Fifty years ago a good blue-collar job was with a large manufacturer such as General Motors or Goodyear. Often unionized, it paid well, offered benefits, and was secure. But manufacturing employment has steadily declined, from about 25% of the U.S. labor force in 1970 to less than 10% today. Now a decent living entails more than a generous wage; it involves sharing the company’s success with employees. Some companies offer a direct stake in the company’s performance through stock, a share in profits, or both. Companies with employee stock ownership plans report significantly higher sales growth and higher revenue per employee than do conventionally owned companies in the same industry. However, virtually all the gains to be had go to those that create an ownership culture, by building in participative management and helping employees learn to think and act like owners.

This clip — featuring Minsun Ji, Executive Director, Rocky Mountain Employee Ownership Center; Executive Director, Drivers Cooperative Colorado — comes from ...

When Salvador Gonzalez, BA ’13, MA ’23, was an undergraduate at CU Denver, he felt unsure about his future—and himself. He was a first-generation student It takes courage to walk into a space that you’re not familiar with, introduce yourself, and speak on your own behalf. CU employees help bridge the gap for students.

Join the Aspen Institute Economic Opportunities Program on October 9th, 2025 from 2:00 to 3:15 Eastern for “Big Impact, Big Challenges: Lessons from Collaborating with Large Businesses to Improve Job ...

This webinar builds on research led by RMEOC and brought to you by the Employee Ownership Expansion Network, culminating in a new report examining the policy...