Retirement Security for Women
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RSP-PB_Women_9 3/24/08 5:19 PM Page 1 The Retirement Security Project Retirement Security for Women: Progress To Date and Policies for Tomorrow Nº 2008-1 The Retirement Security Project RSP-PB_Women_9 3/24/08 5:19 PM Page 2 Common sense reforms, realesults world www.retirementsecurityproject.org Advisory Board Bruce Bartlett Washington Times Columnist Michael Graetz The Retirement Security Project Justus S. Hotchkiss Professor of Law, Yale Law School is supported by Daniel Halperin Stanley S. Surrey Professor of Law, The Pew Charitable Trusts Harvard Law School in partnership with Nancy Killefer Director, McKinsey & Co. Georgetown University's Robert Rubin Director and Chairman of the Public Policy Institute and Executive Committee, Citigroup Inc. John Shoven the Brookings Institution. Charles R. Schwab Professor of Economics and Director, Stanford Institute for Economic Policy Research, Stanford University C. Eugene Steuerle Senior Fellow, The Urban Institute RSP-PB_Women_9 3/24/08 5:19 PM Page 3 Retirement Security for Women: Progress To Date and Policies for Tomorrow Leslie E. Papke, Lina Walker, and Michael Dworsky1 Introduction changes over time in the structure of The shift from pensions — the shift from defined benefit As the baby boomers approach to defined contribution plans — have defined benefit to retirement, hardly a day passes without differentially affected the ability of men reference to concerns — in media outlets, and women to prepare for retirement. defined contribution policy discussions, and research circles — Defined contribution (DC) plans tend to about whether households are saving have faster vesting schedules and they plans - have enough to finance adequate living also place less emphasis on long job standards in retirement.2 Most of this tenures than defined benefit (DB) plans — differentially affected discussion, however, focuses on the these attributes help women save given generation as a whole. In this paper, we their employment patterns. The loss of life the ability of men explore financial prospects and problems annuities through DB plans, however, for women and policies that could hurts women more than men because and women to materially improve their financial security in women tend to live longer and benefit retirement. more from the protection that guaranteed prepare for lifetime income provides against outliving The last several decades have seen major their resources. retirement. shifts in the economic opportunities and challenges facing women. These shifts Second, marriage patterns and living imply that women face a number of issues arrangements have been changing in that are often not addressed sufficiently in ways that adversely affect women's retirement policy debates. economic outcomes. Marriage rates have been falling and, in recent years, most of First, as has been frequently noted and that decline has been among women with justly celebrated, women's education, lower educational attainment. Single earnings, and employment have risen motherhood has also increased substantially over time. Nevertheless, dramatically over the same period. Marital because of the demands of child-birth, status and economic status are closely child-rearing, adult care, and other factors, linked for women. The decline in marriage women still tend to experience shorter and rates, particularly among households with more interrupted careers than men do, lower education attainment, and the rise and are more likely to work either part-time in single motherhood increase the or in low-paying occupations. The likelihood that these families will be ill- resulting work patterns adversely affect prepared for retirement. women's ability to save for retirement and to accumulate pension rights. Third, women are likely to experience longer retirement periods than men Because of these differences in work and because they tend to live longer than men retirement patterns, the substantial and to stop working at earlier ages in The Retirement Security Project • Retirement Security for Women: Progress To Date and Policies for Tomorrow february 2008 1 RSP-PB_Women_9 3/24/08 5:19 PM Page 4 order to retire at the same time as their, • Establishing automatic 401(k) plans typically, older husbands. Not only do and automatic IRAs, so that almost all elderly women have to fund a longer workers would be enrolled in a plan retirement period, they also face the where the default was set so that they prospect of transitioning to poverty when would participate unless they actively their husband dies. This is due, in part, to chose to withdraw; expenses incurred at their husband's death and, in part, to the loss of his • Expanding, rationalizing, and making income. As a result, women have a refundable the Saver's Credit, so that greater need for retirement saving and for moderate- and low-income workers forms of wealth that protect against would face clear and rewarding outliving their assets. incentives to accumulate retirement wealth; In this paper, we describe the underlying reasons for the differences between men • Reforming the asset tests that and women's retirement preparedness accompany federal means-tested and the challenges for women from lower- benefit programs, so that single income families (Section II). In Section III, mothers are not penalized for we delineate a series of specific policies accumulating retirement saving; that could materially improve the economic status of women in retirement. • Increasing awareness among tax filers These policies include: and preparers that individual income tax refunds may be directly deposited • Allowing care-givers to contribute to an by the IRS into multiple accounts, so Individual Retirement Account (IRA) and that tax filers have an easy and simple providing Social Security credit for way of saving some portion of their episodes of care-giving, so that people refund. who interrupt market work to care for family members are not penalized in In Section IV, we highlight a number of terms of retirement saving; other areas where more research and policies are needed, including increased ability to annuitize retirement resources, to access housing equity for retirement consumption purposes, and to pay for long-term care. The Retirement Security Project • Retirement Security for Women: Progress To Date and Policies for Tomorrow 2 february 2008 RSP-PB_Women_9 3/24/08 5:19 PM Page 5 The Changing Economic Landscape for Women Figure 1: Labor Force Participation Rates by Gender 100 A. Employment and Wages 90 80 Men Women have experienced substantial gains in the labor 70 market over the last several decades. The share of women 60 in the labor force has grown from under 38 percent in 1960 50 Women Percent to almost 60 percent in 2000 (See Figure 1). Women have 40 also made concomitant gains in educational attainment 30 levels and wage rates. Today, a higher proportion of women 20 than men graduate from college (Figure 2) and women's 10 earnings are approaching the level of men's. These gains 0 made by women have been driven, in part, by institutional 1960 1965 1970 1975 1980 1985 1990 1995 2000 Year changes that created employment opportunities for women Source: Robert Szafran, “Age-adjusted labor force participation rates, 1960-2045,” and, in part, by changes in social norms that transformed Monthly Labor Review, September 2002: 25-38. the perception of women's work from a “job” to “career” and galvanized women's participation in the labor force.3 Despite the improvements in women's employment Figure 2: Percent of 25-29 Year Olds with a Bachelor’s Degree or Higher, by Gender outcomes, gender differences in employment persist in 35 several key aspects. First, women are more likely to choose 30 jobs that are part-time, have shorter careers in the paid job Women market, and experience shorter job tenure at any given point 25 in time than men.4 Second, despite the fact that many women have entered highly-skilled and highly-paid 20 Men Percent occupations (Figure 3) the majority of women still work in 15 occupations or industries with lower earnings.5 Women continue to account for a higher proportion of workers in 10 service and sales/office occupations, which tend to have 5 lower earnings relative to other occupations. Even among professional workers, women are more likely to be employed 0 1940 1950 1960 1970 1980 1990 2000 in professions with lower relative earnings, such as Year education, training, and library occupations, rather than Source: Census Bureau (2000). computer and mathematical occupations (Figure 4). Figure 4: Female Median Weekly Wages, Across and Within Occupation Groups Figure 3: Women’s Employment and Change in Women’s Share of Employment between 1975 and 1995, by Occupation Median 70 Weekly Wage: $558 Percent in occupation Executive, administrative, and managerial +95* 1975 1995 60 $411 subgroups with wages above the median Professional specialty +17 $918 50 Percent in occupation Technicians and related support +24 subgroups with wages Sales occupation +18 below the media 40 Administrative support, including clerical +3 Protective service +124 30 $523 Handlers, equipment cleaners, helpers, and laborers +13 20 Service , except private household and protective -2 Transportation and material moving occupations +98 Percent Female Workers Percent 10 $621 Machine operators, assemblers, and inspectors -3 Precision production, craft, and repair +62 0 Sales and Service Management, Production, Natural resources, Service, except private household and protective +1 office occupations