On International Women's Day, Kim Kaveh says evidence shows the gender gap in pension savings is still far too big, and looks at ways to close it
Women still fall well behind men when it comes to saving for retirement despite auto-enrolment (AE) increasing contributions year on year, Pension Monster data shows.
Average opt-out rates for 22- to 29-year old female members were 5% in December compared to 3% for men - a trend that accelerates across older groups, according to Now Pensions analysis conducted exclusively for PP.
Asset managers including JPMorgan Asset Management (JPMAM), BlackRock and Standard Life have backed an initiative set up by the 30% Club to push for a third of FTSE companies to have women on their boards.
Professional Pensions has launched the inaugural Women in Pensions Awards to celebrate the achievements of women working in pensions or acting as a trustee. Find out how to nominate here…
Women accumulate on average £56,000 in their pension funds by age 50 compared to £112,000 saved by men, research by Aegon has found.
Methods should be the same for both men and women as, contrary to popular belief, research shows there are few disparities between how they respond, writes Kim Kaveh.
The average workplace pension pot for women is just £53,000, far below the £120,000 average for men, according to a study which highlights the clear gender gap in pensions.
Stark differences in approach to ESG issues between Europe and North America show significant cultural markers, James Phillips writes.
Nearly three-quarters (74%) of asset owners include diversity in their annual report, according to New Financial.
This week we want to know if it was right to introduce Freedom and Choice and how likely it is tax relief will be cut in the November Budget.
Over three-quarters of investment managers are male, while over four in ten are white British, according to research by the Diversity Project.
Pension trustee boards should comprise of individuals with a range of different life experiences and viewpoints as this will lead to better decision-making, speakers at the Pensions and Lifetime Savings Association's diversity seminar say.
Women returning to the investment industry after a career break will be able to take advantage of a UCAS-style clearing system.
This week we want to know if mentoring trustees is an effective way to increase diversity on boards and whether GMP equalisation should be scrapped.
The industry should look to encourage diversity and appointment of young trustees through recruitment at the grassroots according to a panel of trustees at Pensions and Benefits UK.
A pioneering female mentoring programme is being rolled out in September to improve diversity at senior levels in the actuarial profession, supported by the Institute and Faculty of Actuaries (IFoA).
Imposing a higher levy on schemes without a substantive sponsor would be fairer and act as a deterrent, according to Pensions Buzz respondents.
Improving diversity is about delivering improved results rather than being nice to people or being politically correct according to Helena Morrissey.
The Pensions and Lifetime Savings Association (PLSA) is embarking on a campaign to improve the diversity of trustee boards in a climate of "division and disharmony".
Almost all defined benefit (DB) trustees show excellent understanding of financial concepts, but most boards lack diversity.
Recruiting high quality trustees is a major challenge for schemes. Emma Cusworth looks at how this can be managed.