But towards the end of the year, with the major economic impact of the pandemic and with the hope of the recent vaccines being created by major pharmaceutical labs, there is an area that requires more attention from companies, the government, employers and financial intermediaries . : the financial health of employees.
And a separate case should be women’s financial well-being, who are affected by the dynamics of gender inequality that still permeate multiple aspects of our society. If we put it on a statistical topic, it would take an average employee 3 to 6 working hours a week to think about their financial situation, but if we do a much more in-depth analysis, we will find that the time they spend on this topic spend, higher.
Statistics tell us they worry about money issues for about 15 hours a month, compared to men who spend 12 hours and one in 5 spends more than 20 hours on these issues.
Women have different needs and situations that, in the current economic scenario, undoubtedly put them in a more vulnerable situation, with serious financial disadvantages. They are the first when it comes to caring for children and the sick, doing unpaid housework, even being the first to set their career and job aside when raising children requires it.
It should be added that their life expectancy is greater than that of men; Data from the National Population Council (Conapo) indicates that by 2030 the life expectancy of the female sex will be 79.6 years, while that for men will be 73.8 years.
Women have unique financial challenges that companies do not necessarily address, so it is vital that companies begin to implement tools and strategies that enable their employees to overcome the challenges ahead and achieve their goals at every stage of their professional life. and personal.
And what can they do about it? Undoubtedly, they need to take into account the socioeconomic context we find ourselves in and understand that the cost of living is constantly rising, reducing the purchasing power of their employees and the value of their assets. Therefore, they need to help them tackle short- and long-term financial problems so that when employers have fewer worries and financial distractions, they will benefit from a more focused, engaged and productive workforce.
Likewise, those who offer gender-specific financial wellness practices will be more focused on achieving greater equity within the company, as opposed to those who don’t.