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Understanding the Generational Home Ownership Divide: Insights for E.W. Scripps Employees on Navigating the U.S. Housing Market

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A noteworthy development in the US housing market's dynamic terrain is the tendency that has surfaced, emphasizing the differences in home ownership between various generations. Interestingly, baby boomers—especially those who have entered the empty-nest phase—now account for the majority of the country's large-home owners. This group owns about 28.2% of the country's large homes; in sharp contrast, millennials with children possess 14.2% of the country's homes, while Generation Z families with children own an almost insignificant 0.3%.


There are a number of reasons for this disparity, chief among them being the variations in the economic circumstances that these generations encountered in their peak years for purchasing a property. Large homes were far more affordable for baby boomers when they were younger, which was made worse by the present market's dearth of financial incentives for sellers. A significant percentage of baby boomers are mortgage-free house owners who own their properties outright. Many of those who do have mortgages take advantage of record low interest rates, which lessens the incentive to sell or downsize.

The dynamics of home ownership have changed significantly in the last ten years. Large homes were owned by both empty-nesters and young families ten years ago. But today, regardless of location, at least 20% of large homes in the United States are occupied by empty-nesters. In sharp contrast, less than 18% of large homes nationwide are occupied by millennials with children, who are most likely to reside in the Midwest and least likely to do so in California's coastal regions.


Moreover, another segment of the baby boomer population, those who reside in households with three or more adults—often with adult children living with their parents—owns an extra 7.5% of the nation's large homes. This arrangement, which reflects broader social and economic changes, implies a combination of preference for familial assistance and economic need.

These ownership patterns have a variety of effects on the housing market, urban planning, and wealth transfer between generations. Baby boomers own a disproportionate share of large homes, which highlights the difficulties subsequent generations have in finding comparable housing options due to shifting lifestyle preferences, stagnating wages, and general economic conditions. The trend also has important ramifications for the real estate industry, possibly affecting the kinds of houses that will be in demand in the future and the approaches that developers may take to satisfy changing demands.

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It's critical to comprehend the subtleties of house ownership across generations as the US navigates these difficult demographic and economic changes. It sheds light on the evolving housing market in America as well as on broader cultural trends that are affecting E.W. Scripps individuals decisions about where and how to live.

According to recent surveys, E.W. Scripps individuals and others who are getting close to retirement age are much more prepared for retirement when they work with a financial advisor. A 2023 survey by the National Retirement Planning Coalition found that people who consulted financial consultants were 50% more likely than those who did not to say they were ready for retirement. This research highlights the need of expert financial planning in managing the intricacies of investment strategies, income management, and retirement savings, emphasizing a critical tactic for anyone hoping to ensure a stable retirement. For E.W. Scripps retirees in particular, finding a E.W. Scripps focused advisor can be beneficial when navigating the different retirement policies and plans. 

What type of retirement savings plan does E.W. Scripps offer to its employees?

E.W. Scripps offers a 401(k) retirement savings plan to help employees save for their future.

Is there a company match for contributions made to the E.W. Scripps 401(k) plan?

Yes, E.W. Scripps provides a company match for employee contributions to the 401(k) plan, subject to certain limits.

How can employees at E.W. Scripps enroll in the 401(k) savings plan?

Employees at E.W. Scripps can enroll in the 401(k) savings plan through the company's HR portal or by contacting the HR department for assistance.

What is the eligibility requirement for E.W. Scripps employees to participate in the 401(k) plan?

Most employees at E.W. Scripps are eligible to participate in the 401(k) plan after completing a specified period of service, typically within the first year of employment.

Can E.W. Scripps employees change their contribution amounts to the 401(k) plan?

Yes, E.W. Scripps employees can change their contribution amounts to the 401(k) plan at any time, usually via the HR portal.

What investment options are available in the E.W. Scripps 401(k) plan?

E.W. Scripps offers a variety of investment options in its 401(k) plan, including mutual funds, target-date funds, and other investment vehicles.

Are there any fees associated with the E.W. Scripps 401(k) plan?

Yes, there may be administrative and investment fees associated with the E.W. Scripps 401(k) plan, which are disclosed in the plan documents.

How does E.W. Scripps educate its employees about the 401(k) savings plan?

E.W. Scripps provides educational resources, workshops, and one-on-one consultations to help employees understand the 401(k) savings plan and make informed decisions.

What happens to the 401(k) savings if an employee leaves E.W. Scripps?

If an employee leaves E.W. Scripps, they have several options for their 401(k) savings, including rolling over the account to another retirement plan or cashing out.

Can E.W. Scripps employees take loans against their 401(k) savings?

Yes, E.W. Scripps allows employees to take loans against their 401(k) savings, subject to certain conditions and limits.

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For more information you can reach the plan administrator for E.W. Scripps at 312 Walnut St, Suite 2800 Cincinnati, OH 45202; or by calling them at (513) 977-3000.

*Please see disclaimer for more information

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