As we engage with these critical discussions today, let’s remember that our choices will profoundly affect the economy and workers’ lives in this nation. Exercise your right to vote and join us in shaping the future of work that is inclusive, equitable, and sustainable. 

Below, check out the work our partners are doing and explore the issues surrounding the future of work. 

Looking Back on the “Future of Work” (And What’s Next) 

In this introduction to our series, Senior Fellows Natalie Foster (Economic Security Project) and Anmol Chaddha (Omidyar Network) examine how predictions about the future of work have evolved over the past decade, from longtime predictions like self-driving cars to unexpected developments like the rise of generative artificial intelligence (AI). Foster and Chaddha invite us to consider who has been marginalized in these discussions and how we can utilize lessons from the past to navigate the future of work more effectively. 

AI and the Future of Work(ers) 

In this piece, Don J. Howard, president and CEO of The James Irvine Foundation, examines the implications of AI and other societal changes on workers, emphasizing the urgent need for employee involvement in shaping the future of work. He advocates for a collaborative approach to reskilling, transparent AI governance, and empowering workers through collective bargaining. Ultimately, Howard calls for a vision of technology that prioritizes shared prosperity and equitable labor practices.

Artificial Intelligence, Human Intellectual Autonomy and the Future of Work 

In this blog, NYU Stern’s Arun Sundararajan addresses the intersection of AI and human intellectual autonomy. He argues that without proper legislative frameworks, workers may lose economic returns on their investments in human capital. Sundararajan calls for proactive measures to establish robust educational and transitional support systems for mid-career workers, ensuring dignity in the face of technological intervention. And as we approach a future shaped by AI, he emphasizes the urgency of designing policies that protect worker autonomy and promote equitable access to opportunity. 

Empowering the Workforce: Roy Bahat on the Future of Work

In a thought-provoking conversation with Workonomics’ Nilesh Kavthekar, Roy Bahat — head of Bloomberg Beta and chair of the Aspen Business Roundtable on Organized Labor — highlights the significance of collaboration between workers and employers. He asserts that empowering workers is vital not only for individual success but also for economic growth. His answers reveal a call to shift how we approach workforce dynamics in an era of technological advancement. 

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Data Mobility: What Is It and Why Does It Matter?

Data mobility enables us to move beyond isolated records and siloed information, allowing skills-based talent management to become a more precise and effective process. True data mobility means that skills data isn’t confined to a single platform or organization, but can be securely shared and verified across sectors, empowering both individuals and employers. To achieve this, systems must be able to store and interpret skills data in a way that makes sense for everyone involved, from job seekers to employers. Enter learning and employment records (LERs). As a tool, these records, if created well with quality data that can move, allow job seekers to present the full spectrum of their learning and experience and enable employers to more easily verify the skills they seek. Without actualizing data mobility, we simply don’t have a functioning system; we have an assortment of unconnected parts with unreliable data that works for no one.

Often, however, the LERs and underlying technology can feel overwhelming and confusing. The reality is that while technology and standards play an important role, we don’t all need to be experts in the underlying tech. We care that the plumbing in our homes works reliably, but we don’t really want to get into the gritty details of how the pipes were installed. In the same way, the technology behind LERs needs to work seamlessly in the background, leaving the technical intricacies to the experts and focusing instead on making sure the skill validation process is clear, accessible, and intuitive for all stakeholders. Recruiters and hiring managers are increasingly pressed for time, on average spending just six seconds on each resume. We need to build systems that make those six seconds count, giving hiring managers a crystal-clear view of what candidates can do without them needing to dig into the technical underpinnings. When data moves freely, we don’t just enable hiring; we create an ecosystem where skills are visible, transferable, and valued across industries.

The Need for Skills Validation in a Generative AI Era

The rise of generative AI has transformed the job application process, allowing job seekers to create resumes and cover letters with a few clicks. While this convenience has benefits, it also contributes to an overwhelming volume of applications that often look identical, making it harder for recruiters to differentiate candidates. Without clear differentiation, skills-based assessments become essential for hiring managers looking to find the right fit amid a sea of sameness.

Data mobility can counterbalance this trend by emphasizing validated skills over polished but potentially superficial resumes. Candidates should be able to submit a genuine reflection of what they know and can do without getting lost in the monotony of generated language. Imagine a system that could identify validated skills instantly, stripping out any unnecessary frills to get to the core of a person’s competencies.

In a workforce that’s more mobile than ever, and a market that requires rapid changes in the skills required to do jobs, our systems must keep up. On the one hand, technology needed for work changes so rapidly that by the time everyone is trained on the use of new tools, the technology itself is obsolete. On the other hand, people no longer stay in one place or one industry for an entire career, and our systems need to capture and contextualize the skills people acquire across a lifetime of learning. This adaptability is critical as technology changes the nature of work and learning. In short, if skills data isn’t mobile, then neither are the people who hold those skills.

Skills as a Story: Why Employers Need Data Mobility

Skills data is more than just a record of experience; it’s a story about what a person can bring to the table. Data mobility allows this story to unfold across platforms, capturing learning from every stage of a person’s journey and presenting it in a form that employers can trust. Access to verified skills data is essential for employers facing high attrition, talent shortages, and the rise of AI-generated resumes. Employers need more than just static resumes and lists of past roles; they need insight into the true competencies of candidates and employees.

Not only will employers be able to see the full story of a person’s capabilities, but they will also be able to better retain, develop, and deploy talent where it’s most needed. This is especially relevant in a job market inundated with applications; data mobility ensures that the right skills surface, helping employers sift through the noise.

Debunking Myths: It’s Not All or Nothing

A common misconception about data mobility is that it requires perfect data or a complete overhaul of our existing systems. But data mobility isn’t an “all or nothing” proposition — it’s about taking incremental steps that bring us closer to a flexible, agile system.

One example of the “all or nothing” mindset is skill taxonomies. Many companies feel they need to reinvent the wheel by building new systems from scratch, but this isn’t the case. Rather than attempting to build a whole new taxonomy for skills, companies can instead focus on the roles that matter most, refining what’s most critical and needed for those roles and then partnering to identify talent and meet those needs. Success lies not in going it alone, but in joining forces with others to build a flexible, agile system that grows over time.

One of the biggest challenges to data mobility is that different sectors — employers, education providers, workforce agencies — often work in silos, each with their own data and definitions. But no one sector “owns” skills. True data mobility requires us to break down these barriers and work together, sharing information in a way that benefits everyone. By working together, we can create a future where skills flow freely between educational institutions, workplaces, and workforce systems, making it easier for individuals to find meaningful work and for employers to find skilled talent.

Looking Forward: An Agile Future

We share a vision for the future where data mobility has unlocked a truly agile system of work and learning, a system that reflects the changing profile of the workforce — where generations want a flexible approach to career development. In this future, job seekers can present a complete picture of their skills, employers can access validated competencies without endless filtering, and educational institutions are recognized for the incredibly important role they play in skill-building.

This vision is not just about data; it’s about designing a more meritocratic system that recognizes the value of all learning. With effective data mobility, we’re one step closer to realizing a workforce system where everyone’s skills are recognized, whether earned in a classroom, on the job, or even in life roles such as caregiving.

A Call to Action

For this vision to become a reality, every stakeholder has an active role to take. Whether you’re an employer, an educator, or a tech developer, partner with each other to share data responsibly, advocate for interoperability, and demand better data practices from vendors. Most importantly, share your successes and challenges — because it’s the trailblazers who will lay the groundwork for everyone else.

Together, we have a unique opportunity to build a future where all learning counts. By embracing data mobility, we’re not just building better systems; we’re creating an opportunity to support an inclusive workforce where potential is more important than pedigree.

Learn More

UpSkill America supports employers and workforce organizations to expand and improve high-quality educational and career advancement opportunities for America’s front-line workers. We seek to create a movement of employers, civic organizations, workforce intermediaries, and policymakers working collaboratively to implement education, training, and development strategies that result in better jobs and opportunities for front-line workers, more competitive businesses, and stronger communities. Follow us at www.upskillamerica.org and
linkedin.com/company/aspeneop

The Economic Opportunities Program advances strategies, policies, and ideas to help low- and moderate-income people thrive in a changing economy. Follow us on social media and join our mailing list to stay up-to-date on publications, blog posts, events, and other announcements.

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Taking stock of the moment for science and science policy.

Aaron F. Mertz is the founder and executive director of the Aspen Institute Science & Society Program.

Jylana L. Sheats is the clinical associate professor of social, behavioral, and population sciences in the Tulane University Celia Scott Weatherhead School of Public Health and Tropical Medicine and the associate director at the Aspen Institute Science & Society Program.

Cary Funk is the senior advisor for public engagement with science at the Aspen Institute Science & Society Program.

Corey S. Powell is the project editor at Nautilus, and the co-founder of OpenMind magazine.

The Aspen Institute is delighted to collaborate with Nautilus magazine on “Science at the Ballot Box,” a special series of articles exploring what is at stake for science and science policy in the upcoming United States election and beyond. 

Science informs every aspect of governments’ efforts to protect the public and to improve our lives—sometimes in ways that are obvious, sometimes not. The U.S. Food and Drug Administration draws on research studies and clinical trials to regulate the safety of new drugs and medical devices, as well as to evaluate their effectiveness for treating specific diseases and conditions. The Environmental Protection Agency uses scientific data to shape the standards that ensure the public has clean air and water. America’s armed forces depend heavily on science and technology to keep our nation safe with cutting-edge equipment and intelligence-gathering tools. 

Even the daily operations of the government (from delivering mail and packages to moving people smoothly through airport checkpoints) benefit from science-rooted innovations. On every level, our lives are touched by choices we make about how to support research and about how to incorporate scientific insights into the law of the land.

In “Science at the Ballot Box,” thought leaders from the Aspen Institute and other leading organizations take stock of where we stand today and where promising opportunities lie ahead.

The series highlights the voices of people using science to address civic issues in society, locally and nationally; leaders who are developing forward-looking policies to address climate change while making sure we have an abundant, reliable energy supply; scientists and tech developers who are grappling with the far-ranging implications of artificial intelligence in the workplace; and organizations that are building trust in science through personal engagement with the public.

In these articles, we will take a close look at the landscape of public opinion to better understand how Americans’ attitudes toward science are influenced by political affiliation, education, race, ethnicity, and age. We will also take a broad perspective to consider where the U.S. stands in global science and how it can continue to compete and to serve as an international leader. Some of the country’s most distinguished researchers will share detailed, deeply informed advice they would give the incoming president.

The Aspen Institute is politically neutral about the outcome of the upcoming election. We are nonprofit and nonpartisan, meaning that we don’t take sides or stand with one particular party. But we do believe strongly in the value of scientific research and rational decision-making. On the cusp of the 2024 election, we see this moment as an ideal opportunity to think deeply about the future role for science in society—not just over the next election cycle, but for many years to come.

• Advice to the Next President on How to Bolster American Science by Aaron F. Mertz; contributions compiled by Aaron F. Mertz and Kyler Zhou
  • Frances H. Arnold
  • Edward S. Boyden
  • Martin Chalfie
  • H. Robert Horvitz
  • A. James Hudspeth
  • Judith P. Klinman
  • Eve Marder
  • John C. Mather
  • Emmanuel Mignot
  • Susan Solomon
  • Thomas C. Südhof
  • Carl Wieman
• What’s at Stake for Science in the U.S. Presidential Election by Cary Funk
• How to Rebuild Trust in Science by Cary Funk and Jylana L. Sheats
• Looking Ahead to Combat Climate Change by Kitty Pollack and Greg Gershuny
• What AI Can Do for Your Country by Jylana L. Sheats
• Science for the People by Michael Akinwumi, Elizabeth Good Christopherson, Anna Dulencin, and Jon Kaye
• Preserving America’s Place in Global Science by Tobin Smith

This magazine is made possible with generous support from the Rita Allen Foundation and the Gordon and Betty Moore Foundation and was found originally at Nautilus.

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This month’s Resource Roundup starts off with the 21st Century Energy Workforce Advisory Board’s first report, which offers a vision of how the US Department of Energy can help develop an inclusive, equitable clean energy workforce and advance job quality through its industrial strategy investments. Then, hear the perspective of young gig workers about how this new structuring of work has affected them in recently released research from The Workers Lab. Finally, organized labor continues to contend with falling unionization rates, despite broad support in polling. Former Department of Labor official Marty Manley offers his prescription for modernizing labor law and reinvigorating the labor movement in an essay for American Compass.

The Aspen Institute Economic Opportunities Program recently held the first of a two-part discussion series on prison labor and the challenges that individuals face finding work after release. Read about efforts underway in California and Nevada to abolish forced labor, and learn about the barriers that prevent people with credentials earned on the inside from securing employment on the outside.

US Department of Energy | Strategy for a 21st Century Energy Workforce 

The unprecedented federal investment in building a green economy has placed the Department of Energy (DOE) at the forefront for deploying hundreds of billions of dollars of funding in a manner that both increases economic competitiveness and supports good quality jobs in communities nationwide. Recently, DOE’s 21st Century Energy Workforce Advisory Board — which counts EOP Executive Director Maureen Conway among its members — released a report that lays out recommendations for ensuring that workforce development initiatives are data-driven, cohesive, directly connected to high-quality employment, and designed with equity in mind. Read the full recommendations here. 

The Workers Lab | “We Are So Tired:” What Young Gig Workers Say About the Future of Work

Gig workers are among America’s most exploited, yet they are excluded from basic federal labor protections. To better understand the challenges faced by — and aspirations of — this workforce, The Workers Lab has engaged in a years-long participatory research project with affected workers, the Gig Workers Learning Project,  in order that their voices shape recommendations for action. 

This month, the Lab released new research, led by Shelly Steward — former director of EOP’s Future of Work Initiative and current chief research officer with The Workers Lab — on the experiences of young gig workers. Most work multiple jobs, often due to a high cost of living and low wages — and sometimes because of a need to arrange work around responsibilities like caretaking and school. In addition, experience requirements for entry-level positions lock out those in the gig workforce from traditional employment. 

Hear more from gig workers about the conditions they face and their solutions for a better future in the full report.

American Compass | To Honor Labor, Rethink Unions

Federal labor law considers workplaces nonunion by default and requires that collective bargaining occur workplace-by-workplace. Writing for American Compass, former Assistant Secretary of Labor Marty Manley argues that this outdated framework — combined with a lack of competition in workers’ choice of union — has contributed to organized labor’s steady decline since the mid-20th century. 

Wage boards offer a path forward, says Manley. These boards are common among peer countries, offering mechanisms for labor and management to negotiate pay standards. Providing for employee representation on company boards could help alleviate the information imbalance between workers and employers. And replacing the exclusive bargaining system with one that gives workers a greater choice of union could result in unions becoming more responsive to workers’ needs. 

Read Manley’s full essay for more on the reforms he thinks are needed to usher in a new, stronger era for organized labor.

WorkRise | The Prison Credential Dilemma

The majority of those currently incarcerated will return into free society, yet, too often, credentials earned in incarceration do not translate into employment upon release. 

Research by sociologist Sadé L. Lindsay found that the stigma of where credentials were received — i.e., prison — can lead some individuals to not include those credentials in job applications. Most research participants ended up unemployed or in unstable, low-paying jobs, despite the workforce training they had received. Effectively transitioning formerly incarcerated individuals back into the workforce requires pathways to be created between training programs on the inside and educational, reentry, and jobs-matching programs on the outside. 

Learn more about the challenges facing those in reentry in a research summary published by the Urban Institute’s WorkRise initiative.

Associated Press | Voters in California and Nevada consider ban on forced labor aimed at protecting prisoners

Forced labor continues to be practiced in states nationwide. Incarcerated individuals were not included in the 13th Amendment’s abolition of slavery and involuntary servitude, and, as a result, many work long hours in dangerous conditions for little to no pay.

This year, ballot measures in California and Nevada are aiming to ban forced labor. If the measure is approved in California, a recently passed law establishing a voluntary work program will take effect, and incarcerated people will have the option to engage in rehabilitative programs, like education, according to proponents. 

Read the Associated Press’ coverage for more on the impetus for the measure and its potential impact.

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Today, we launch a new video series we’re calling In Session. To produce this series, we asked leaders from across the Aspen Institute network to reflect on their own leadership journeys and offer practical wisdom gained from their experiences.

In this series, you’ll hear from:

• Aspen Institute President and CEO Dan Porterfield, on igniting potential in young leaders.
• Former U.S. Secretary of Health & Human Services and Aspen Institute Trustee Alex Azar, on leading in times of crisis. 
• Executive Vice President & Executive Director of the Center for Rising Generations Kaya Henderson on working with rising generations to create change now and for the future.
• Executive Director of Executive Leadership Seminars Todd Breyfogle on the importance of leaders connecting with their values to make critical and challenging decisions.
• Co-Founder and Co-CEO of The Skimm Carly Zakin, on developing a trusted group of advisors.
• Artistic Director of the Shakespeare Theatre Company Simon Godwin, on leading people to overcome fear.
• And many more.

Our work aims to connect future leaders with the insights they need to become the most effective leaders of tomorrow, and also to help today’s leaders connect with the values and decision-making processes that we’ve found are critical for building trust and fostering dialogue. Through our seminars, convenings, discussions, policy work and so much more, this important work has been core to our mission and we hope this new body of work connects to an even larger audience and helps them on their journeys of leadership.

Whether it’s 1949 or 2024, leadership matters. We know that helping leaders become effective is critical to realizing a free, just, and equitable society. Join us as we explore the leadership journey over the next few months, with new episodes of In Session every week. 

Follow the Aspen Institute on YouTube and subscribe to our leadership newsletter to make sure you don’t miss a thing.

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A former 911 dispatcher, she moved with her husband a few years ago to Halifax Estates, a 430 homes park for folks 55 and older. They wanted connection.

Despite being a low-to-moderate income community, the residents have shared spaces, including a club house, a gym, a library, and a workshop. Folks get together regularly in several social clubs, like a singing group that meets weekly and performs for residents and nursing homes. And if some people need rides or are struggling to pay their utility or medical bills, neighbors help out through a Helping Hands Committee.

It wasn’t always that way. In most mobile home parks, the residents own their houses but not the land beneath them. Each month, they pay rent to a management company. “It doesn’t even sound right to say, ‘I own the home but not the land,’” says Winiewicz.

Halifax Estates was like that until seven years ago. Then, the family that owned the land got an offer to sell from a big developer. The residents of Halifax Estates took advantage of Massachusetts’s Right to Purchase law, organized, and bought the 154 acres of land with the help of two nonprofits, ROC USA and Cooperative Development Institute, who helped them get the $27 million loan. Today, Halifax Estates is the largest resident-owned mobile home community in the country.

“What usually occurs in mobile home parks is that people live there, but don’t know each other,” says Paul Bradley, CEO of ROC USA. “When we show up, for some folks it’s the first time meeting their neighbors. And suddenly, they’re contemplating buying the community as a shared equity co-op. It’s a pretty intensive process that gets people connected socially and economically.”

ROC USA advises the resident-owned communities (ROCs) on how to get started. Each community elects their own board composed of 4 to 9 people, depending on the size of the community. Everyone in the community has a vote in every important decision, from creating shared spaces like a library to deciding to upgrade the street lights. ”You need to listen to people, because everybody owns a share of this community, and that can be a challenge. Communication can be a challenge. But to even be able to tackle issues together, is just a wonderful thing,” says Winiewicz.

Having a sense of ownership inspires folks to take an active role in their community and beyond. Winiewicz first got involved in her community’s board, where she served as the rule/bylaw committee chair and as board president. Today, she is the ROC Association New England Director and sits on the board of ROC USA. Together with other ROC leaders, they advocated to the Federal government to create the PRICE Fund, a $225 million fund for community infrastructure and community resiliency investments.

“Halifax Estates has such a strong board and leadership that they are vocal advocates for other homeowners in many communities that are not ROCs yet and are being taken advantage of,” says Bradley. ”When there was an oil spill in a neighboring community, they responded by organizing communities around them, so that the out-of-state investors who owned the park had to actually respond to fix it.”

“Every time we build connected communities like ours, we are taking away the horrible stereotypes of trailer parks and trailer people,” says Winiewicz. “We are changing perceptions so that people realize that in manufactured home communities, we are good people and can build thriving communities.”

This story was originally published on Weave’s newsletter. You can subscribe here for more stories.

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This new identity celebrates Aspen, CO as the hub of activity and connection point for the majority of our members, while highlighting our shared commitment to civil discourse and lifelong learning. As the philanthropic heart of the Aspen Institute, the Aspen Society will continue to foster deep connections between members and our impact.

Starting January 2, 2025, we’re introducing a transformative update to our membership levels—an inspiring change that will enhance your experience with even more impactful opportunities and connections! This refresh ensures that you, our valued members, have access to deeper engagement, exclusive insights, and meaningful interactions that showcase the very best of what the Aspen Institute has to offer. We’re excited to begin this new chapter with you, prioritizing an experience that keeps you inspired and valued. 

Every membership tier encompasses all benefits offered at the preceding level.

$75,000 Gold Leaf Society

• Concierge-Level Service for Premier Engagement: Experience personalized, concierge-level service that ensures seamless participation in our most exclusive events. With priority access to Institute experts and visiting thought leaders, you’ll be a valued partner in shaping select engagements tailored to your interests, fostering deeper opportunities for connection.
• VIP Festival Access: Enjoy invite-only sessions at Aspen Ideas Festival with the purchase of a Patron Pass, ensuring prime access at our flagship festival.
• Legacy Membership Gifting: With your support, we are opening new pipelines for diverse and younger supporters by removing barriers to access. In your honor, a complimentary Vanguard or Ambassador’s Society membership will be awarded to rising young leaders and community members identified through Institute programs and partnerships. This initiative nurtures the next generation of purpose-driven leaders while expanding the Aspen Institute’s vision and impact to new, emerging talent.
• Exclusive Leadership Seminars: Gain access to intimate, invitation-only seminar experiences with Aspen Institute leadership. These seminars encourage deep reflection and critical examination of personal values, inviting leaders to explore how to lead well and live justly in pursuit of a good society.

$35,000 Chairman’s Society

• Exclusive Leadership Seminars: Gain access to intimate, invitation-only seminar experiences with Aspen Institute leadership. These seminars encourage deep reflection and critical examination of personal values, inviting leaders to explore how to lead well and live justly in pursuit of a good society.
• Premier Access to Signature Events: Guaranteed access to purchase tickets for the Aspen Ideas Festival and the Aspen Security Forum. The Aspen Ideas Festival, the Institute’s flagship event, gathers leaders and innovators from around the world to explore today’s most pressing issues—from politics and science to arts and culture. Members can rest assured that tickets will not sell out before they confirm attendance, offering flexibility and ease in planning. The Aspen Security Forum stands as the premier national security and foreign policy conference in the United States, convening top domestic and global leaders to address the critical security challenges of our time. Membership will be the only way to guarantee the ability to purchase tickets to this highly exclusive invite-only forum.
• Dine with Visionaries: Receive exclusive invitations to intimate, curated dinners with top speakers during the Aspen Ideas Festival and the Aspen Security Forum. These moderated dinners are designed to foster deeper understanding and meaningful learning, offering unparalleled opportunities to connect with our most sought-after thought leaders and engage in insightful, transformative conversations.

$15,000 President’s Society

• Society Specials: Invitations to fireside chats and round tables with featured speakers, hosted in prestigious venues and private homes, offering access to transformative ideas.
• Private Salon Dinners: Invitations to select moderated dinners with featured speakers, providing curated opportunities for deeper conversations with thought leaders.
• Attendee Flexibility: A flexible, multi-generational membership option that allows your family or organization to rotate participants at events. This ensures broad access to Aspen Institute programming across generations, with opportunities for younger family members to engage in our annual youth-focused initiatives. *Children 12 and older included.

$5,000 Ambassador’s Society

• Access to Annual Programming: Invitations to member-exclusive salons annually, with priority registration and discounts for select public events hosted by the Aspen Institute. Salons take place regularly in cities including but not limited to Aspen, Chicago, Los Angeles, Miami, Newport Beach, New York, Palm Beach, San Francisco, and Washington, D.C.
• Aspen Meadows Resort Benefits: Exclusive discounts at West End Social and the Resnick-Malek Health Center at Aspen Meadows Resort, Aspen, CO.
• Expanded Opportunities: Join a network of change-makers and influencers from various sectors that care deeply for balanced civil discourse on critical issues and value continued education opportunities.

$1,000 Vanguard Society

• Next-Generation Leaders: Designed for individuals under 40, this membership provides access to all benefits at the Ambassador’s level, with added emphasis on professional networking and career development, shaping the future of leadership within the Aspen community.

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Who Should Read This

• Product teams within tech companies that are directly responsible for product development
• Current and aspiring product equity practitioners
• Stakeholders in equity-centered functions such as Product Fairness, Responsible AI, Accessibility, and Diversity, Equity, and Inclusion (DEI)
• Teams in product-adjacent domains such as Policy, Legal, Trust & Safety, and Marketing
• External stakeholders involved in shaping the discourse around product equity including civil society organizations, academics and researchers, and policy influencers.

What Is Product Equity?

While product equity is still a nascent practice and lacks an agreed-upon definition, it generally refers to the intentional design and development of digital products to ensure inclusive and equitable outcomes for everyone using the product by taking into account their background, identity, and lived experiences.

It involves proactively identifying and addressing disparities that may arise from biases in data, algorithms, design processes or from the product teams themselves. Importantly, product equity is not only about avoiding harm and mitigating exclusion but also about creating positive impacts and greater opportunities for systemically marginalized and underserved communities.

KEEP READING ON ASPENDIGITAL.ORG

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1. Why did the Society of Fellows change its name? 

The rebranding coincides with our 75th Anniversary and underscores Aspen, CO as the central hub of activity and connection point for the majority of our members, while highlighting our shared philanthropic commitment to the Institute’s mission. The shift towards the Aspen Society modernizes the brand and creates clarity between donor circles and Institute Fellowship.

2. How will my current membership be affected by the changes? 

Current members will transition to the new levels, keeping their existing benefits through the end of their term. After that, existing members can select from the updated tiers, which offer deeper engagement, greater flexibility, and exclusive opportunities. 

3. What are the financial commitment changes? 

• Gold Leaf Society: $50,000 → $75,000 
• Chairman’s Society: $25,000 → $35,000 
• President’s Society: $10,000 → $15,000 
• Aspen Leaf Society→ Ambassador’s Society (no financial change)

4. Why are membership costs increasing? 

This is only the second price adjustment since 1964, with the last change in 2005. The increases reflect the enhanced experiences members enjoy today, such as programs nation-wide, leadership seminars, and curated dinners. 

5. Can I still bring guests? 

Yes! Guests are welcome at every membership level, subject to event capacity. We value shared experiences and will accommodate guests whenever possible.  

6. Why should I increase my commitment? 

Increasing your commitment ensures you stay at the forefront of our most exclusive opportunities while directly contributing to the Aspen Institute’s ability to make an impact. 

• Enhanced Benefits: Such as elevated experiences to reward your loyalty and inspire new connections including VIP reserved seating at key events, curated leadership seminars for Chairman’s members, legacy membership gifting to young leaders, and multi-generational flexibility for President’s members. 
• Long-Term Recognition: Members with 10 and 25 years of consecutive support will be celebrated in the Annual Report, with personalized outreach from Institute executive leadership. Those reaching the 25-year milestone will also receive a special commemorative gift symbolizing your legacy of commitment to the Institute.
• Premier Access: An upgraded membership unlocks priority access to high-profile events, exclusive dinners with speakers, and curated programs—putting you at the heart of key conversations and fostering deeper engagement within the Aspen community.

7. I’m very excited about the new benefits! Can I upgrade my membership level before the end of the year?

Absolutely! If you’d like to upgrade my membership level before the year ends, please reach out to the Aspen Society hotline at (970) 544-7980 or email us at aspensociety@aspeninstitute.org. You can also contact any member of the Aspen Society team. With your increased support, we will recognize you as a contributor to the 75th Anniversary campaign.

8. Who can I contact with questions or concerns? 

For questions, please contact the Aspen Society hotline at aspensociety@aspeninstitute.org or call 970-544-7980. We are happy to assist!

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