This series of publications for workforce professionals explains why the time is right to focus on job quality work and offers a series of practical recommendations for job training programs seeking to deepen employer engagement and strengthen support for lower-income workers.

This discussion paper is designed to help Community Development Financial Institutions (CDFIs) define and measure job quality. It defines a quality job as one that contains most (if not all) of five elements: a living wage, basic benefits, career-building opportunities, wealth-building opportunities, and a fair and engaging workplace. The paper offers impact measurement practices to assess and report on job quality to help CDFIs encourage and support their business borrowers to enhance the quality of jobs they offer. While this resource is written for lenders, it has applications for all practitioners seeking to define and measure job quality within a firm.

As work demands more of employees’ time, many are asking: How can I earn a living while making sure my family doesn’t fall behind? Workers across all income brackets struggle with the United States’ outdated work-life policy framework, but the balancing act is particularly challenging and risky for low- and moderate-income workers and their families who have smaller financial margins and a weak safety net.

In her book, Finding Time: The Economics of Work-Life Conflict, Heather Boushey argues that resolving work-life conflicts is as vital for individuals and families as it is essential for realizing the country’s productive potential. Boushey, executive director and chief economist of the Washington Center for Equitable Growth, presents detailed innovations — at municipal, state, and company levels — that illustrate how US policy can ease the burden on American families and ensure our country’s economic stability. Through personal anecdotes, real-life profiles, and extensive statistical research, Boushey demonstrates that economic efficiency and equity can be reconciled if we have the vision to forge a new social contract for business, government, and private citizens.

Traditional economic development focused on attracting large companies promising many jobs has left behind many people in communities across the country, including working people, low-income individuals and families, people of color and immigrants. But some communities have taken a different approach, one that embraces and cultivates local assets and ownership and that empowers traditionally excluded communities.

This event explores the approaches these communities have taken, including alternative business ownership models, leveraging the purchasing power of large public and nonprofit institutions to bolster communities, robust workforce development, more equitable infrastructure development, and more. Panelists discuss how inclusive economic development cultivates economic opportunity and quality jobs for community residents.

This event discusses the dynamic of retail during the holidays, which are a critical time for retail companies and workers. The National Retail Federation anticipates that holiday sales this year will make up approximately 19 percent of the retail industry’s annual sales of $3.2 trillion. Holiday spending also impacts the paychecks, schedules, and work-life balance of the 15 million retail workers in the United States, who make up more than 10 percent of total US employment. For these workers, the holidays often amplify year-round job stress they already face, including stress caused by unpredictable and changing work schedules, on-call shifts that may not materialize, and unexpected early dismissals. Unstable schedules — combined with other common workplace conditions like lack of paid leave, low wages, and little investment in workforce training — reduce employee engagement and contribute to high turnover and job instability.

Headlines about work abound with projections that employment as we know it is quickly fading away. Jobs are sliced-and-diced into “micro-tasks,” and employees are replaced by an army of contractors. Some blue-collar workers do not even know whom they work for, technically, due to the layers of contracting that separate them from the company to which they deliver services. The on-demand or “sharing” economy is exploding. Microenterprises are proliferating. Estimates of the percentage of the workforce that is “contingent” (or freelance, contract or self-employed) range widely from four to 40 percent.

This panel discusses the scope of these phenomena, what is driving this trend, and the implications for workers trying to earn a living in today’s economy. As the social contract between employers and employees deteriorates, how do workers access stable and adequate incomes, protections from abuse, and basic benefits like health care and retirement? As the nature of work evolves, how should labor and social policies evolve to ensure work in America can still lead families to a better future? Panelists explore policy alternatives for today and for the future.

On September 12, 2014, the Aspen Institute’s Economic Opportunities Program and the Annie E. Casey Foundation hosted a one-day meeting of leading workforce practitioners to discuss how we can redefine employer engagement to mean influencing businesses’ human resource and training practices in addition to responding to pipelines needs. This paper summarizes that conversation.

By 2050, the number of Americans needing long-term care services and supports will double. They will have more acute and complex care needs than previous generations, and they will be more likely to receive care at home or in a residential setting than in an institution. These factors are driving the increased demand for workers providing home care services and for better training. One of the biggest workforce challenges we face as a country is how to meet the growing demands for such a critical workforce. One model has emerged in Washington State: The SEIU Healthcare NW Training Partnership. Founded in 2007, this nonprofit school is the nation’s largest training provider for workers in home care. The Training Partnership has created a statewide training system with comprehensive resources and tools to support home care workers, consumers and employers. This case study provides an overview of the Training Partnership and its history, offerings—-including the nation’s first Registered Apprenticeship program for home care workers—-and outcomes. It also summarizes the model’s strengths and challenges. The development of this case study was generously supported by SkillUp Washington and the Ford Foundation.

This visual guide illustrates how different forms of ownership are structured. The resource focuses on two primary approaches to employee ownership: worker cooperatives and employee stock ownership plans. Using diagrams, the resource compares employee ownership structures to conventional, privately held companies. The guide also includes a visual depiction of potential benefits of business ownership for worker owners related to factors including profitability and decision-making. Topics mentioned include profits, governance, management, and types of control. Employers, policymakers and stakeholders working with businesses or workers interested in employee ownership may find this brief, visual guide useful in understanding employee ownership structures and their potential benefits.

This guide highlights existing research on the link between the racial wealth divide and business ownership. Because lower levels of business and financial assets held by Black and Latino households is a key factor perpetuating the racial wealth divide, business ownership may be an important means to narrow the gap. This guide may be useful for economic development organizations, investors, lenders, and other practitioners seeking to understand and respond to the racial wealth divide.