Join us to hear newly-released findings from the Bright Horizons Working Learner Index, the nation’s most comprehensive survey of tuition program users. Drawing on detailed responses from more than 32,000 employees, the results will deliver surprising new findings on: Motivations for returning to school Working adults’ preferences for educational programs and institutions Extent and impact of student debt on continuing education Results that employees expect to see from their education The webinar will give you invaluable practical advice to better understand working learners, fine tune your own education benefits, and deliver improved business results from your company’s investment in employee education.

1. #CLOwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Welcome to the webinar!

2. #CLOwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– The audio will stream through your
headphones or computer speakers.
– Also check your computer’s volume for
external speakers or headsets.

3. #CLOwebinar
Questions and Handouts
You can submit questions by clicking on
this icon here.
You can download a PDF of the slide deck
by clicking here.

4. #CLOwebinar
1. May I receive a copy of the slides?
YES! Click on the handouts located on the right portion of your
screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI or SHRM certified?
YES! The HRCI and SHRM certification codes will be sent in
the follow up email.
Frequently Asked Questions

5. Working Learner Index:
Implications for HR
October 24, 2019

6. About Bright Horizons
© 2019 Bright Horizons Family Solutions LLC 6
Real solutions that support employees, advance careers, and power many of
the world’s best brands
Family Solutions
On-site child care, back-up care, education and
college advising, special needs, and more
EdAssist Solutions
Tuition assistance management, student loan
repayment, personalized employee coaching

7. KRISTIN HENDERSON
Director, Institutional Research
Bright Horizons
HEATHER GAHALLA
Senior Director, Client Relations
Bright Horizons
Speakers
© 2019 Bright Horizons Family Solutions LLC 7

8. Survey Background
© 2019 Bright Horizons Family Solutions LLC 8
Objectives
§ Define current and future needs of employees for tuition assistance programs
§ Uncover motivations for and challenges to usage of tuition assistance programs
§ Measure impact of participation in tuition assistance programs for employees and employers
Methodology
§ Online survey, fielded July – August 2019
§ Respondents were employees who have participated in their employer’s tuition assistance program
within the past 2 years
§ 31,880 respondents participated from 137 organizations
§ Data was weighted based on industry to reflect US market breakdown as reported by The Bureau of
Labor Statistics
§ Additional behavioral data for this webinar taken from 250,000 current participants in education
assistance programs managed by EdAssist Solutions

9. Key Findings
© 2019 Bright Horizons Family Solutions LLC 9
§ Education assistance programs continue to have a
positive impact on key business metrics
§ Employers can address time and cost barriers through
easy program modifications
§ Employees overwhelmingly feel that education is
preparing them for future changes in their role and
industry
§ Online education programs are the new normal for
adult learners
§ Education is a powerful recruitment and retention tool
for Generation Z

10. PARTICIPATION

11. Choice of Educational Program
© 2019 Bright Horizons Family Solutions LLC 11
2%
8%
9%
37%
39%
Certificate
Industry Certification
Associate's Degree
Bachelor's Degree
Graduate Degree
Type of Degree or Learning
Key Findings
§ Tuition program usage is over-weighted to
graduate degrees – 39% compared to 29%
of US degree holders
§ Certificates and certifications are more
highly-used by older employees
Best Practices
§ Drive higher usage of education assistance
programs for undergraduate degrees
§ Adding certificates and certifications will
help with retention of more experienced
employees

12. Program Length
© 2019 Bright Horizons Family Solutions LLC 12
2.6 3.3 2.7
Graduate
Degree
Bachelor’s
Degree
Associate's
Degree
Average Number of Years to
Complete Degree
§ Bachelor’s degree students shorten
time to completion through transferred
credits
§ Associate’s degree students study less
efficiently
Educate employees and
supervisors about likely time
needed for graduation
Shorten time to completion and
increase graduation rates by
offering academic coaching

13. Incremental Usage
© 2019 Bright Horizons Family Solutions LLC 13
Half of all tuition
program participants
would not have pursued education if their
employers did not offer tuition
reimbursement
Highlight that your tuition
program clearly drives
additional learning by your
employees
Promote usage of the tuition
program if retention of more
experienced workers and
frontline workers
is important for your
organization

14. Client Example
© 2019 Bright Horizons Family Solutions LLC 14
§ Company culture supports
learning
§ Support and encouragement from
store managers
§ Active usage by frontline workers
§ Program covers GEDs, degrees,
and certificates
Convenience
Retailer

15. CHALLENGES TO LEARNING

16. Barriers for Current Students
© 2019 Bright Horizons Family Solutions LLC 16
4%
9%
14%
26%
36%
37%
46%
55%
Lack of support from my
supervisor
Lack of confidence it would
improve my career prospects
Balancing child care and/or
adult care responsibilities
The overall cost
Balancing work
responsibilities
The cost of tuition, which I
pay upfront
Balancing personal
responsibilities
The time commitment
Challenges Faced in Using
Education Assistance Program
(select all)
§ Time and up-front costs are cited as most
important barriers for current students
Address time concerns through
§ Workplace flexibility
§ Self-paced learning formats
§ Academic coaching
Remove need for up-front payments
from employees through direct
payments to schools

17. Reasons for Stopping Studies
© 2019 Bright Horizons Family Solutions LLC 17
§ Time is also the top factor for those who
stopped studying, but cost is a lesser factor
Address time concerns through
§ Workplace flexibility
§ Self-paced learning formats
§ Academic coaching
Remove need for up-front payments
from employees through direct
payments to schools73% 49%71% 32%
Challenges to Using
Education Assistance Program
Time
Commitment
Cost
Currently Pursuing
Stopped

18. Impact of Student Loan Debt
© 2019 Bright Horizons Family Solutions LLC 18
§ 52% of all respondents have
student loan debt
§ Frontline workers have highest
level of student debt
Deliver life-stage appropriate
messaging about student loan
support
To increase participation
in education benefits for frontline
workers, add a focus on financial
wellness and student loan support
Employees With Student Debt
57% 32% 61%
Millennials Baby
Boomers
Frontline
Workers

19. Client Example
© 2019 Bright Horizons Family Solutions LLC 19
§ Focus on customer service roles
§ Enhanced tuition program and
added student loan repayment
§ Increased retention and promotion
rates for program participants
Insurance
Company

20. BUSINESS IMPACT

21. Benefits Preferences
© 2019 Bright Horizons Family Solutions LLC 21
11%
17%
21%
25%
65%
70%
80%
Life or disability insurance
Wellness benefits
Development and training
Paid family leave
Education benefits
Paid sick or vacation time
Retirement benefits
Of the Following Benefits, Please
Select the Three That Are Most
Important To You:
§ Respondents recognize the value of
their education assistance programs

22. ROI
© 2019 Bright Horizons Family Solutions LLC 22
ENGAGEMENT
BECAUSE OF THE PROGRAM, I AM MORE LIKELY TO
RECOMMEND MY EMPLOYER
BECAUSE OF MY PARTICIPATION, I AM A MORE
EFFECTIVE EMPLOYEE
BECAUSE OF THE PROGRAM, I AM MORE LIKELY TO
STAY WITH MY EMPLOYER
BECAUSE OF MY PARTICIPATION, I FEEL MORE
FULFILLED
PRODUCTIVITY
RETENTION
EMPLOYEE WELL-BEING
81% 76%
82% 74%

23. © 2019 Bright Horizons Family Solutions LLC 23
Future of Work
30%
Increase in employees citing “keeping pace
with changes in my role” as top motivator
for education since 2017
Believe technology or automation will
impact their industry or job function
89%
84%
Say my participation in the educational
assistance program has prepared me for
the future or work

24. EDUCATION PREFERENCES

25. Online Education is the Norm for Working
Learners
© 2019 Bright Horizons Family Solutions LLC 25
Both in person
and online
29%
In person only
18%
Online only
53%
Learning Modality
§ 4 in 5 students use online programs
§ Associates degrees and non-degree
programs have lower levels of online usage
§ 43% reduction in time to complete a
Bachelor’s degree online vs. those
participating in person
Consider supporting education
technology needs for lower-paid
employees

26. Choosing Education Providers
© 2019 Bright Horizons Family Solutions LLC 26
§ Offering fully online classes was the most
important factor for learners
§ Employees have no concerns about
attending for-profit schools
Be wary of manager prejudice
influencing school selection by
employees
1%
2%
11%
14%
28%
42%
0% 5%10%15%20%25%30%35%40%45%50%
The school’s profit or non profit
status
A boss’ recommendation
A friend or co-worker’s
recommendation
Ability to attend with no out-of-
pocket costs
The cost of tuition
Fully online classes and
coursework
Most Important Factor of Choosing a
School or Program

27. GENERATIONAL FINDINGS

28. Education is High Priority for Gen Z
© 2019 Bright Horizons Family Solutions LLC 28
more interested
FOCUS ON EDUCATION
Said education benefits were one of the
top benefits programs offered
12%4 in 5
in education benefits than in
retirement benefits
HIGH INTEREST
Promote education benefits to younger employees, particularly Gen Z
Position education assistance as a key benefit program in recruitment efforts

29. Employees Look Outside for Learning
© 2019 Bright Horizons Family Solutions LLC 29
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Education benefits Development and Training
Benefit Preferences
Baby Boomer Gen X Millennials Gen Z
§ For all generations, much higher interest
in education benefits than in
development and training
§ Gen Z have highest interest in
education benefits
Customize benefits messaging by
generation

30. 15% 20% 31% 67%
The cost of tuition
What was your top consideration in
choosing your school or program?
Baby Boomer
Gen X
Millennial
Gen Z
Cost is a Concern for Generation Z
© 2019 Bright Horizons Family Solutions LLC 30
§ Cost is more likely to be the deciding
factor when choosing a program and
school for younger employees
§ Cost becomes the most important
consideration for Gen Z
Explicitly address cost concerns
in targeted communications to
younger employees about tuition
program
Highlight lower-cost education
programs

31. Younger Employees Look for New
Challenges
© 2019 Bright Horizons Family Solutions LLC 31
0%
10%
20%
30%
40%
50%
60%
Keep pace with changes in
position
To pursue a career in a new
function or field
Top Motivations
Baby Boomer Gen X Millennial Gen Z
§ Younger employees are up-front
about their view of education as
a path to something new
Ensure managers are having
conversations with
employees about new
opportunities in your
organization

32. Targeted Communications
© 2019 Bright Horizons Family Solutions LLC 32
Clients use differentiated education benefits messaging
segmented by:
§ Age or life-stage
§ Job function or location
§ Tenure with the organization
§ Affinity groups

33. Recommendations
© 2019 Bright Horizons Family Solutions LLC 33
§ Drive increased use of your education assistance program to improve retention, engagement
and productivity
§ Educational coaching and prepayment for education can remove two key barriers to
education for many employees
§ Prepare for the future of work by adding
certificates, certifications and other non-degree
learning options to your program
§ Education is a powerful recruitment and
retention tool for Generation Z
§ Use targeted generational messaging
about education benefits to increase
participation and impact

34. QUESTIONS?

35. THANK YOU
For more information:
800-453-9383
clientservices@brighthorizons.com
www.brighthorizons.com/at-work

36. #CLOwebinar
Register for the next webinar!
The Business Case for Human-Centered
Design
Tuesday, October 29, 2019
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Chief Learning Officer Webinars at
clomedia.com/webinars