Employer Assisted Housing (EAH) is viewed as one strategy for employers to increase home-ownership for their workers. Its roots can be traced to the industrial revolution and the emergence of "company towns." Now employers are reinventing the concept as they compete to recruit and retain works in an era of tight labor markets and escalating housing costs.
Homeownership trends underscore the situation: Since 1978, the national homeownership rate climbed from 65.2 percent to 68 percent. During the same period, the rate among working families declined, dropping from 62.5 percent to 56.6 percent.
EAH can encompass any number of ways an employer invests in workforce housing solutions, such as providing homebuyer education, assistance with down payments and closing costs, and loan guarantee programs. Fannie Mae started its EAH program in 1991, offering a forgivable loan to eligible employees.
Many variations of EAH exist, and while its proponents cite numerous benefits, the concept also has its doubters and detractors, including some who oppose tax credits and subsidies, design innovations, zoning/building code changes or other strategies for accommodating affordable housing options.
One long-time supporter of Employer Assisted Housing is Robin Snyderman, who visited Seattle in mid-April as the third of four speakers in the "Housing Our Future" speaker series program of the City of Seattle and ULI Seattle.
Snyderman, the housing director at the Metropolitan Planning Council in Chicago, outlined how that nonprofit, nonpartisan group has worked with a variety of regional stakeholders to increase the range of housing options near jobs and transit.
Chicago is "woefully under-producing" multifamily housing, according to Snyderman. Only 3 percent of all metro Chicago housing permits in the '90s were for multifamily housing, far below the nationwide figure of 22 percent. She cites three "non-economic" barriers as contributing to the shortage:
- Negative public perceptions of "affordable housing."
- 1300 different municipalities statewide (including 274 in the Chicago metro area), each responsible for housing policy "in their own backyard."
- Lack of community support and state leadership.
Like Seattle, Chicago is experiencing a "jobs-housing mismatch" where jobs and population are growing at a faster rate than the supply of workforce housing. EAH can benefit a range of stakeholders, Snyderman believes. Among some of the key benefits she listed are:
- The employer enjoys the advantages of a more stable workforce when employees live near work. Improved morale, less turnover and reduced recruitment result in bottom line savings.
- The employee, beyond receiving financial support from an employer to buy a home closer to work, also gains extra time – formerly spent in traffic – for family or community life.
- The surrounding community gratefully trades in a portion of its traffic congestion for the new investment and property taxes, as former commuters buy homes near the jobsite.
In Chicago, four entities play key roles in Employer Assisted Housing programs, the employer, the Metropolitan Planning Council, the Regional Employer Assisted Collaboration for Housing (REACH, which comprises community-based nonprofit housing partners), and financial partners/developers.
REACH administers the EAH program, provides credit counseling and housing education to employees, connects buyers and renters with financing products, financial institutions and Realtors and applies for and administers state tax credits.
Snyderman said the housing organizations engaged in REACH are all established nonprofit entities with a track record in homebuyer education and homeownership counseling. "They have access to various social service alliances and a sophisticated understanding of the very different market demands and opportunities in the jurisdictions they serve," she explained. Some of the partners even develop, own and manage affordable homes, she noted.
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Why EAH
Recruitment
Retention
Revitalization
Reduced Commuting
Right thing to do
Relationships
Return (can strengthen financial statements)
Recognition/Reputation (enhanced as family-friendly)
Source: Robin Snyderman, MPC (Chicago)
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Currently, some 40 employers are offering EAH in Illinois. Through REACH Illinois, more than 1,000 employees have bought homes since 2000, and only five have left their jobs.
Snyderman believes EAH has proven effective as a tool to promote affordability in more expensive, high job growth areas, as well as a strategy to encourage reinvestment in urban communities. "It has further proven itself among large and small employers alike, as well as for both nonprofit and for-profit organizations," she adds.
The Joint Center for Housing Studies at Harvard University concurs with other research that found housing assistance is beneficial for the employer, the employee and the surrounding community. In its report, Employer Assisted Housing: Competitiveness through Partnership, published in 2000, JCHS researchers note several benefits associated with reducing the expense, both in time and money, of commuting.
For example, the report notes, reducing commuting time increases employee morale and productivity with less absenteeism, tardiness and stress. Additionally, employees spend less of their income on commuting related expenses. "In turn," the authors state, "this positively affects employee retention. All of these factors reduce turnover, which cost businesses an average of 25 percent of an employee’s annual salary."
Another report on EAH, authored by Erika Green, a graduate student in planning at Drachman Institute, describes how "anchor institutions," such as universities and hospitals, have utilized EAH not only to offer convenient and affordable housing opportunities to faculty and staff, but also as a means to revitalize surrounding communities.
The University of California system started a program in 1979 that now includes forgivable loans, reduced interest mortgages with partner institutions and affordable ownership housing. Its program, offered at six of its nine campuses, is credited with providing 12,150 loans to employees, recruitment of 5,090 employees and retention of 1,327 employees.
Maryland and Milwaukee are using EAH programs to support smart growth. In 1997, the State of Maryland launched "Live Near Your Work," a statewide EAH program that is part of a series of smart growth initiatives. In Baltimore, 20 employers have joined the program and more than 200 households have purchased homes.
One of the first major collaborations for workforce housing was initiated more than 20 years ago by the Silicon Valley Leadership Group (SVLG). The group represents more than 190 companies employing over 250,000 workers.
Concerned about the threat that high home prices pose to business competitiveness in the Silicon Valley, the group spearheaded the establishment of a $25 million housing trust fund to help more than 1,250 first-time buyers. Additionally, SVLG has partnered with local governments, community leaders and labor representatives to advocate for policy changes and to draft recommendations for local land-use policies to increase the supply of affordable housing.
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Illinois’ First-Ever Policy Transformed into Comprehensive Housing Plan
(now mandated by law)
- Prioritizing underserved populations
- Promoting affordability & choice
- Creating & preserving affordable workforce housing
- Supporting state & local leaders in advancing housing solutions
- Coordinating state departments to better link housing, economic and transportation development
- Implementing administrative and legislative changes.
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Several new EAH models are emerging, Snyderman told her Seattle audience. They include EAH in support of the Chicago Housing Authority’s Plan for Transformation (which promotes mixed income communities), rent subsidies and IDAs (Individual Development Accounts, which enable low-income families to build the financial assets to achieve their homeownership dream), EAH small business consortia, inter-jurisdictional EAH programs and EAH as preservation or development investments.
Snyderman also shared highlights of Illinois’ first-ever policy that evolved into a Comprehensive Housing Plan, now mandated by law. (see box)
The final speaker in the "Housing Our Future" series will be Ron Terwilliger, chairman and CEO of Trammell Crow Residential. On Sept. 18 he will speak on "Housing Our Workforce: Why Business Leaders Should Care." During his remarks, he will discuss the growing crisis of fully-employed people who are not able to live close to where they work, then offer a roadmap to change this pattern. Watch for registration information at http://www.seattle.gov/housing/HousingSpeakers/.