An Early Start to Financial Education

A new poll shows that there is growing support for financial education that begins at an early age, and suggests students in states that require such courses are more likely to display positive financial behaviors.


A new poll from the National Endowment for Financial Education suggests that Americans overwhelmingly believe that financial education at an early age is important, with national support growing for personal finance to be a part of curricula in all schools.

The poll highlights states such as Florida and Tennessee that have laws requiring schools to teach a financial education course. According to NEFE, there are currently 52 bills proposed in 26 states, including Georgia and Minnesota, addressing personal finance education at the K-12 level.

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“These leaders collectively acknowledge that young people depend upon financial knowledge to prevent common mistakes in early adulthood,” NEFE says. “While parents are pivotal in teaching, influencing and role modeling, state curriculum helps bridge this gap. It is heartening to witness the growing trend of states prioritizing financial education in public schools.”

The poll shows that 88% of U.S. adults say they think their state should require a semester- or year-long course in personal finance prior to high school graduation. Another 80% of U.S. adults say they wish they had been required to take such a course during high school.

NEFE finds 75% of U.S. adults consider spending and budgeting to be among the most important topics to teach in personal finance instruction, followed by managing credit (55%), saving (49%) and earning income (47%).

Students from states that already require a financial education course are more likely to display positive financial behaviors—especially when paired with a well-trained teacher. According to NEFE, the data reinforce that financial education matters and helps to establishes a solid foundation for how individuals will manage their financial lives as they emerge into adulthood.

“Conversations around financial topics are critical to start at an early age because parents need to help mold a child’s mindset and habits as they relate to money,” says Anthony Delauney, financial adviser and author of “The No-Regrets Retirement Roadmap” and the children’s book “Dash and Nikki and the Jellybean Game.”

Delauney says the same idea is true for how children relate to food, care for their bodies, treat others and build study habits.

“We develop habits very early in life,” he says. “The longer that we persist with those habits, the more engrained they become in us.”

Teaching children to have an open, respectful and comfortable relationship with money at an early age before they start earning it allows them to be better prepared when cash starts flowing into their bank accounts, Delauney says. Because children could pick up poor financial habits from outside influences, starting education early at home and in school is important.

As things stand today, students in well-resourced school districts are far more likely to receive personal finance instruction, according to NEFE data. The poll suggests that targeted legislative action, such as state support and access to trusted public resources, can help to mitigate uneven learning experiences.

But, NEFE experts warn, just because a state has a financial education mandate in place does not mean it will be effective. The poll suggests that the instruction must be “targeted, appropriate and measured,” and that teachers be confident and trained to deliver it adequately.

Delauney suggests parents looking to start this conversation with their children “treat them as adults” and allow them to think for themselves. Parents shouldn’t force their child to do what they say, but instead allow them to take ownership of the task or discussion.

“For example, take a child to the grocery store and say that we only have $40 to spend on groceries for the family for the week,” he proposes. “Ask them what things they think they should buy. If they immediately go to the candy aisle, ask if they think it is a good idea to make everyone eat just candy, or if they want to get something healthy for the family. Help them feel like they are in charge.”

Higher Labor Costs Spark Benefits Creativity

Amid the increased competition for talent, businesses are focused on growing and maintaining their staff by offering the right blend of innovative benefits, according to a new survey from Principal.

Principal Financial Group has published updated results from its Principal Financial Well-Being Index, showing that many small and midsize businesses enjoyed notable financial improvements over the last 12 months.

However, the employers in the index survey say they have a growing list of serious concerns about the future. They cite shifting geopolitical issues, interest rate hikes and continued recruitment challenges as some of their biggest worries.

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According to Principal’s data, 68% of businesses report financial improvement compared to this time last year. In March of 2021, large businesses outpaced small businesses in experiencing financial improvement by a wide margin of 37 points—or 72% compared to 35%. By March of 2022, Principal reports, that gap narrowed to 20 points—or 81% compared to 61%.

The picture ahead is less positive as business and cost-of-living expenses continue to rise. Indeed, both employers and employees rated inflation as their number one concern. Businesses are feeling pressured to increase wages and benefits, while employees widely cite concerns about mental health and well-being—and finding a new job with better pay and benefits.

Amy Friedrich, president of U.S. insurance solutions at Principal, says increasing labor costs have clearly prompted businesses to get more creative in how they attract new talent. Amid the increased competition for talent, she explains, businesses are focused on growing and maintaining their staff.

Compared to this time last year, more businesses are increasing their number of employees, with 53% increasing compared to 32% in March 2021. Notably, more than a third (36%) of open positions at the average company in the survey are brand new positions. The data shows some 28% of employers with less than 500 employees report higher job vacancy levels, while 43% of employers with more than 500 employees report the same.

According to Principal, the significant role employee benefits play in talent attraction and retention is more apparent than ever, with 37% of employers noting that they are increasing the quality of benefits they offer to help with employee recruitment. In addition, employers are prioritizing specific benefits like caregiving support, vacation time and pet insurance, which all rose to the top of the list of benefits employers are offering to attract new employees.

Among the employees surveyed, those who were less likely to have benefits such as retirement, vacation time and dental and vision insurance in their current role were more interested in leaving their job.

“As businesses evaluate ways to attract and retain talent, offering competitive benefits that meet employee needs is critical,” Friedrich concludes. “Communicating with employees and adapting benefits to their needs creates a supportive workplace. Today, employees want to feel connected to the work they are doing. They are selective regarding where they want to work and what they want from an employer. Adding benefits such as training opportunities and retirement plans contributes to a valuable employee experience.”

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