The National Center for Employee Ownership’s (NCEO) Data and Research Center includes statistics on employee ownership, lists of employee owned companies in the United States, data on ESOP company practices, and research on employee ownership’s impact on the economy. Here, you may find resources published by NCEO and by other organizations. These resources can be helpful for researchers, practitioners, policymakers, and anyone else interested in learning about the landscape of employee ownership in the United States.

These sets of resources aim to help managers, supervsiors, HR professionals, and employees clarify roles and set goals. Many of these resources help readers consider equitable and inclusive ways of establishing expectations and goals. All resources can be downloaded and include estimate reading times. This also includes paid training from the Management Center for social justice and educational equity leaders and staff. All the other free resources on this page, however, can be helpful for HR professionals, recruiters, supervisors, managers, or employees in any industry.

On this page, there are various tools, templates, and tips for hiring and onboaring new employees. Resources can help recruiters or managers decide what they need in a new employee, mitigate bias during the hiring process, create a recruiting strategy, and properly onboard new hires. All resources can be downloaded and include estimate reading times. This page also includes links to paid training from the Management Center for social justice and educational equity leaders. All the other free resources on this page, however, can be helpful for HR professionals, recruiters, or managers in any industry.

This guide was prepared as part of the Shared Success project, through which the Aspen Economic Opportunities Program has been working with a cohort of 11 community development financial institutions (CDFIs) on strategies to advance good jobs. Through this work, have consistently heard that small businesses are facing ongoing hurdles navigating and staying up to date on relevant compliance requirements at the local, state, and federal levels.

This resource guide is intended to help spur ideas for how small businesses can overcome compliance hurdles and navigate quickly evolving regulatory landscapes. The guide is also designed to help advisors or entities working with small business owners, such as CDFIs, facilitate access to potential partners to help their clients effectively address these matters in a more timely, high-quality, and consistent manner. This document is not meant to be legal advice or an exhaustive list of organizations, but rather a snapshot of potential regional and national resources where organizations could seek guidance and further partnership or support.

This tool from the U.S. Department of Labor and Department of Commerce helps employers adopt and implement skills-first hiring, a strategy that prioritizes a worker’s actual skills and knowledge over traditional credentials like a college degree. Skills-first hiring promotes job quality by expanding access to high-quality jobs for skilled workers often overlooked due to non-traditional backgrounds. Employers benefit from this model by tapping into a broader, more diverse talent pool, which can lead to reduced time-to-hire, lower costs, and higher employee retention.

The kit provides a practical, step-by-step roadmap for implementation, advising employers to clearly identify their hiring goal, select a simple job role, break a job into “core” versus “great-to-have” skills, develop a scoring rubric, and use multiple, accessible evaluation methods beyond the resume, such as structured interviews and hands-on assessments. Finally, the guide emphasizes the importance of transparent recruiting and inclusive onboarding that addresses skill gaps, provides mentorship, and ensures the new hire is paid fairly based on their actual skills, not previous salary history.

This is part of a collection of resources created by the Department of Labor and other federal agencies, relating to job quality and implementing good jobs priorities through federal investments and beyond. Many of these resources are no longer publicly available on government websites, though they were all at one point public and shared with the intent of preserving these resources for public use.

Please note that we cannot guarantee that information contained in these resources related to specific programs, policies, and processes remains accurate, though many best practices and examples remain useful. In addition, many of these resources link out to government websites that do not exist anymore. You may be able to find these linked resources in the archive itself by searching the Overview document. For more resources, please visit the Data Rescue Project website, at https://www.datarescueproject.org/

This guide contains frameworks and case studies designed to help employers support mental health in the workplace. Included are checklists to assess workplace practices, develop a workplace ecosystem that supports mental health, and implement new initiatives focused on mental health. There is also a case study focused on implementing mental health days for employees. Although written for employers, those who partner with employers may also find it beneficial to use or share this tool. Visitors can download the guide by scrolling down and filling out a brief sign-up form.

This website includes resources to support pregnant and breastfeeding workers. Resources are designed to educate employees about their workplace rights, for employers to adopt family-friendly policies and ensure compliance with state and federal laws, and for policymakers and advocates to support pregnant and breastfeeding employees. Tools include a model policy that reflects current legal requirements, a webinar for employee training, and a chart of workplace accommodations for common pregnancy-related conditions. In addition to workers, employers, and policymakers, workforce development professionals who support workers may also find this resource guide useful.

This training curriculum supports direct care supervisors to strengthen communication, critical thinking, teamwork, and problem-solving skills. Curriculum content includes improving active listening, learning how to ask questions, and giving and receiving feedback. While designed for direct care organizations, this curriculum has applications for practitioners across fields seeking to encourage supportive supervisory practices that are critical to job quality.

This employer toolkit is designed to engage employers in building pathways and opportunities to support career progression for workers, including by creating a supportive work environment through job redesign and supportive management. The toolkit includes information that can help employers make a business case, as well as embedded tools and case studies highlighting employer efforts. This toolkit is well suited for businesses, in particular HR professionals or other stakeholders involved in building internal career ladders. It also has applications for practitioners supporting employer practice change.

This report uses principles of behavioral economics to offer recommendations to workforce development professionals about how to strengthen their collaboration with business leaders and better understand how they make decisions. The report outlines four cognitive biases that might affect an employer’s decisions, including those related to business practice changes, and suggests practical solutions.