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.
“Social contract” has quickly become one of the most-used, least-defined phrases in the AI policy conversation. This first event in a two-part series will trace the origin and history of the American social contract, examining how work became the anchor of economic security, mobility, and civic identity in the United States.
For decades, economists and policymakers have debated how to help workers get better jobs. But what if the more fundamental problem is that employers have systematically redesigned work itself to make a third of the workforce expendable? In his forthcoming book, “Disposable Workers: The Transformation of Employment,” MIT Sloan Professor Emeritus Paul Osterman examines this idea and what it would take to reverse it.
To create a future-ready workforce system, we must move beyond outdated credentials and analog processes to one that is skills-first, transparent, data-driven, and aligned with the evolving needs of workers, educators, and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.
