The debate on gender equality, inclusion and diversity has taken centre stage in the last few years, particularly during the lockdown.
Women face considerable pressure to perform well, even in areas that disproportionately overburden them.
GEDI intersects with financial wellness because of the distinct economic challenges women face. Covid-19 highlighted the significant difference.
It’s time to mind the gap.
The differences between men and women as discussed below are opportunities for large-scale social transformation.
A. WOMEN ARE LESS FINANCIALLY KNOWLEDGEABLE AND LESS CONFIDENT
Research [Lusardi and Hasler, 2017] shows that women lack financial knowledge on day-to-day financial decision-making, which is quite problematic in later years. Single mothers, singles and widows badly need financial skills to navigate their challenges.
The studies [Lusardi and Mitchell, 2014] further uncover that women tend to answer I do not know to standard financial literacy questions. Still, interestingly, a study [by Lusardi et al. March 2021] says that women know more than they think they know, which can be attributed to their confidence level.
Low financial literacy impacts financial behaviour and well-being later in life as women tend to save less for later years than men [Lusardi and Mitchell, 2014].
A study [by Tinghög et al., 2021] showed that women’s confidence is closely linked to how they evaluate themselves in ﬁnancial context, including increased anxiety that women feel toward ﬁnancial matters explain the gender gap in ﬁnancial literacy.
B. WOMEN ARE LESS LIKELY TO PLAN
The lack of planning affects women's various life events, particularly separation and illness. Becoming a single mother is one of the leading reasons women go into poverty. Based on a WHO study, the Philippines has about 15 million solo parents, 95 per cent of whom are women.
C. WOMEN ARE RISK-AVERSE AND LESS WEALTHY
Based on studies, women are nervous investors, so they tend not to participate in the stock market or take risky investments.
In a study [Almenberg and Dreber 2015, and Lusardi and Mitchell 2008], women own fewer assets, which explains the significant wealth differences between men and women. WEF and WTW reveal that women, on average, accumulate only 74% of the wealth that men have because women tend to drop out of the workforce and therefore accumulate lower pension contributions.
D. LOWER PAY, LOW SAVINGS AND LONGEVITY
Women’s distinct challenges have implications for their longer life expectancies than men. Women face lower lifetime income than men and high career interruptions due to child-rearing, elderly care and other unpaid work, making them vulnerable later in life.
Lower financial knowledge, lower income and low savings weaken women’s economic security in later years.
Based on studies, pay disparity does not only exist between men and women but also between women with children and without children.
E. FINANCIAL FRAGILITY
The low financial knowledge of women is correlated to difficulty in managing unexpected financial setbacks. The COVID-19 pandemic put women at greater financial risk (Hasler and Lusardi 2019). As such, women than men tend to struggle with access to emergency funds.
SELFMatters exist to create the most gender-sensitive and behaviourally designed financial wellness courses of the 21st century for women, men and youths to empower them to build financial capability, resilience and wealth.
If we are to close the gender parity gap, we should go to areas to fill the gap and create policies and structures to accelerate the creation of a more equitable world for women and men.
We collaborate with employers, schools and various organisations across sectors to build wider financial literacy and wellness.
Let us create an awareness of women's intrinsic human agency to become financially independent.
Let us build a culture and mindset for women to build their confidence for risk-taking, and increase their knowledge of who they are, what they want to achieve, and how to achieve them.
Let us expand their worldview to make informed, confident choices and decisions that achieve their deepest aspirations.
EMPLOYERS, SCHOOLS AND COMMUNITY LEADERS
Your Call to Action is to include financial literacy in the employee benefits or employee care menu offerings at the right time, from onboarding through to retirement, supporting them in different life events.
Employers and business leaders can leverage the power of community within the workplace to reach a diverse demographic segment, such as women, for massive gender equity, diversity and inclusion to spring about.
The study has shown that financial education programmes are particularly successful for women (Clark et al., 2006).
The World Economic Forum supports workplace financial literacy to boost literacy, confidence, and financial resilience and to reduce the gender wealth gap. Please read more here.
Colleges and universities can make financial literacy an essential benefit for the teachers and school staff, and a required life skill course for students before they transition into the world of work to equip them with skills and knowledge to thrive in an increasingly complex environment.
Many studies reveal a positive correlation to behavioural change in accessing financial literacy at a young age [Kaiser and Menkoff, 2016].
The Workplace Financial Wellness Programme is a timely, relevant, once-in-a-generation-opportunity to shape the workplace culture to be a kinder, more compassionate, healthier and equitable place for everyone.