Background: At the recent DCIIA/SPARK Public Policy Forum, industry practitioners convened to discuss the current challenges of data privacy and sharing. Speakers explored the nuances of data management and discussed solutions in light of the need to increase participants' trust in data security and sharing. LIMRA, the SPARK Institute, and DCIIA RRC surveyed participants regarding data sensitivities and revealed new findings at the Forum. This week, we spotlight employee expectations (and contradictions) related to data usage.Findings: Nearly 60% of surveyed employees want their employers to offer programs addressing financial, physical, and emotional stress, which aligns with the idea of holistic financial wellness services and health. 62% believed their employee benefits were an important part of their financial wellness, and 40% of respondents expected their employer to use their data for customized solutions. Older generations (Boomers, Gen X) were more resistant to data sharing compared to younger generations (Millennials, Gen Z). The majority of employees in all age groups preferred to have control over data sharing and wanted their employer to explicitly ask for permission.Participants expressed the greatest concerns about fraud, identity theft, data protection and data access. They were more willing to share data elements such as household income (79%), savings and investments (70%), and household demographics (63%). However, they were more reserved when it came to sharing information about outstanding debt (56%) and physical health (42%). Interestingly, employees were more comfortable sharing debt information with personal finance websites rather than their employer's benefits portal.Bottom Line: Employees continue to request and utilize additional retirement plan services, such as financial wellness programs. However, their engagement with specific tools was limited due to a lack of trust in data security and sharing practices. Despite the majority of employees requesting support with health-related topics, they were the most resistant to providing the information needed to provide assistance. Increasing engagement in all tools depends on building trust that data is securely stored, protected from misuse, and has limited and transparent accessibility. Controlled access to data through employee-consent practices is crucial for participants to engage in wellness (wellness programs). In the next part of this series, we will explore participant trust in different entities and their perception of liability in the event of a data breach.