Creating Inclusive Financial Wellness Programs for Diverse Workforces

January 29, 2026

Stephanie Gilman

Financial stress isn’t distributed equally — and that’s where inclusion comes in. According to FP Canada’s 2025 Financial Stress Index, 42 per cent of Canadians say money is their top source of stress, ranking ahead of work, health and relationships. But for employees from different cultural, socioeconomic or generational backgrounds, the barriers to financial stability can look very different.

An inclusive financial wellness program recognizes those differences by meeting employees where they are — whether they’re new Canadians navigating credit systems, younger workers managing student debt, or employees supporting extended family abroad. For HR and payroll teams, building inclusion into financial wellness initiatives isn’t just the right thing to do — it’s good for business. Research from the Willis Towers Watson 2024 Global Benefits Attitudes Survey shows that employees who feel their benefits meet their needs are more likely to stay with their employer and recommend it to others

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Understanding your workforce

Before launching or revising a financial wellness program, it’s essential to understand who’s in your workforce and what they need. The Financial Consumer Agency of Canada recommends starting with an employee survey or focus group to explore topics like financial confidence, stress levels and preferred learning formats. Having that data can help shape a financial wellness program for diverse employees that’s based on evidence rather than assumptions. It can also highlight where inclusion gaps exist. For example, if newcomer employees are struggling with understanding Canadian tax systems, or if lower-income workers are less likely to participate in retirement matching programs.

Once you understand employee needs, the next step is to design an inclusive financial wellness program that combines flexibility, cultural awareness and accessibility. Practical strategies include:

Offering content in multiple languages or formats (videos, webinars, one-on-one coaching) to accommodate different learning needs and preferences;
Covering practical money skills, from budgeting and credit basics to saving for family care or sending money to family members overseas;

Offering benefits that support financial wellness, like early access to earned pay, RRSP matching or free financial-planning help, for all employees regardless of income level; and
Making programs accessible to remote and shift workers, ensuring inclusion across time zones and work arrangements.

When done well, these inclusive employee financial well-being solutions help build equity within your workforce. Employees feel supported, not judged, and more confident in making financial decisions that align with their values.

” Even the best diverse workforce financial health program won’t make an impact if employees don’t understand it — or don’t see themselves reflected in it. Communication should be just as inclusive as the program itself. ”

Communicating and measuring inclusion

Even the best diverse workforce financial health program won’t make an impact if employees don’t understand it — or don’t see themselves reflected in it. Communication should be just as inclusive as the program itself.

Use plain language, relatable examples and inclusive imagery so everyone feels the program is meant for them. Partnering with employee resource groups (ERGs) or internal D&I committees can also help spread the word.

According to a recent report from Dialogue on Canadians’ financial well-being, only 24 per cent of employees feel satisfied with their company’s financial wellness benefits. That shows there’s plenty of room to improve awareness and make financial wellness support feel relevant to every employee.

Inclusive programs also require accountability. Establish clear metrics for inclusive financial wellness in diverse organizations — such as participation rates across demographics, engagement with specific tools or workshops, and improvements in self-reported financial confidence.

If participation is higher among certain income or demographic groups, it may mean others don’t see the program as relevant or accessible. Adjusting communication or offering different forms of support can help close that gap and make the program more inclusive.

The business case for inclusive financial wellness

Investing in financial wellness programs that support equity and diversity benefits more than just employees. When people feel financially stable and cared for, productivity rises and distraction decreases. It also strengthens an employer’s reputation, particularly among younger and multicultural candidates who prioritize equity and well-being when evaluating job offers.

An inclusive financial wellness program isn’t about giving everyone the same resources — it’s about giving every employee a fair opportunity to achieve financial stability. By integrating D&I financial wellness initiatives into your broader benefits strategy, you’re not just improving financial health — you’re building a workforce that’s truly supported, connected and engaged.

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