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Cultural Impacts on Retirement Planning

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New research shows that while Americans of all backgrounds encounter similar barriers to saving and planning, cultural differences account for disparate experiences among different ethnic groups. The “Retirement Revealed” study from ING U.S. provides key findings that examine the attitudes, behaviors and preparedness of these groups—including Blacks, Latinos and Asians—regarding their future retirement.

Download the “Retirement Revealed” report.

Key findings include:

  • Non-whites were more likely than whites to get their investment information and guidance from the Internet and media. Blacks (54 percent), Asians (53 percent) and Latinos (50 percent) indicated that the media and Internet were the primary sources of advice.
  • Latino respondents were less focused on their future retirement goals; more than half (57 percent) have never calculated how much money they will need to continue their current lifestyle upon retirement.

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  • Just under half (41 percent) of respondents have virtually no emergency savings (one month’s worth or less). This increases to nearly half for Latinos (47 percent) and 50 percent for Blacks, while only 1 in 4 Asians have one month’s worth or less saved for emergencies. 
  • More than 6 in 10 Blacks (63 percent) cite reducing debt as their most important short-term financial goal.
  • Latinos are the most likely (57 percent) to want more education about investments and retirement options.
  • Asians are the least likely to have a last will and testament (26 percent), compared with 31 percent for Latinos and 37 percent for white respondents.
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1 Comment

  • Charity Dell

    For many of us, “retirement” in the classical sense is not, and never will be, an “option.” Many of us have to re-tool, re-train and get more
    (and EXPENSIVE) education in order to “just get a foot in the door” of
    a shrinking job market. Many of us in our 40′s–70′s must work part-time jobs in order to make ends meet and/or stay afloat. We have to compete with the “Cute Young Twenty-somethings” (CYT’s) just leaving college and/or graduate school–and many employers simply do not want to hire anything over 30, no matter how educated or qualified you are! This is especially true in many corporations; in education and humanities fields, and in engineering and technology.
    Job candidates today of both sexes better have good health, good figures and no grey hair when they appear for the job interview; anything less consigns your resume to “File 13.”

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