Frances Magill: Anecdotally I’ve got one employer who has 600 employees in the social community, welfare area, who has been a CEO for 35 years and has put income protection as one of his greatest achievements, in getting all of his staff income protection because his personal assistant was struck down with MS in the last four months. And this is the only income this person will now have. I’ve got hundreds of those stories, as we all would have. So it’s the positives we need to hype up not the negatives.
John Jones: It’s not a question of whether there’s a need for insurance by young people. I agree there is. It’s a question of how they come by it. And we’ve all I suspect had the personal experience where a son or a daughter gets hounded by a bank or an insurance company over the phone at night, I’m sending you the information. Can I have your email address. And we’ve got you signed up automatically for 200 grand and it will come out of your account. We were talking about trust before. And I think that sort of activity adversely impacts on the level of trust that consumers will have about insurance issues. And I think we as a group of funds, particularly industry funds, are trying to develop a level of trust so that we can engage, so we can inform, so that they can make informed decisions to get the right amount of insurance for their needs.
Amanda White: A lot of you have mentioned the role of the employer. Obviously that’s a great stepping stone as well that you can use, rather than direct to membership. Is there a particular role that the employer plays in communication?
Geoff Brooks: I think the employer joining the fund is not a major issue. If you’re an employer fund they get the kit and they get the information directly from us. It’s again this change of employment situation where they’re leaving the employer. A lot of the action’s triggered on their account, for us, is when we get advice from the employer which might lag a month or beyond after the person’s actually left. And if they’ve got continuation options to exercise in 60 days or whatever, they’re left with two weeks to do it and run the risk of losing their insurance. So what we’ve done is we’ve created a small communication piece to actually…It’s not a very positive thing for the employer to hand out, but…you’re leaving so you’d better read this because it will impact on your super. That’s where most people are getting into strife. It’s not actually the young people when they first join their employer. It’s when they go through job changes and it impacts on their existing fund.