Uplift mobilisation resistance of subsea pipelines in loose sand

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Compressive sensing based velocity estimation in video data

This paper considers the use of compressive sensing based algorithms for velocity estimation of moving vehicles. The procedure is based on sparse reconstruction algorithms combined with time-frequency analysis applied to video data. This algorithm provides an accurate estimation of object's velocity even in the case of a very reduced number of available video frames. The influence of crucial parameters is analysed for different types of moving vehicles.Comment: 4 pages, 5 figure

Career Advancement Barriers Faced by LGBTQ Employees: An Exploration of Discrimination, Bias, and Inclusion in the Workplace

Background: LGBTQ individuals have historically faced discrimination and stigma in the workplace, and this can impact their career advancement opportunities. Despite increasing awareness and legal protections, it is still unclear how pervasive these barriers are and how they impact LGBTQ employees' advancement opportunities. Findings: Our study aimed to explore career advancement barriers faced by LGBTQ employees. We conducted a survey of 500 LGBTQ employees across various industries in the United States. Our findings show that workplace discrimination, lack of mentorship and sponsorship, bias in hiring and promotion, fear of being out, and lack of inclusive policies and benefits are significant barriers to career advancement for LGBTQ employees. Workplace discrimination was found to be the most significant barrier, with 75% of respondents reporting that they had experienced some form of discrimination in the workplace due to their LGBTQ identity. Recommendations: To address these barriers, we recommend that workplaces take several steps. Firstly, workplaces must implement policies that protect against discrimination, including sexual orientation and gender identity. This can be achieved by implementing diversity and inclusion training for all employees and holding managers and employees accountable for discriminatory behavior. Secondly, offering mentorship and sponsorship programs to LGBTQ employees is crucial to their career advancement. Thirdly, workplaces must ensure that LGBTQ employees have equal opportunities for hiring and promotion, and this can be achieved by implementing objective criteria for evaluation and decision-making. Fourthly, creating a supportive and inclusive environment where LGBTQ employees can feel safe and supported to be out is essential. Finally, workplaces should offer benefits that are inclusive of LGBTQ employees, such as healthcare coverage for gender-affirming procedures and parental leave for same-sex couples. Conclusion: Our findings highlight the significant barriers that LGBTQ employees face in career advancement due to discrimination, bias, and lack of support. Our recommendations provide a roadmap for workplaces to create a more inclusive and supportive environment for LGBTQ employees, which benefits both the employees and the organization as a whole

Eliciting user requirements for ambient intelligent systems: a case study

Ambient intelligent (AmI) systems are electronic environments that are responsive and sensitive to the presence of people (Weiser, 1991). Eliciting requirements for AmI systems, like for any novel technology, is hard because of high uncertainties, such as: 1) both the users and use context are unknown; 2) there is no identified problem that needs to be solved (people cannot state in advance what they want); 3) there is no product idea; 4) it is unclear what future technology can do. There are currently no requirements engineering method for novel AmI technologies. In this short note, we present the current state of our research, which aims at defining a method for identifying requirements for AmI systems

Rogue Lateral buckle Initiation at Subsea Pipelines

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Influence of strain-rate on the interaction between towed fishing gears and the seabed

Acknowledgements FGONs contribution was partly funded by : Grant PID2019-107345RB-I00 of the European Maritime and Fisheries Fund (EMFF) and the Ministry of Environment and Food of Denmark in the project ’Quantifying and reducing the physical impact of mobile fishing gears (Refigure)’, (Grant Agreement No 33113-B-20-176).Peer reviewe

Coupled analytical solutions for circular tunnels considering rock creep effects and time-dependent anchoring forces in prestressed bolts

Acknowledgement This work is supported by the National Science Foundation of China (51979281; 52034010), and the Natural Science Foundation of Shandong Province China (ZR2018MEE050).Peer reviewedPostprintPostprin

Supporting LGBTQ Employees in the Workplace: The Role of HR Policies and Practices

The inclusion of LGBTQ individuals in the workplace has become an increasingly important topic in recent years. While progress has been made in terms of legal protections and social acceptance, discrimination and harassment continue to be major issues faced by LGBTQ employees. This study aimed to explore the role of HR policies and practices in supporting LGBTQ employees in the workplace. Through a review of existing literature and interviews with HR professionals, five key findings were identified. Firstly, non-discrimination policies that explicitly prohibit discrimination based on sexual orientation and gender identity are essential in creating an inclusive workplace. Secondly, the use of gender-neutral language in HR policies and documents is important in creating an environment that is welcoming to all employees. Thirdly, equal benefits and leave policies for LGBTQ employees, including domestic partner benefits and parental leave for same-sex couples, are important in supporting LGBTQ families. Fourthly, training and education for employees on LGBTQ issues, including how to support LGBTQ colleagues and prevent discrimination, is crucial in creating a culture of inclusion. Finally, the formation of employee resource groups for LGBTQ employees provides a safe space for support, connection, and advocacy within the workplace. Based on these findings, this study recommends that HR professionals work to develop and implement policies and practices that support LGBTQ employees. This includes creating non-discrimination policies that explicitly prohibit discrimination based on sexual orientation and gender identity, using gender-neutral language in HR documents, providing equal benefits and leave policies for LGBTQ employees, and providing training and education on LGBTQ issues for all employees. Additionally, the formation of employee resource groups for LGBTQ employees should be encouraged and supported. By implementing these recommendations, HR professionals can help create a more inclusive and supportive workplace for LGBTQ employees, leading to improved job satisfaction, employee engagement, and overall business success

The contact drag of towed demersal fishing gear components

This study was funded in part by Fisheries Innovation Scotland, project FIS02, and by the FP7 project BENTHIS (312088). It does not necessarily reflect the views of the European Commission and does not anticipate the Commission's future policy in this area.Peer reviewedPostprin