The COVID-19 pandemic has touched virtually every facet of our lives—including wreaking havoc on the financial markets. By now, though, we’re well familiar with the effect turbulent market events can have to blur retirement goals. Just think back to the first weeks after the coronavirus outbreak hit the U.S.—plan participant trading activity was more than 14 times the average daily trading volume. So, how can advisors help plan sponsors and participants stay on course during periods of volatility? By keeping them focused on the long view.

The participant experience in qualified retirement plans has come a long way since investors were asked to create their own portfolio from a simple list of standard funds. A better experience began to emerge as plan participants were offered a “prepackaged” choice of target-date funds (TDFs), which have become increasingly popular. Today, a new trend is taking shape, as many plan sponsors are now considering whether the benefits of managed 401(k) accounts make them worth adding to their lineup.  

Environmental, social, and governance (ESG) investing continues to garner attention. The ability to invest in those companies that are mindful of sustainability practices, social issues, and other mission-related concerns allows investors to have some say in what’s important to them. When considering whether to offer ESG-focused funds in qualified plan lineups, however, advisors and plan sponsors need to be aware of the legal framework for fiduciaries and how the U.S. Department of Labor (DOL) views the investing style. Here, I’ll break down the details that go into implementing an ESG investment strategy, as well as some important DOL and due diligence considerations.