linkedin phd title

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Should titles be included in LinkedIn names? [closed]

Is it advisable to include a title (like PhD or Dr.) in a LinkedIn profile name?

Or do recruiters perceive this as pretentious?

• 3 You didn't spend six years in evil medical school to be called 'Mister', thank you very much! Be proud of your achievements. –  Joel Etherton Commented Sep 25, 2013 at 12:52

3 Answers 3

Is it advisable to include a title (PhD, Dr.) in a linkedin profile name?

What is the purpose of your LinkedIn profile? Is it to connect with coworkers - how do they know you? Is it by Dr. John Doe? Just John Doe? John Doe, PhD? This will somewhat depend on industry and country too, as some locations/industries place more or less importance on this.

Like the above, this will vary based on industry and geography.

However, I would suggest leaving it off in - you are going to include your PhD education and publication(s) anyways, so it will be quite clear you have the degree. You can easily include make your degree clear in a personal statement.

If if makes it easier to find you, then it will be useful. It can help if you have a common name that would return thousands of matches. It will also be useful if a recruiter uses the degree as part of the search.

If on the other hand it is honorary and isn't useful for the positions you would be interested in, then it could be seen as pretentious.

The goal of the information on your profile is to allow current and former co-workers to find you, and for recruiters to contact you.

I don't include my title in my LinkedIn profile name and think the majority of LinkedIn members do not do this. I think using your title makes you stand out in the crowd, but it heavily depends on the person reading your resume if they will find it pretentious or not. I'd also keep in mind what jobs your are aiming for. If it is not an academic job, I'd be shy to add the title.

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How to Add PhD to Name in LinkedIn?

Have you finished your studies and earned your Ph.D. ? So do you want to know how to add a Ph.D. to your name on LinkedIn ? Should you add a Ph.D. to your name at all? Read the rest of this text to get the answer.

Higher education has been our modern world’s normal for some decades. There are not as many people who never went to college or universities as there were about 50 years ago. Many people have bachelor’s, master’s , or other degrees around you, and many earn their degrees every semester in different fields.

Maybe that’s why it’s been harder to find a decent job with a high school diploma . Of course, there is nothing wrong with choosing not to go to college or anything; all we are saying is that there are a lot of more educated people on the market right now.

At the same time, there are people with Ph.D. degrees. I mean PhDs are not as many people with other degrees but still a lot more than they were before.

But why do people choose to include Ph.D. in their LinkedIn name? We don’t see other people do such a thing, do we? I have a master’s degree and never even considered including it in my name.

Well, because being a Ph.D. is an honor. High education is challenging, but a Ph.D. degree is quite an achievement.

People not only share that they have a Ph.D. in their posts, but they also add it to their education and to their names.

How to add a Ph.D. to your name on LinkedIn ? There are some ways to do it.

You can add it to the education section, and thankfully LinkedIn allows you to add any suffixes to your name.

• Log into your account
• Choose “View Profile” from the “Me” dropdown menu in your account’s top right corner.
• Click the pencil icon under your cover photo .
• Add Ph.D. to your last name box
• Click Save.

Table of Contents

Adding Ph.D. to your LinkedIn name pros and cons

That is the way you have to add a Ph.D. suffix to your name, but the experts still can’t agree upon whether you should add it to your LinkedIn name or not, and each group has its own reasons to do so or not to do it.

Future leaders

A lot of PhDs have experienced it. They had to do crap, low-paid jobs just to pay the bills and their student loans. But after a while, they get employed for a decent leadership position. Industries know that PhDs can make perfect leaders.

The respect

Now, there is no argument on this one; it is like an ancient gene in humans. Most of us respect people with PhDs unintentionally, just like the way people used to respect Aristotle, Confucius, Democritus, and many others. Not like they had a Ph.D. or something; it’s about the knowledge and thoughts.

Over-qualification

Well, it is a wholly known saying, and you might have already heard it in some interviews you had: “You are overqualified for the available post for you’re a Ph.D. ”

So you have two ways. You can either choose to remove the suffix from your name to attract more recruiters (in every field with every job they are looking for candidates for) or just leave it there and wait for the one who is looking for someone with a Ph.D. to lead their company.

It is perfect that you’ve earned a Ph.D. and you can find some very decent jobs now, whether in industries or the education system. You just needed to know how to add a Ph.D. to your name on LinkedIn , and now you do. So, go on and enjoy your knowledge .

Related Questions & Answers

How do i write a linkedin headline for a phd student.

When crafting a LinkedIn headline as a PhD student, it’s essential to highlight your expertise, academic pursuits, and future aspirations. Here’s a straightforward guide on how to write a LinkedIn headline for a PhD student:

• Emphasize your specialization: Begin by mentioning your specific field of study or research specialization in your headline. For example, you can include keywords like “PhD Candidate in [Field of Study]” or “Researcher in [Specialization].” This immediately communicates your academic focus and expertise to potential connections and employers.
• Showcase your accomplishments and goals: Highlight any notable achievements, such as published research papers, conference presentations, or awards. Additionally, include a phrase that conveys your future aspirations or career goals. For instance, you could mention “Seeking opportunities in [Industry/Field] to apply research expertise” or “Passionate about driving innovation and solving complex problems in [Area of Interest].”

By combining your academic focus with your professional aspirations, you create a compelling LinkedIn headline that showcases your expertise as a PhD student while signaling your ambition for future career opportunities.

Should I Put an MBA After My Name on LinkedIn?

When creating your LinkedIn profile, it’s common to question whether including credentials such as an MBA after your last name is appropriate. Adding “MBA” to your profile name can highlight your qualifications and make your profile stand out to people browsing LinkedIn. It serves as a succinct signal of your professional and academic achievements. 

To include it, edit the name field in your profile to append “MBA” after your last name, ensuring it aligns with LinkedIn’s guidelines for profile names. This addition can enhance your resume on LinkedIn, making your advanced degree visible at a glance, which can be particularly beneficial in fields where such a credential is highly valued.

How Do I Add PMP After My Name on LinkedIn?

To add “PMP” after your name on LinkedIn, indicating you have earned the Project Management Professional credential, you should navigate to the profile editing section and locate the name field. 

Here, you can append “PMP” after your last name, effectively using your profile name to showcase this significant professional achievement. Including such credentials in your LinkedIn name makes it easier for people to recognize your expertise and qualifications directly from your profile overview. It’s a strategic way to communicate your specialized knowledge and professional standing within the project management community.

How to Add Credentials to LinkedIn Name?

Adding credentials to your LinkedIn name involves a simple but strategic update to your profile. To do so, access the editing mode of your LinkedIn profile and locate the name field. In this field, you can append relevant credentials, such as PhD, CPA, or any other professional or academic distinction directly after your last name. 

This practice ensures that your highest qualifications are immediately visible to anyone viewing your LinkedIn profile, succinctly highlighting your professional and academic credentials. Remember to include only the most relevant credentials to maintain clarity and professionalism in your profile presentation.

How to Add PMP to Your Name on LinkedIn?

To add “PMP” to your name on LinkedIn, indicating your certification in Project Management, you should click on the profile editing option and modify the name field to include a “PMP” suffix after your last name. 

This adjustment showcases your professional qualification prominently, allowing peers, recruiters, and potential connections to identify your expertise in project management quickly. It’s a powerful way to leverage LinkedIn for professional branding, making your specialized certificate visible and accessible at the top of your profile.

How to Add Degree to LinkedIn Name?

Incorporating your degree into your LinkedIn name is straightforward. You can edit your profile and append the degree, such as “PhD,” “MBA,” or any other academic credential, next to your last name in the PhD name field. 

This action places your academic achievements front and center on your LinkedIn profile, offering a quick overview of your educational background to visitors. It’s an effective method to highlight your academic credentials, making it easier for connections and recruiters to assess your qualifications at a glance.

How to Add MBA to LinkedIn Name?

Adding an MBA to your LinkedIn name is a strategic move to showcase your business qualifications prominently. To include it, edit your LinkedIn profile, appending “MBA” after your surname in the name field. 

This addition immediately informs viewers of your advanced business studies, potentially increasing your appeal to prospective employers or clients browsing PhD LinkedIn. It’s a concise way to signal your professional status and academic achievement within the business community.

Additional Name in LinkedIn Example

For an additional name example on LinkedIn, professionals might include credentials like “John Doe, CPA” or “Jane Smith, PhD” in their profile names. This practice involves editing the profile’s name field to append a credential or qualification, such as a CPA license or a PhD degree, making these qualifications immediately visible. 

This strategy can enhance your LinkedIn presence by succinctly communicating your professional or academic status to viewers, potentially facilitating more relevant professional connections.

Should You Put Your Credentials After Your Name on LinkedIn?

Putting your credentials after your name on LinkedIn is a matter of personal and professional preference, but it is generally considered a good practice in many industries. This approach helps to quickly convey your qualifications and professional standing to viewers, making it particularly useful for individuals in fields where specific degrees, certifications, or professional designations are highly regarded. 

Including credentials like PhD, CPA, or PMP in your profile name provides a clear, immediate indication of your expertise and qualifications. This can enhance your visibility and appeal to LinkedIn recruiters, connections, and peers.

How to Add CPA to LinkedIn Name?

To add “CPA” to your LinkedIn name, showcasing your certification as a Certified Public Accountant, you should access your profile’s editing feature and append “CPA” to your name in the name field. This inclusion prominently displays your professional certification, signaling to viewers your expertise in accounting and finance. It’s an effective way to utilize your LinkedIn profile for professional branding, ensuring that your credentials are immediately noticeable by employers, clients, and colleagues navigating through the platform.

How do you put a PhD on LinkedIn?

To add a Ph.D. to your LinkedIn profile, follow these steps:

• Log In to LinkedIn: Visit the LinkedIn website and log in to your account.
• Access Your Profile: Click on your profile picture or your name to access your LinkedIn profile.
• Edit Your Profile: On your profile page, you’ll see an “Add profile section” button. Click on it.
• Choose “Education”: From the dropdown menu, select “Education.”
• Enter Your Ph.D. Details: In the “Education” section, enter the details of your Ph.D. Include the university or institution where you earned your Ph.D., the degree title (e.g., Doctor of Philosophy), the field of study or major, the dates of your enrollment and graduation, and any relevant honors or awards.
• Optional: Provide a Description: You can include a brief description highlighting your research focus, dissertation topic, or academic achievements during your Ph.D. program.
• Save Changes: After entering the details, click the “Save” button to add your Ph.D. to your LinkedIn profile.

By adding your Ph.D. to your LinkedIn profile, you emphasize your academic accomplishments and expertise, making your profile more appealing to potential employers and professional connections in your field.

How do you add a degree next to your name on LinkedIn?

On LinkedIn, you can’t add a degree next to your name as you would in formal email signatures or academic publications. LinkedIn’s profile format doesn’t accommodate degree titles directly next to your name like a prefix or suffix. Instead, LinkedIn offers dedicated sections where you can list your degrees and qualifications, such as the “Education” section. You can provide details about your degrees there, including the degree title, field of study, university, and dates of enrollment and graduation. While you can’t display the degree directly next to your name on LinkedIn, listing it in the appropriate section still effectively showcases your educational qualifications to your professional network.

How do I add a PhD to my name?

On LinkedIn, you can’t directly add a degree like “Ph.D.” to your name in the same way you might use a prefix or suffix in formal contexts. LinkedIn follows a structured format where your name and credentials are separate. Instead, you should include your Ph.D. in the “Education” section of your LinkedIn profile. In this section, you can provide all the details of your Ph.D., including the degree title (Ph.D.), field of study, university, and graduation dates. This way, your LinkedIn profile effectively showcases your academic achievement without altering your name format, maintaining a professional and consistent appearance on the platform.

How do you mention a PhD degree?

When mentioning a Ph.D. degree in your professional communication or documents, it’s typically included after your name and separated by a comma. For example, if your name is John Smith and you have a Ph.D. in Psychology, you would write it as “John Smith, Ph.D.” This format signals your academic achievement and expertise. You can use this format in email signatures, on your LinkedIn profile, in academic publications, or wherever appropriate in a professional context to convey your qualifications accurately.

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The Academic Designer

Communications for Professors and Scientists

7 LinkedIn Profile Tips for Graduate Students

Why linkedin is important for graduate students like you.

LinkedIn is the best social media platform for graduate students. This guide tells you why.

I’m Jennifer van Alstyne. Welcome to The Social Academic blog, where I share how to manage your online presence. I write about websites and social media for academics.

In this article, learn 7 ways to improve your LinkedIn profile for graduate students

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7 ways to improve your LinkedIn profile while in grad school

Your headline should be descriptive

How do you write a LinkedIn headline as a student? Most grad students I see on LinkedIn have a Headline like “Graduate Teaching Assistant at University of Iowa” or “PhD Student at Temple University.” The information I see most is Job Title + Affiliation, but it’s not enough.

You need more information in your Headline to invite people to explore your profile. Communicating who we are in just 120 characters is hard.

In my article on LinkedIn for Professors and Researchers, I talk about how your Headline is the one piece of information about you people are guaranteed to read if you

• write them a message
• appear in their search results
• send a connection request

Be specific when writing your LinkedIn Headline. Include as much detail as you can in 120 characters. A good formula to follow is “Keyword + Job Title or Student + affiliation | Area of specialization.”

A headline like, “Political Science PhD Candidate | Graduate Research Assistant at Duke University | Security, Peace, and Conflict” is descriptive. It uses keywords people may search on LinkedIn when looking for connections (i.e. political science, Duke University, security, peace, conflict).

When your friend asks what to put in their LinkedIn headline as a student, send them this post.

Join my LinkedIn profile course for academics.

Profile photos that focus on your face are easier to recognize

When you choose a profile photo for LinkedIn, choose one that focuses on your face.

Some people prefer an upper body headshot that includes your chest and face. On mobile screens it’s much harder to recognize upper body headshots than face headshots.

Choose a profile photo of your face. And don’t forget to smile!

Here’s how to take a professional headshot for free on your phone.

Write an About section with a friendly bio

Write a short bio for your LinkedIn profile that introduces you to profile visitors. I start mine with “Hi, I’m Jennifer…” because real people visit my profile and I want to be friendly.

Include in your bio the information you most want people to know.

This is not a traditional academic bio. You can talk about your

• work experience
• educational background
• volunteer/service experience
• hobbies and interests

Add the bio to your LinkedIn Experience section.

Let people know how to contact you

People may want to get in touch with you beyond sending a connection request on LinkedIn. In your About section, after your bio, include contact information.

How do you most want to be contacted? Some grad students like to use their institutional email address. Any email address is fine, as long as it’s one you check.

Maybe you spend more time on Twitter than checking your email. Including social media handles where you can be contacted is another great option for graduate students.

Share links in your Experience and Education sections

Your Experience and Education sections on LinkedIn can be dynamic! You can include links and other media to entries in these sections.

For example, in your Education section you could include a link (URL) to your

• School or department website
• Research lab
• Publication
• Blog post or interview
• News or media mention

You can also include other types of media like images and PDFs.

Choose 50 skills that make sense for you now

You can add up to 50 skills on your LinkedIn profile. Many of you may be headed on the non-academic job market.

Skills on LinkedIn are an important part of applying to jobs through LinkedIn. Basically, the LinkedIn algorithm matches your profile (including your Skills) to the requirements jobs you apply to through LinkedIn. Hiring managers get a score that says how closely your profile matches the job. So if you don’t include skills on your profile, your application may not even be viewed.

Check out my tips for social media and the job market.

Add 50 skills to your LinkedIn profile. The Skills section is a good one to update each year.

Your LinkedIn profile will change over time

As you grow and change, so will your LinkedIn profile. LinkedIn is the best alternative to a website because it

• Shows up high in Google search results and other search engines
• Can be updated and edited whenever you need
• Can include links and media making it more dynamic
• Can be extensive without being overwhelming
• Has advanced search capabilities making it easy to find the right connections
• Is helpful if you’re an academic for networking with your scholarly community
• Is highly recommended when applying for jobs (non-academic)
• Is becoming more social (more conversations are happening on LinkedIn)

But your LinkedIn profile won’t change if you don’t update it. Review each section of your profile at least once a year. Add an update to your calendar now. The best place to start your is by updating your student LinkedIn headline.

Your online presence helps your real life

Grad students, I have faith that you can do this. You can make a great LinkedIn profile that helps people understand who you are and what you care about. People that want to help you.

Want step-by-step training to update your LinkedIn profile? Here’s my online course to help you do-it-yourself.

If you want more help with LinkedIn, don’t hesitate to reach out! I’d love to work with you. Graduate students have used university funds (professional development funds, academic department, and graduate school) to pay for support when they work with me on 1:1 online presence services.

Ask your university to bring me in as a speaker. My workshops are fun and interactive. And you’ll build confidence when showing up online. I’m here to help you. Learn more about my workshops.

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Jennifer van Alstyne View All →

Jennifer van Alstyne is a Peruvian-American poet and communications consultant. She founded The Academic Designer LLC to help professors build a strong online presence for their research, teaching, and leadership. Jennifer’s goal is to help people feel confident sharing their work with the world.

Jennifer’s personal website https://jennifervanalstyne

The Academic Designer LLC https://theacademicdesigner.com

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• Pingback: Graduate Students: Tips to Improve Your LinkedIn – Custom Career Content | UM Alumni | University of Miami

• 11 . 24 . 19
• Build Your Network , LinkedIn

I Reviewed 53 PhD Linkedin Profiles. Here’s What I Saw

• Posted by: Chris

One morning in December, I put the call out on Twitter that anyone with an advanced degree looking to build a career should join the new Roostervane group on LinkedIn.

Plus, I promised to do a LinkedIn review of anyone who joined that day.

The requests started rolling in quickly. And by the end of the day, I’d reviewed 53 profiles. It was amazing to see the caliber of people in the group. So many with fantastic skill sets and interesting backgrounds. And while so many of the profiles had so many great things, I noticed a few common places where they could be improved.

This post may contain links to affiliate products, which–if you choose to purchase–pay us a commission at no extra cost to you. This helps to support our work. We only promote products we’ve used and love.

You can read my story about leaving academia in Doctoring: Building a Life With a PhD–Available on Amazon.

1. Work from top to bottom

Go look at a few LinkedIn profiles and see what you notice. If you’re like most people, you see:

• The Picture
• The Headline
• The “About” Section
• The “Experience” Section
• Anything else

Exactly in that order.

When you fill out your Master’s or PhD LinkedIn profile, the temptation is to put the most work into the “Experience” section—like a resume—to show what you’ve done.

But the thing about LinkedIn is that people open a page, start at the top, and stop reading if they get bored. Unlike a resume, they can’t glance down at your history; they have to scroll.

When people have all their career details buried in the “Experience” section, which some readers will never get to, it hurts the profile.

Since the “About” section comes first by default on LinkedIn—some people never get there.

Make sure your profile starts with a strong headline, at least a few sentences of “About” that are interesting and show some personality.

2. The Picture

So arrange your priorities based on the list we just wrote.

What’s the first thing people notice? Before they even click on the link that takes them to your site?

The picture!

This is so important. The picture should be clear and close up. It needs to be close enough that people can look into your eyes and trust you. And if you’re smiling it goes a long way!

Professional headshots are great. But if you don’t have that, wash your face, do your hair, put on something clean and professional, and stand against a wall outside and smile directly into your phone’s camera-selfie lens. You’ll get something that looks good. (I know it’s awkward. I’ve done it too. Push through it.)

Allow me to demonstrate.

This picture is me.

This picture is also me.

Crooked tie, I know. But still, it’s obvious which one is best.

The thing that’s vital… and I mean vital… to understand, is that a connection request from the first picture will get ignored. The second might get some traction.

3. Make your headline shine

If employers or recruiters search for a role they need to fill on LinkedIn, your name will only come up if you have some of the keywords they’ve searched for. Then, they see your name on a tiny little list of people that pop up.

Try it yourself.

Search for a job title in the LinkedIn search bar and notice what you see. Which profiles stand out to you?

If you’re trying to get a non-academic job in a specific field, it’s important to add a field-specific word to your headline. “Researcher” doesn’t mean much, so it’s way better to have “AI Researcher” or “Historical Researcher.” I’d identify a field here with ONE ADJECTIVE ONLY. Keep it tight.

Also, if you’re looking a PhD for a non-academic job, I’d recommend having “PhD Candidate” or “PhD Student” as part of your headline—BUT ADD MORE THAN THIS! This is a bad PhD LinkedIn.

Fill it out a bit with a few extra descriptives.

If you are changing fields or are in a field that’s less relevant to non-academic work, try adding an aspirational title to your headline that identifies a specific value you bring to the job market.

For example, you might be a “Project Manager,” “Data Analyst,” or an “Editor.”

So all together, this could look like: “AI Researcher | Data Analyst | PhD Candidate” or “Historical Researcher | Research Project Manager | PhD Student.”

I format mine like this—with the tiny little bars—but you don’t have to. Have a look around LinkedIn at different ways to do it.

4. Be careful with academic jargon

This advice depends. If you’re looking for altac work splicing genoisotopic hormones of CHN—and there’s an industry for that—totally leave it in. (I just made that up, so don’t google it.)

But if you’re looking to make yourself hireable to a wider variety of employers, I’d keep it simple. “I do gene splicing,” or “I’m a conservation archeologist.”

And for humanities students in obscure fields (like my ancient history degree was), I wouldn’t talk too much about your research. Focus more on general value propositions you bring. So “my research is on ancient Egyptian sacrificial urns” might become “I’m a historian studying how people build meaning into their lives…” or something like that.

5. Let’s talk “About”

The “About” section is important. As I said above, it’s the thing people often see first, and sometimes the only thing they see.

I love an “About” section that’s engaging and shows some personality.

Remember, a lot of employers see academics as being out of touch and having their heads in the clouds.

There’s no better way to contradict this than with an engaging career story that shows that you’re more than just a pretty brain. ( I also wrote this post about assumptions employers make about PhDs and how to counteract them .)

Use first person.

Tell your career story with limited jargon.

Don’t just talk about your research field. Talk about the skills you bring to the workplace that employers want.

And don’t be afraid to say where you want your career to go.

6. Lead with your thoughts

If you’re on the non-academic job market or you will be soon, it can be great to engage in some thought leadership on LinkedIn. Start sharing links of posts in your field. Comment (kindly and intelligently) on things others have written or shared. And write your own material on LinkedIn or a blog and share it!

It’s a great way to get eyes on you and your profile and to establish yourself as an emerging voice. ( I wrote this post about the value of thought leadership ).

A few final thoughts about your PhD LinkedIn…

There are different seasons of a PhD LinkedIn. I’m not job-searching anymore. I’m an entrepreneur. And so, I don’t need potential employers to be impressed by my LinkedIn.

However, I do use LinkedIn for thought leadership! So I use my LinkedIn differently. And opportunities now come to me from my network.

LinkedIn was a great tool in building this network in the first place. And a LinkedIn reach-out literally got me my first job. So the possibilities are endless!

Finally, there’s no one way to do LinkedIn. If you search for advice on how to do it, you’ll find different things. People have different opinions on what works, and it changes regularly.

But if you focus on 1. Who you are, 2. What your skills are, and 3. How they can solve a problem for an employer —You’ll be fine.

Hey! If you’re in the process of building a career with a PhD, check out my book about leaving academia– Doctoring: Building a Life After a PhD — now available on Amazo n.

  Psst… Did you know Roostervane has a YouTube channel? Here’s a video I made with some quick networking tips. Don’t forget to subscribe!

Read More About Making Your LinkedIn Shine

10 powerful linkedin tips to take your networking game to the next level., linkedin for phds: how to use it to build an amazing non-academic career.

Consulting Secrets 3 – Landing Clients

Photo by Christian Sterk on Unsplash There’s a new type of post buzzing around LinkedIn. I confess, I’ve even made a few.  The post is

You’re Not Good Enough… Yet

Last year, I spent $7k on a business coach. She was fantastic. She helped me through sessions of crafting my ideas to become a “thought

$200/hr Expert? Here’s the Secret!

Photo by David Monje on Unsplash I was listening to Tony Robbins this week. He was talking about being the best.  Tony asks the audience,

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What is your correct title while working on a PhD?

After finishing a PhD, your title is either Dr or PhD. What is the correct title while still working on it? Is it MSc?

This question asks almost the same question, but doesn't specifically ask for titles.

• 3 " What's my professional title while working full time on my PhD? " doesn't specifically ask for titles ? –  Nobody Commented Jun 26, 2023 at 12:17
• 1 If you got an MSc, then your highest earned degree is MSc. If you didn't, then it isn't. –  Adam Přenosil Commented Jun 26, 2023 at 12:19

5 Answers 5

You don't really have a title, per se, other than whatever other social titles already apply to you: Mr., Ms. ...

You can add MSc following your name if you have earned that, but it isn't really a title.

But you are a student .

Once you pass certain milestones, you might be called something like a degree candidate but that isn't a title. Titles (other than hereditary titles) require earning some achievement that you haven't yet earned.

Some people might want to use "Master" after earning a MSc, but that is also often used for, say, five year old boys. Probably not what you are after.

• 2 It's pretty clear that the OP is using the word "title" to mean Bc., MSc., Ph.D. and similar abbreviations attached to one's name. Your answer explains to the OP that the word "title" doesn't mean what they think it means, but it doesn't tell them what they actually want to know. –  Adam Přenosil Commented Jun 26, 2023 at 12:33
• 4 OP's profile indicates they are in Netherlands, where they would typically be considered an employee, not a student . –  Anyon Commented Jun 26, 2023 at 13:02
• And then there is of course also the issue that "Master" has some definite racial and historical connotations. –  Wolfgang Bangerth Commented Jun 26, 2023 at 17:40

To add to the (very good) previous answers, I think it is also important to mention that the way PhD students are considered is also country dependent.

In the US, people working towards a PhD degree are mostly considered as students. They are often referred to as "PhD candidates" or "grad students" (depending on their level of advancement). The curriculum is longer (and can be started without a prior Master degree, which is usually not the case in European countries), and requires to take several classes and exams. The stipend is usually not fantastic, while the graduation ceremony is quite a big deal. Briefly, working towards a PhD in the US can be compared to getting any other academic diploma.

In Europe, people working towards a PhD degree are mostly considered as professional researchers. For instance, in France, it is common to refer to a PhD student as "scientist" or "researcher" (even though they are students registered at a higher education institution). It is not always required to take classes - and if it is, the requirement is often to simply validate a few credits once for all. The graduation process is pretty casual, if existent at all. If I were to summarize my PhD in Switzerland: I have been working in a lab doing science for some time, and at the end they gave me a piece of paper saying that I was now legally allowed to add the letters "PhD" in front of my name on my mailbox and my driving license.

I am less knowledgeable about this process in other continents. And these are only general trends, as sharp country-specific differences may exist.

The UK seems closer to the US than to "Europe" in these matters.

Here your title normally goes in front of your name, and does not change based on receipt of a masters degree, whether or not you subsequently start a PhD. You can start using the title Dr after completing a PhD, but many people don't use it, or only use it in a relevant professional context. You technically can put letters after your name following the award of any degree (including bachelors) and various other degree-like achievements, but this is never actually done in everyday life. A case where it would be done is if someone in medical, legal or related professions had a name-plate outside their place of work of the form "Jane Smith BVSc MRCVS" to demonstrate their qualifications.

Historically, however, there was a potential change in title. If Mr Paul Jones was awarded a masters degree, he could then be styled "Paul Jones, Esq.". Note that by "historically" I mean over 100 years ago, so at the time only men were allowed to get degrees. The title Esq. (for Esquire) is not really used any more and most people aren't aware that it signifies anything in particular, except that the user is somewhat pretentious. Maybe the best known recent usage is Bill S. Preston, Esq. , who does not have a masters degree.

In Poland, they use X, Ph.D. or MSc X while being a student, and Dr. X when they obtain their degree.

However, this is not consistent throughout all universities in Poland.

I write X, Ph.D. Candidate and I think this is the proper way to describe my situation.

Within the Humanities in the United States, it's common to say "doctoral student" when enrolled in a PhD program, but if one has not yet advanced to candidacy. After passing qualifying exams, submitting an approved dissertation proposal, and/or whatever paperwork is required by one's university to be ABD ("All But Degree"), then one can say that they are a "doctoral candidate."

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I recently graduated with a PhD. Should I add a suffix to my LinkedIn profile?

I'm a bit split on this. I view the PhD as a specific professional qualification that makes me eligible for certain jobs (I don't want to go into academia). I definitely don't want to be one of those people who insist on being called Doctor. However, I wonder if adding it as a suffix on a place like LinkedIn would be a neutral and immediate way to highlight the doctorate. However, at the same time, I wonder if adding it as a suffix gives off a bad impression as well. What're your opinion? My PhD was in an Engineering field, if it makes a difference.

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LinkedIn Tips for PhDs: 4 Hacks to Get You Hired

LinkedIn is a professional social network where users can post their resumes and accomplishments to find work. Networking to find career opportunities is vital for academic professionals, especially PhD graduates and postdoctoral researchers. LinkedIn also allows users to connect their social profiles and showcase their raw skills and personalities. With this combination, users can find a job that fits their various needs. It is easy to create an eye-catching and interesting profile by using the right strategies!

Making Connections

When starting out in the professional world, most PhD graduates do not have many professional contacts. This is quite normal, early in a graduate’s career. However, it can seem overwhelming if someone doesn’t know how to network. The best way for a new graduate to build a network on LinkedIn is to connect with people they know. Academic contacts from school are the obvious choice, but connecting with family can also be helpful. Millions of people use LinkedIn, and people may be connected in unexpected ways.

Finding a job on LinkedIn sometimes depends on small things. It may not be obvious who could help a PhD graduate the most. New graduates should reach out as much as they can when trying to make connections. LinkedIn has many groups where people with similar education and interests can find a common ground for a good connection. Some of these groups, like alumni groups, may contain even more contacts than a student already knows. These contacts may have new leads of their own, and those new people may take notice.

In today’s modern and interconnected world, CVs alone are not enough to get a job, no matter how impressive they are. Sending a resume to a job posting does not help many graduates, because there are so many people who do the same thing. Therefore, it is difficult for one resume to get noticed in a large group. Personal connections make a graduate seem more interesting, and encourage others to take another look.

Building a Profile

A LinkedIn profile has a different style than a CV. Many graduates upload their CVs to LinkedIn and assume that it will function the same way. However, this is a common mistake. Graduates should make sure their profile is 100% complete as a complete profile contains things not found on a CV. An effective LinkedIn profile contains a profile picture and a catchy summary. It often includes pictures as well, to emphasize a graduate’s experience.

Because LinkedIn is not like a CV, graduates can add many different things to their profiles. Links to accomplishments, portfolios, or social media are often useful. This can add to a reader’s positive perception of the graduate by proving that the person is hard-working, or has contributed to something significant. These unique pieces of a profile are usually free of buzzwords and jargon to help the reader get to know the graduate.

LinkedIn profiles can do more than highlight professional accomplishments. They can showcase personal successes, and these can be just as important. Sometimes, highlighting unique skills in a graduate’s personal life can grab a reader’s attention. Things that may not seem directly applicable to the professional world might be an asset in some careers. Showing one’s unique personality through personal accomplishments can help a graduate stand out.

Be Social and Proactive

When making connections on LinkedIn, it is important that a graduate be social and proactive . Writing personalized requests for connections on the platform can spark someone’s interest, and could lead to more connections. Recommendations are another important part of being on LinkedIn. It is helpful to gain recommendations for skills from connections, but giving recommendations to others can open the door for new connections as well.

To get connections from others, a graduate must be ready to reach out when necessary. LinkedIn is not like other casual forms of social media. It is a network of professionals, so accepting connections from people a graduate does not know involves very little risk. In fact, connecting with new people gives the graduate a much better chance of being noticed and finding a job. It is still important to ensure that new connections are trustworthy and this is easy to do by looking at their profiles and connections.

Because LinkedIn is a social network, users have the ability to share whatever they wish. However, graduates should remember that LinkedIn is a professional and not a casual environment. This means that anything the user shares could reflect on them professionally. Joke posts, politics, or other controversial topics are not appropriate for a LinkedIn profile. Being proactive means telling the world about oneself, but this should be done in a professional and neutral way.

Keep It Simple to Stand Out

Knowing all the capabilities of LinkedIn, graduates may be tempted to create a long profile, containing minute details of their work. However, most readers do not go through long profiles and it is best to keep them simple . No reader wants to sit through a long, specialized summary when carefully chosen words and a few pictures could do the same job. This can apply to any area of a graduate’s profile. Too much detail can bore readers, instead of enticing them.

The best way to avoid making a profile too complicated is to give information in small chunks. Small pieces of information are easy to read and understand. Carefully wording these small pieces can tie together a graduate’s profile while giving the reader essential information. A LinkedIn profile is not just a list of accomplishments, it is also a marketing tool.

A LinkedIn profile should not only give the reader enough information to generate curiosity about the graduate, but also leave them wanting to know more. If readers want to know more, they will contact the graduate. The new contact could be a passive connection, but they will still expand the graduate’s network. If the new contact decides to contact the graduate for a job, the LinkedIn profile is then at its peak effectiveness, doing exactly what it was meant to do.

For more details, the following links may be helpful:   Part 1 ,  Part 2 , and  Part 3 .

Have you created your own LinkedIn profile? What steps did you follow to create your profile? Share your thoughts with us in the comments section below!

Its easier said than done. My experience says 8/10 people don’t respond to a personal message. I have tried sending a message with a nice introduction about myself and then asking for a referral. Though I have read somewhere that it’s not a good idea to ask for a referral/job in the first message. But I think LinkedIn is a platform for professional and being direct into context is no harm, as long as someone is not repeatedly messaging. I feel bad to see that a person is very active in LinkedIn and not responding to the message written in a very modest and formal way. Jobseekers don’t always expect a positive reply from the people but any kind of reply would surely make them happy.

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Experiences of a London PhD student and beyond

How to Master LinkedIn for Academics & PhD Students

Whichever stage you’re at in your academic journey it’s never too soon to start building up your presence on LinkedIn. While LinkedIn is commonly known as a platform for job seekers and professionals, it also provides a great way for academics and PhD students to showcase our research and engage with others in our fields.

In this post we’ll walk through my top tips for networking with LinkedIn. We’ll begin with covering why having a LinkedIn profile can be a good idea, move on to polishing your profile and how to engage with the community, then discuss how to expand your network.

I’ve also included a few bonus tips at the end for anyone who’s approaching the end of their PhD and looking to make the move into industry.

Tight on time? Be sure to download my LinkedIn Top Tips guide from the free resource library so you can start putting these suggestions into practice.

Why You Should Use LinkedIn as an Academic Researcher

I’ll admit that I used to think that LinkedIn wasn’t useful for anyone outside of the corporate world. However, despite not using any other social media, I’ve been actively using LinkedIn as a researcher for a number of years and think it is well worth setting up an account.

Here’s why:

1. Stay up to date with developments in your field

Yes, us researchers do use LinkedIn! I see loads of new and interesting work getting shared on LinkedIn: not just people announcing their own papers getting published but also highlighting interesting studies they’ve seen.

You can follow updates for academics on places like Google Scholar but the perk of LinkedIn is that: 1) people will also share their own take on the work 2) since LinkedIn is a network you’ll also be exposed to new work from your connections connections etc. I know that a lot of people like Twitter/X for this stuff too.

For this reason I suggest adding people that you meet at conferences, currently work with, or would like to work with (more on that in a second!).

2. Learn from others

Alright so I’ll admit that the idea of using any social media platform to learn things can quickly descend into doom scrolling.

However, given that people generally treat LinkedIn as a lot more of a professional platform than most others, it does seem to be a lot more curated (i.e. useful) if you’re following the right people. I often see people sharing useful tutorials, workflows, interesting findings, etc, alongside general cool science.

3. Expand your reach

You can of course use LinkedIn as a platform to share your own research, thoughts etc. This makes it more likely that relevant researchers could see your work and will help you to build your own personal brand if you’re into that.

4. Career moves and job opportunities

The obvious reason! I see loads of job adverts on LinkedIn and it’s easy to set up alerts for specific companies or job roles. If you’re considering moving into industry at some stage this can be a fantastic place to look for open positions.

Sometimes I’ve known PhD students or academics to urgently set up a LinkedIn profile out of desperation when they’re looking for a job. It is much better to gradually set one up, as we’ll come onto shortly.

5. Collaborations

Maybe you’re not looking for a job, but networking via LinkedIn can still be a useful way of building connections with people you may want to work with: by collaborating!

For this reason I suggest adding interesting people you meet, or reaching out to people who you know do cool work. We’ll discuss more about the best ways to connect with them shortly.

6. I nteresting academic opportunities

LinkedIn can act as a notice board for different opportunities which may become available.

For instance:

Now that we’ve covered off some of the benefits of using LinkedIn as a researcher, we’ll next go into some practical ways to network on LinkedIn.

Polish your Profile

Your LinkedIn profile is the first impression you make on potential connections, fellow academics, collaborators, and employers. So the best place to start is by enhancing your profile to ensure it accurately represents who you are and what you do.

Some of my key recommendations are:

• Start early and enhance it over time – filling out a lot of blank spaces can seem intimidating, so make things easier for yourself by just doing a high level summary now and gradually fleshing it out.
• Make it visually appealing – use a professional headshot and interesting background picture.
• Regularly add new projects and publications – it can be tricky to remember your achievements after a lot of time has passed, so make it a regular habit to add new information to your LinkedIn. While you’re at it I’d also encourage this for your CV as well.

Once you’ve got your Linkedin profile set up, you’ll be ready to move onto the next step: interacting with others on the platform.

Engage with the Community

LinkedIn isn’t just a place to display your credentials, it’s a dynamic community where you can build relationships and share your insights.

Here are a few ways you can start engaging on LinkedIn:

1. Add People You Already Know

Search for people you already have connections with, this could include both your current colleagues and previous course-mates. Building this initial network creates a strong foundation for what will come next.

2. Interact with Other Posts

I feel like a YouTuber saying this but like, comment, and share posts related to your field. Offer meaningful comments that showcase your expertise.

This not only helps you build relationships but also increases your visibility.

3. Get Active!

Interacting with other posts is all well and good, but it’s also important to actively share your knowledge and research with your network.

Write posts about interesting papers, developments, or challenges in your field. This invites discussion and shows that you’re actively engaged in your area of study. Sharing your work could also lead to collaboration opportunities!

Expand Your Network

Building a meaningful network on LinkedIn involves more than just connecting with your immediate contacts. It’s about expanding your reach and connecting with professionals and researchers who share your interests.

Here are some ways you can expand your LinkedIn network as a researcher:

1. Join Relevant Groups and Follow Hashtags

LinkedIn groups are like virtual conferences and seminars, where people in your field gather to discuss the latest research and trends. Find groups related to your research interests and join them. Participate in discussions, share your insights, and connect with group members.

It’s also possible to follow hashtags to stay updated on topics of interest. Check out the video below for further information on how to do this.

2. Find Your LinkedIn QR Code for Faster Networking at Conferences

LinkedIn offers a QR code feature that makes connecting with new people easy. When you meet someone at a conference, simply give them your QR code to scan and you’ll be connected!

You can find your QR code by logging into the LinkedIn app on your phone and clicking on the search bar. Upon doing so a QR code symbol should appear on the right-hand side. Once clicked it will provide your code, ready to be shared and scanned.

3. Add a Personalised Note When Cold-Contacting People

While connecting with people you know is straightforward, you’ll also want to reach out to professionals and researchers you haven’t met yet. When sending connection requests to people you haven’t interacted with before, always include a personalised note.

This is really important! Personally I don’t ever tend to accept invites from people I don’t know if they’ve not added a note, or aren’t clearly working on interesting topics. I can only assume other people take this approach too.

Also, even if someone does accept your invite, if you’ve not sent them a message they don’t have any reason to know why you’re interesting in connecting.

• If you’ve met someone at an event, just send them a quick note reminding them of who you are.
• If you’ve never met them before, explain why you want to connect, how your interests align, or what you hope to gain from the connection.

This extra step will significantly increase both the chances of them accepting the invite and how meaningful your connection with them is.

Example notes you can use

• “Hey {X}, I really enjoyed your talk at {a conference} and would love to connect. Thanks”
• ”Hi {X}, after my PhD I’m hoping to move into {new career field} and would really appreciate a quick call to hear about how you were able to make the leap.”

It’s worth saying that yes, you can ask for something immediately, but it’s even better if you’re able to offer your new connection something as well. Do expect that they will look at your profile before accepting.

Bonus: LinkedIn Job Search Tips

Finishing up your PhD and/or considering a move into industry?

If you’re in that position now, here are a few things you can do to maximise your chances of securing a role.

1. Target Specific Companies

Already have a specific industry or company in mind? Below are three ways to boost your chances of success.

• Stay Informed: Follow companies you are interested in working for to stay up to date about job openings, company news, and developments in your chosen field.
• Engage: Interact with the content companies post on LinkedIn. Commenting and sharing their updates might get you noticed by their recruiters.
• Leverage the Alumni Tool: Use LinkedIn’s Alumni Tool to see where graduates from your university work. This can help you identify companies that have hired people with your academic background.

2. Optimise Your Profile for Job Searches

Use relevant keywords in your profile to make it easier to discover in job searches. Include skills, qualifications, and job titles you’re interested in.

3. Use LinkedIn Job Search Tools

LinkedIn has an abundance of tools specifically designed for job seekers.

Here are two ways to use these to your advantage:

• Activate Job Preferences: Let recruiters know you’re open to job opportunities by discreetly activating the “Open to Work” feature in your profile.
• Set Job Alerts: Create job alerts based on your preferred criteria.

4. Utilise Networking

Your LinkedIn network can be an incredibly valuable resource when searching for job opportunities. Start by reaching out to connections who work in your desired industry and seek advice or referrals. I personally know of people who have been successful in securing roles this way after struggling to otherwise get a foot in the door after graduating.

It can also be a good idea to follow thought leaders in your chosen field and engage with their posts. This will help to ensure you stay up to date on the latest insights and there’s always the chance it could end up leading to a job opportunity.

Finally, be sure to look out for and attend online webinars and events within your industry to further expand your network.

Summary: How to Master LinkedIn for Academics and PhD Students

LinkedIn can be a powerful tool for academics and PhD students, it allows you to showcase your research and can help to open up opportunities for collaboration.

By following these tips you can build your online presence, stay informed about the latest trends in your field and put yourself in the best position for your next career move.

You can find all of the key points available in my free LinkedIn Top Tips guide, available to download from the resource library .

I’d highly encourage everyone to set up a LinkedIn profile, even if you’re at an early stage in your PhD and dead-set on staying within academia. It’s so much easier to build it up gradually than to try and tackle it all in one go and you never know what opportunities it may lead to! If you want to add me here is my profile .

Happy networking!

Do you have any other suggestions for how academics and PhD students can use LinkedIn? Let me know in the comments!

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Research Scientist LinkedIn Guide

Explore Research Scientist LinkedIn headlines, summary examples, and profile tips.

Getting Started as a Research Scientist

• What is a Research Scientist
• How to Become
• Certifications
• Tools & Software
• LinkedIn Guide
• Interview Questions
• Work-Life Balance
• Professional Goals
• Resume Examples
• Cover Letter Examples

Standing Out on LinkedIn as a Research Scientist

What to include in a research scientist linkedin profile, headline and summary, experience and projects, skills and endorsements, recommendations and accomplishments, education and continuous learning, write your linkedin summary with ai.

LinkedIn Headline Tips for Research Scientists

Research scientist linkedin headline examples, why we like this:.

• Specialization: Highlights a niche area of expertise in genomics, which is highly relevant in the field of personalized medicine.
• Industry Relevance: Shows a clear connection to a growing sector within healthcare, making the profile stand out to industry-specific recruiters.
• Innovation Focus: Demonstrates a forward-thinking mindset, which is crucial for research roles that contribute to advancements in medicine.
• Technical Expertise: Emphasizes deep knowledge in AI, particularly in deep learning and neural networks, which are hot topics in tech.
• Application: Connects technical skills with their practical use in healthcare, showing a direct impact on an important industry.
• Transformational Language: The use of "transforming" implies a significant contribution to the field, suggesting a high level of influence and expertise.
• Research Focus: Clearly states the area of research, which is critical for attracting connections in the oncology community.
• Innovation Highlight: Suggests a role in developing new therapies, which is attractive to research institutions and pharmaceutical companies.
• Patient-Centric: Shows a dedication to outcomes that matter, aligning with the values of many organizations in the healthcare sector.
• Environmental Impact: Indicates a focus on one of the most pressing global issues, appealing to organizations dedicated to sustainability.
• Advocacy: The term "championing" conveys leadership and a strong commitment to driving change.
• Technology Development: Points to involvement in creating sustainable technologies, a key area for innovation and investment.
• Industry Specific: Tailors the headline to the pharmaceutical sector, which is useful for networking and job opportunities within the industry.
• Process Expertise: Highlights a comprehensive understanding of the drug development lifecycle, from discovery to market.
• Efficiency Focus: By mentioning "streamlining," it suggests a proficiency in optimizing processes, which is highly valuable to potential employers.

How to write a Research Scientist LinkedIn Summary

Highlight your research focus and expertise, detail your contributions and publications, share your research philosophy and journey, express your commitment to scientific advancement, research scientist linkedin summary examples, how to optimize your research scientist linkedin profile, highlight your research interests and specializations, detail your publications and patents, engage with scientific communities and content, include evidence of your research impact, request recommendations from peers and mentors, linkedin faqs for research scientists, how often should a research scientist update their linkedin profile, what's the best way for a research scientist to network on linkedin, what type of content should research scientists post on linkedin to increase their visibility.

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The University of Chicago The Law School

Employment law clinic—significant achievements for 2023-24.

During the past academic year, the Employment Law Clinic has continued its work helping pro se plaintiffs in employment discrimination cases in federal court. This work includes representing pro se plaintiffs as their Settlement Assistance Counsel in individual discrimination cases and representing pro se plaintiffs in their appeals to the Seventh Circuit Court of Appeals. In addition, the Employment Law Clinic has expanded its work with pro se plaintiffs by participating in the William J. Hibbler Memorial Pro Se Assistance Program. This program allows students in the Employment Law Clinic to provide pro se plaintiffs with advice about procedural issues in their cases. Some of the significant developments in a few of the Clinic’s cases are detailed below.

Settlement Assistance Cases

Clinical Professor Randall D. Schmidt and his students are appointed on a regular basis to provide representation to pro se plaintiffs at settlement conferences. Since starting this project in early 2021, Professor Schmidt has been appointed as Settlement Assistance Counsel for pro se plaintiffs in twenty employment discrimination cases. Although most of these cases were pending in the Eastern Division of the Northern District of Illinois, he has also been appointed in cases pending the Western Division of the Northern District of Illinois and in the Central District of Illinois.

These cases allow students to interview the client, research the legal and factual issues in the case, draft a settlement demand letter, represent the client at a settlement conference, and, if the case settles, draft the settlement agreement.

Professor Schmidt and his students have been very successful in resolving these cases. Of the twenty cases Professor Schmidt and his students have handled, fourteen were settled after one of more mediation sessions. Five are still pending awaiting the initial or follow-up settlement conference. One case did not settle and the plaintiff recently lost her case when the court granted the defendant’s motion for summary judgment.

Below are a few examples of cases that Professor Schmidt and his students handled during the 2023-24 academic year. Each of these cases resulted in a settlement after one or more mediation sessions. Pursuant to the settlement agreements in these lawsuits the details of the settlements are confidential.

Jackson v. Robert W. Baird & Co. , No. 1:22-cv-04852 (Settled 09/11/23)

In October 2016, Devonia Jackson began working for Robert W. Baird & Co. (“Baird”) as an Administrative Assistant in its Milwaukee, Wisconsin office. Baird is a global investment-banking firm that provides private investment services to mid-market businesses.

While employed by Baird, Ms. Shaw received several promotions and pay increases in recognition of her excellent performance. In 2018, Ms. Jackson relocated to Baird’s Virginia office. In two months she raised concerns over the abusive behavior of a lead banker and transferred to the Chicago office.

In 2020, Ms. Jackson began reporting to a new supervisor. From the beginning of their professional relationship, the new supervisor treated Ms. Jackson differently from other employees. The supervisor was often dismissive of Ms. Jackson’s concerns. Without asking Ms. Jackson, she reassigned Ms. Jackson’s to work with junior bankers. The supervisor told Ms. Jackson that she was “scared of working” with her, despite being Ms. Jackson’s supervisor.

Suddenly and without warning, Baird discharged Ms. Jackson in August 2021. In support of its decision to discharge Ms. Jackson’s termination, Baird cited two incidents in which Ms. Jackson was allegedly insubordinate. Ms. Jackson disputed that she was insubordinate during either incident. Moreover, no one at Baird raised concerns about either incident until Ms. Jackson was discharged. Ms. Jackson’s supervisors neither warned Ms. Jackson about the incidents before her termination nor gave her a chance to explain herself, even though she had a history of being a high-performing employee.

In addition, Baird did not terminate other similarly situated, substantially younger, Administrative Assistants whose job performance and/or behavior at work was alleged to have been insubordinate. After discharging Ms. Jackson, Baird assigned Ms. Jackson’s duties to younger employees.

Finally, after Ms. Jackson left Baird, she found out that between August 2020 and August 2021 Baird terminated ten administrators, all of whom were over the age of forty. The employees who had been terminated were also highly experienced—many had over ten years of experience at Baird— and in an older age group. They, too, were replaced by younger employees.

Ms. Jackson filed a pro se complaint against Baird and alleged that its termination of her employment violated the Age Discrimination in Employment Act. During discovery, the parties indicated to the court that they were interested in participating a settlement conference. Accordingly, the court appointed Professor Schmidt to serve as Mr. Lara’s Settlement Assistance Counsel. The parties were able to agree to a settlement during the initial settlement conference and the case was dismissed.

Johnson v. P.F.A. Systems, Inc. , No. 1:22-cv-0719) (N.D. Ill.) (Settled 03/25/24)

P.F.A. Systems, Inc., is a regional trucking company that transports liquid hazardous materials. P.F.A. hired Seneca Johnson as a truck driver in February 2022. At the time he was hired, Mr. Johnson told his supervisor that as an accommodation to his disability (a lower back injury), he needed to be assigned to drive trucks with automatic transmissions. Mr. Johnson was told that it would not be a problem to provide this accommodation to him.

Despite P.F.A.’s assurance that it would provide Mr. Johnson with an automatic transmission truck, P.F.A. forced Mr. Johnson to drive a 13-speed manual transmission truck, which caused severe pain, numbness in his leg and exacerbated Mr. Johnson’s back injury. Mr. Johnson complained to P.F.A. about its failure to assign him to a truck with an automatic transmission. In response, P.F.A. informed Mr. Johnson that the automatic truck had been given to another driver because that driver’s truck had to be fixed.

A few days later, Mr. Johnson again requested that P.F.A. accommodate his disability by assigning him to a truck with an automatic transmission. His immediate supervisor told him that he needed to “deal with it or find another job.” The supervisor also said, “P.F.A. and I don’t care about people with disabilities. We’re not going to make special accommodations for people with disabilities.” Mr. Johnson told the supervisor that he and P.F.A. were discriminating against people with disabilities. The supervisor retorted that P.F.A. does not hire people with disabilities. In response to Mr. Johnson’s statement that it is against the law for a company to turn down a qualified person because of their disabilities, the supervisor said, “Then you are at the wrong company. We don’t play by those rules.”

A week later. P.F.A. discharged Mr. Johnson claiming it did not have enough work for him. At the same time, P.F.A. was running help wanted ads seeking truck drivers.

Mr. Johnson filed a lawsuit against P.F.A. alleging that it violated the Americans with Disability Act by (1) failing to provide a reasonable accommodation for his disability and (2) retaliating against him for asserting his statutory rights. After most of the discovery had been competed in the case, Professor Schmidt was appointed to represent Mr. Johnson as his Settlement Assistance Counsel. The matter was resolved a few months later.

Lara v. Health Track Sports and Wellness, LLC , No. 1:23-cv-00487 (N.D. Ill.) (Settled 03/19/24)

Lazaro Lara worked for Health Track Sports and Wellness, LLC, (“Health Track”), a health and fitness club, for sixteen years. Mr. Lara was diagnosed with ADHD, anxiety, and depression, which qualifies as an impairment under the Americans with Disabilities Act. Early in his employment, Mr. Lara informed his employers of his disability.

Beginning in April 2020, Health Track subjected Mr. Lara to a severe and pervasive hostile work environment. Mr. Lara’s supervisor and his co-workers routinely harassed Mr. Lara on the basis of his disabilities, calling him “crazy” and taunting him that he “suffer[ed] from schizophrenia.” They hounded Mr. Lara about his medical issues, telling him that his medication was not working and that he needed additional medical intervention. They would change his schedule without notice, including forcing him to work in person during the COVID pandemic while others were allowed to stay home. To ensure compliance with their orders, Health Track threatened to strip Mr. Lara of his health insurance.

Mr. Lara suffered damage to his mental health that significantly affected his quality of life because of the severity of Health Track’s hostile work environment. As Lara’s condition worsened, he took two steps to try to stop the harassment. First, he requested a few specific accommodations: that all of his work tasks be put in writing, that he receive clear instructions, that he be put on a schedule to keep track of his hours and to avoid management changing it without notice, and that he have access to a quiet place as needed. Health Track, however, failed to provide these requested accommodations.

Second, after Health Track ignored his requested accommodations, he filed a charge of discrimination with the Equal Employment Opportunity Commission in January 2021. In the charge, Mr. Lara alleged that he had requested reasonable accommodations for his disabilities and Health Track refused to provide those accommodations. Mr. Lara further alleged that his co-workers subjected him to harassment because of his disabilities.

Subsequently, in late March 2021, Mr. Lara attended a meeting with his supervisors for the express purpose of discussing Mr. Lara’s accommodations not being met and the harassment. However, during the meeting, the supervisor tried to convince Mr. Lara that he was not mentally stable and that Mr. Lara needed to find someone to “take care of his affairs.” Further, the supervisor told Mr. Lara that he would never allow Mr. Lara to work due to his mental condition—even though Mr. Lara’s doctor had cleared him to work—and that Health Track did not have any hours for him if he tried to return. The supervisor pushed Mr. Lara to resign, guaranteeing him that he could retain health insurance through COBRA or the American Rescue Plan if he chose to resign. Mr. Lara refused to resign at any point during the meeting or thereafter. At the meeting’s end, the supervisor told Mr. Lara to take a few days off, assuring him that Health Track would investigate the issues and get back to him with their conclusions.

The next time Mr. Lara heard from Health Track was two weeks later in April 2021. At that time, Health Track informed Mr. Lara that he had voluntarily resigned and that he was no longer an employee of Health Track.

Mr. Lara filed a lawsuit against Health Track alleging that its actions violated the Americans with Disabilities Act. In his complaint, Mr. Lara alleged that Health Track failed to accommodate Mr. Lara’s disabilities and subjected him to a severe and pervasive hostile work environment due to his disabilities during his employment. Mr. Lara also claimed that his discharge was in retaliation for his filing the EEOC charge and complaining about the discrimination and harassment.

Shortly after the case was filed, the court appointed Professor Schmidt to serve as Mr. Lara’s Settlement Assistance Counsel. After several settlement conferences, the parties were able to agree to a settlement and the case was dismissed.

Shaw v. Chicago School of Professional Psychology , No. 1:23-cv-00631 (N.D. Ill.) (Settled 09/11/23)

Donna Shaw worked for the Chicago School of Professional Psychology (“TCSPP”) for seven years. TCSPP is an accredited, nonprofit university that offers bachelor’s, master’s, and doctoral degree programs in psychology and related behavioral science fields. TCSPP has in-person campuses in seven metropolitan areas, including Chicago and San Diego, and an online campus.

Throughout her time at TCSPP, Ms. Shaw was discriminated against due to her race, color, and age. Most significantly, Ms. Shaw’s superiors created a hostile work environment for Ms. Shaw and repeatedly denied her promotions to positions that she is qualified to fill. On each occasion, instead of promoting Ms. Shaw, TCSPP promoted younger, less qualified, non-Black individuals. When Ms. Shaw complained about her treatment and the denial of promotions, TCSPP retaliated against her.

Ms. Shaw filed a pro se complaint of discrimination against TCSPP. In her complaint, Ms. Shaw alleged that TCSPP’s failure to take steps to end and prevent the hostile work environment and its failure to promote her violated Title and the Age Discrimination in Employment Act. Shortly after TCSPP filed its answer, the court appointed Professor Schmidt as Ms. Shaw’s Settlement Assistance Counsel and set the case for a settlement conference. The parties were able to reach a settlement during the settlement conference and the case was dismissed.

William J. Hibbler Memorial Pro Se Assistance Program

In early 2024, the Employment Law Clinic expanded its work with pro se litigants by participating in the William J. Hibbler Memorial Pro Se Assistance Program (“Hibler Help Desk”). The Hibbler Help Desk is administered by the People’s Law Center in cooperation with the District Court and the Chicago Bar Foundation. It is “staffed” by volunteer attorneys. It serves pro se litigants in civil cases filed or to be filed in the federal court for the Northern District of Illinois, Eastern and Western Divisions. A Program attorney provides pro se litigants with limited legal assistance with their cases. In particular, the Hibbler Help Desk provides pro se litigants with help on procedural issues, not substantive legal advice.

The Employment Law Clinic began helping pro se litigants in February 2024. Since then, students in the Clinic have met with and assisted more than twenty-five pro se litigants. The assistance we have provided includes helping clients complete the documents needed to file a pro se employment discrimination complaint; providing guidance on submitting Fed. R. Civ. P. 26(a) initial disclosures, written discovery requests and responses; help in complying with the NDIL’s rules regarding motions to compel discovery; explaining the status of the pro se’s case or appeal; referring clients to resources that could assist them with the substantive legal issues in their cases; and referring pro se’s other providers of civil legal services or to social service agencies.

Appellate Cases

The Employment Law Clinic represents clients in a number of appeals in the US Court Appeals for the Seventh Circuit. In some of these appeals, the Employment Law Clinic represents the appellants in their appeals. In other reconsiderations appeals, the Clinic is contacted and asked to participate as amicus curiae. Students working on these appeals write the briefs and present oral argument to the Seventh Circuit. Both Professor Schmidt and Lecturer in Law James Whitehead supervise the students in the appeals pending in the Seventh Circuit.

Bell v. DeJoy Appeal No. 24-1478 (7th Cir.)

Mary Bell is currently working for the United States Post Office (“Postal Service”). On November 22, 2022, Ms. Bell filed her pro se Complaint alleging that the Postal Service discriminated against her with respect to overtime pay and by refusing to downgrade her position. In response, the Postal Service moved to dismiss the complaint, in part, because Ms. Bell had not received a right-to-sue letter from the Equal Employment Opportunity Commission before filing her complaint. Thus, according to the Postal Service, Ms. Bell’s complaint was premature. Contrary to the Postal Service’s motion, Ms. Bell had in fact received a right-to-sue letter from the EEOC after filing her complaint and prior to the Postal Service’s filing of its motion to dismiss. This fact was not brought to the court’s attention, even though the Postal Service had received a copy of the right-to-sue letter, the court agreed and dismissed the complaint.

The Employment Law Clinic decided to submit an amicus brief in support of Ms. Bell because this case presents several issues of significant importance to the rights of individuals to pursue federal employment discrimination claims in court. In particular, the Employment Law Clinic argues that the district court incorrectly dismissed Ms. Bell’s claims because she had not filed an Amended Complaint raising the claims within ninety days of her receipt of a right-to-sue letter. The court, however, ignored the fact that she had raised the claims in her prematurely filed complaint before receiving the right-to-sue letter. In so doing, the district court disregarded the Seventh Circuit’s settled law that her receipt of the right-to-sue letter before the dismissal of her complaint had cured the Complaint’s premature filing.

The case is currently being briefed.

Miko Thomas v. JBS Green Bay Appeal No. 24-1404 (7th Cir.)

Mr. Thomas works for JBS Green Bay, one of the world’s largest meat producers. In his complaint, he alleged that his employer discriminated against him due to his color with respect to several terms and conditions of his employment, in violation of Title VII of the 1964 Civil Rights Act. Relying on the Seventh Circuit’s standard for establishing justiciable adverse employment actions in discrimination cases, the district court dismissed Mr. Thomas’s Complaint and Amended Complaint. The court concluded that the actions he complained of were not “materially adverse” as a matter of law.

Mr. Thomas appealed and asked the Employment Law Clinic to represent him in his appeal. The Employment Law agreed to do so because of its interest in clarifying what adverse actions are actionable under Title VII, the ADA and other anti-discrimination statutes.

After the Employment Law Clinic agreed to represent Mr. Thomas, and six weeks after the district court’s final decision in Mr. Thomas’s case, the US Supreme Court, on April 17, 2024, issued its opinion in Muldrow v. City of St. Louis , 601 U.S. ___, 144 S. Ct 967 (2024). As the Employment Law Clinic predicted, the Court held that, although an employee must show some harm in order to prevail in a Title VII discrimination suit, an employee does not need to show that the injury satisfies a heightened significance test or was “materially adverse.” In doing so, the Court mentions Seventh Circuit precedent as an example of courts using an incorrect standard for determining what actions constitutes adverse action for purposes of Title VII.

Thus, the primary issue in Thomas is whether the district court erred in dismissing Mr. Thomas’s case in light of the Supreme Court’s opinion in Muldrow.

The case is currently being briefed and an oral argument is expected to take place this fall.

Sapp v. Forest Preserves of Cook County , Appeal No. 22-2865 (7th Cir.)

Tyler Sapp served as a full-time Police Officer for the Forest Preserve District of Cook County, Illinois (“Forest Preserves”) from January 5, 2009, until his employment was terminated in January 2019. In 2018, Mr. Sapp went on a leave of absence under the Family and Medical Leave Act so that he could receive treatment for a for bipolar disorder. In July 2018, he was released by his personal doctor to return to work with no restrictions. The Forest Preserves, however, refused to allow him to return to work and required that he undergo an independent medical examination to determine if Mr. Sapp was fit to return to work from his medical leave. Mr. Sapp agreed to do so. The doctor who performed the IME, however, concluded that Ms. Sapp was unfit to return to work as a Forest Preserves Police Officer. Mr. Sapp then requested that the Forest Preserves engage in an interactive process with him to determine if the Forest Preserves could accommodate his condition. The Forest Preserves refused to do so and instead discharged Mr. Sapp.

Mr. Sapp brought a disability-discrimination claim against the Forest Preserves under the Americans with Disabilities Act. He alleged that he is a qualified individual with a disability and that he had been denied the same terms and conditions afforded to his co-workers who were similarly situated. In particular, Mr. Sapp alleged that the Forest Preserves was aware of his disability and failed to reasonably accommodate his disability despite accommodating the disabilities of other Forest Preserves Police Officers.

After the close of discovery, the parties filed cross-motions for summary judgment. The district court issued its Memorandum Opinion and Order granting summary judgment to the Forest Preserves and denying Mr. Sapp’s motion. Mr. Sapp appealed the court’s decision.

On appeal, Mr. Sapp requested that the Employment Law Clinic represent him in his appeal. The Employment law Clinic agreed to do so. The primary issue the Employment Law Clinic planned to address in the appeal was whether the district court erred in granting summary judgment to the Forest Preserves because a reasonable jury could have found that the Forest Preserves’ failure to engage in the interactive process led to a violation of the ADA due to the failure to identify a reasonable accommodation. Instead of engaging with Mr. Sapp to find a solution, the Forest Preserves thwarted discussions by terminating his employment.

Shortly after filing an appearance in the appeal, the matter was set for mediation before the Seventh Circuit’s Mediation Office. After several mediation sessions, the parties were able to reach a settlement in the case and the appeal was dismissed.

Franklin Township Community School Corporation , Appeal No. 23-2786 (7th Cir)

In 2012, Wesley Tedrow was hired by Franklin Township School Corporation (“School Corporation”) as a teacher. In November 2019, Mr. Tedrow was preliminarily offered a higher-paying position to teach sixth grade at a different school in Indiana. The School Corporation, however, refused to provide Mr. Tedrow with a reference, despite having provided such references in the past. The School Corporation’s refusal to provide the reference resulted in the other school resulting in the rescinding of its offer.

Mr. Tedrow filed a charge of discrimination with the Equal Employment Opportunity Commission (EEOC), alleging that the School Corporation declined to provide him with a reference because his sex and disability.

After Mr. Tedrow filed his initial charge, the School Corporation demanded that Mr. Tedrow submit to an Independent Medical Examination to determine if he was using steroids. The IME was inconclusive. The School Corporation then transferred Mr. Tedrow to different school in the district.

Mr. Tedrow filed a second charge with the EEOC alleging that his transfer was discriminatory and in retaliation for his first charge. The EEOC issued Mr. Tedrow a notice of right to sue and Mr. Tedrow filed suit against the School Corporation alleging discrimination and retaliation in violation of Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, and the Genetic Information Nondiscrimination Act of 2008.

After discovery was completed, the School Corporation filed a motion for summary judgment on all claims, which was granted by the district court. The court dismissed Mr. Tedrow’s discrimination claims on the basis that: (1) he failed to properly plead his allegation that the School Corporation unlawfully refused to provide him with a reference, and (2) his transfer did not constitute an adverse employment action as required by Title VII because it did not include a reduction in compensation or benefits.

The Employment Law Clinic agreed to represent Mr. Tedrow on appeal because the issue of what constitutes actionable adverse action was an issue that was then pending before the US Supreme Court in in Muldrow v. City of St. Louis , 601 U.S. ___, 144 S. Ct 967 (2024), In addition, several other circuit courts of appeal hard recently issued opinions rejecting their prior precedent on what adverse actions are actionable.

Harris v. Vision Energy LLC , No. C-2300406 (Ohio Ct. App.)

The Employment Law Clinic is often requested to submit amicus briefs in cases in pending before the Illinois Supreme Court, the Illinois Court of Appeals, and appellate courts in other jurisdictions. This year, the Employment Law Clinic was asked to submit an amicus brief concerning the history of the Illinois Wage Payment and Collections Act (“IWPCA”) in Harris v. Vision . The Employment Law Clinic previously submitted a similar brief in Johnson v. Diakon Logistics, 44 F.3d 1048 (7th Cir. 2022).

In Harris , Jeff Harris, a resident of Ohio, worked for Vision Energy, an Ohio company. All of the work Mr. Harris provided to Vision took place in Illinois. In exchange for Mr. Harris’s labor, Vision promised him, among other compensation, a four percent equity interest in a yet-to-be-formed corporation. When Vision failed to pay him the value of the promised equity interest, Mr. Harris filed a complaint against Vision in Ohio to recover that sum under the IWPCA. Vision moved to dismiss Mr. Harris’ IWPCA claim based on a choice-of-law provision in the parties’ contract, which stated that the agreement was to be governed by Ohio law. The court granted Vision’s motion and dismissed the IWPCA claim.

Mr. Harris appealed the court’s dismissal of his IWPCA claim and his counsel requested that the Employment Law Clinic submit a brief explaining the history and strong public policy behind the IWPCA. The Employment Law Clinic agreed to do so and submitted an amicus brief on behalf of Mr. Harris.

In the amicus brief, the Employment Law Clinic argues that the history of the IWPCA and Illinois’s prior wage-theft statutes demonstrates the importance that the Illinois legislature has placed on protecting its workers and the centrality of preventing wage theft to Illinois’s public policy. The amicus brief also demonstrates that Illinois has a materially greater interest than Ohio in the resolution of the dispute because Mr. Harris performed all his work for Vision in Illinois. The lower court’s decision that requires Mr. Harris to bring his wage theft claim against Vision under Ohio’s wage laws, is manifestly repugnant to the fundamental policies of Illinois because Ohio’s wage protection laws would not have provided him with a viable claim or with any remedy for the work he performed solely in Illinois.

Finally, the Employment Law Clinic argued that the choice-of-law provision in the Harris-Vision Agreement did not override the territorial limitations of Ohio’s wage protection statutes, which do not apply extraterritorially to work performed exclusively outside of Ohio. Courts across the country, including Ohio courts, have long recognized that a state’s territorial limitations apply even when that state’s law is selected for application by a choice-of-law provision.

The appeal is pending in the Ohio Court of Appeals.

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Taylor’s University Hosts Timor Leste Delegation to Explore Academic Collaborations

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23 Aug 2024

The Taylor's Team (Editor)

Taylor’s University is honoured to welcome a distinguished delegation from Timor Leste, comprising of representatives from the Higher Education Commission (CIUS) and the Ministry of Higher Education, Science, and Culture (MESCC). The delegation included Mr Hernani V.C. Soares, Director-General MESCC and Team Leader; Dr Samuel Venancio Feitas, Vice-Rector of UNTL and Co-Team Leader; Mr Alberto Carvalho Araujo, Vice-President of CCI-TL; and Mr Hipolito da Cruz, CUIS Secretariat.

Fostering International Academic Collaboration

The visit was warmly received by the team from Taylor’s University, led by Associate Professor Dr Anthony Ho Siong Hock, Pro-Vice Chancellor of Research and Enterprise. He was joined by ; Professor Dr Eddy Chong Siong Choy, Executive Dean of the Faculty of Business and Law; Professor Dr David Asirvatham, Executive Dean of the Faculty of Innovation and Technology; Dr Hema Subramonian, Head of the Centre for Higher Degrees by Research; Ms Adelle Soo Oi Mae, Manager of the Centre for Higher Degrees by Research; Professor Ts. Dr Magiswary Dorasamy, Taylor’s University Liaison with Timor Leste; Mr Stanley Jebaretnam, Regional Director of International Student Recruitment; and Ms Sumana Lum Lai Ping, Manager of Institutional Partnership. The visit was also attended by Dr Hazman Shah Abdullah, Quality Assurance Consultant for Higher Education.

The visit commenced with an introductory session, during which Associate Professor Dr Anthony provided a comprehensive overview of Taylor’s University. His presentation highlighted the university’s four faculties and their respective Executive Deans, alongside the various Higher Degrees by Research programmes available. This set the stage for in-depth discussions on potential collaborations, particularly Taylor’s University’s doctoral programmes.

Advancing PhD Education and Research

The delegation from Timor Leste expressed a keen interest in fostering PhD education within their country, with the aim of increasing the number of PhD holders. They shared insights into their current policies and experiences with offshore doctoral programmes, especially those delivered through online and hybrid models. They also discussed successful collaborations with other international partners and expressed a desire to explore similar hybrid doctoral programmes with Taylor’s University.

While Taylor’s current doctoral programmes follow a conventional format as per MQA regulations, there is exciting potential for future collaboration in exploring hybrid options. The delegates from Timor Leste envisage a government-to-government (G2G) discussion between Malaysia and Timor Leste to align the doctoral programme with current education policies. Taylor’s University is eager to explore this potential partnership and looks forward to the possibilities ahead.

The visit concluded with a campus tour led by Mr Stanley, Ms Adelle, and two Indonesian Student Ambassadors, providing the delegation with a firsthand experience of Taylor’s University’s vibrant academic environment and state-of-the-art facilities.

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Christopher A. Voigt, PhD

Pushing the scale of genetic engineering.

Application of synthetic biology to address humanity's greatest challenges in manufacturing, environment, health and agriculture.

Genetic engineering is undergoing a revolution, where next-generation technologies for DNA and host manipulation are enabling larger and more ambitious projects in biotechnology. Automated DNA synthesis has advanced to where it is routine to order sequences >100,000bp where every base is user-specified, the turnaround time is several weeks, and the cost is rapidly declining. Recently, this facilitated the synthesis of a complete 1 Mbp genome of a bacterium and its transfer into a new host, resulting in a living cell. However, while whole genomes can be constructed, the ability to design such systems is lagging. The focus of my lab is to develop new experimental and theoretical methods to push the scale of genetic engineering, with the ultimate objective of genome design. This will impact the engineering of biology for a broad range of applications, including agriculture, materials, chemicals, and medicine.

Areas I Research

Prof. Voigt obtained his Bachelor’s degree in Chemical Engineering at the University of Michigan, Ann Arbor and a PhD in Biochemistry and Biophysics at the California Institute of Technology. He continued his postdoctoral research in Bioengineering at the University of California, Berkeley. His academic career commenced as an Assistant and Associate Professor at the Department of Pharmaceutical Chemistry at the University of California-San Francisco. Chris Voigt joined the Department of Biological Engineering at MIT as Associate Professor in 2011.

Melissa Smith, PhD, helps workplaces embrace AI

Vol. 55 No. 6 Print version: page 29

• Applied Psychology
• Managing Human Capital
• User Experience Design
• Artificial Intelligence

As artificial intelligence (AI) and automation revolutionize work, employers worldwide are striving to keep pace with the latest developments, maintain productivity, and reduce employee stress.

Applied cognitive psychologist Melissa Smith, PhD, is studying the best ways to help companies and organizations do that as a senior user experience (UX) researcher at Google Workspace, based in Raleigh, North Carolina. The group designs and integrates Google’s vast suite of productivity tools, including Gmail, Google Docs, and Google Meet, into a cohesive service. Using the latest cognitive science, Smith and her team are building more intuitive, user-friendly programs, such as the mobile versions of popular applications like Google Drive and Calendar. Their goal is to boost both employee performance and well-being.

Smith underscores the need for workplaces to adapt to AI and other emerging technologies. She sees these advances not as threats to replace people but as tools to aid in mundane or risky tasks, enabling people to prioritize what truly defines human work: collaboration and creativity. “The beauty of user experience research is discovering what makes someone care deeply about a product, then developing that technology to support their learning and growth,” said Smith.

The Monitor talked with Smith about how she came to UX research and its implications for the future workforce.

How do your team’s strategies and goals stand out from those of other companies developing tools to improve how people work?

Google Workspace products have always been known for their collaborative nature. When I was in early college and Google first introduced Docs, it was revolutionary to be able to have multiple people working on one document at the same time. Today, those collaborative features are an industry norm, and our team is still pushing the cutting-edge boundaries of collaborative work. We are currently incorporating generative AI features across Gmail and Workspace to simplify organization tasks. Soon, you will be able to use Gmail’s side panel to summarize emails and highlight the most important action items. Also, the “Help me write” feature in Gmail and Docs, which uses AI to draft messages based on your prompts, will support Spanish and Portuguese.

Our team also prioritizes tech accessibility as we build new features, making sure that we don’t inadvertently exclude people who, for instance, rely on screen readers or high-contrast screens to interact with our services. Accessibility considerations can be easily overlooked if you don’t actively engage with the many types of consumers who use your services. There are always opportunities for us to improve in creating technology that caters to people with diverse needs or disabilities.

How is your research at Google enhancing employee well-being and shaping how the next generation will work?

User experience research is vital in product development because we are actively incorporating the voices of customers and users. My work focuses on talking with people who use our products to accomplish the diverse tasks relevant to their roles. For example, the needs of a general consumer using our products to complete schoolwork or organize family events differ from those of a small business owner who uses Google Workspace to manage a team.

By making productivity tools more user-friendly, our services streamline workflows and reduce employee stress. Overly complex software and information overload can cause mental fatigue. If we can simplify these processes and present information more clearly, we can help workers focus on essential tasks. This is especially important as workplaces increasingly adopt hybrid work models and communication among workers is fragmented. Our research helps us develop products that better support remote work, such as improved virtual collaboration and scheduling tools that help employees maintain work-life balance.

For example, my team has gained valuable information from users about the importance of seamless connection across multiple platforms and devices which has inspired us to improve the mobile interface for Google Workspace products. Just 5 years ago, I would have never opened a Google Doc on my phone. Now, mobile Docs is far more accessible and offers expanded features for collaboration among employees working from many different locations and platforms.

What led you to user experience research?

During middle school and high school, I was involved with a nonprofit organization called FIRST, which fosters excitement for science and technology among K–12 students through annual robotics competitions. It’s been more than 20 years since I first participated in the program, but that excitement hasn’t stopped. I serve on the FIRST Robotics board and help connect FIRST students with alumni at Google.

One of my goals is to show students the diverse STEM (science, technology, engineering, and mathematics)-related careers available to them, beyond the already well-known roles like engineer, lab scientist, or doctor. This is partly influenced by my own experiences. I spent my undergraduate years as a mechanical engineering major because I wanted to work in robotics. But when I discovered human-robot interactions, I found that exploring how people engage with and trust artificial agents, and how robots can improve human lives, interested me far more. So, I changed my major and pursued a PhD in applied cognitive psychology and eventually realized that my research interests aligned with the user experience field.

Your dissertation looked at people’s trust in automation and robotics. How do you bring that knowledge into your current work?

No matter what the technology is—you could insert whichever technology buzzword you want, whether it’s AI, machine learning, or big data—people’s fundamental approaches to adopting new systems follow a similar pattern. There will be the early adopters, who embrace the new technology and trust it even if it’s still being workshopped. Then, there is a larger chunk of intermediary users, who prefer to test the waters and wait for the technology to take off before they immerse themselves in it. Finally, there are the people who resist change altogether—the “if it’s not broken, why fix it?” users, who probably wouldn’t mind using an old-school flip phone.

That research taught me that you need to adapt to each set of users. I emphasize that perspective in every product my team creates because most of us on the development team belong to that first group, who generally trust and understand technology. But we aren’t representative of most consumers, so it’s essential to reach out to our end users, not to convince them to trust our product but to hear their concerns so we can build a product worth trusting.

How will AI continue to influence UX research?

AI is unique in that it doesn’t just offer incremental improvements over existing technologies; it represents a whole new paradigm in how people think about and interact with technology. Consequently, we need to exercise much greater caution when building new products and proactively anticipate how users will interact with these systems. At the same time, AI opens many more opportunities to create magical moments—to push productivity, problem-solving, and collaboration forward. That kind of entirely new technology hasn’t emerged in many years, so it is an incredibly interesting time to be a user experience researcher.

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Related and recent.

Suspect arrested in shooting death of title-winning college gymnast

WHITEWATER, Wis. ( WMTV /Gray News) - Ahead of the first day of the fall semester, the University of Wisconsin-Whitewater community is mourning the loss of senior Kara Welsh.

Police say the 21-year-old woman was shot and killed early Saturday morning in her apartment in downtown Whitewater.

According to the Whitewater Police Department, a 23-year-old man that Welsh knew was arrested in connection to her death.

The name of the suspect has not yet been released.

In a release from the University of Wisconsin-Whitewater , Welsh was identified as a student gymnast from Plainfield, Illinois.

Her coach, Jen Regan, shared a statement saying it’s “impossible” to put into words the impact Welsh had on the Warhawk community and that her legacy will “live on through Warhawk gymnastics forever.”

“A powerful athlete, dedicated teammate, and the light in everyone’s dark days, Kara truly lifted each and every one of us up in her time as a Warhawk gymnast,” Regan said in the statement.

During her competitive gymnastics career, Welsh was a 2023 national champion in the vault, winning the title with a score of 9.825.

Welsh was also a two-time WIAC champion in the vault, tying the program record in 2024 with a score of 9.875.

University of Wisconsin-Whitewater athletic director Ryan Callahan called Welsh a “true Warhawk.”

Callahan added, “We are all lucky to have spent time with her over the past three years. She was selfless and made everyone around her better. Our hearts go out to her mom, Nancy, and the rest of her family and friends.”

Friends of the Welsh family have organized a GoFundMe to help pay for funeral expenses.

To honor her legacy, flags on the university’s campus will fly at half-staff on Tuesday, which is the first day of class.

Copyright 2024 WMTV via Gray Local Media, Inc. All rights reserved.

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