July 2025 |
HR InTouchThe Monthly Newsletter of the Greater Madison Area SHRM |
|||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
In This EditionPresident's Message
Compensation and Benefits The 2025 Greater Madison Area SHRM Compensation Survey is now open for participation! Professional Development and Events August Professional Development Summit -
Certification Committee Pleased to Announce Scholarship Virtual Roundtables for 2025!
Board Spotlight: Diversity Diversity Observances in July and August July is BIPOC Mental Health Month
GMA SHRM Retiree Membership Welcome New Members! Congratulations to our 1, 5, 10, 15 and 20 year anniversary members!
|
Government Affairs & Legal Updates Legal Update: “Reverse Discrimination” is Subject to the Same Legal Standard as Any Other DiscriminationSubmitted by Brian P. Goodman, and Storm Larson, Attorneys at Boardman & Clark LLP, a Platinum Partner
Compensation and Benefits
|
![]() Janel Kalish ![]() Jared Schumacker |
In today’s economic climate, employees are under increasing pressure. Only 44% of Americans report being very satisfied with their personal lives—the lowest level in 25 years. With inflation, global instability, and lingering job insecurity, financial concerns are weighing heavily on workers’ minds. Yet, one of the most overlooked areas in employee benefits is also one of the most essential: financial wellness.
The Hidden Cost of Financial Stress
Employees today view wellness holistically—it’s not just physical or mental, but also financial. While employers have embraced mental health support and physical wellness initiatives, financial health often lags behind. This gap matters: Guardian’s research shows that financial stress is a leading source of anxiety. Money worries can disrupt sleep, impact physical health, and aggravate mental health challenges.
The consequences are tangible. Employees under financial strain may skip medical care, postpone important check-ups, and struggle with focus and productivity. In the long run, financial stress becomes a workplace issue, not just a personal one.
Financial Wellness: The Potential Missing Link in Benefits
Most employees agree that good physical and mental health are necessary to live well. However, without a sense of financial stability, it becomes harder to fully utilize even the best health benefits. Financial wellness provides the foundation for greater engagement in healthcare, retirement planning, and overall well-being.
Financial wellness programs help employees build confidence by offering practical tools to manage money, prepare for emergencies, and plan for the future. This isn’t about making employees wealthier—it’s about giving them the confidence to succeed in all areas of life, including work.
Meeting the Needs of a Diverse Workforce
Not all employees experience financial stress the same way. The Guardian study highlights disparities across different groups. Women—particularly single mothers and caregivers—tend to report lower financial confidence. The wage gap, caregiving duties, and systemic inequities make it harder to stay financially afloat.
Gen Z employees, though digitally savvy and optimistic, face unique challenges too. Many entered the workforce during or shortly after the pandemic, with high debt, rising housing costs, and limited income growth. Social media pressures and economic uncertainty compound their stress.
Effective financial wellness programs address these differences. Through personalized coaching, educational workshops, and digital resources, employers can offer targeted support that’s relevant to various life stages, roles, and challenges. Doing so not only helps reduce stress but helps foster a more inclusive and supportive work environment.
The Long-Term Payoff of Financial Guidance
The research is clear: employees who engage with financial wellness resources are more likely to stick to a financial plan and feel more confident about their future. This confidence doesn’t just benefit their personal lives—it spills over into their performance at work. Financially secure employees tend to be more focused, more productive, and more satisfied in their roles.
Over time, organizations that invest in employee financial health often see improved retention, greater engagement, and stronger morale. In times of economic uncertainty, these programs can help stabilize the workforce and build resilience from within.
HR’s Role in Driving Change
Human Resources professionals know that benefits are more than perks—they’re investments in people. Adding financial wellness to a benefits package is a proactive, strategic move that supports employee well-being in a meaningful way.
As the workforce becomes more diverse and multigenerational, a one-size-fits-all approach no longer works. A robust financial wellness strategy signals that the organization understands and values the full spectrum of employee needs. Whether it’s helping a new graduate with student loan planning or supporting a caregiver navigating retirement and healthcare costs, tailored financial support sends a powerful message of care and inclusion.
For HR leaders, especially those navigating tight budgets, financial wellness programs can be a high-impact, low-cost solution. Many offerings are scalable, flexible, and easy to integrate into existing benefits frameworks. They don’t just help individual employees—they elevate the entire workplace.
A Call to Action for HR Leaders
Members of GMA SHRM are in a unique position to lead this shift. As stress, financial strain, and uncertainty rise, now is the time to champion a more holistic benefits approach. Financial wellness is not just a “nice to have”—it’s a strategic imperative for building a resilient, motivated workforce.
Start by evaluating your current offerings. Are they truly meeting employees where they are? Could financial coaching, literacy programs, or budgeting tools make a meaningful difference?
By prioritizing financial wellness, you’re not only helping employees feel more secure—you’re unlocking their potential. A workforce with less financial stress is more engaged, more productive, and more loyal.
Incorporating financial wellness into your strategy is a simple yet powerful way to show employees they matter—and when people feel supported, everyone wins.
Download the 2025 Guardian Mind, Body, Wallet report: https://www.guardianlife.com/reports/mind-body-wallet
(Guardian, 2025)
Unless otherwise noted, all data is sourced from Guardian’s 14th Annual Workplace Benefits Study, 2025.
Material discussed is meant for general informational and educational purposes only and is not to be construed as a recommendation or advice. The information should be relied upon only when coordinated with individual professional advice.
Janel Kalish, CFP & Jared Schumacher are Registered Representatives and Financial Advisors of Park Avenue Securities LLC (PAS). OSJ: 1166 QUAIL CT., SUITE 100, PEWAUKEE WI, 53072, 262-746-9270. Securities products and advisory services offered through PAS, member FINRA, SIPC. Third Coast Advisors, Inc. is not an affiliate or subsidiary of PAS or Guardian. Third Coast Advisors, Inc. is not registered in any state or with the U.S. Securities and Exchange Commission as a Registered Investment Advisor. 8080742.1 exp. 06/27
Submitted by Lana Martin, HR Coordinator at UW Madison – University Health Services and Director of DEI
Hi! I’m Lana Martin (she | her) and I am the new Director of the DEI Committee. I have been a member of GMA SHRM since 2021, and a member of this committee since 2023.
I want to thank Mary Vesely for all the great work and stewardship of this committee for the past five years. With her leadership, it has grown in membership and output.
I’m excited to take on a leadership role with this committee because I value creating spaces where people feel safe to be their authentic selves. I think it’s important that we work to ensure our HR community has the resources and community partnerships to fully support their organizations.
Over the coming year, I’ll be working alongside the incredible members of this committee to embed DEI practices within each of our Board committees. We will also be working to grow community partnerships to bring resources and learning opportunities to all of you!
Volunteering with GMA SHRM has been an incredibly rewarding and worthwhile experience, and I look forward to continuing to build this committee with more passionate, engaged members.
If you have interest in joining, questions about the work we do, or suggestions about offerings, please contact me at deicommittee.gma@gmail.com.
Submitted by Lana Martin, HR Coordinator at UW Madison – University Health Services and Director of DEI
July is BIPOC Mental Health Month, a month dedicated to promoting awareness and understanding of mental health in communities made up of Black, Indigenous, and people of color (BIPOC). Mental Health America is the nation's leading non-profit dedicated to the promotion of mental health, well-being, and prevention. From their website, "Awareness means uplifting cultural strengths, honoring healing traditions, and recognizing how resilience is shaped by lived experiences. Culture, ethnicity, and race all play a role in the way that each person experiences the world and these factors have profound effects on mental health." (mhanational.org)
By visiting MHA’s BIPOC Mental Health Resource Center you can learn more about what communities of color face when it comes to mental health and well-being, and access their free resource guide for BIPOC Mental Health Month, free printable activities, and social media images.
July and August Observances
Shana | Abbott-Hicks | Professional in Human Resources | |
Franchesca | Beswick | SHRM-CP | UW-Madison/WIDA |
Marisol | Contreras | SWCAP | |
Cynthia | Eason | SHRM-CP | University of Wisconsin - Madison |
Don | Happ | sPHR | BerndtCPA LLC / Stelios Payroll |
Tanya | Hubanks | SHRM-SCP | University Wisconsin School of Business - Strategic Human Resource Management Center |
Erin | Lavery | SHRM-SCP | Gilson, Inc. |
Olivia | MacDonald | UW Madison - College of Letters and Science | |
Jennifer | Powell | Universities of Wisconsin | |
Danielle | Rake | EK Machine Co Inc | |
Elly | Schram | The Peoples Community Bank | |
Paula | Severson | Summit Credit Union | |
Sandra | Sheldon | UKG | |
Julie | Smith | UW Madison | |
Chad | Stofflet | Illuminus | |
Christine | Storlie | SPHR, SHRM-SCP | N/A |
Megan | Vilmain | First Choice Dental |