In this webinar, Matt Bahl will discuss the data and resources you need to improve the financial lives of your employees.

1. The Best Employee
Benefit is Financial
Wellness
Matt Bahl
VP, Market Lead
Workplace Financial
Health at Financial
Health Network
Human Resources Today
Expert Insights. Personalized For You.
12:30 pm PDT
3:30 pm EDT
7:30 pm GMT
June 8, 2022
Rayvonne Carter
Webinar Coordinator,
Human Resources Today
With

2. Netspend is a leading provider of payments and financial
solutions for consumers and businesses. As the trusted partner
to many of the world’s most recognized brands, Netspend
connects people, brands and payment products to deliver
innovative financial solutions for everyone.
From prepaid, paycard and debit solutions to digital account and
money movement services, Netspend has a broad suite of
products and technologies that deliver exceptional experiences
for its customers and business partners. Based in Austin, Texas,
Netspend is a wholly owned subsidiary of Global Payments Inc.
03
Sponsored by:

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4. The Best Employee Benefit
is Financial Wellness
04
Matt Bahl
VP, Market Lead Workplace Financial Health
at Financial Health Network

5. © 2022 Financial Health Network
The Best Employee Benefit -
Financial Wellness
June 2022

6. © 2022 Financial Health Network |6
The Financial Health Network is a trusted resource
for business leaders, policymakers, and innovators
united in a mission to improve the financial health
of their customers, employees, and communities.
We envision a future where all people, especially the
most vulnerable, have the financial systems they need
to be resilient and thrive.
Our mission is to improve
financial health for all.

7. 7
© 2021 Financial Health Network. All rights reserved.
What We Do

8. © 2022 Financial Health Network
The State of FinHealth In America

9. Eight Indicators of Financial Health
9

10. Interpreting FinHealth Scores®
10
80 - 100
40 - 79
0 - 39
For more info: finhealthnetwork.org/score/

11. More Than Two-Thirds of People Are Coping or Vulnerable
11
86 million people
131 million people
35 million people
14%
Financially
Vulnerable
52%
Financially
Coping
34%
Financially
Healthy

12. Financial Health in America Improved Over the Past Year
12
Percentage of people by financial health tier (2019-2021).

13. 13
10% of People Moved to a Lower Tier Over the Past Year
Notes: Longitudinal sample of people who responded to Pulse surveys in 2020 and 2021 (n = 5,096). An extremely small proportion of people moved between the Financially Healthy and Financially Vulnerable tiers between 2020
and 2021 and are excluded from this figure.
Percentage of people with financial health tier changes.

14. 14
1. Spend Less Than Income
2. Pay Bills on Time
3. Sufficient Liquid Savings
4. Sufficient Long-Term Savings
Change in % pts (’21-’20)
5. Manageable Debt
6. Prime Credit Score
7. Appropriate Insurance
8. Plan Ahead Financially
-1pt
6pts*
5pts*
2pts*
2pts*
3pts*
-2pts
-1pt
Improvements Across Five Financial Health Indicators
Notes: * indicates statistically significant change relative to 2020 (p < 0.05)

15. Financial Health Gaps Closed Over the Past Year
15
+ 11 pts
+ 9 pts
+ 4 pts
+ 2 pts
Notes: All changes are statistically significant (p <0.05)
Change in percentage of people considered Financially Healthy (2020 - 2021)
Asian American
Black
Latinx
Incomes <$30,000

16. © 2022 Financial Health Network
The Solution / Need Gap &
Kevin Costner

17. © 2022 Financial Health Network |17
The Case for Employers to Invest in Employee Financial Health, Financial Health Network, 2019
Employees have diverse financial needs

18. © 2022 Financial Health Network |18
The Case for Employers to Invest in Employee Financial Health, Financial Health Network, 2019
Providing the Tools to Meet the Financial Health Needs of Employees, Financial Health Network, forthcoming
Yet few employers offer holistic benefits

19. The “Field of Dreams Fallacy”

20. Getting Real About ROI

21. The Cost & ROI Formula
© 2022 Financial Health Network |21
SPEND
SAVE PLAN
The cost of any new solution, and its potential return on investment (ROI) in the form of
reduced turnover or other operational improvements, are important considerations. However,
cost and ROI should always be weighed against the other criteria outlined above. Some
solutions may be more expensive or have less immediate impacts on operations, but they are
deeply aligned with the company’s values and have the potential to significantly improve
financial health and achieve greater equity among your workforce.
COST & ROI
Participation:
● Engagement
● Satisfaction
● Transaction
Based
Direct Change
● Behavior
Change
● Dollar Change
Business Impact
● Productivity
● Retention
● Profitability
● CSR/ESG
ROI
Formula

22. Developing a Business Case
© 2022 Financial Health Network |22
ROI Formula
● Participation
● Direct Change
● Business Impact
Market Insights
● Academic Studies
● White Papers
● Industry Specific
Metrics
Human Stories
● Gap Assessment
● Testimonials
● Focus Groups
Leadership Buy In

23. © 2022 Financial Health Network
Understanding EWA & Emerging
Solutions

24. FinTech As a Solution For Employee Financial Health
1. Fintech products are in demand among financially vulnerable employees: Fintechs provide assistance to
the most financially vulnerable employees. Vulnerable employees are in the most need of financial
assistance and generally have higher rates of turnover. Black, Latino/Hispanic and young people, as well as
women and low income individuals are more likely to struggle with financial health.
2. Employees who engage more with fintech benefits show lower turnover rates: Employees with diverse
needs can benefit from multiple forms of assistance. Employees who rate as “healthy” are more likely to
be loyal, engaged, and productive.
3. Employer-supported savings and loans products can replace high-cost alternatives: The high cost of
alternative financial services make them detrimental to employee financial health. Employers and fintech
partners can provide high quality financial products at lower cost to employees, providing better
opportunities to improve their financial health
https://finhealthnetwork.org/research/fintech-as-a-solution-for-employee-financial-health/

25. 25
Rolling Out & Evaluating EWA Solutions
Defining the Problem EWA Seeks to Solve

26. The Mechanics
of EWA

27. Evaluating EWA For Your Workforce

28. Research Findings
1. Asking users whether they wanted to save during onboarding
to the app (using “active choice” messaging) increased
the number of users who saved via automatic paycheck
withdrawals by 31% after eight months. There was no
meaningful change in user drop-off rates during onboarding
with the additional screen about savings.
2. Individuals who saw active choice messaging had 42%
greater savings balances after eight months — $52 versus
$36 for those who did not receive such messaging.
Innovation
Active choice about enrollment in automatic
savings during app onboarding
Increasing Savings
with a Choice at Onboarding
To learn more, download the full report here.
28
© 2021 Financial Health Network. All rights reserved.

29. © 2022 Financial Health Network
Thank you
Matt Bahl
Vice President, Head of Workplace
mbahl@finhealthnetwork.org
Linkedin
Twitter: @MattBahl

30. /in/rayvonnecarter
@HRPosts
humanresourcestoday.co
m
VP, Market Lead Workplace Financial Health at
Financial Health Network
Q&A
Matt Bahl Rayvonne Carter
Webinar Coordinator,
Human Resources Today
/in/matthew-bahl-115a5b16/
@MattBahl
To view more from the Level Up Your Recruitment Strategy Series visit
https://www.humanresourcestoday.com/webinar-series/14824/level-up-your-recruitment-strategy
finhealthnetwork.org/