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Found 7 jobs

Senior research scientist.

• New York (US)
• $75,000 - $100,000
• Memorial Sloan Kettering Cancer Center (MSK)

MSK is seeking an experienced Scientist to join their NIH funded laboratory dedicated to gene target identification and drug discovery in soft tissue

View details Senior Research Scientist

• 49 days ago
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Associate Research Scientist

• New York City, New York (US)
• Columbia University - Department of Medicine

The Division of Rheumatology seeks an Associate Research Scientist with skills in clinical research investigation of the Lupus and other Rheumatolo...

View details Associate Research Scientist

• 19 days ago
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Research Investigator - Beyaz Lab

• Cold Spring Harbor, New York
• $82,700.00 - $95,000.00 Annually
• Cold Spring Harbor Laboratory (CSHL)

Cold Spring Harbor Laboratory (CSHL) invites applications for a Research Investigator in the laboratory of Dr. Semir Beyaz.

View details Research Investigator - Beyaz Lab

• 23 days ago
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• New York City, New York
• Salary Range: $77,000 -$84,000
• Columbia University Columbia University Digestive and Liver Diseases

Work with a multidisciplinary team of scientists and physicians at all levels of training, devoted to the study of diseases of the alimentary tract.

Senior Staff Associate I - Cardiology

• $70,040 Annually - $75,000 Annually
• ColuColumbia University Irving Medical Center: Vagelos College of Physicians and Surgeons: Medicine

The Saleheen lab seeks a Senior Staff Associate I

View details Senior Staff Associate I - Cardiology

• 28 days ago
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COLUMBIA UNIVERSITY ASSOCIATE RESEARCH SCIENTIST

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COLUMBIA UNIVERSITY ASSOCIATE RESEARCH SCIENTIST   The Department of Anesthesiology at Columbia University Irving Medical Center, Vagelos College o...

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• 37 days ago
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COLUMBIA UNIVERSITY POSTDOCTORAL RESEARCH SCIENTIST

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COLUMBIA UNIVERSITY POSTDOCTORAL RESEARCH SCIENTIST   The Department of Anesthesiology at Columbia University Irving Medical Center, Vagelos Colleg...

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NYU is seeking talented, dedicated, and distinguished faculty and researchers to help the University achieve both scholarly eminence in research and the highest levels of pedagogical impact in the classroom and beyond. We invite you to apply to teach, research, or practice your discipline in a vibrant and inspiring environment.

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NYU Langone is home to scientists, researchers and technicians from 55 different countries. Our collaborations have led to more than 4,000 scientific publications in the last year alone and with over 900 clinical trials currently being conducted we are making a real-world impact on patient outcomes. In addition, the NYU Grossman School of Medicine was ranked No. 2 in the nation for research and No. 1 in New York on the 2023 U.S. News & World Report’s “Best Graduate Schools” rankings.

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Growth in research is a top priority here at NYU Langone.  NYU Langone’s portfolio of grants from the National Institutes of Health (NIH) has grown quicker than any other academic medical center in the country.  The projects that are currently underway at NYU Langone are an investment in both our future and a statement that we seek the best and brightest individuals to join our community.

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“I knew I wanted to pursue a career in clinical research within a large healthcare system. Over the past few years I have participated in many internal trainings and as a result I’ve developed a better understanding of the different components in clinical research. I resonate with NYU Langone Health’s mission, and I enjoy working in an environment with a meaningful community of healthcare employees.”

“The internal opportunities at NYU Langone Health are a clear indication of how employees can trust the organization to recognize their achievements and support their growth. So many knowledgeable employees work here, and are eager to share their skills and experience. My direct supervisor is someone I hold in high esteem. I genuinely use her work ethic and quality as a compass in my own work. When I transferred to my new position, my supervisor took steps to help me grow and mentor me. Overall, the whole process was simple and stress-free. People can be confident their needs will be met here.”

“During my final semester at NYU, I took a course working in one of the labs at NYU Langone. The first step I took into the building I said to myself, “Shirley this is the place you will be working for very soon.” NYU Langone made me feel welcomed and at home. It’s a beautiful place and the people here really do make you feel like you’re part of a family.”

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CITY RESEARCH SCIENTIST

• Agency: HRA/DEPT OF SOCIAL SERVICES
• Job type: Full-time
• Title Classification: No exam required

Off Of Eval/Research-NM

Job Description

The Office of Research and Policy Innovation (ORPI) brings together four units that provide critical policy-related information through scientific research and evaluation methods to agency leadership. ORPI also supports a broad network of homeless services providers, as the official NYC government partner for federal Housing and Urban Development (HUD) grants. As the DSS policy analysis, research, and program evaluation unit, the Office of Evaluation and Research (OER; a unit of the DSS Office of Research and Policy Innovation, ORPI) informs high-level decision-making across DSS-HRA-DHS. Through rigorous research studies and evaluations, OER develops and analyzes the evidence base for HRA and DHS work and provides unbiased recommendations regarding priority issues and initiatives to the NYC Department of Social Services (DSS) Commissioner, the Human Resources Administration (HRA) and Department of Homeless Services (DHS) Administrations, the DSS Chief Program Planning and Financial Management Officer, and HRA and DHS program leadership. Staff bring an interdisciplinary lens to their work, drawing on a broad range of quantitative and qualitative social science research methods. OER is recruiting for one (1) City Research Scientist II who will support a large portfolio of program evaluations and research studies related to homelessness prevention, street outreach, homeless shelter services, and rehousing. In that capacity, the CRS II will: - Conduct outcome and impact evaluations of pilot programs and other priority interventions across a wide range of DSS/HRA/DHS program areas using rigorous experimental, quasi-experimental, and mixed-methods designs. - Implement policy and data research projects to address questions posed by program leadership and executive staff about agency operations and policies and the needs and experiences of our clients, staff, and other target populations. - Work with large administrative sets, including data matching, data cleaning, and conducting bivariate and multivariate statistical analyses. - Collect primary data in support of evaluation and research efforts, including drafting data collection instruments and consent processes and coordinating logistics for surveys, interviews, focus groups, and observations of client-staff interactions. - Produce environmental scans and literature reviews, synthesizing existing research from the academic literature and external research organizations. - Support the agency’s annual effort to estimate unsheltered homelessness in NYC (the Homeless Outreach Population Estimate, HOPE). - Present findings at internal and external meetings, including national research conferences. Work Schedule: Monday to Friday: 9:00 am to 5:00 pm Work location: 4 World Trade Center

1. For Assignment Level I (only physical, biological and environmental sciences and public health) A master's degree from an accredited college or university with a specialization in an appropriate field of physical, biological or environmental science or in public health. To be appointed to Assignment Level II and above, candidates must have: 1. A doctorate degree from an accredited college or university with specialization in an appropriate field of physical, biological, environmental or social science and one year of full-time experience in a responsible supervisory, administrative or research capacity in the appropriate field of specialization; or 2. A master's degree from an accredited college or university with specialization in an appropriate field of physical, biological, environmental or social science and three years of responsible full-time research experience in the appropriate field of specialization; or 3. Education and/or experience which is equivalent to "1" or "2" above. However, all candidates must have at least a master's degree in an appropriate field of specialization and at least two years of experience described in "2" above. Two years as a City Research Scientist Level I can be substituted for the experience required in "1" and "2" above. NOTE: Probationary Period Appointments to this position are subject to a minimum probationary period of one year.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.

Civil service title

Title classification

Non-Competitive-5

Business title

• Experience level: Experienced (non-manager)

Number of positions

Work location

4 World Trade Center

• Category: Administration & Human Resources

COLUMBIA UNIVERSITY IN THE CITY OF NEW YORK

Research Coordinator

• Division of Scholarship & Rsch
• Columbia University Medical Center
• Opening on: May 2 2024
• Job Type: Officer of Administration
• Bargaining Unit:
• Regular/Temporary: Regular
• End Date if Temporary:
• Hours Per Week: 35
• Standard Work Schedule:
• Salary Range: $65,000-$68,000

Position Summary

The School of Nursing is seeking a detail-oriented Research Coordinator interested in research on cardiovascular disease and digital health. This position will be hybrid including both in-person and virtual work.

Responsibilities

The selected candidate will be expected to work on research focused on digital health and cardiovascular disease. Under the supervision of the Principal Investigator, the Coordinator will be responsible for a broad range of research and administrative activities. Other duties will include:

• Administering study questionnaires using electronic data capture systems (e.g., REDCap),
• Assisting with recruitment efforts and monitoring participant progress,
• Assisting in developing study materials and ordering supplies,
• Conducting participant follow-up over time to collect survey and interview data,
• Assisting in the processing of data from wearable devices (e.g., Apple Watch) and electronic health records,
• Preparing materials for and monitor all research and grant compliance including IRBs and interim reports,
• Preparing materials for dissemination such as scientific manuscripts, conference abstracts, and slide decks,
• Supporting the preparation and submission of new grants related to existing projects,
• And performing other research related duties as assigned.

The ideal candidate will have previous research experience with diverse populations and be comfortable working in a team-oriented environment with frequent interaction with research participants and other research staff.

This is a grant funded position and continued employment is contingent upon  grant funding. 

Minimum Qualifications

• Requires a bachelor's degree or equivalent in education and experience plus three years of experience.

Preferred Qualifications

• Excellent interpersonal and communication skills
• Comfortable working with older adults and racial/ethnic minority adults
• Familiarity with electronic data capture systems
• Organized and able to multitask in a diverse research environment
• Flexibility in workload and work hours to meet deadlines and recruitment goals
• Capable of working effectively in collaborative research groups
• Experience in research or healthcare
• Experience with statistical analysis software (e.g., R or similar software)

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.

Commitment to Diversity 

Columbia university is dedicated to increasing diversity in its workforce, its student body, and its educational programs. achieving continued academic excellence and creating a vibrant university community require nothing less. in fulfilling its mission to advance diversity at the university, columbia seeks to hire, retain, and promote exceptionally talented individuals from diverse backgrounds.  , share this job.

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The US needs immigrants to fill jobs, but can't house them. Nowhere makes this more clear than New York City.

• An influx of over 175,000 migrants in New York City has further exposed the city's housing crisis.
• Mayor Eric Adams warned the migrant influx could 'destroy' the city.
• But the US relies on immigrants to fill key jobs – and they've long boosted the housing market.

No country in the world attracts more immigrants than the US  — and no place symbolizes this better than New York City.

The convergence of the Big Apple's historic housing affordability crisis and an influx of asylum seekers has created a perfect storm that threatens to further marginalize the city's most vulnerable newcomers.

Over the last two years, New York City has struggled to handle more than 175,000 new migrants — part of an influx of asylum seekers on the Southern border. Many new arrivals don't have family members or other connections in New York, and tens of thousands of them don't have a place to live when they arrive.

But the city has a policy that's exceedingly rare in the US: it must provide a shelter bed for every unhoused person — a policy known as right-to-shelter, enforced by a 1981 state Supreme Court ruling . About 65,000 migrants are now living in about 200 emergency shelters, thousands more are in tent complexes , and others are staying in former hotels and jails.

The fact that New York — and other communities across the country — are so unprepared to handle new arrivals is further evidence of their failure to address a long-running housing affordability crisis. In New York City , underbuilding homes for years — particularly affordable units — has meant skyrocketing housing costs and the lowest home vacancy rate in decades. It's also helped the city's homeless population grow larger than it's been since the Great Depression. An influx of new residents, regardless of their immigration status, could be a wake-up call for the country that solving the housing crisis is a prerequisite for growth.

However, some New Yorkers aren't interested in welcoming asylum seekers. Mayor Eric Adams last year warned the influx of migrants "will destroy New York City," pointing to an estimated $12 billion the city is expected to spend on housing and other services between 2023 and 2025. He's repeatedly demanded more funding from the state and federal governments.

Some public figures who've opposed efforts to support migrants explicitly stoke fear that New Yorkers' homes are at risk. Elon Musk recently warned in a post on X that migrants will "come for your homes" after hotels and other emergency shelters fill up.

But an uptick in immigration isn't the problem. Immigrants have long played a key role in improving communities across the country. And the US depends on immigrants to keep the economy running . Experts say the country desperately needs an influx of immigrants to fill jobs in key sectors , like the construction industry , in order to build the homes that are in such short supply.

Immigrants boost home values

While politicians with anti-immigrant views and others have long sought to stoke xenophobia by demonizing immigrants , immigrant-heavy neighborhoods across the US have thrived .

Related stories

Foreign-born residents make neighborhoods safer and wealthier , in part by boosting home values. Immigrants have long helped keep the US housing market strong and played a major role in stabilizing it following the Great Recession.

Not only do newly immigrant-heavy neighborhoods tend to see their home prices and rents increase, but surrounding areas see their housing costs and values rise even more, Susan Pozo, a professor of economics at Western Michigan University, and her colleagues found in one study . One reason behind this uptick is likely that many native-born residents leave for surrounding areas, pushing up demand there, Pozo said.

What's more, immigration might have a disinflationary impact on the housing market because new arrivals disproportionately work in the construction industry, helping solve the housing shortage.

"Immigration tends to raise local rents but slow inflation modestly in other core categories, resulting in little net impact," researchers at Goldman Sachs wrote in a research note published on May 5. "Since housing construction has been constrained for the last decade by labor shortages, it is possible that new immigrants will eventually do more to boost housing supply than housing demand."

Pushing migrants out of shelters

New York City has managed to absorb much larger influxes of immigrants in the past. In 1907, 3,400 people were processed at Ellis Island every day , on average. Right now, an average of about 600 migrants are arriving in the city each day.

But last month, the city government amended its right-to-shelter law, announcing it will begin forcing single adult migrants out of shelters after 30 days , while some families with children will be limited to 60 days in a shelter.

The New York City comptroller's office says the Adams administration is intentionally making life more difficult for asylum-seekers as a way to force them out of the city. Without legal documents, migrants aren't eligible for other government housing assistance, like vouchers or public housing.

"The policies are intentionally designed basically to just make it frustrating for people," said Celeste Hornbach, director of housing policy in the New York City comptroller's office. "It is just a system that is meant to really discourage people from getting help from the city and from exercising their rights that they have as residents of New York City."

The city has also failed to provide proper case management for thousands of migrants, and rarely follows up with families and individuals after they've left the shelter system, experts in the comptroller's office said.

"The case management the city has stood up is more focused on just getting people out of the shelter, rather than stabilizing them and helping them succeed once they're gone," said Sam Stanton, a senior policy researcher in the comptroller's office.

It's unclear where many go once they leave the shelters, Hornbach said, but some likely end up in substandard "gray market housing," including in basements or other potentially unsafe, overcrowded places.

Without local, state, and federal efforts to build more housing — including affordable homes — communities across the country won't be able to sustain dynamic economies and vibrant neighborhoods.

Watch: US cities brace for busloads of migrants as immigration rules change

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Research: Negotiating Is Unlikely to Jeopardize Your Job Offer

• Einav Hart,
• Julia Bear,
• Zhiying (Bella) Ren

A series of seven studies found that candidates have more power than they assume.

Job seekers worry about negotiating an offer for many reasons, including the worst-case scenario that the offer will be rescinded. Across a series of seven studies, researchers found that these fears are consistently exaggerated: Candidates think they are much more likely to jeopardize a deal than managers report they are. This fear can lead candidates to avoid negotiating altogether. The authors explore two reasons driving this fear and offer research-backed advice on how anxious candidates can approach job negotiations.

Imagine that you just received a job offer for a position you are excited about. Now what? You might consider negotiating for a higher salary, job flexibility, or other benefits , but you’re apprehensive. You can’t help thinking: What if I don’t get what I ask for? Or, in the worst-case scenario, what if the hiring manager decides to withdraw the offer?

• Einav Hart is an assistant professor of management at George Mason University’s Costello College of Business, and a visiting scholar at the Wharton School. Her research interests include conflict management, negotiations, and organizational behavior.
• Julia Bear is a professor of organizational behavior at the College of Business at Stony Brook University (SUNY). Her research interests include the influence of gender on negotiation, as well as understanding gender gaps in organizations more broadly.
• Zhiying (Bella) Ren is a doctoral student at the Wharton School of the University of Pennsylvania. Her research focuses on conversational dynamics in organizations and negotiations.

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Class of 2024, It’s Not in Your Head: The Job Market Is Tough

By Peter Coy

Opinion Writer

Here is a brutal fact for the college class of 2024: There aren’t enough college-level jobs out there for all of you. Some of you will snag them. Others will have to settle for jobs that don’t require a college education. And history shows that many of those who start out in a job that doesn’t require a college education are still toiling in that kind of job a decade later.

One mystery is why college grads’ lifetime earnings are so much higher than those of people with just a high school degree or less, if indeed so many college grads don’t do college-graduate-level work. I’ll get to that in a minute. I’ll also finish on a slightly hopeful note.

I invite college seniors to tell me about your job searches and how you feel about what you learned or wish you had learned in college by filling out the form below. Parents and employers are also welcome to write in. (And forward it to others who you think would be interested in contributing by using the gift link in the article’s share tools.) I hope to feature some of your responses in a future newsletter.

Fifty-two percent of college grads are underemployed a year after graduation, meaning they are working in jobs that don’t require the degrees they earned, according to a February report by the Burning Glass Institute, which analyzes the job market, and the Strada Institute for the Future of Work.

Five years out from school, about 88 percent of those who are underemployed are “severely” underemployed, the report said. These are the top five jobs they’re doing: information and record clerk, supervisor of sales, retail sales worker, sales representative in services, and secretary and administrative assistant.

“Even a decade after graduation, 45 percent of graduates are underemployed,” the report said.

The best way to avoid underemployment is to pick a major that employers want and to complete an internship, Burning Glass found. If you didn’t do those things and you’re a few weeks from commencement without a job lined up … um, potentially not good.

I dug a little deeper into this rather depressing report by interviewing the president of the Burning Glass Institute, Matt Sigelman, along with other labor market experts.

The first thing I asked Sigelman is whether the United States is generating too many college graduates, oversupplying the market and setting up a lot of graduates for disappointment.

“In the immediate term, it’s hard to conclude otherwise,” he said. He added that the supply-demand imbalance has gotten worse in the past four years because the strongest growth has been in jobs that have lower educational qualifications.

In the longer term, Sigelman said, “I do believe that America benefits from having a highly educated work force.” He added: “Demand for talent is not fixed. The center of gravity of our economy is increasingly in the knowledge economy. Jobs follow talent.”

That makes sense. Over time, employers should seize the opportunity to profit by reconfiguring jobs to make full use of the talent that’s currently being underused. They’ve been finding ways to put brains to work since the start of the Industrial Revolution, a time when even a high school diploma was rare and special.

In the here and now, you’re in pretty good shape if you studied computer science, engineering, mathematics or math-intensive business fields such as finance and accounting, according to Burning Glass’s research. Education and health majors are also sought after.

Not so in demand: graduates in public safety and security, recreation and wellness studies and general business fields such as marketing.

Employers are desperate to hire accounting majors, Michael Steinitz, the senior executive director of professional talent solutions at Robert Half International, a human resources consulting firm, told me.

New college grads in general are attractive to employers because they tend to be tech savvy, they cost less and they can be trained for whatever needs employers have, Steinitz said.

Underemployment of college grads is not a new problem. If anything, grads’ prospects are better than usual because of the low overall unemployment rate (3.8 percent in March). In an informal survey by the National Association of Colleges and Employers, 83 percent of employers expected to increase or maintain the rate of hiring of new grads this spring, roughly the same as last year but down from 2022, when employers were hiring aggressively coming out of the pandemic.

I want to come back to the paradox that pay for college grads is relatively high even though they appear to be in surplus. I think the biggest reason is that the average numbers for college grads are pulled up a lot by those who make it big.

There are some blue-collar jobs, such as truck driver and plumber, that pay well but have a flat lifetime earnings profile — that is, a 55-year-old truck driver doesn’t make a lot more than a 25-year-old one. In contrast, white-collar jobs that require college degrees tend to have more growth potential in know-how and thus in earnings.

“College acts as a gateway to professional occupations, which offer more opportunity for wage growth through on-the-job learning,” David Deming, an economist at Harvard’s Kennedy School, writes in the abstract of a new working paper.

The classes of ’25, ’26 and beyond could have it rougher because artificial intelligence could come to perform some of the functions of new hires, knocking out the lowest rungs on the career ladder.

The (partial) solution is to develop a mix of skills that’s hard for A.I. to duplicate. The most successful grads have a combination of technical skills and what might be broadly called people skills, including the ability to communicate in print and in person, motivate and work in teams. Examples from Sigelman: data scientists who are good at writing and humanities majors in marketing who learn structured query language.

“If you were to design universities from scratch” with employers’ needs in mind, Deming told me, they would focus a lot more on teaching teamwork and the broad range of skills that are needed in the workplace.

Such ideas are of little use to today’s jobless seniors, of course. Then again, there will be many opportunities to overcome a poor start. Deming is guardedly optimistic, despite Burning Glass’s warnings. Life is long. He did a quick calculation for me, based on the National Longitudinal Survey of Youth, that about 60 percent of the college grads who start in a non-college-level job find their way into a managerial or professional occupation eventually.

“It’s definitely better to get a good first job than not to get a good first job,” Deming said. But “the jury is out on this idea that if you don’t get a good job right out of college, all is lost.”

2024 college grads, how’s that job market looking?

If you expect to graduate from college this spring or winter, Times Opinion wants to hear from you.

Outlook: Consumers Are Hurting

“The savings rate is falling, and interest paid on mounting debt is spiraling higher, suggesting consumers may be nearing the breaking point,” Dana Peterson, the chief economist of the Conference Board, a business-supported research group, wrote on Friday. She added, “Our call for slower real G.D.P. growth over the second and third quarters still makes sense.” Higher-than-expected inflation has made interest rate cuts by the Federal Reserve to buoy the economy less likely, Peterson wrote.

Quote of the Day

“Complex adaptive systems have the property that if you run them — by just letting the mathematical variable of ‘time’ go forward — they’ll naturally progress from chaotic, disorganized, undifferentiated, independent states to organized, highly differentiated and highly interdependent states.”

— J. Doyne Farmer in “The Third Culture: Beyond the Scientific Revolution,” edited by John Brockman (1995)

Peter Coy is a writer for the Opinion section of The Times, covering economics and business. Email him at [email protected] . @ petercoy

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Workers are secretly using AI on important tasks over fears it makes them look replaceable, new Microsoft and LinkedIn research finds

AI usage in the workplace is at an all-time high with workers determined to get ahead of their busy schedules, but concerns about the nascent technology replacing jobs are still there, according to a new Microsoft and LinkedIn research.

Microsoft and LinkedIn released their Annual Work Trend Index Wednesday which looked at the effects of AI on the labor market by surveying 31,000 people across 31 countries including the U.S., U.K., Germany, France, India, Singapore, Australia and Brazil.

It found that although 75% of workers are using AI in the workplace, over half of respondents don't want to admit that they're using it for their most important tasks. This is because 53% of those who are using AI at work on their most important tasks are worried that it makes them look replaceable.

Additionally, nearly half of professionals are concerned that AI will replace their jobs and are considering quitting their current postings in the year ahead.

Colette Stallbaumer, general manager of Microsoft Copilot and co-founder of Microsoft WorkLab, told CNBC Make It that workers need to get over their fears and start embracing AI.

"The more you can as an employee lean in and learn, the better off you're going to be," Stallbaumer said.

"I think that's where people have to get over the fear hump a little bit and move into optimism, move into a growth mindset, taking the opportunity to learn these skills, because all of the data shows it's going to make them more marketable, whether you're inside your company today, or looking to make a move or get hired."

Bosses are keen to hire workers with AI aptitude

Hiring for technical AI talent has skyrocketed 323% over the last eight years, according to the research. But workers from non-technical backgrounds who know how to use AI tools like ChatGPT and Microsoft Copilot, are also in high demand.

The study showed that 66% of leaders said they wouldn't hire someone without AI skills and 71% of leaders would rather hire a less experienced worker with AI skills rather than a more experienced person without them.

Although bosses value AI knowledge in the workplace, they're not taking an active approach to develop employees' skills. Nearly half of U.S. executives are not currently investing in AI tools or products for employees, and just over a quarter of companies are planning to offer training on generative AI this year.

Meanwhile, only 39% of people globally, who are using AI at work, have received AI training from their employers.

"What's interesting about the data is it feels like employees are getting it in terms of the adoption of AI but it feels like companies are not yet fully getting it," Aneesh Raman, vice president and workforce expert at LinkedIn told CNBC Make It.

"The big call out is if you're a company, you are either falling behind or getting ahead. There's no standing in place and so you should be having conversations about what is your point of view on AI and how it's going to grow the business."

Workers are using AI to get ahead

Despite some of these fears, workers are aware of the advantages AI tools provide and are using it to progress their careers.

Over three-quarters of professionals say they need AI skills to remain competitive in the job market and that it will give them access to more job opportunities. Just under 70% say it can help them get promoted faster.

"I think the key for everyone is realizing for most of us, our jobs will change and new categories of jobs will emerge and what people can do to deal with that anxiety, is think skills-first," Raman explained.

"Microsoft CEO Satya Nadella has this line: 'It's the era of the learn-it-all, not the know-it-all," Raman said.