Gen Z wants to save for retirement: Here’s how to help

The young workers of Gen Z, born between 1997 and 2012 and comprising about a fifth of the U.S. population, are just entering the workforce, arriving with unique perspectives on work and what they want out of it. Smart employers are listening and changing how they approach recruiting and retaining this diverse, talented, educated and socially responsible generation.

In what remains a strong economy and tight job market, Gen Z has more opportunities than their predecessors, and they have the digital skills to dig deep into companies. They want meaningful work with a sense of autonomy, flexibility and work-life balance. And more so than the generations before them, Gen Z is less afraid to ask for what they want and more willing to look elsewhere for better benefits.

Employers are responding by taking a hard look at their investments in comprehensive health and wellness benefits that address physical and mental wellbeing, spending and saving optimization, financial and retirement readiness and occupational and workplace satisfaction. Supporting overall employee wellness leads to an increased sense of wellbeing and job satisfaction, key elements in retention and recruitment, regardless of what generation we are talking about.