The difference between true and tangible impact

When people think about the impact of their actions, they tend to think only of the immediate results – what we call their tangible impact.

But that is only part of the story. To get the full picture, you need to compare the world you bring about with the world as it would have been without your involvement. We call this your true impact.

Here’s an example to illustrate the difference. Imagine you’re at the scene of an accident and you see an injured person. In your enthusiasm to help, you push the paramedics out of the way and perform CPR on the injured person yourself. You’re successful and bring them back to consciousness, but because you’re less well-trained than the paramedics, you cause permanent damage to the person’s spine. If you had let the paramedics perform CPR instead, the injured person would have made a full recovery. In this case, your tangible impact was to save their life, but your true impact was to cause the person spinal damage.

This example also illustrates that your true impact is what really matters. Even though the tangible impact of performing CPR was good – you saved a life – it wasn’t in fact the right thing to do. It would have been even better if you hadn’t acted, since the injured person would still have survived and would not have suffered spinal damage.

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Why and how to keep your options open

Some of the steps you could take in your career open up a greater range of career options than others. The more paths a steps opens up, and the better these paths are in terms of impact, the more it “keeps your options open”.

For example, an undergraduate degree opens up a wide range of jobs: it is essential for around 25% of jobs, and an advantage in a huge number of others. By contrast, many vocational qualifications only prepare you for a single career and are of little use elsewhere. As a result, undertaking an undergraduate degree does far more to keep your options open than such vocational qualifications

Our advice is to keep in mind the value of keeping your options open. This is especially true at the beginning of your career but remains relevant throughout. This page explores why it is so important, and what you can do about it.

Why should I keep my options open?

The reason to value career flexibility so highly is that which career options are the most effective changes over time. You won’t always be able to predict these changes in advance, but if you keep your options open, you’ll be able to keep switching into better paths as they come up.

Try to avoid making the mistake of one person we know, who undertook a highly specialised hospitality degree only to discover several years later that he hated working in hotels…

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Reasoning behind our framework

On this page, we outline the reasoning behind our framework. In particular, we explain (i) why we use a framework at all (ii) how we selected the factors (iii) our views about which factors are most important.

Why use a framework at all?

We want to compare career options in terms of how much impact they’ll let you have in the long-run. Ideally, we could precisely measure the impact of each option (perhaps in terms of how many lives you improve), and choose the best one. In practice, we’ll never be able to get a precise measurement – the impact of a career option is just far too complicated.

However, that doesn’t mean that all options are equally good – it’s obvious that some options are better than others. Rather, it means we need to prioritise what we investigate, and identify the most important dimensions to compare your options on in the limited time available. The goal of a good framework is to identify the factors that are most high-priority to investigate (essentially those which have the highest value of information).

How did we choose these factors?
What makes one factor better than another?

The importance of a factor within the framework depends on:

  • Relevance: To what extent do differences in this factor correlate with long-run impact?
  • Scale: How much do careers differ based on this factor?

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Should you wait to make a difference?

The issue

One big picture consideration in career choice is the question of how important it is to make a difference now versus later. Here’s the issue: suppose you could either work at a charity next year or go to graduate school. If you work at the charity, you’ll be making a difference right away, speeding up progress. If you go to graduate school, you’ll be investing in yourself and able to have a larger impact later. Which is better?

If you think it’s better to make a difference as soon as possible, the more you’ll value your immediate opportunities for impact. In our framework, you’ll put more emphasis on path impact potential. If you think it’s better to invest and give later, the more you’ll value activities that build your skills, connections and credentials (career capital), and the more you’ll value learning about the world so you can make better decisions in the future (exploration value).

There’s a similar issue with charitable giving. If you have some money, you can either give today, or you can invest your money, which will grow over time, and give a larger amount later. Under what circumstances should you invest rather than give now?

Summary

Overall, we favour investing in your human capital and wealth early, so that you make a greater difference later in your career. Why?

  1. You’ll be able to find better opportunities to make a difference in the future, because you’ll get wiser and be able to use better research in which causes and careers are most effective.
  2. Early-to-mid career, most people can make investments that significantly increase their career capital, such as learning new skills, doing a graduate degree and building a professional network. The returns from these investments more than justify the cost of waiting.

Nevertheless, there are a few other reasons to start making a difference now: it will teach you about the world; it will help you find collaborators; it’s motivating; and it will help you build altruistic habits.

So, overall, we suggest that early in your career you mainly focus on building career capital and learning more, though still put some weight on your immediate impact. If choosing between two jobs, this could mean choosing the one that best builds your career capital, using immediate impact as a tiebreaker. As you get older, put more and more weight on your immediate impact.

Read on to see a full discussion of the considerations and our reasoning.

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Update: 7 career strategies for making a difference

We recently released a page on “top career strategies”, featuring two strategies for building your long-run potential, and five for immediate impact:

  1. The experimenter: Finding a career that’s the right fit for you is important, but it’s also difficult to do just by thinking about it. It can therefore be a good strategy to try out a number of different areas in order to learn more about your own interests and skills.
  2. The self-developer: When you’ve narrowed down which area you want to enter, focus on investing in yourself to build your career capital.
  3. The effective worker: There are many non-profit and for-profit organisations that have a large impact, which are short of specific types of human capital. If you’re a good fit for a high-impact organization, it’s an option worth considering. By high-impact organisations we mean those that are well-run and work on an effective cause.
  4. The entrepreneur: If you’ve got potential as an entrepreneur, attempt to found new effective non-profit organisations or innovative for-profits that benefit their customers and create positive spill-over effects.
  5. The philanthropist: Some people have skills that are better suited to earning money than the other strategies. These people can take a higher-earning career and donate the money to effective organisations. We call this strategy ‘earning to give’.
  6. The researcher: Some people are especially good at and interested in research – attempting to create new knowledge. If this is you, and have you have the opportunity to work in a field that seems particularly important, tractable and neglected, then this could be a way to have a large impact.
  7. The advocate: If you can take a job that gives you a public platform, good network and credibility, you can use it to promote and unite people behind important ideas.

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Want to do something about the risks of artificial intelligence?

Nick Bostrom’s recent book, “Superintelligence”, has been a great success, gaining favorable reviews in the Financial Times and the Economist, as well as support from Elon Musk, the founder of Telsa and SpaceX.

The field of research into the risks of artificial intelligence is also taking off, with the recent founding of Cambridge University’s Centre for the Study of Existential Risk and the Future of Life Institute (supported by Morgan Freeman!); continued strong growth at MIRI; and GiveWell’s recently declared interest in the area.

If you’ve read the book, and are interested in how you can contribute to this cause, we’d like to hear from you. There’s pressing needs developing in the field for researchers, project managers, and funding. We can help you work out where you can best contribute, and introduce you to the right people.

If you’re interested, please email ben at 80000hours.org, or apply for our coaching.

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What I learned quitting my job to found a tech startup

Ben West

I’ve been earning to give as a software developer for the past several years, and it started to become clear that I could make more money in a different job. But I was torn between a finance career which put my math skills to use and founding a company where I might achieve the vocational equivalent of winning the lottery.

I eventually decided to pursue entrepreneurship because I thought it would better build career capital, i.e. it would prepare me for a wider variety of future careers. After four months of running a company that idea still doesn’t seem completely idiotic, but it doesn’t seem completely true either.

I’ve encountered several people who are in similar positions, so I’d like to give an overview of my motivations (particularly the ones which haven’t been discussed here before), how I went about my career change, and of course how I should’ve gone about my career change. Optimizing for one narrow career path is a bad idea, so I hope this post is useful to everyone, not just potential entrepreneurs.

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Update on Peter’s career story

Peter Hurford

Peter wrote about his career choice story on the blog back in January. After graduating, he started his software engineer internship at a startup in July. He recently wrote this update on how he’s doing.

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Tips on careers in journalism from NPR correspondent David Folkenflik

David Folkenflik

David has been NPR’s media correspondent since 2004, and before that spent over a decade at the Baltimore Sun. He has won numerous awards for journalism, and is the author of Murdoch’s World: The Last of the Old Media Empires.

I had the chance to meet him at the 4th annual Nexus Global Youth Summit, where we chatted about careers in journalism for people who want to make a difference. Here’s the notes I made on the key takeaways, which I ran past David before publishing for edits (and are entirely his own views).

  • If you want to get a job in journalism, apply to any news organization that interests you, including all the major media organisations. Set some priorities – pay, location, size of organization, type of work, etc and select among them based on your top several priorities once you’ve got offers. “I applied to over 70 organisations. I got two offers, only one of which paid more than $10,000, so I went with that!”
  • Previously the route into the industry was to get a job at a local news station or paper. But the local news industry has shrunk significantly in recent years, so it’s a lot harder to advance from these positions today.
  • Build a personal library of content on Tumblr or some platform where it’s relatively easy to build a site. “There needs to be something out there you can link to.”
  • If you’re still in college, what should you do next? Start writing and reporting on the side to test yourself out, and to start building your portfolio.
  • How competitive is journalism? “You need to really want it; that’s the major filter.” It’s not a career you should drift into, but if you’re motivated, you’ve got a decent chance.
  • Although the industry is changing rapidly, it’s not high risk if you’re young and don’t have a mortgage or other family obligations. And if you do, it can still be rewarding.
  • Journalism is a good path if you want to effect social change, but that change may be defined quite differently than it would be at a philanthropy or advocacy organization. Providing good information and analysis is a public good in itself. You’ve also got a public platform to promote neglected concerns. And there’s been a renaissance of new news outlets that openly embrace advocacy and point of view journalism.

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Career story: Ben Kuhn: My job hunt after graduating

In this guest post, 80,000 Hour’s member Ben Kuhn describes how he looked for a job after graduating from Harvard with a maths major. Ben’s especially reflective, so it’s fascinating to hear how he went about choosing between options in software, startups, finance and research with the aim of making the biggest difference.

Ben Kuhn

Background

For my first few years of college I prioritized getting experience in a bunch of different potential fields–I tried working at Fog Creek, Jane Street, and GiveWell, and cofounding a startup. By the end of that I came to a couple conclusions about what I wanted to do.

In terms of altruistic career choice considerations, I decided I should probably focus on doing the things I could be most awesome at, rather than trying to naively maximize earnings or maximize direct good done–basically, because I’m fairly uncertain about whether having lots of money will be helpful, and I’m fairly uncertain about what does the most direct good, but being awesome at things is a robustly good outcome that can be parlayed into many different advantages later.

Historically, technology- and software-related things seemed to have some of the greatest potential for me to be awesome at them, and also the widest breadth of opportunities to improve the world with those abilities later, so they seemed like the most promising options to pursue further. But I had already done one software internship, and while it was a fun experience, I didn’t want to do anything very similar–I guessed that I’d hit diminishing returns for standard software-engineering internships.

I was concurrently in the process of realizing that studying at Harvard for a fourth year didn’t seem especially high-value, and that I could graduate in three years if I wanted to thanks to my Advanced Placement credits. So I realized that I needed to put a lot of effort into my summer job search to make sure I found something that wasn’t a repeat of my previous internship, and that I would be happy turning into a full-time job if I decided I didn’t want to go back to Harvard.

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Have you checked out the Effective Altruism Forum yet?

A few weeks ago, a new online forum to discuss effective altruism was released.

So far, the quality of the discussion has been great. If you’re interested in what we discuss on 80,000 Hours, you should definitely check it out. It may also be a good place to field career-related questions – we’re on there often.

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Research reports

On this page, we list some of our most in-depth career research reports that have not been featured on the other pages.

In-depth career research

  • How many lives does a doctor save? A three part series, here, here, and here
  • What’s the expected influence of becoming a politician? Read here.
  • How hard is it to become Prime Minister of the UK? Read here.
  • Entrepreneurship: A game of poker, not roulette. Read here.

Biases

  • Biases and how they affect your career decisions. The results of our survey of the literature on decision making biases. Read here.

Personal fit and replaceability

  • What does economics tell us about replaceability? Read here
  • Intelligence matters more than you think for career success. Read here.

  • Does the harm caused by banking outweigh the good done earning to give? Read here

  • What’s your true impact? Read here

Background

  • Can you measure the good you’ll do? Read here.
  • How altruists can benefit from risky careers. Read here.

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How to make a difference in any career

See this more up-to-date article on the same topic.

Soup_kitchen

Our main focus is on encouraging people to find and enter those careers with the highest potential for impact. However, there are plenty of times when we don’t have total freedom to choose—because we’ve built up too much capital to change course, or because we’re happy and fulfilled where we are, or because we have other constraints that make keeping our current jobs a priority.

That doesn’t mean you can’t increase your impact! There are simple ways to make a big difference in any career—and we’re not just talking about buying a charity wrist band or volunteering at the local soup kitchen. Here are five ways that anyone can ramp up the amount of good they’re doing in the world:

1) Donate cost-effectively

If you donate 10% of your income to effective charities, you’ll significantly help hundreds of people less fortunate than yourself, and perhaps save tens of lives. That’s probably more lives than developed-world doctors save, which is pretty incredible. Thanks to charity evaluators like GiveWell, finding the best giving opportunities takes little time. And don’t worry about missing the money—the balance of evidence suggests there’s a good chance you’ll end up happier. But if you’re concerned about this, why not try out giving with Giving What We Can?

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Interview: Holden Karnofsky on cause selection

Holden Karnofsky

In August 2014, we interviewed Holden Karnofsky, the co-founder of GiveWell, to discuss how the results of Open Philanthropy (formerly GiveWell Labs) might extend to career choice. In particular, we regard Open Philanthropy as the best available single source of information about which causes are most high priority (for more, see our cause page, and we want to explore how much the results transfer from philanthropists to people picking careers. See our previous interview with Holden.

The interview was carried out in person in GiveWell’s offices and recorded. Below, we list some of the key points and excerpts from the interview edited for clarity, which were reviewed by Holden before publishing.

Key points made by Holden

  • If a cause is on Open Philanthropy’s list, that’s an extra reason to seek a job in that area.
  • However, if a cause isn’t on the list, it may still be promising, especially if you have good personal fit with the area. Personal fit may often overwhelm considerations about the general effectiveness of a cause.
  • There can be other differences between the causes that are most promising for philanthropists and those that are most promising for job seekers. For instance, since OPP’s causes are often constrained by a lack of money, it may be difficult to get a job within them.
  • Some ideas for causes OPP isn’t investigating, but at first glance still look promising for job seekers include: environment and climate change, scientific research, for-profit work (especially in innovative areas), and foreign relations.
  • OPP aren’t highly likely to drastically change their list of causes (especially within global catastrophic risks and political advocacy) for at least two to three years.
  • If you want to make a difference in the for-profit world, avoid activities that make money through (i) zero-sum games (ii) addiction (iii) a marketing-first approach. If you’ve cleared those filters, then ask (i) is this scalable? (ii) does it make people’s lives better in a significant way? (iii) are you good at this activity?

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Interview: Holden Karnofsky on the importance of personal fit

In January 2014, I interviewed Holden Karnofsky, the co-founder of GiveWell, to further discuss his views on the importance of personal fit in career choice, and how they might differ from our own. See our previous interview with Holden.

The interview was carried out on Skype and recorded. Below, we list some of the key points and excerpts from the interview. These have been edited for clarity, and were reviewed by Holden before publishing.

Summary of Holden’s key points

  • Your degree of “fit” with a role depends on your chances of ultimately excelling in the role if you work at hard at it, arising from the match between yourself and the requirements of the role.
  • Holden believes that if you want to make a difference, seeking out roles with which you have a high degree of fit should be a top priority, especially early in your career. This is because:
  • Fit is easier to judge than many other factors, such as how much immediate impact you have, which means it’s easier to improve your degree of fit over time.
  • It’s harder to change your career ‘role’ than your cause later in your career. For instance, if you become a great salesperson, it’s relatively easy to transition into an organisation that works on a different cause, but much harder to become great at some other skill. This means that early in your career it’s more important to figure out what types of roles suit you than what cause support early in your career.
  • There’s huge, robust benefits from being good at your job including (i) better career capital – “it gives you a better learning experience, better personal development, better overall status, better overall opportunities” – (ii) higher impact within your field.
  • Excelling at what you do is one of the most important rules of thumb for having more impact, partly because a lot of the world’s impact comes from extreme cases, so your chances of being an extreme case may dominate your expected impact. In particular, extreme impact often arises from innovation – spotting ideas others haven’t – and this is more likely when you’re at the top of your field.
  • Some other criteria that are important early in your career are: (i) the general status of the option (ii) the pay (iii) how much you’ll learn about yourself and your other options from taking this option.

If you’re interested in finding out more about Holden’s views on career choice for people interested in effective altruism, we recommend seeing the transcript of his conference call on career choice.

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We would like to interview you

If you’ve got experience with a career of interest to our readers, we’d like to feature an interview with your on our blog. Similarly, if you’re interviewing someone as part of your career research, we’d like to feature your notes. For instance, see this interview with Buck from App Academy – one of our most popular ever pieces of content – and see many more here.

Why are we looking for interviews?

We think our readers have lots of useful knowledge to share about their careers, and we’ve found interviews to be one of the quickest, most transparent ways to do it.

How would we like to do the interview?

If you’re interested, choose 5-10 questions, draft answers to them, and send them to [email protected]. I’ll ask some follow up questions, then we’ll publish the final result on the blog.

If you’re interviewing someone else, make sure to get their permission to post the notes.

Example questions

Some good general purpose questions are:

  • What did you do before this job?
  • Why did you take this job?
  • What does the job involve?
  • What are the main pros and cons of this job for someone looking to make a difference?
  • What are the best sources of further information on this area?

You can see a full list of ideas for questions we often use here.

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Framework worksheet

If you’re already familiar with our framework, and want to apply it to compare several options within our how to choose process, you can use this worksheet, which collates all the key information onto one page.

Comparison table

We’ve made a table you can use to score each of your options.

See a filled in example here.

We’ve provided space for you to add your own factors, since our framework doesn’t always perfectly capture the most important aspects of your situation. You might also want to focus on certain subfactors within each main factor. For instance, if you’re particularly worried about burning out, then you could consider “burnout risk” as part of career capital; or if you’re especially concerned to keep your options open you could make that a separate factor. Play around until it captures the most important factors for you.

We’ve also provided space for you to add your own personal factors, because making a difference isn’t the only thing that matters in most career decisions. See our page on job satisfaction for more information on what personal factors are often most important.

Full list of assessment questions
1. Path impact potential

The role impact of an option is the extent to which it gives you opportunities to make an immediate impact.

Influence: What opportunities will I have to direct money and labour to effective causes?

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Should you move to Thailand?

Chiang Mai Coffee Shop
Chiang Mai Coffee Shop. Credit: Spartantraveler.com

By moving to Thailand, you can cut your cost of living by two to six times, and probably have a higher standard of living than you would have in a big city in the US or UK. NomadList currently estimates that you can live in Chiang Mai for only £400 per month, and flights from London can be had for £500 return. There’s several other cities in Thailand, Vietnam and Eastern Europe, which offer a cost of living under £900 per month.

In the case of Chiang Mai, this includes:

  • A nice, serviced apartment on short-let.
  • Fast internet.
  • Plenty of good cafes and co-working spaces.
  • Warm weather all year.
  • No commute.
  • Big community of international remote workers.
  • Eating out every meal.
  • No visa required for 3 months.
  • Set up within a day.

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Yardsticks: how to compare the scale of different social problems

What are ‘yardsticks’, and why use them?

In order to compare causes, we want to estimate the impact of solving different social problems. The problem is, even if we had a precise notion of what counts as ‘impact’ (for instance, the amount of human welfare created), it’s not practical to estimate the effect of solving different problems in these terms, especially if you care about the long-run effects of our actions – it’s rarely practical to count how many people benefited from an outcome, or measure how large the benefits are.

This means we need to use rough yardsticks instead. A yardstick is a factor we expect to correlate with the positive impact of our actions (what we really care about), but which is easier to measure.

We use yardsticks (or metrics, or proximate goals) all the time in other domains when it’s difficult to measure what we really care about. For instance, schools award ‘grades’ – a yardstick for educational attainment, though we know that grades don’t capture everything that matters in education.

What are the properties of a good yardstick?

A good yardstick is a property of the world that is both:

  1. Relevant: increasing the amount of this property correlates with positive impact.
  2. Measurable: it’s easy to tell, given the resources you have available, whether this property is increasing or decreasing.

Which yardsticks should we use?

At 80,000 Hours, we don’t do research into which yardsticks best track positive impact, however, it’s a major research priority for our affiliates, the Future of Humanity Institute at the University of Oxford; the Global Priorities Project, which is part of the Centre for Effective Altruism; and our trustees. We seek to align our views with those of these groups, while also applying some weight to the views of economists and our understanding of what’s regarded as common sense among informed experts.

In the rest of this section, we outline our current views.

To measure short-run impact on welfare

To measure short-run impact, we often focus on ‘QALYs’ or ‘quality-adjusted life years’. The QALY is a metric for measuring health that is widely used within health economics. One QALY is a year of healthy life, and can be gained either by increasing the quality of someone’s health or extending how long they live. You can read more about how QALYs are defined here.

Of course, health is not the only component of welfare. Ideally, we’d be able to measure ‘well-being adjusted life years’ or ‘WALYs’. Unfortunately, such a metric has not yet been developed, so instead, we need to consider a patchwork of metrics to capture other aspects of wellbeing. One of the most important is income, though one can also look at life satisfaction, education outcomes, satisfaction of basic human rights and others.

Within income, we prefer to focus on the logarithm of income. It’s widely accepted that there are diminishing returns to the utility of income, such that economists often talk about the “law of diminishing marginal utility”. This law means you get more welfare from gaining $100 if you have $1,000 compared to when you have $10,000. Moreover, it’s thought that the returns are roughly logarithmic, in part due to empirical data, such as that shown in the chart below. There’s some evidence that individual wellbeing hardly increases at all above a threshold of about £50,000, though this has been disputed (for instance see this review paper by Stevenson and Wolfers.

The law of dimishing marginal utility, combined the belief that all people have equal moral worth, is a key reason many think it’s more important to focus on causes that help the developing world.

We think it’s likely that animal suffering also deserves moral weight (for more, see the writings of Peter Singer).This means our yardsticks should also include animal welfare. The main group aiming to compare interventions aimed at animal welfare is Animal Charity Evaluators, who often use the metric of ‘years spent in factory farms avoided’. We’re very uncertain how to weigh this metric against QALYs or income.

The importance of the long-run

The preceding yardsticks focused on measuring short-run wellbeing. However, we think the wellbeing of future generations carries moral weight, so we also need yardsticks to measure long-run welfare.

Indeed, we find it plausible that the impact of our actions on future generations is more important than the impact of our actions on short-run welfare, so yardsticks to measure the extent to which we’re putting civilization on a good long-run path may deserve higher weight than those in the previous section.

To measure long-run impact on welfare

Yardsticks for improving the long-run future need to be distinct from ‘future QALYs’ or something along those lines, because that’s far too hard to measure. Unfortunately, there’s no widely accepted metrics to use as proxies for our impact on the long-run future, but here are our current ideas.

Economists often focus on boosting GDP, or even better, a sustainability adjusted measure of GDP, such as the Index of Sustainable Economic Welfare. For instance, Tyler Cowen has suggested “The Principle of Growth”:

We should make political choices so as to maximize the rate of sustainable economic growth.

Paul Romer has also said:

For a nation, the choices that determine whether income doubles with every generation, or instead with every other generation, dwarf all other economic policy concerns.

We put some weight on this view, because it appears to represent the view of economists, although don’t find the arguments very persuasive, mainly due to the reasons discussed in Chapter 3 of Nick Beckstead’s thesis.

We’re more persuaded by Beckstead’s view that we should focus on what’s likely to cause positive ‘path changes’ to the future trajectory of civilization.

We think the most important category of these path changes is likely to be ‘existential risks’ – events that could permanently curtail the future of civilization, such as a nuclear war. Nick Bostrom has most famously argued that, if concerned with the welfare of future generations, it’s most important to “maximise the probability of an OK outcome” i.e. avoid an existential risk.

The problem is that “reducing existential risk” or “causing positive path changes” are still relatively hard yardsticks to measure, so we want a sub-set of metrics that correlate with these but are easier to track.

We’re still highly unsure what these should be, though expect progress over the next couple of years. This means keeping options open is highly desirable, as is investing in more research.

Beyond that, our best guess is that the most dangerous risks will be human-caused rather than natural, and likely the result of new technology. This position is widely shared by researchers in this area within the Future of Humanity Institute, including Nick Bostrom, as well as others, such as the University of Cambridge’s Centre for the Study of Existential Risk.

What yardsticks are best for measuring reduced chances of human-caused catastrophe? We’re highly uncertain, but suggest the following:

  • Level of collaboration
  • By this we mean extent to which humanity is able to act together to achieve common goals.
  • This is important to avoid dangerous arms races and deal with crises once they arise.
  • Level of wisdom
  • By this we mean the extent to which humanity is able to use our capabilities to good ends, through compromise, reflection, altruism and so on.
  • This is important so that society can spot and take steps to avert potential crises.
  • Differential technological development
  • By this we mean accelerating the development of technologies that are likely to be safe, and slowly down the development of others.
  • Some technologies seem more risky than others, so it would be better if these were slowed down, to allow for the development of other risk-reducing technologies, or the allow time for further gains to collaboration and wisdom.
  • Furthering global priorities research
    • By this we mean further research aimed at working out which yardsticks are best, and which causes are best in light of these yardsticks.
    • This is important because we’re highly uncertain about which yardsticks are best from the perspective of the long-run future, and research on this question is still in its infancy, so further progress would help to work out which projects are best.
  • Capacity building
    • By this we mean effort to increase the resources and ability to coordinate of those who want to mitigate existential risk and improve the long-run future, through advocacy and community building.
    • This is also important because we’re highly uncertain about which yardsticks are best. General capacity aiming to improve the long-run future will be able to take whichever opportunities turn out to be best in the future.

For more, see Chapter 14 of ‘Superintelligence’ by Nick Bostrom. Toby Ord has also written about how to balance capacity building and research against other actions.

Non-welfare values

So far, we’ve focused on yardsticks for human welfare in the long-term. You might think we should put extra weight on factors like ‘justice’ and ‘environmental diversity’ over and above their long-run effect on human welfare, because these factors also have intrinsic value.

We don’t explicitly factor in non-welfare values because:

  1. There’s less agreement over their importance
  2. They’re already included to a large degree, because a more just society is also likely one that’s better for long-run welfare.
  3. It’s unclear how to compare them to welfare.

However, if you would like to add extra weight to a non-welfare value, then you could add them as further yardsticks.

Our overall position

We see the following as robustly good, though difficult to measure, yardsticks:

  • Level of collaboration
  • Level of wisdom
  • Furthering global priorities research
  • Capacity building

We also apply some weight to the following, which are all more measurable:

  • Long-term sustainable world GDP growth rate.
  • Short-run impact in terms of QALYs, log income, animal welfare etc.
  • Differential technological development.

All of the above are relatively high-level yardsticks, so often need to be further divided for practical purposes. For example, the first three yardsticks suggest that “improving institutional quality” and “promoting effective altruism” are good sub-yardsticks.

How robust are our views?

We think that research into which yardsticks are best is still in its infancy, so we anticipate gaining new significant information over the medium-term, which will cause our views to evolve.

This favors supporting causes that seem good from many perspectives, and keeping your options open.

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