% of men). Two-thirds of women (65%) said they don’t aspire to be in a leadership position compared to 58% of men.

The survey also found 64% of women say they’re satisfied or very satisfied with their job overall, and nearly the same proportion of men (63%) say the same. When asked what keeps them satisfied in their jobs, men and women had similar answers. Liking the people they work with (73% of women and 64% of men) topped the list, followed by having a good work/life balance (both 59%), liking their boss (53% of women and 47% of men) and benefits (42% of women and 48% of men). Fifth on the list is where results vary: While women say “feeling valued/accomplishments are recognized” (42%), men say “salary” (47%).

More than 3,200 workers and more than 220 human resource managers in the private sector across industries participated in the nationwide survey, conducted online by Harris Poll on behalf of CareerBuilder from November 4 and December 1, 2015.

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