House Republicans Outline ESG Policy Goals

An interim report argued that the US should protect firms from foreign regulators and require more transparency on ESG issues.

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\An “ESG Working Group” established by Republicans on the House Committee on Financial Services in
February, published an interim report Friday highlighting the various policy goals it intends to pursue. The goals include: regulating proxy voting and ESG rating firms, mitigating application of EU regulations to U.S. issuers, and blocking the Securities and Exchange Commission’s climate disclosure proposal.

The report indicates that the group is primarily interested in the “E” for environmental in the environmental, social and governance moniker, a focus that is reflected in the lawsuits brought by fossil fuel industry groups seeking to overturn the Department of Labor’s Employee Benefit Employee Benefits Security Administration’s rule proposal permitting ESG factors to be used by fiduciaries making retirement plan investment decision: “The initial focus of the Working Group centers on the environmental aspect, specifically the current promotion of environmental policies in the financial services industry and by regulatory bodies.”

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To that end, the group recommended reforms to the proxy voting industry. They identify the two largest proxy voting firms, Glass Lewis and Institutional Shareholder Services, which is the parent company for PLANADVISER. The House group states that proxy voting firms need to be more accountable and transparent to shareholders, including being required to publish their methodologies and data regularly and only considering pecuniary factors in making their voting recommendations. Additionally, the report said that proxy voting firms should be required to disclose if any of the proposals on which they are offering a voting recommendation was submitted by a client, so as to reduce conflicts of interest.

The report makes broadly similar recommendations for ESG ratings firms (ISS also provides ESG ratings). The House members write that firms selling ESG ratings should disclose their methodologies and data used in assigning the ratings.

The group also identifies the volume and content of some shareholder proposals as a problem. They argue that shareholders submit too many politically motivated proposals that consume time and resources for issuers. They state that the SEC should make it harder to submit and re-submit previously denied proposals by increasing the ownership thresholds for making proposals.to enable shareholders to submit a proxy proposal if they have owned $2,000 of the company’s securities for at least three years; owned $15,000 of the company’s securities for at least two years; or $25,000 of the securities for at least one year.

The SEC’s current proposal on climate disclosure should not be allowed to proceed, the group argued. It said that the proposal goes beyond the SEC’s authority to require climate-risk and greenhouse gas disclosure because these are not material concerns, and accuses the SEC of prioritizing “social justice” over investment returns.

The largest asset managers were also a target of the report. The “Big Three,” or The Vanguard Group, BlackRock, and State Street Global Advisors, were identified by the group as posturing as passive investors who are actually quite active in voting to approve ESG and DEI initiatives. The report criticizes the firms for having signed an international net zero commitment, which Vanguard left at the end of 2022. The report said that “Congress should consider policies that better align the voting behavior of passively managed index funds with retail investors’ best interests.”

Lastly, the report argued that the U.S. government should be more active in advocating for U.S. securities issuers in the context of foreign regulations. The report specifically identified the EU’s Corporate Sustainability Due Diligence Directive, which requires issuers with more than $150 million in market capitalization to disclose scope 3 emissions, referring to the carbon emissions of firms within a company’s supply chain, but not the company itself. The regulation applies to many U.S.-based issuers operating in the EU, and the group argued that the U.S. government should negotiate with foreign jurisdictions to remove or mitigate the applicability of foreign regulations to U.S. businesses.

 

 

 

Gender Savings Gap Closing Among Younger Generations, Bank of America Reports

Account balances among millennial men exceed women by 23%, significantly less than the average gender gap of 50%.


The gender savings gap is closing among younger retirement investors, according to a recent study from Bank of America Corporation. On average, men’s 401(k) account balances exceeded women’s by 50%, while for Millennial (ages 28-42) men and woman, the gap was significantly less at 23%.

Among Baby Boomers (ages 58-76) and Generation X (ages 43-57) men had significantly greater 401(k) account balances than women in those generations. Baby Boomer men had 87% more in their account balances than their female counterparts, while for Gen X the gender gap was 53%.

“The gender savings gap is an issue we can and must address. It carries personal implications for many, as well as macroeconomic implications for us all,” Lorna Sabbia, head of retirement and personal wealth solutions at Bank of America, said in a statement. “We are encouraged by the strides young, female employees are making, and want to encourage everyone to invest in their futures and leverage the workplace benefits available to them.”

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However, when it comes to pretax contribution rates, older participants and men continued to allocate more than women and younger workers. The survey compared the pretax contribution rates of men and women across different generations. The difference in contribution rates between men and women broke down as: Generation Z (4.5% vs 4.2%), Millennials (5.5% vs 5.2%), Gen X (7.1% vs 6.6%) and Baby Boomers (8.9% vs 7.9%).

For both genders, participation rates went down slightly in recent years, according to the report. For men, participation rates decreased to 61% in 2023 from 62% in 2021, while for women the number went down to 52% from 55% during the same period of time.

Bank of America’s 2023 Financial Life Benefits Impact Report is based on data from employee benefits programs provided by the bank as of December 31, 2022. Comparisons to 2021 reference data derived as of December 31, 2021. Bank of America’s employee benefits programs serves more than 25,000 companies and more than 6 million employees.

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