Racial inequality has been under a harsh spotlight in the U.S. since the George Floyd, an unarmed black man, died at the hands of a white police officer in Minneapolis, sparked days of continuing nationwide protests.

An early look at the impact from the economic shutdown was not as bad as feared, while industry insiders see opportunities for advisers and sponsors to talk up the value of retirement and emergency savings.

Apple Chief Executive Officer Tim Cook called on his company to “do more” to fight systemic injustices and racial inequality in an open letter responding to the protests sweeping the U.S. this week.

Employers are seeking new ways to keep remote employees productive and engaged, but they face a difficult balancing act as employee monitoring may damage trust and morale.

Employers are in a unique position to address employees' financial struggles, as benefits programs are a powerful tool that can help support employees in meeting their current and future financial needs.

Leading through this crisis requires empathy for what people are going through now and understanding how living through this crisis will shape people’s expectations around work and non-work lives.

Franklin Templeton’s zero-tolerance policy on racism led to the swift firing of its former head of insurance investment, Amy Cooper, according to the head of its parent company.

The funds will be directed to programs that focus on health, jobs, small businesses and housing, particularly in communities with many people of color.

“Employees really want to feel if they are going back to the office that they will be safe,” Sequoia CEO Greg Golub says.

“We read this as an occasion to really integrate women's health with children's health, and that the combination of that integrated support is what makes happier and more successful working parents,” says Erik Lumer, chief product officer at Maven.

A benefit start-up unveils a new platform that consolidates maternity and parental benefits into one.

Switzerland’s second-largest bank is recommending higher ranking employees purchase two additional weeks of vacation this year, according to a Credit Suisse spokesman.

The scramble to adjust to remote work has changed not only how companies are getting through this unprecedented crisis, but also how they're thinking about post-pandemic life.

In order to maximize the plans fiduciary responsibilities, a contract with appropriate terms and definitions must be in place to allow the plan to exercise their right to carve-out prior authorization.

Around 63% of workers say their company could do more to support their emotional and mental health during the COVID-19 pandemic. Within this group, 22% said their company’s response was “barely adequate,” “a disaster” or “non-existent.”

“As that complexity has grown, it was important for us to make sure that we continue to invest in capabilities that are going to be the necessities that employers are looking for,” says Voya executive Lou Strippy.

Instead of choosing a one-size-fits-all plan for a group, employers can offer fixed reimbursements that employees can use to purchase their own insurance or use for medical expenses.

Many organizations have taken significant steps to reduce employment costs, and nearly a third already have or plan to furlough workers, with another 19% saying they might if necessary, according to a survey by Unum.

The disparity raises the prospect that women’s gains in the labor market and efforts to reduce the gender pay gap are being undermined by the lockdown.

“It is critical for employers to actively demonstrate their commitment to mental health parity. Fear and stigma can only be overcome when employees believe their workplace provides a safe environment,” says Dr. Eric Hart, chief medical officer of Healthstat.