The US Private Sector Job Quality Index (JQI) is intended to reflect job quality in the United States, using data on weekly wages and hours for high wage jobs versus low wage jobs. Released each month on the same day as the Bureau of Labor Statistics’ US Employment Situation Report, it captures a distinct view of labor market health and offers monthly tracking of the composition of high quality to low quality jobs, using pay as a proxy for overall job quality. Historical data also documents a shift from jobs in manufacturing to services, as well as a shift within services from higher to low quality jobs.

Working people want more power over the terms and conditions of their work. Instead of viewing this shift as a threat or incursion, enlightened employers will find the opportunity in it. The same mechanisms that make a workplace more democratic, collaborative, and fair also can support and expand existing company priorities, from improving products and adopting new technologies to advancing diversity, equity, and inclusion efforts. While some business leaders have opted for the same tired tactics to undermine worker empowerment in favor of top-down control, a raft of innovations in worker voice, worker representation, and collaborations with labor unions offer an alternative path forward.

To help organizations apply these ideas, the Aspen Business Roundtable on Organized Labor and Charter, a media company focused on the future of work, have partnered to produce “The Shared Power Advantage: How to build a thriving company where workers have a seat at the table.” The playbook includes strategies for leaders hoping to strengthen their workplaces by empowering their employees.

This interactive guide helps business owners understand the role an employee stock ownership plan (ESOP) could play at their company. It provides a general overview of the structure of ESOPs, links to external resources, and describes the nuances of ESOPs in different corporate structures (C-Corp, B-Corp, or other form). Users of the tool are able to customize the path through the guide in accordance with the type of corporation they want to transition to employee ownership.

This playbook, developed by A—B Partners, is part ot the Aspen Institute Economic Opportunities Program’s Shared Success project. Shared Success is working with CDFIs across the US to help them integrate job quality into their financing and advising services. This playbook offers findings and recommendations on how best to communicate the importance of job quality to owners of small- and medium-sized businesses.

This guide for employers provides guidance for the intentional inclusion of transgender workers, from recruitment and hiring to fostering a supportive culture. This resource can be used by organizations to learn about and evaluate their internal practices or practitioners looking to involve partners in working toward transgender inclusion.

This publication compiles seven lessons for small business prospecting, recruitment, and ongoing engagement. The lessons outlined in this tool are based on our experience working with Pacific Community Ventures and workforce partners to conduct job quality-focused business advising pilots with small businesses across the country. Although there is no one-size-fits-all approach to developing relationships with employers, we have found that asking lots of questions and tailoring engagement to the local context is key.

This guide to conduct worker surveys posits amplifying worker voice as a viable business strategy. It was developed as part of the Economic Opportunities Program’s Reimagine Retail job quality research, in response to growing recognition of the importance of listening to workers. The tool for conducting worker surveys includes practical tips, sample opening survey language, and sample survey questions that address topics such as job satisfaction, growth opportunities, and workplace relationships and culture. This tool may be helpful for employers looking to use worker expertise and engagement to strengthen job quality, equity, and the business bottom line. Workforce development and worker advocacy organizations may also find it helpful to share these tools with employers in their networks.

This guide to conducting worker focus groups posits amplifying worker voice as an equitable solution for reducing turnover. It was developed as part of the Economic Opportunities Program’s Reimagine Retail job quality research, in response to growing recognition of the importance of listening to workers. The focus group guide delves into six topics related to highlighting worker voice, which include building the business case to employers, developing interview guides, what to do with your interview data, and pandemic considerations. This tool may be helpful for employers looking to use worker expertise and engagement to strengthen job quality, equity, and the business bottom line. Workforce development and worker advocacy organizations may also find it helpful to share these tools with employers in their networks.

This tool provides information about ALICE households, an acronym for Asset Limited, Income Constrained, and Employed. These are households that earn above the Federal Poverty Level but not enough to afford their most basic needs, including housing, food, transportation, and health care. The tool provides a national overview and state- and county-level information about the percentage of ALICE households. Users can explore data by household factors including age, family composition, and race/ethnicity. United for ALICE has also published research focused on financial hardship in Black households. This tool has relevance for policymakers and employers focused on policies and practices related to wages. Organizations who support workers or employers may also find this tool useful.

This guide contains tips and practices for creating trusted relationships with small business employers focused on improving job quality, and compiles seven lessons for small business prospecting, recruitment, and ongoing engagement. Lessons outlined in this publication were developed as part of the Economic Opportunities Program’s Reimagine Retail job quality research, and in response to a growing demand for employer engagement practices that enable collaboration and innovative solutions in connecting people to good jobs. Although there is no one-size-fits-all approach to developing relationships with employers, this tool may be of interest to employers (and their partners) who would like to engage in job quality discussions and tailor engagement to their local contexts.