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Life Science Research Professional 1

It takes a curious mind to unlock the future, and tremendous passion to make the impossible happen. As a Life Science Research Professional 1, you’ll play a critical role in our research labs by changing the trajectory of medicine. You’ll work alongside some of the top minds in science and have an ongoing opportunity for education. As we continue to reach toward novel approaches in the life sciences, our NIH ranking and backing of Stanford Medicine allow you to see your projects through. Join us and be a part of discovering the next breakthrough at Stanford School of Medicine. We're better with you.

• Level: Entry Level
• Travel: Minimal (if any)
• Salary: $63K-$96K

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Success Profile

What makes a successful Life Science Research Professional 1 at Stanford Medicine? Check out the traits we’re looking for and see if you have the right mix.

• Detail-Oriented
• Problem Solver
• Responsible
• Self-Starter

Career Path

• Life Science Research Professional 1 leads to Doctor of Philosophy (Ph.D.) or Medical Degree (MD) Program or Life Science Research Professional 2 Doctor of Philosophy (Ph.D.) or Medical Degree (MD) Program
• Life Science Research Professional 2 leads to Life Science Research Professional 3/Lab Manager
• Life Science Research Professional 3/Lab Manager

Employee Benefits

Comprehensive health and welfare benefits, unmatched time away benefits, unique education benefits, work-life programs, stanford sweeteners, job description.

Dr. Joseph Woo’s laboratory in the Department of Cardiothoracic Surgery is looking to hire a LSRP I to assist with laboratory experiments. In particular, these experiments relate to cardiac biomechanics, in vitro testing, and additive manufacturing. The ideal candidates will have degrees in bioengineering or mechanical engineering with experience in fluid mechanics, stress analysis, physiology, and additive manufacturing. Medical device development experience or interest also a plus. Prior experience with in vitro or ex vivo valvular or cardiac biomechanical studies a plus.

Duties include:

• Become facile with the lab’s ex vivo left heart simulator which includes assisting senior lab members with experiments, maintaining and repairing the simulator, troubleshooting, and designing/3D printing components.
• Plan approach to experiments in support of research projects in lab and/or field based on knowledge of scientific theory.
• Independently conduct experiments; maintain detailed records of experiments and outcomes.
• Apply the theories and methods of a life science discipline to interpret and perform analyses of experiment results; offer suggestions regarding modifications to procedures and protocols in collaboration with senior researcher.
• Review literature on an ongoing basis to remain current with new procedures and apply learnings to related research.
• Contribute to publication of findings as needed. Participate in the preparation of written documents, including procedures, presentations, and proposals.
• Help with general lab maintenance as needed; maintain lab stock, manage chemical inventory and safety records, and provide general lab support as needed.
• Assist with orientation and training of new staff or students on lab procedures or techniques.

*- Other duties may also be assigned

DESIRED QUALIFICATIONS: Dr. Joseph Woo’s laboratory in the Department of Cardiothoracic Surgery is looking to hire a LSRP I to assist with laboratory experiments. In particular, these experiments relate to cardiac biomechanics, in vitro testing, and additive manufacturing. The ideal candidates will have degrees in bioengineering or mechanical engineering with experience in fluid mechanics, stress analysis, physiology, and additive manufacturing. Medical device development experience or interest also a plus. Prior experience with in vitro or ex vivo valvular or cardiac biomechanical studies a plus.

EDUCATION & EXPERIENCE (REQUIRED):

Bachelor's degree in related scientific field.

KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):

• General understanding of scientific principles. Demonstrated performance to use knowledge and skills when needed.
• Demonstrated ability to apply theoretical knowledge of science principals to problem solve work.
• Ability to maintain detailed records of experiments and outcomes.
• General computer skills and ability to quickly learn and master computer programs, databases, and scientific applications.
• Ability to work under deadlines with general guidance.
• Excellent organizational skills and demonstrated ability to accurately complete detailed work.

PHYSICAL REQUIREMENTS*:

• Frequently stand, walk, twist, bend, stoop, squat, grasp lightly, use fine manipulation, grasp forcefully, perform desk-based computer tasks, use telephone, write by hand, lift, carry, push and pull objects weighing over 40 pounds.
• Occasionally sit, kneel, crawl, reach and work above shoulders, sort and file paperwork or parts.
• Rarely climb, scrub, sweep, mop, chop and mix or operate hand and foot controls.
• Must have correctible vision to perform duties of the job.
• Ability to bend, squat, kneel, stand, reach above shoulder level, and move on hard surfaces for up to eight hours.
• Ability to lift heavy objects weighing up to 50 pounds.
• Ability to work in a dusty, dirty, and odorous environment.
• Position may require repetitive motion.

*- Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.

WORKING CONDITIONS:

• May require working in close proximity to blood borne pathogens.
• May require work in an environment where animals are used for teaching and research.
• Position may at times require the employee to work with or be in areas where hazardous materials and/or infectious diseases are present.
• Employee must perform tasks that require the use of personal protective equipment, such as safety glasses and shoes, protective clothing and gloves, and possibly a respirator.
• May require extended or unusual work hours based on research requirements and business needs.
• Add or subtract physical requirements based on the requirements of your specific job. (remove this statement for posting)

WORK STANDARDS:

• Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
• Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors bases on training and lessons learned.
• Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University’s Administrative Guide, http://adminguide.stanford.edu .

The expected pay range for this position is $53,000 to $76,000 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.

At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website ( https://cardinalatwork.stanford.edu/benefits-rewards ) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.

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Why Stanford Medicine?

Stanford University has the unique benefit of being both well-established and intent on the future. As one of the most influential academic institutions in the world, our thought leaders, staff and cutting-edge, collaborative culture have fueled our belief in every possibility.

Testimonial

When I started my job at Stanford, I did not know what to expect, but I quickly discovered an exceptional work environment. As a Life Science Research Professional in Neurology, I see the enormous impact my work has on the future of medicine. My coworkers prioritize collaboration and are always willing to teach me something or sit down for a scientific discussion. In my lab at Stanford School of Medicine, I found people who care about my career development and who share my commitment to improving the human condition, one day at a time. –Javier Ramos Benitez, Life Science Research Professional - Neurology

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Research Data Analyst 1

🔍 school of medicine, stanford, california, united states.

The Stanford University Center for Precision Mental Health and Wellness is seeking a motivated and well-trained research data analyst to manage and analyze high dimensional neuroimaging and behavioral datasets acquired in precision mental health studies. Especially sought are candidates with expertise in functional imaging data analysis in human subjects studies. 

The position will be based within Center’s Personalized and Translational Neuroscience lab. Studies in the lab use brain imaging approaches to improve our understanding and treatment of mental health conditions such as depression and anxiety. These studies are funded through the NIH and philanthropy.

The Research Data Analyst (RDA) will be tasked with managing incoming data, implementing data quality controls, visualizing data and generating and implementing analysis models for neuroimaging and behavioral data and their integration. Data are acquired at multiple time points, including pre- and post-treatment. The RDA will also be responsible for sharing data through NIH data coordinating centers. The tasks are supported by an existing database and server infrastructure, an large existing datasets.

The RDA will work in close collaboration with an interdisciplinary team. There is a need for flexibility to work across different scripting and software environments and display agility in learning. Members of the Center possess deep domain experience in their chosen fields and an ability to communicate across fields.

The position will be fully in person.

Interested candidates should include:

• A cover letter addressing requirements and why you are motivated to apply to this position and contribute to research in precision mental health and how your education and experience relate to the position as described above.
• Resume or CV
• At least three references to  [email protected] . The position is open until filled. However, because of funding timelines and project milestones, we are seeking to fill this position as soon as possible.

The supervising PI for this position is Dr. Leanne Williams, https://profiles.stanford.edu/leanne-williams .

Learn more about the Lab and Center: http://med.stanford.edu/pmhw . The position will be based within a collaborative team that values cooperation, fairness, efficiency, and conscientiousness.

Specific Tasks include:

•   Collect, manage and clean large datasets.
• Employ new and existing tools to interpret, analyze, and visualize multivariate relationships in human subjects data.
• Create databases and reports, develop algorithms and statistical models, and perform statistical analyses appropriate to data and reporting requirements.
• Use system reports and analyses to identify potentially problematic data, make corrections, and determine root cause for data problems from input errors or inadequate field edits, and suggest possible solutions.
• Develop reports, charts, graphs and tables for use by investigators and for publication and presentation.
• Analyze data processes in documentation.
• Collaborate with faculty and research staff on data collection and analysis methods.
• Provide documentation based on audit and reporting criteria to investigators and research staff.
• Communicate with grant agencies in regard to data sharing centers.

* - Other duties may also be assigned

DESIRED QUALIFICATIONS:

• Familiarity with fMRI data analysis techniques, such as using SPM, Freesurfer
• Experience with complex human subjects data management
• Knowledge of statistical and machine learning techniques for data analysis
• Experience working in research or academic setting
• Familiarity with data visualization tools

EDUCATION & EXPERIENCE (REQUIRED):

• Bachelor's degree or a combination of education and relevant experience. Experience in a quantitative discipline relevant to the domain of the research in the lab, such as psychology, neuroscience, or statistics.

KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):

• Motivation to contribute to advances in precision mental health
• Proficiency in statistical analysis software (e.g., SPSS, R, Python) 
• Experience working with complex datasets
• Substantial experience with MS Office and analytical programs
• Strong writing, problem solving and analytical skills
• Ability to prioritize workload
• Ability to manage multiple projects and deadlines

  PHYSICAL REQUIREMENTS*:

•   Sitting in place at computer for long periods of time with extensive keyboarding/dexterity.
• Occasionally use a telephone.
• Rarely writing by hand.
• - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.

WORKING CONDITIONS:

•   Some work may be performed in a laboratory or field setting.
• The work arrangement for this position will be on-site and will be based on the Stanford main campus.

The expected pay range for this position is $64,480 to $97,000 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.

* - Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.

• Schedule: Full-time
• Job Code: 4751
• Employee Status: Regular
• Requisition ID: 102819
• Work Arrangement : On Site

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What Researchers Discovered When They Sent 80,000 Fake Résumés to U.S. Jobs

Some companies discriminated against Black applicants much more than others, and H.R. practices made a big difference.

By Claire Cain Miller and Josh Katz

A group of economists recently performed an experiment on around 100 of the largest companies in the country, applying for jobs using made-up résumés with equivalent qualifications but different personal characteristics. They changed applicants’ names to suggest that they were white or Black, and male or female — Latisha or Amy, Lamar or Adam.

On Monday, they released the names of the companies . On average, they found, employers contacted the presumed white applicants 9.5 percent more often than the presumed Black applicants.

Yet this practice varied significantly by firm and industry. One-fifth of the companies — many of them retailers or car dealers — were responsible for nearly half of the gap in callbacks to white and Black applicants.

Two companies favored white applicants over Black applicants significantly more than others. They were AutoNation, a used car retailer, which contacted presumed white applicants 43 percent more often, and Genuine Parts Company, which sells auto parts including under the NAPA brand, and called presumed white candidates 33 percent more often.

In a statement, Heather Ross, a spokeswoman for Genuine Parts, said, “We are always evaluating our practices to ensure inclusivity and break down barriers, and we will continue to do so.” AutoNation did not respond to a request for comment.

Companies With the Largest and Smallest Racial Contact Gaps

Of the 97 companies in the experiment, two stood out as contacting presumed white job applicants significantly more often than presumed Black ones. At 14 companies, there was little or no difference in how often they called back the presumed white or Black applicants.

Source: Patrick Kline, Evan K. Rose and Christopher R. Walters

Known as an audit study , the experiment was the largest of its kind in the United States: The researchers sent 80,000 résumés to 10,000 jobs from 2019 to 2021. The results demonstrate how entrenched employment discrimination is in parts of the U.S. labor market — and the extent to which Black workers start behind in certain industries.

“I am not in the least bit surprised,” said Daiquiri Steele, an assistant professor at the University of Alabama School of Law who previously worked for the Department of Labor on employment discrimination. “If you’re having trouble breaking in, the biggest issue is the ripple effect it has. It affects your wages and the economy of your community going forward.”

Some companies showed no difference in how they treated applications from people assumed to be white or Black. Their human resources practices — and one policy in particular (more on that later) — offer guidance for how companies can avoid biased decisions in the hiring process.

A lack of racial bias was more common in certain industries: food stores, including Kroger; food products, including Mondelez; freight and transport, including FedEx and Ryder; and wholesale, including Sysco and McLane Company.

“We want to bring people’s attention not only to the fact that racism is real, sexism is real, some are discriminating, but also that it’s possible to do better, and there’s something to be learned from those that have been doing a good job,” said Patrick Kline, an economist at the University of California, Berkeley, who conducted the study with Evan K. Rose at the University of Chicago and Christopher R. Walters at Berkeley.

The researchers first published details of their experiment in 2021, but without naming the companies. The new paper, which is set to run in the American Economic Review, names the companies and explains the methodology developed to group them by their performance, while accounting for statistical noise.

Sample Résumés From the Experiment

Fictitious résumés sent to large U.S. companies revealed a preference, on average, for candidates whose names suggested that they were white.

To assign names, the researchers started with a prior list that had been assembled using Massachusetts birth certificates from 1974 to 1979. They then supplemented this list with names found in a database of speeding tickets issued in North Carolina between 2006 and 2018, classifying a name as “distinctive” if more than 90 percent of people with that name were of a particular race.

The study includes 97 firms. The jobs the researchers applied to were entry level, not requiring a college degree or substantial work experience. In addition to race and gender, the researchers tested other characteristics protected by law , like age and sexual orientation.

They sent up to 1,000 applications to each company, applying for as many as 125 jobs per company in locations nationwide, to try to uncover patterns in companies’ operations versus isolated instances. Then they tracked whether the employer contacted the applicant within 30 days.

A bias against Black names

Companies requiring lots of interaction with customers, like sales and retail, particularly in the auto sector, were most likely to show a preference for applicants presumed to be white. This was true even when applying for positions at those firms that didn’t involve customer interaction, suggesting that discriminatory practices were baked in to corporate culture or H.R. practices, the researchers said.

Still, there were exceptions — some of the companies exhibiting the least bias were retailers, like Lowe’s and Target.

The study may underestimate the rate of discrimination against Black applicants in the labor market as a whole because it tested large companies, which tend to discriminate less, said Lincoln Quillian, a sociologist at Northwestern who analyzes audit studies. It did not include names intended to represent Latino or Asian American applicants, but other research suggests that they are also contacted less than white applicants, though they face less discrimination than Black applicants.

The experiment ended in 2021, and some of the companies involved might have changed their practices since. Still, a review of all available audit studies found that discrimination against Black applicants had not changed in three decades. After the Black Lives Matter protests in 2020, such discrimination was found to have disappeared among certain employers, but the researchers behind that study said the effect was most likely short-lived.

Gender, age and L.G.B.T.Q. status

On average, companies did not treat male and female applicants differently. This aligns with other research showing that gender discrimination against women is rare in entry-level jobs, and starts later in careers.

However, when companies did favor men (especially in manufacturing) or women (mostly at apparel stores), the biases were much larger than for race. Builders FirstSource contacted presumed male applicants more than twice as often as female ones. Ascena, which owns brands like Ann Taylor, contacted women 66 percent more than men.

Neither company responded to requests for comment.

The consequences of being female differed by race. The differences were small, but being female was a slight benefit for white applicants, and a slight penalty for Black applicants.

The researchers also tested several other characteristics protected by law, with a smaller number of résumés. They found there was a small penalty for being over 40.

Overall, they found no penalty for using nonbinary pronouns. Being gay, as indicated by including membership in an L.G.B.T.Q. club on the résumé, resulted in a slight penalty for white applicants, but benefited Black applicants — although the effect was small, when this was on their résumés, the racial penalty disappeared.

Under the Civil Rights Act of 1964, discrimination is illegal even if it’s unintentional . Yet in the real world, it is difficult for job applicants to know why they did not hear back from a company.

“These practices are particularly challenging to address because applicants often do not know whether they are being discriminated against in the hiring process,” Brandalyn Bickner, a spokeswoman for the Equal Employment Opportunity Commission, said in a statement. (It has seen the data and spoken with the researchers, though it could not use an academic study as the basis for an investigation, she said.)

What companies can do to reduce discrimination

Several common measures — like employing a chief diversity officer, offering diversity training or having a diverse board — were not correlated with decreased discrimination in entry-level hiring, the researchers found.

But one thing strongly predicted less discrimination: a centralized H.R. operation.

The researchers recorded the voice mail messages that the fake applicants received. When a company’s calls came from fewer individual phone numbers, suggesting that they were originating from a central office, there tended to be less bias . When they came from individual hiring managers at local stores or warehouses, there was more. These messages often sounded frantic and informal, asking if an applicant could start the next day, for example.

“That’s when implicit biases kick in,” Professor Kline said. A more formalized hiring process helps overcome this, he said: “Just thinking about things, which steps to take, having to run something by someone for approval, can be quite important in mitigating bias.”

At Sysco, a wholesale restaurant food distributor, which showed no racial bias in the study, a centralized recruitment team reviews résumés and decides whom to call. “Consistency in how we review candidates, with a focus on the requirements of the position, is key,” said Ron Phillips, Sysco’s chief human resources officer. “It lessens the opportunity for personal viewpoints to rise in the process.”

Another important factor is diversity among the people hiring, said Paula Hubbard, the chief human resources officer at McLane Company. It procures, stores and delivers products for large chains like Walmart, and showed no racial bias in the study. Around 40 percent of the company’s recruiters are people of color, and 60 percent are women.

Diversifying the pool of people who apply also helps, H.R. officials said. McLane goes to events for women in trucking and puts up billboards in Spanish.

So does hiring based on skills, versus degrees . While McLane used to require a college degree for many roles, it changed that practice after determining that specific skills mattered more for warehousing or driving jobs. “We now do that for all our jobs: Is there truly a degree required?” Ms. Hubbard said. “Why? Does it make sense? Is experience enough?”

Hilton, another company that showed no racial bias in the study, also stopped requiring degrees for many jobs, in 2018.

Another factor associated with less bias in hiring, the new study found, was more regulatory scrutiny — like at federal contractors, or companies with more Labor Department citations.

Finally, more profitable companies were less biased, in line with a long-held economics theory by the Nobel Prize winner Gary Becker that discrimination is bad for business. Economists said that could be because the more profitable companies benefit from a more diverse set of employees. Or it could be an indication that they had more efficient business processes, in H.R. and elsewhere.

Claire Cain Miller writes about gender, families and the future of work for The Upshot. She joined The Times in 2008 and was part of a team that won a Pulitzer Prize in 2018 for public service for reporting on workplace sexual harassment issues. More about Claire Cain Miller

Josh Katz is a graphics editor for The Upshot, where he covers a range of topics involving politics, policy and culture. He is the author of “Speaking American: How Y’all, Youse, and You Guys Talk,” a visual exploration of American regional dialects. More about Josh Katz

From The Upshot: What the Data Says

Analysis that explains politics, policy and everyday life..

Employment Discrimination: Researchers sent 80,000 fake résumés to some of the largest companies in the United States. They found that some discriminated against Black applicants much more than others .

Pandemic School Closures: ​A variety of data about children’s academic outcomes and about the spread of Covid-19 has accumulated since the start of the pandemic. Here is what we learned from it .

Affirmative Action: The Supreme Court effectively ended race-based preferences in admissions. But will selective schools still be able to achieve diverse student bodies? Here is how they might try .

N.Y.C. Neighborhoods: We asked New Yorkers to map their neighborhoods and to tell us what they call them . The result, while imperfect, is an extremely detailed map of the city .

Dialect Quiz:  What does the way you speak say about where you’re from? Answer these questions to find out .

Women’s share of executive jobs falls for first time in years, study finds

Researchers at s&p global see it as an ‘alarming turning point’ for gender parity in corporate america.

Women’s share of coveted executive roles dropped in 2023 for the first time in nearly two decades, according to a recently published report from researchers who see it as possibly an “alarming turning point” in the path toward gender parity in corporate America.

Female executives lost roughly 60 “C-suite” roles last year, a reversal after several years of slow but persistent growth, according to S&P Global Market Intelligence. Women now claim 11.8 percent of 15,000 chief executives, financial officers and other top roles at publicly traded U.S. companies, down from 12.2 percent the previous year, S&P said. It’s the first decline in that percentage since S&P started tracking this data in 2006.

“The growth in women’s representation among senior corporate positions, once a bright spot for gender parity, potentially faces an alarming turning point,” the report’s authors wrote. The change of trend is “surprising,” after a major surge in women’s C-suite representation in 2022, they noted.

“Growth no longer appears exponential,” the report states, adding that “a waning focus on diversity initiatives suggests a potential inflection point and calls our previous gender parity estimates into question.”

The stalling of women’s progress in the upper echelons of corporate America is “troubling,” said Ellen Kossek, a professor at Purdue University and an Academy of Management scholar. “We’re moving backward,” said Kossek, who was not involved in the S&P report.

Researchers behind the report didn’t name a clear reason for the drop-off in women’s representation in high-level executive roles, but other data suggests that the pipeline is narrow: S&P Global research published last month found that women hold fewer than 30 percent of revenue-generating management positions that can be a steppingstone to the C-suite.

S&P Global noted that the growth rate of women in senior leadership roles more broadly notched its lowest increase in more than 10 years in 2023, rising only 0.5 percent.

“Women may be hired in entry-level roles, but not receive the same opportunities for development and promotion as men,” said Simone Phipps, a professor of management at Middle Georgia State University who was not involved with the S&P report.

Phipps, who is also a scholar with the Academy of Management, said organizations often “fail to nurture a supportive culture” that allows women to effectively balance work with their duties outside it.

When women do hold C-suite positions, Phipps said, they tend to be “identified as support functions” such as chief human resource officer or chief diversity officer. Among core executive roles, she said, women are more likely to hold the title of chief marketing officer rather than jobs such as chief operating officer or chief financial officer.

“There are individuals with power who view certain roles (i.e., leadership roles) as more suitable for men and other roles (e.g., support roles) as more suitable for women,” Phipps said in comments emailed to The Washington Post. “This gender stereotyping that perpetuates the unfortunate glass ceiling must cease.”

The decline in the number of top female executives coincides with backlash to diversity, equity and inclusion policies in corporate America and beyond. After an explosion of support for DEI in 2020, the past year has seen a reversal as companies such as Starbucks, Nike and United Airlines face legal challenges to their policies.

Some companies have ditched chief diversity officers — a role commonly held by women of color — and others have axed internal teams dedicated to DEI and outsourced the work to consultants. Mentions of DEI on corporate earnings calls in 2023 tumbled to their lowest level since 2012, according to S&P Global.

S&P now projects that gender parity at the C-suite level for U.S. companies won’t happen until somewhere between 2055 and 2072. That’s five to seven years later than researchers had projected before the slowdown.

As recently as 2005, women held just 6.5 percent of C-suite positions, S&P Global’s data shows.

When women do make it to the very top, they don’t stay as long as their male counterparts. As of 2023, a little over 10 percent of Fortune 500 companies had a female CEO. But their tenures are often significantly shorter than their male counterparts, with women staying for 4.5 years on average compared with 7.2 years for men, according to reporting from Fortune.

More From Forbes

5 highest paying jobs you can get with an mba, from research.

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MBAs are broad enough to be easily transferable to multiple industries and roles, especially at ... [+] senior levels

Obtaining your master's degree is a fantastic way to stand out as a candidate when job-hunting, and can open up higher income opportunities for you as a professional, including increasing your chances of being offered a promotion or pay rise.

When you undertake a master's degree with such a broad specialism as the master's of business administration (MBA), you have more scope for flexibility in your career than if you decided to undertake a more narrow, specialized field of study.

This is because of the fact that the knowledge and skills gained from studying your MBA can be applied in a wide variety of contexts and industries, for roles including:

• Senior management
• Senior leadership at the executive level
• Project management
• Finance management

Many colleges and universities also offer MBA courses with the option to personalize your learning track and specialize in certain fields, which can be an attractive option if you wanted to get the best of both worlds, focusing on entrepreneurship, innovation, or marketing for example, while also gaining the broader MBA at the end.

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This option can further help you to be able to command the highest salaries.

At the same time, it's worth noting that a master's degree is not for everyone. It is possible to experience career and financial success without pursuing your MBA. However you may find that some of your choices are limited. Ultimately, you need to decide what's a priority for you.

But what are the highest paying jobs you can secure with an MBA degree?

1. Chief Executive Officer

Of course, this goes without saying. It's commonly expected for a CEO to have a master's degree. That being said, it is possible to climb the ranks entirely with a bachelor's degree alone, grit, and a commitment to professional development training.

A Yahoo Finance story in June 2023 uncovered some shocking data that reveals how our preconceived notions that a master's is needed to achieve success as a CEO, are not altogether accurate. And even if you do need one, going to an Ivy League school is not seen as a non-negotiable or a strong influencing factor by employers.

That being said, an MBA certainly helps to fast-track your path to the highest and best-paid job title of CEO, and gives stakeholders and your board of directors confidence in your leadership abilities.

Average salary: $836,545

2. Start-Up Founder

Next on the list is the role of start-up founder or co-founder. While this might seem to be fairly low pay on the outset (many start-up founders choose to take a small salary so their company grow with its existing capital faster), this can be a highly rewarding role if your start-up venture becomes successful and you go on to exit.

You have a few options available for you to exit—two of these being through an IPO (initial public offering which enables you to publicly trade stocks from your company) or through selling it to another company who will acquire it, based on market worth. Many founders become millionaires after exit, and go on to set up more ventures or become investors.

Your actual salary will hinge on several factors such as how much revenue your business makes, city you're based in, and your headcount, amongst other things.

Average salary: Highly variable depending on company size, revenue, location, market, etc.

You can choose to undertake a specialism when studying for your MBA, making you more niche and ... [+] in-demand by employers within a particular field, such as supply chain for example

3. Management Consultant

If you're not too keen on working right at the top and leading from the helm, then perhaps a less senior role in which you advise CEOs, senior leadership teams, would be best appropriate for your career goals.

One such role is that of a management consultant. There are popular consulting firms such as Bain & Company, BCG, and EY, but you could also work in smaller management consulting firms or set up your own management consultancy as a freelancer.

Average salary: $108,622

4. Investment Banker

Investment bankers advise their corporate clients to help them raise money from capital markets, and also sometimes play a role in the mergers and acquisitions process. Depending on where you study, you can get a specialized finance course as part of your MBA, which further your career within investment banking.

Average salary: $269,904

5. Business Development Manager

Business development managers do exactly what their name implies: develop new business. They research the market and prospect for new clients, identify networking and partnership opportunities, and build relationships with current and existing partners and clients.

An MBA can help you land the most senior leadership posts, and also secure prestigious jobs within ... [+] finance and consulting if people leadership and management is not your thing

While having an MBA is not a necessary prerequisite for becoming a successful business development manager, you may find that your business development strategy skills will sharpen and you will be most likely to receive bonuses if you undertake a master's degree.

Average salary: $139,409

So, is getting your MBA really worth it?

That's for your career and financial goals to decide.

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2024 Hurricane Forecast by Xubin Zeng and Kyle Davis

Wiki Link: https://en.wikipedia.org/wiki/2024_Atlantic_hurricane_season  

Kyle Davis and Xubin Zeng have announced their forecast for the 2024 hurricane season which runs from June 1 to November 30. The prediction includes total numbers of named storms, hurricanes, major hurricanes, and accumulated cyclone energy (ACE, defined as the sum of the squares of the 6-hourly windspeeds in knots of storms at least of tropical storm strength). Their forecast combines dynamic forecasts with machine learning as informed by their physical understanding of hurricane activities:

• They utilize a Random Forest approach based on seasonal forecast data from the European Centre for Medium-Range Weather Forecasts (ECMWF).
• They use the forecast July/August/September tropical Atlantic area-averaged sea surface temperatures (SSTs) in the same region used in their June predictions (Davis, Zeng, and Ritchie 2015; Davis and Zeng 2019) as well as August/September area-averaged SSTs in the Nino 3.4 region. 
• Their method uses 25 ensemble members from 1981-2016 and 51 members from 2017-2024.
• They calibrate the model using data from 1981 to 2007: they first train the model on the first ensemble member (from the model control run) on all data from 1981 to 2007, use that model to predict for the other members over the same time period, and average predictions from all members as their prediction for that year. Then they validate the model using data from 2008 to 2023 in “real time” (for example, for 2015, they would train the model using data from 1981 to 2014 and use the 2015 SST data to make a prediction for 2015). 

Table 2 (below) compares their model’s performance during the calibration and validation periods against the 5-year running average, or a no-skill metric. The model outperforms the no-skill category in all variables.  

Last year: Sea surface temperatures were boiling in 2023, but a strong El Niño counteracted what could have been a very intense season last year. 

This year: They are seeing forecasted sea surface temperatures during peak season even higher than last year, according to ECMWF.   ENSO will be trending towards neutral, possibly La Niña, which will be the major difference from last year. 

For the April forecast, they expect an active season over the North Atlantic . Tropical Atlantic SSTs are forecast to be the highest in their dataset . For the Niño 3.4 region, forecast SSTs are somewhat cooler than average, which at least should not inhibit activities. Storms should form easily and often this year. 

Table 1. 2024 tropical outlook.

Davis, K., X. Zeng, and E. A. Ritchie, 2015: A New Statistical Model for Predicting Seasonal North Atlantic Hurricane Activity. Wea. Forecasting, 30, 730–741, doi: 10.1175/WAF-D-14-00156.1 

Davis, K. and X. Zeng, 2019:  Seasonal Prediction of North Atlantic Accumulated Cyclone Energy and Major Hurricane Activity.  Wea. Forecasting, 34, 221–232,  doi: 10.1175/WAF-D-18-0125.1  

RESEARCHER CONTACT

Mr. Kyle Davis (email: [email protected] ); Prof. Xubin Zeng (email:  [email protected] ; Tel: 520-621-4782)

Table 2. Mean absolute errors of our forecasts and those using the 5-year average as the prediction. All three columns use data from 1981. 5-yr average is for the same period as the validation test.

Stay tuned: Zeng and Davis will update their prediction in early June 2024. 

Full document:  

Read our research on: Gun Policy | International Conflict | Election 2024

Regions & Countries

1. teachers’ job satisfaction.

Only a third of teachers say they’re extremely or very satisfied with their job overall. About half (48%) say they’re somewhat satisfied, while 18% say they are not too or not at all satisfied with their job.

Compared with all U.S. workers (across different industries and occupations), teachers express much lower job satisfaction. In a Center survey conducted in early 2023 , 51% of all employed adults said they were extremely or very satisfied with their job overall.

Teachers’ job satisfaction is fairly consistent across grade levels, though elementary school teachers are somewhat less likely than high school teachers to say they’re extremely or very satisfied (30% vs. 36%). The share among middle school teachers is not significantly different from that of elementary or high school teachers.

Satisfaction with specific aspects of the job

When we asked teachers how satisfied they are with various aspects of their job, we found that teachers get the most satisfaction from their relationship with fellow teachers and the least satisfaction from how much they’re paid.

About seven-in-ten teachers (71%) are extremely or very satisfied with their relationship with other teachers at their school.

Between 45% and 52% are extremely or very satisfied with each of the following:

• Their relationship with administrators at their school (52%)
• How much freedom they have in implementing the curriculum (46%)
• Their relationship with their students’ parents (45%)

Fewer than four-in-ten are extremely or very satisfied with these aspects of their job:

• Access to the resources they need to do their job (36%)
• Opportunities for training or ways to develop new skills (36%)
• Benefits their employer provides (35%)

Only 15% are extremely or very satisfied with how much they are paid. And by far the highest level of dissatisfaction is over salary – 51% of teachers say they are not too or not at all satisfied with how much they are paid.

While views are largely consistent across groups of teachers and types of schools, there are some notable differences.

Differences by school level

Elementary school teachers stand out as being less satisfied than middle and high school teachers with how much freedom they have in implementing curriculum.

About four-in-ten elementary school teachers (39%) say they are extremely or very satisfied with this aspect of their job, compared with 50% of middle school teachers and 53% of high school teachers.

Elementary school teachers are more satisfied than middle and high school teachers when it comes to their relationships with their students’ parents: 55% are highly satisfied, compared with 38% of middle school teachers and 35% of high school teachers.

Differences by poverty level

Teachers in low-poverty schools are more satisfied than those in medium- and high-poverty schools when it comes to their relationship with their students’ parents: 51% are highly satisfied, compared with 39% and 40%, respectively.

And teachers in high-poverty schools are more likely than those in medium- and low-poverty schools to say they are not satisfied with how much freedom they have in implementing curriculum (30% vs. 22% and 17%, respectively, say they are not too or not at all satisfied).

Poverty levels are based on the percentage of students in the school who are eligible for free and reduced-price lunch.

Do teachers feel trusted to do their job well?

Teachers are skeptical overall that the public trusts teachers to do a good job. Only 18% think most Americans trust public K-12 teachers a great deal or a fair amount to do their job well.

We also asked teachers how much trust they think their peers, administrators, students and students’ parents have in them. Majorities think each group trusts them a great deal or a fair amount to do their job well. But they feel the least strongly about this when it comes to their students’ parents.

About six-in-ten teachers (58%) say they think other teachers at their school trust them a great deal to do their job well. Some 53% say the same about their school administrators, and a similar share (52%) say this about their students.

The share saying their students’ parents trust them a great deal to do their job well is significantly lower (30%).

Elementary school teachers are more likely than middle and high school teachers to say their students and their students’ parents trust them a great deal.

For example, 62% of elementary school teachers say they think their students trust them a great deal to do their job well, compared with 45% of middle school teachers and 41% of high school teachers.

Likelihood that teachers will change jobs

We asked teachers to think about the future and assess how likely it is that they will look for a new job this school year. About three-in-ten teachers (29%) say it’s at least somewhat likely they’ll look for a new job, with 11% saying it is extremely or very likely they’ll do this.

About seven-in-ten teachers (71%) say it’s not too or not at all likely they’ll look for a new job this year. (The 2% who say they’re likely to retire or stop working in the next year are not included.)

Among teachers who say they may look for a new job, 40% say they’re most likely to seek a job outside education. Roughly three-in-ten (29%) say they’ll look for a non-teaching job in education, 18% say they’ll look for a teaching job at another public K-12 school, and 2% say they’ll look for a teaching job in a private school.

An additional 10% say it’s most likely they will take some other path.

Would teachers recommend teaching as a profession?

Teachers are about evenly split over whether they would advise a young person starting out today to become a teacher – 48% say they would, and 52% say they would not.

High school teachers are more likely than middle or elementary school teachers to say they’d advise a young person to become a teacher (56% vs. 46% and 43%, respectively).

Teachers who are newer to the job have a different view on this than those who’ve been teaching for over a decade.

Among those who’ve been teaching for less than six years, 57% say they’d recommend teaching as a career. The share is significantly lower among those who’ve been teaching 11 years or more (45%).

For teachers who’ve been in the profession six to 10 years, the share (48%) is not significantly different from that of newer or more experienced teachers.

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Table of contents, ‘back to school’ means anytime from late july to after labor day, depending on where in the u.s. you live, among many u.s. children, reading for fun has become less common, federal data shows, most european students learn english in school, for u.s. teens today, summer means more schooling and less leisure time than in the past, about one-in-six u.s. teachers work second jobs – and not just in the summer, most popular.

About Pew Research Center Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of The Pew Charitable Trusts .

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