Aspen is a place for leaders to lift their sights above the possessions which possess them. To confront their own nature as human beings, to regain control over their own humanity by becoming more self-aware, more self-correcting, and hence more self-fulfilling.
The Employee Ownership Ideas Forum brings together leading policymakers, practitioners, experts, and the media for a robust discussion on how we can grow employee ownership for the shared benefit of American workers and businesses.
This profile of Clegg Auto illustrates the company’s experience becoming employee-owned, the innovative holding company model it pursued, and its employees’ perspective on the transition and what ownership means to them.
About the Rutgers Institute for the Study of Employee Ownership and Profit Sharing
The purpose of the Institute for the Study of Employee Ownership and Profit Sharing is to study the various models that have emerged and will emerge of employee ownership shares and profit shares in the corporation and society of the United States and around the world.
About the Economic Opportunities Program
The Aspen Institute Economic Opportunities Program advances strategies, policies, and ideas to help low- and moderate-income people thrive in a changing economy.
Join Our Mailing List
To receive occasional emails about our work — including new publications, commentary, events, fellowships, and more — join our mailing list.
To create a future-ready workforce system, we must move beyond outdated credentials and analog processes to one that is skills-first, transparent, data-driven, and aligned with the evolving needs of workers, educators, and employers.
This publication examines how fragmented skills, credentialing, and workforce data systems limit the potential of skills-based hiring and advancement, and outlines a shared vision for building the interoperable infrastructure needed to create a connected skills ecosystem that benefits workers, employers, educators, and governments.
In this interview, Chelsea Miller of Upskill America speaks with Nick Greif of InStride about how employers can design education benefits that are more accessible, strategic, and aligned with workforce goals.
The future of America’s economic strength depends on immigration. As the US birth rate declines and the median age goes up, fewer US-born workers will enter the labor force.
This is the final event in our Job Quality in Practice series. In this conversation, hosted by the Aspen Institute Economic Opportunities Program on May 7, 2026, we hear from the Institute’s Job Quality Fellows who are embedding job quality into their work across a range of contexts and strategies — from employee ownership models that give workers a direct financial stake in their company’s success, to apprenticeship programs that create structured pathways to higher-wage careers, to worker advisory committees that bring employee voice into business decision-making.
This brief shares key lessons and takeaways that could be used to implement internal job quality practices to strengthen CDFIs and other small business support organizations.
Putting people at the center of the systems we are building means accepting that career paths are rarely linear. It requires us to build infrastructure that accommodates life transitions, recognizes informal learning, and values a worker’s agency over their own data.
