5/27/2023 0 Comments Wirewalk technologies![]() ![]() (National Oceanography Centre Research and Consultancy Report, 66). Southampton, National Oceanography Centre, 115pp. 2020 WireWall – a new approach to measuring coastal wave hazard. Balfour, C Hargreaves, G Martin, B Bell, P Prime, T Burgess, J Eastwood, L Martin, A Gold, I. Cardwell, C Jones, D Pinnell, R Silva, E. This sea wall is reaching the end of its design life and intense monitoring of the local conditions has begun to aid the design of a new wall (Figure 2).īrown, J Yelland, M Pascal, R Pullen, T. This signal will be used to measure the volume and speed of overtopping at vulnerable locations on the 900-metre-long sea wall at Crosby in the North West of England. The system will employ a 3-dimensional grid of capacitance wires that sense contact with saltwater. This project aims to take a low-cost instrument that has previously been used to measure waves in the open ocean, and convert it into a system ("WireWall") that will measure coastal overtopping hazard. This lack of measurements means there is large uncertainty in the numerical estimates of the hazards, so sea defences are overdesigned to have large safety margins and may therefore cost much more than they need to. They also only provide a limited amount of data and none at all on the speed of the water that overtops: an important factor for public safety. Such experiments are very costly and can be difficult to do, so only a few have been made. Field experiments have previously used large tanks placed behind the sea wall to catch the water that comes over. Accuracy of the tools is assessed by checking outputs against measurements of overtopping volumes during storms. ![]() what volume of water might come over the wall during storm conditions. The tools do this by estimating the "overtopping hazard" for each design i.e. EurOtop) use this data to test suitable sea wall designs. Of course, some women have relevant personality issues the question is whether aīroader range of behavior is accepted in men than women.When planning sea defences a lot of data are needed to understand the potential hazards that might occur in decades to come. Negative comments about men focused almost exclusively on skill sets they needed to develop further. Analyze your evaluations for Tightrope Trigger Words such as “aggressive,” “abrasive,” “sharp elbows,” “outspoken,” “prima donna,” “not a team player,” “a real self-promoter,” “mean,” or “bitch.” One study of performance evaluations found, of those who received negative comments, 75% of women but only 2% of men received comments about negative personality traits Tightrope bias includes pressures to behave in feminine ways, penalties for women who do so, and backlash against women who behave in masculine ways.ġ. Women often find themselves walking a tightrope as they try to strike a balance that allows them to be seen both as competent and as likable. Men are expected to be ambitious, direct, assertive, and competitive. Women are expected to be self-effacing and nice-good team players. So women often find themselves walking a tightrope between being seen as too masculine (and so respected but not liked) or too feminine (and so liked but not respected). High-status jobs are seen as requiring masculine qualities-but women are expected to be feminine. Analyze performance evaluations to assess whether AsianAmericans are doing more behind-the-scenes work and/or have trouble being seen as having leadership or promotion potential. Asian-Americans are stereotyped as being good at technical work but low on leadership skills. Glamour work versus behind-the-scenes work. “She’s not ready.” A persistent pattern of PIA groups being seen as “not ready” for promotion may signal that they’re being required to provide more evidence of competence than others, or aren’t given the same access to career-enhancing assignments.Ģ. Here are the technical names for PIA bias.1īias Interrupters – What to look for in reviewing performance evaluations:ġ. Groups that have to “prove it again” (“PIA groups”) commonly include women, AfricanAmericans, Latino/as, individuals with disabilities, and Asian-Americans (particularly in leadership roles). Groups stereotyped as less competent often have to provide more evidence in order to be judged equally competent. This worksheet is a good start.Ĭontrolling Prove-It-Again Bias (“PIA bias”) A best practice is for someone at HR to be trained to review performance evaluations to check for possible bias. ![]()
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