In Practice October 25, 2024

Q&A: WIPN’s Current President Talks About Its 15th Anniversary, the Future

At WIPN, Rosalyn Brown champions initiatives that empower women, especially those of color, in the financial services industry.

Reported by

Rosalyn Brown

WIPN—We Inspire. Promote. Network.—has spent 15 years helping to connect, mentor and advance women in the retirement industry. On October 17, WIPN celebrated its impact with 15th anniversary events hosted by chapters nationwide.

Rosalyn Brown, the 2024 president of WIPN, has become a prominent advocate for advancing women—particularly women of color—into positions of influence. From launching WIPN’s first diversity summit to initiating the Allies in Action program, Brown has worked on a range of initiatives focused on breaking down barriers in financial services.

Never miss a story — sign up for PLANADVISER newsletters to keep up on the latest retirement plan adviser news.

As Brown’s term comes to a close, she reflects on the organization’s journey and achievements. Celebrations included ringing the NASDAQ closing bell and hosting the largest WIPN gathering yet—a nationwide hybrid event uniting women across the industry.

PLANADVISER: Could you start by sharing how you initially got involved with WIPN and your path to becoming president?

Rosalyn Brown: Absolutely. I was working at another financial institution, where I organized various events. A colleague introduced me to a women-focused event, and though she couldn’t attend, I went. I felt such a warm welcome from everyone, and the networking was phenomenal. I knew right then I wanted to be part of this.

So I joined, and, over the years, I became more involved, starting on the board as the [diversity, equity and inclusion] chair. I saw a gap in representation for women of color within the retirement industry and took the opportunity to implement impactful practices. I later started our annual diversity summit to bring leaders together and share best practices. From there, I became vice president and then president.

PLANADVISER: What drove you to step up for the president role?

Rosalyn Brown: I just felt an immense passion to do more. I wanted to ensure that we could extend our reach to women who might not have the opportunity to attend conferences—internal wholesalers or support staff, for example. Our mission is to pave the way for women in leadership and support them in navigating their career paths. So stepping into this role was my way of continuing that mission.

PLANADVISER: What challenges do women of color still face in the industry?

Rosalyn Brown: Several, actually. We’re still dealing with biases, both conscious and unconscious, that affect career progression. Support systems, both internal and external, are vital. For instance, over 70% of women of color are also caregivers, so flexibility is key. Having an organization like WIPN can help them navigate corporate environments, build client relationships and access tools and resources they need.

PLANADVISER: Could you elaborate on some of the initiatives you launched as DEI Chair?

Rosalyn Brown: One of the major initiatives was our diversity summit, which we’ve been running for several years now. We added a job fair to connect participants with opportunities in the industry. Another initiative is our Allies in Action program, aimed at encouraging men in the industry to support women. This isn’t just a mentorship program, but a sponsorship initiative, where men actively advocate for women’s growth, helping them advance in their careers.

PLANADVISER: What else do you think needs to be done for women of color in the industry?

Rosalyn Brown: More support systems are crucial. Many women of color might be the first in their families to enter this field, lacking an established network. It’s important for them to have mentors or sponsors who can guide them toward leadership opportunities and advocate for flexible work arrangements. Representation matters, too, because as we design retirement solutions for diverse populations, our perspectives are essential.

PLANADVISER: How did you start your career in financial services, and what do you think has contributed to your success?

Rosalyn Brown: I started in a leadership program at a financial institution and then worked as a wealth adviser. My focus was on business owners who hadn’t saved enough for retirement, and I spent a lot of time tailoring retirement plans to maximize their savings without undervaluing their businesses.

Transitioning to purely retirement planning felt natural after that, as I was already well-versed in plan design. I’ve been fortunate to have sponsors who advocated for me, even when I wasn’t in the room. I’ve also been proactive in seizing opportunities and advocating for myself.

PLANADVISER: You mentioned “the culture of money” and how it impacts financial services. Could you expand on that?

Rosalyn Brown: Much of our retirement planning and financial education is based on a system that was designed for a specific demographic. People make financial decisions influenced by their cultural backgrounds, which can differ significantly. For example, the concept of retirement doesn’t even exist in every culture, as their views on work and life stages are different. As a melting pot, we need to recognize these differences when designing retirement plans and educational resources.

PLANADVISER: How do you approach conversations about the culture of money within WIPN?

Rosalyn Brown: It starts with creating a safe space. Not everyone feels comfortable sharing their perspectives, so we prioritize creating an environment where members can openly discuss their unique experiences. Then it’s about enabling those in positions of power to advocate for these women, ensuring that diverse perspectives are represented in retirement education and financial communication.

PLANADVISER: Your term as president is nearly complete. How do you reflect on your journey, especially as this year marks the organization’s 15th anniversary?

Rosalyn Brown: It’s been an incredible year! Our 15th anniversary was a chance to reflect and recognize our progress. We updated our website to showcase our past presidents and milestones—a history we hadn’t documented before. We celebrated with a whirlwind of events, starting with a celebration at the Wealth at Work conference, then rang the closing bell at NASDAQ, and held our largest celebration yet with both in-person and virtual gatherings. We also launched the Allies in Action program, expanded our proprietary research and enhanced our technology for better connectivity. I’m so proud of what we’ve accomplished.

PLANADVISER: Looking ahead, what’s your vision for the future of the organization?

Rosalyn Brown: I envision more women in leadership and influential roles, supported by an organization that prepares them for these journeys. Technology will play a bigger role in identifying gaps and advocating for women as they navigate their careers. It’s about providing the support needed for each woman’s unique path.

Data & Research October 25, 2024

Many Plan Sponsors Appear to Be Overpaying DC Plan Fees

Abernathy Daley 401k Consultants found that 80% of companies were spending more than efficient pricing for 401(k) and 403(b) plans.

Reported by

Abernathy Daley 401k Consultants, an affiliate of the Abernathy Group II LLC family office, has reported that nearly 80% of companies with at least 100 employees are overpaying on administrative fees for their 401(k) and 403(b) plans. Out of 6,566 companies surveyed, 5,241 were found to be paying more than the most efficient pricing available, based on a review of Form 5500 filings conducted by the firm.

The data suggest that companies have not performed independent benchmarks on their corporate retirement plans, leaving them exposed to excessive costs and potential compliance risks. Over the last three years, retirement plan fees have decreased, yet a significant portion of organizations have not realigned their pricing structures accordingly.

For more stories like this, sign up for the PLANADVISERdash daily newsletter.

Administrative fee pricing typically depends on the number of employees and the total assets managed under the plan. Abernathy Daley’s report advised that companies paying more than 0.3% in administrative costs, based on total assets, are likely overpaying by tens of thousands to hundreds of thousands of dollars annually. This overpayment can severely impact both the employer and employees’ retirement savings.

The lack of regular compliance-related benchmarking has also raised concerns about legal exposure and best practices adherence, according to the New York-based consultancy, which provides advice on 401(k)-plan administration and employee education. 

Benchmarking

Abernathy Daley recommended that companies conduct annual third-party benchmarking of their retirement plans. Such evaluations should be performed by legal fiduciaries to ensure fees are aligned with best practices and that companies remain compliant with regulatory requirements. Organizations that proactively review their plans can reduce excessive fees, mitigate legal risks and improve retirement outcomes for employees.

According to Abernathy Daley’s analyses, there are several compliance risks for firms associated with overpaying administrative fees. Companies are not complying with the Employee Retirement Income Security Act reporting requirements, which mandate clear disclosures on fees and investment options. This non-compliance can lead to penalties, lawsuits or other legal repercussions, especially if companies are overcharging employees, the firm noted.

Other Issues

Additionally, Abernathy Daley found, many plans suffer from poor design, particularly those with profit-sharing components, leading to operational and legal issues. Internal governance misalignments were also identified, particularly related to employee eligibility for participation based on full-time or part-time status. Further complicating matters, companies with alternative plan structures, such as cash balance plans, often fail to properly manage complex compliance testing, increasing their risk of non-compliance.

Matt Daley, president of Abernathy Daley 401k Consultants, says independent third-party consultants can help employers conduct an objective evaluation of corporate retirement plans, such as 401(k) and 403(b) options.

“During these assessments, the consultant analyzes plan fees, administrative services and investment options, comparing them against industry benchmarks and ensuring regulatory compliance,” he says. “Consultants can thus help employers uncover potential overpayments for administrative or investment services and identify opportunities to enhance the plan, ultimately benefiting their employees.”

Meanwhile, plan sponsors should also be making sure their plan advisers are doing their best work, periodically conducting requests for proposals for their plan adviser requirements. According to PLANSPONSOR’s Defined Contribution Plan Benchmarking Survey, drawing on 2,100 plan sponsors, 60.5% of firms have not initiated an RFP in at least four years. PLANSPONSOR is a sister publication of PLANADVISER.

«