When Conner Scott, a 32‑year‑old analyst living in Eau Claire, first walked into a corporate marketing department after college, he was told to “stay in your lane.” After trying a string of unrelated jobs, he found a home at DSG, a wholesale contractor‑supply firm that operates across Wisconsin and is 100 % employee‑owned through an Employee Stock Ownership Plan (ESOP).
From a Job Search to a Lifetime Career
Two years ago Scott answered a posting for DSG despite having no experience in contractor supply. The company’s robust training program gave him a chance to learn every facet of the business. Within months he moved from a temporary role to a full‑time inventory‑planning analyst, and he says the culture of cooperation and shared ownership kept him from looking elsewhere.
How an ESOP Works for Workers
An ESOP is a retirement plan that lets employees become shareholders without having to invest a single cent. DSG’s online ESOP wealth calculator showed Scott that, if he stays long enough, his account could grow dramatically. In his first two years the balance rose more than 200 %, a boost he attributes to the company’s collective success rather than individual effort alone.
Cooperation Over Competition
All 63 DSG branches share inventory, so instead of competing for resources they cooperate to lower costs for the entire network. That cooperation translates into higher profits, which flow back into the ESOP accounts of every full‑time employee—whether they work in a warehouse, drive a delivery truck, or sit at a desk.
Building Generational Wealth for All
Scott emphasizes that the ESOP isn’t just for college‑educated staff. Every full‑time worker, regardless of education or position, receives the same ownership opportunity. By pooling resources and sharing success, the company helps employees build wealth that can be passed to their children and grandchildren.
Why Wisconsin Should Expand Employee Ownership
Studies cited by Scott show that ESOP companies tend to retain employees longer and weather economic downturns better than non‑owned firms. Yet Wisconsin has only about 240 ESOPs. The Expanding ESOPs coalition, a network of nearly 100 organizations, is working to change that.
U.S. Rep. Mike Kelly (R‑PA) introduced H.R. 3105, the Promotion and Expansion of Private Employee Ownership Act of 2025, which would provide technical assistance and create a Department of Labor advocate for small‑business ESOPs. While the bill is federal, its impact would be felt most strongly in states like Wisconsin where the employee‑ownership model is still emerging.
A Call to Action for Wisconsin Communities
Scott’s story illustrates how employee ownership can transform a single workplace into a catalyst for broader economic stability and family prosperity. He urges local business leaders, policymakers, and community groups to consider ESOPs as a tool for strengthening Wisconsin’s middle class and preserving the values of hard work, family, and personal liberty.
As more Wisconsin companies adopt employee‑ownership structures, workers can look forward to greater job security, higher retention rates, and the chance to build lasting wealth for their families—without sacrificing the faith‑based, family‑centered values that define our state.
Original reporting: Wisconsin Watch — read the source article.
