Is it important for companies to provide financial education for women?

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Some recent news articles have been aimed at helping women with financial planning and retirement education. I do not think separating women, in this case, is needed. You see, women control the bulk of the household dollars spent in this country every day. To think that women are not thinking about and even planning for retirement is almost insulting. Of course they think about these things. I believe most think about it, and when the time is right, many think AND plan.
An article titled, Gender-Specific Retirement Education Fills Void states that, “Just 9% of women under the age of 45 making less than $50,000 a year are on track to reach their retirement goals, according to research from Financial Finesse” ( I think, regardless of sex, any person making $50,000 a year or less is not thinking a lot about the future; about retirement. They are thinking more about what are they going to do to survive today. Many companies help you create goals for retirement or at least provide you the tools to do so. But, these companies are generally hiring people at more than $50,000 a year.
Is there an advantage to the people in the middle class compared to those below that? Yes. Many in the middle class have access to all these financial management tools through their employer. If you work for a fast food restaurant as a cashier or something low paying, access to these kinds of tools are not needed or are not available. If they are, they are not utilized by most employees.
Financial education should be a priority for most people, period!!

My thoughts on Diversity and Innovation

My comment from the Forbes article, Five Trends Driving Workplace Diversity In 2015:

We can’t get distracted from the fact that you need a diverse (as in gender, race and sexual orientation) workforce, in order to foster all of this innovation. When diversity is talked about from a race and gender position, you automatically get people with different backgrounds, experiences, perspectives, creative ideas, etc. So, it goes without saying that we get this “Diversity and Innovation” you are talking about by simply hiring a diverse group of people.

It is important to recognize that we have to be careful not to drift away from the basics. I don’t know why we would want to cover up or gloss over Diversity and Inclusion. We are still a long way from having a workforce that is truly diverse as reflected by gender, race and sexual orientation. Look at who the CEOs and decision makers are today. Look at those numbers and you see we still have  a long way to go to get women and people of color into these positions.

It is alright to tweak Diversity and Inclusion, but at the core we need a workforce that looks like the job market where we pull talent. This diversity needs to run throughout all levels of a company. If we do that, we will get diverse people with creative thoughts and it will take out the “Group Think” mentality automatically.

In conclusion, Diversity and Inclusion is still quite necessary. With true gender, race and sexual orientation diversity comes “Diversity and Innovation.” Diversity throughout all levels of all companies is still needed. If you don’t have it, eventually, you are going to become non-competitive.

Leave a comment and let me know what YOU think of Diversity and Innovation.

Five Trends Driving Workplace Diversity In 2015 (Original Article can be found at: