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In July, President Trump signed an executive order aimed at expanding access to alternative investments like private equity and cryptocurrency in retirement accounts. The move reflects a broader shift in how Americans think about wealth building and financial freedom, and it is a signal to employers that the future of employee benefits is going to look very different. While crypto may have once seemed fringe or speculative, digital assets have steadily moved into the mainstream. From Fortune 100 companies to institutional investors, the appetite for diversification beyond traditional asset classes is growing. According to a survey by NYDIG, 36% of employees ages 30 and under would be interested in putting a portion of their salary toward Bitcoin; nearly a third of respondents would choose an employer that offers that kind of benefit over one that does not. Today, the question for HR leaders is no longer if crypto should be on the table, it is how to responsibly offer it as part of a modern benefits package. Whether you are crypto-curious or already exploring alternative benefits, 2026 presents a pivotal moment to reevaluate your retirement offerings and meet your workforce where they are. The Shift in Retirement Planning For decades, 401(k)s and employer-sponsored retirement accounts have focused almost exclusively on stocks, bonds, and mutual funds and were the gold standard for most company benefits packages. These traditional assets remain foundational, but they are no longer the full picture. The recent executive order removes some regulatory barriers that have made it difficult for plan administrators to offer alternative investments like crypto. This is particularly relevant for younger, tech-savvy employees. A growing share of Gen Z and Millennial workers are seeking out portfolios that reflect both their values and their appetite for innovation. A recent YouGov study found 42% of Gen Z investors own crypto, which is nearly four times higher than the share (11%) who have a retirement account. For these employees, diversification is not just about returns. It is about autonomy and flexibility and moving away from traditional norms. Why Crypto Deserves a Seat at the Benefits Table Cryptocurrency is continuing to mature, and over the last decade, Bitcoin has delivered a total return of more than 43,000%, compared to roughly 200% for the S&P 500. While volatility remains a key characteristic, digital assets have demonstrated long-term potential as hedges against inflation, vehicles for international wealth transfer, and tools for financial inclusion. Major institutions now offer crypto products and ETFs tied to Bitcoin are increasingly accessible through traditional brokerages. From a benefits perspective, offering crypto access is not about replacing existing options. It is about adding choice. In the same way some employees opt for ESG-aligned investments or Roth versus traditional accounts, digital assets offer a new flavor of personalization in retirement planning that caters to younger demographics. Importantly, this aligns with broader trends. Employees are demanding more modern, self-directed benefits that reflect how they live, spend, and save in the digital age. Acknowledging the Risks and Addressing Them Of course, crypto is not without risks and I always recommend that individuals do their research before opting in. The solution is not to avoid the topic; it is to empower employees with tools and education. Employers exploring crypto-based benefits can take a measured approach. They can consider offering it as an optional investment, not a default. Id also suggest working with vetted providers who prioritize security, compliance, and clear communication. Pairing any offering with robust educational resources, FAQs, and access to financial advisors who can demystify digital assets, is also a great way to boost comfortability. The key is to treat crypto the same way you would any emerging benefit, with transparency, optionality and a commitment to employee well-being. Practical Steps for HR Leaders in 2026 For HR leaders ready to explore crypto benefits, the first step is understanding your workforcedemographics and culture matter. A fintech startup with a younger, more digitally native employee base might see strong engagement with crypto offerings, while a more traditional organization may need to start with education before adoption. Surveying employees to assess their interest in digital assets can be a simple but powerful way to temperature check. The next step is choosing the right partners. Not all crypto providers are equipped to support retirement accounts, so it is critical to work with platforms that prioritize regulatory compliance, custodial protections, and seamless integration with existing 401(k) systems. Some platforms now offer hybrid investment options that allow employees to allocate a portion of their paycheck into select digital assets without leaving the benefits ecosystem they are already using. Transparency is important. Its best to avoid automatically enrolling employees in crypto offerings. Instead, HR teams should provide opt-in structures that come with clear, plain-language explanations of both the opportunities and the risks. Educational webinars, explainer videos, and live Q&A sessions with financial experts can go a long way toward demystifying the space. If your company already hosts financial wellness sessions, this could be a natural extension of that programming. Pilot programs can also be an effective way to start small. For example, a small to medium-size tech company might roll out crypto access to new hires first or limit participation to a single office location. This allows HR teams to collect feedback, monitor engagement, and refine the program before scaling company wide. Finally, do not forget governance. Any new benefit, particularly one tied to emerging financial tools, may need to be incorporated into your companys official investment policy statement and reviewed by legal and compliance teams. Document the process for evaluating and updating these benefits, and make sure employees receive up-to-date risk disclosures and support materials. Crypto does not have to be a wholesale transformation of your retirement program. But offering a responsible, opt-in pathway to digital assets could send a strong message to employees that your company is forward-thinking, flexible, and prepared to meet the evolving financial needs of its workforce. The Future of Financial Benefits Offering access to crypto does not mean veering from traditional assets. It means you are acknowledging the financial lives of your employees are evolving and that your benefits should, too. An important strategy for companies looking to hire smart young talent. As the regulatory landscape continues to shift, employers have a rare opportunity to lead withinnovation. Crypto-based benefits are not a gimmick or a passing trend, they are a signal that your company is preparing for the future of work and the future of wealth. As a leader, make sure you empower your team with the options they need to build a more diversified, resilient financial future.
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E-Commerce
When teachers rely on commonly used artificial intelligence chatbots to devise lesson plans, it does not result in more engaging, immersive, or effective learning experiences compared with existing techniques, we found in our recent study. The AI-generated civics lesson plans we analyzed also left out opportunities for students to explore the stories and experiences of traditionally marginalized people. The allure of generative AI as a teaching aid has caught the attention of educators. A Gallup survey from September 2025 found that 60% of K-12 teachers are already using AI in their work, with the most common reported use being teaching preparation and lesson planning. Without the assistance of AI, teachers might spend hours every week crafting lessons for their students. With AI, time-stretched teachers can generate detailed lesson plans featuring learning objectives, materials, activities, assessments, extension activities, and homework tasks in a matter of seconds. However, generative AI tools such as ChatGPT, Gemini, and Copilot were not originally built with educators in mind. Instead, these tools were trained on huge amounts of text and media drawn largely from across the internet and then launched as general-purpose chatbots. As we started using these tools in our practice as educators, we noticed they often produced instructional materials and lessons that echoed the recite and recall model of traditional schooling. This model can be effective for memorizing basic facts, but it often fails to engage students in the active learning required to become informed citizens. We wondered whether teachers should be using these general-purpose chatbots to prepare for class. For our research, we began collecting and analyzing AI-generated lesson plans to get a sense of what kinds of instructional plans and materials these tools provide to teachers. We decided to focus on AI-generated lesson plans for civics education because it is essential for students to learn productive ways to participate in the U.S. political system and engage with their communities. To collect data for this study, in August 2024 we prompted three GenAI chatbotsthe GPT-4o model of ChatGPT, Googles Gemini 1.5 Flash model and Microfts latest Copilot modelto generate two sets of lesson plans for eighth grade civics classes based on Massachusetts state standards. One was a standard lesson plan and the other a highly interactive lesson plan. We garnered a dataset of 311 AI-generated lesson plans, featuring a total of 2,230 activities for civic education. We analyzed the dataset using two frameworks designed to assess educational material: Blooms taxonomy and Banks four levels of integration of multicultural content. Blooms taxonomy is a widely used educational framework that distinguishes between lower-order thinking skills, including remembering, understanding and applying, and higher-order thinking skillsanalyzing, evaluating and creating. Using this framework to analyze the data, we found 90% of the activities promoted only a basic level of thinking for students. Students were encouraged to learn civics through memorizing, reciting, summarizing and applying information, rather than through analyzing and evaluating information, investigating civic issues or engaging in civic action projects. When examining the lesson plans using Banks four levels of integration of multicultural content model, which was developed in the 1990s, we found that the AI-generated civics lessons featured a rather narrow view of history often leaving out the experiences of women, Black Americans, Latinos and Latinas, Asian and Pacific Islanders, disabled individuals and other groups that have long been overlooked. Only 6% of the lessons included multicultural content. These lessons also tended to focus on heroes and holidays rather than deeper explorations of understanding civics through multiple perspectives. Overall, we found the AI-generated lesson plans to be decidedly boring, traditional, and uninspiring. If civics teachers used these AI-generated lesson plans as is, students would miss out on active, engaged learning opportunities to build their understanding of democracy and what it means to be a citizen. Why it matters Teachers can try to customize lesson plans to their situation through prompts, but ultimately generative AI tools do not consider any actual students or real classroom settings the way a teacher can. Although designed to seem as if they understand users and be in dialogue with them, from a technical perspective chatbots such as ChatGPT, Gemini and Copilot are machines that predict the next word in a sequence based on massive amounts of ingested text. When teachers choose to use these tools while preparing to teach, they risk relying on technology not designed to enhance, aid or improve teaching and learning. Instead, we see these tools producing step-by-step, one-size-fits-all solutions, when whats needed in education is the opposite flexibility, personalization and student-centered learning. Whats next While our study revealed that AI-generated lesson plans are lacking in many areas, this does not mean that teachers should not use these tools to prepare for class. A teacher could use generative AI technologies to advance their thinking. In the AI-generated lesson plans we analyzed, there were occasional interesting activities and stimulating ideas, especially within the homework suggestions. We would recommend that teachers use these tools to augment their lesson-planning process rather than automate it. By understanding AI tools cannot think or understand context, teachers can change the way they interact with these tools. Rather than writing simple, short requests Design a lesson plan for the Constitutional Convention they could write detailed prompts that include contextual information, along with proven frameworks, models and teaching methods. A better prompt would be: Design a lesson plan for the Constitutional Convention for 8th grade students in Massachusetts that features at least three activities at the evaluate or create level of Blooms Taxonomy. Make sure to incorporate hidden histories and untold stories as well as civic engagement activities at the social action level of Banks four levels of integration of multicultural content model. Our study emphasizes the need for teachers to be critical users, rather than quick adopters, of AI-generated lessons. AI is not an all-in-one solution designed to address the needs of teachers and students. Ultimately, more research and teacher professional development opportunities are needed toexplore whether or how AI might improve teaching and learning. Torrey Trust is a professor of learning technology at UMass Amherst. Robert Maloy is a senior lecturer of education at the University of Massachusetts. This article is republished from The Conversation under a Creative Commons license. Read the original article.
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Melinda French Gates has been very busy since her divorce and subsequent departure from the Gates Foundation. For example, she launched her own venture, with $12.5 billion to put toward advancing causes she cares about, specifically those related to women and families. She has even gotten involved in politics, endorsing a candidate for the first time ever. French Gates isnt new to leading an organization, or to leading people. She has spent the past few decades leaving her imprint on what is arguably the most influential charitable organization in the world. Still, I imagine it can all get a little overwhelming at times. The key to managing it all isnt to work constantly, according to French Gates. As counterintuitive as it might seem, one of the most important things is getting enough sleep. In an interview with Vanity Fair, French Gates says she believes in the importance of getting seven or eight hours of sleep a night. She also had a few choice words for those who claim they dont need to sleep more than a few hours a night, something she says is so dumb. You can probably imagine the type. At some point, it became a weird sort of flex to suggest that you didnt need sleep. It was as though sleeping was considered some kind of weakness. Instead, there is a type of leader who seems to think working all the time is a strength. Elon Musk, for example, has claimed that working long hours was necessary to run his companies. While Musk now says he tries to get at least six hours of sleep, there are a number of instances where he talked about working more than 120 hours a week and sleeping on the factory floor for a few hours at a time. The same goes for Indra Nooyi, the former CEO of Pepsi, who has said she only needs four hours of sleep. I guess you could argue that if you arent sleeping, you could be using that time to be productive. The problem is, thats almost never how it works. Working excessive hours is not a virtue. It might feel like a badge of honor, but it rarely amounts to better outcomes. Sleeping less doesnt make you stronger or more productive; it just makes you more tired. And tired people almost never perform as well as they could with a good nights sleep. Look, I am definitely a morning person. I prefer to get up pretty early because its when Im most productive, but that doesnt mean I dont need any sleep. It means I need to plan accordingly and go to bed early enough to get seven hours of sleep. In fact, Ive argued on a number of occasions that the single best thing you can do to be more productive is to get enough sleep. It turns out, science agrees with me, and with French Gates. The Centers for Disease Control has said that most adults need at least seven hours of sleep. In fact, some scientific studies have suggested that sleeping for only four hours a night is just as bad for your body and your mind as not sleeping at all. The consequences for not sleeping arent just that youre ready to doze off by the fourth meeting of the day. Lack of sleep can contribute to real health issues like stress, anxiety, heart disease, and diabetes. The CDC also says that almost 40 percent of adults dont get enough sleep, defined as fewer than six hours. Thats a lot of tired, stressed-out people not performing at their best. The lesson here seems really simple: You should make it a priority to get enough sleep. Youll be far more productive when you show up to work rested and energized. If you lead an organization or a team, you owe it to your people to be at your best. If you think you can be at your best by working constantly without taking time to rest andmore specificallyto sleep, well, French Gates has a few words for you. Like this column? Sign up to subscribe to email alerts and you’ll never miss a post. Jason Aten This article originally appeared on Fast Companys sister publication, Inc. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy.
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