AmazonScience/document-haystack
Document Haystack Dataset This repository contains the dataset for the paper “Document Haystack: A Long Context Multimodal Image/Document Understanding Vision LLM Benchmark”. 📑 Abstract Paper The proliferation of multimodal Large Language Models has significantly advanced the ability to analyze and understand complex data inputs from different modalities. However, the processing of long documents remains under-explored, largely due to a lack of suitable… See the full description on the dataset page: https://huggingface.co/datasets/AmazonScience/document-haystack.
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1Remuneration Strategy2GRI 2-193A key aspect of remuneration strategy is our compensation framework which embodies the 4“pay for performance” principle and ensures that all contributions to our success are 5appropriately recognized and rewarded. ESG measures, alongside others, are integrated as 6key performance indicators within the framework. These measures are linked to employee 7compensation to reflect the importance of ESG considerations. 8Having included our teams in India and the Philippines in our compensation framework in 92023, we now apply one unique compensation framework across DWS. 10For more information please refer to the section ’Compensation Report’.11Organizational Structure12We aspire to offer a workplace where creativity and ideas are supported and where individual 13strengths, different backgrounds and broad perspectives are valued. 14The Global Head of HR reports to the Chief Administrative Officer who is a Member of the 15Executive Board. Many of our HR colleagues are assigned to international teams. Regional 16Human Resources managers are responsible for our Americas, APAC, EMEA, Germany and 17UK locations. 18The areas of responsibilities of HR include the development, implementation and 19maintenance of DWS’s compensation framework; delivering workforce capabilities; and 20providing strategic consultation advice and support on all people-related matters. This 21includes, but is not limited to, recruitment and onboarding, performance management, 22training and development, and recognition and reward.23Opportunities and Risks24Employee Engagement25GRI 2-16; 2-26; 3-326People Survey Results27Our annual people survey results are a key yardstick in our calendar and serve as a vital 28enabler in communicating the pulse of the firm, highlighting areas we are performing well in, 29as well as the areas where we need to make improvements. 30In 2023 we had our highest response rate of 74% (2022: 66%) with over 1,000 free text 31comments. Additionally, five new reporting dimensions focused on Building Trust, Taking 32Accountability, Enabling Collaboration, Accelerating Solutions, and our Leadership Kompass.33What did we learn from the survey?34– Our Commitment and Enablement scores remain at high levels despite both experiencing a 35year-on-year decline to 69% (2022: 73%) and 74% (2022: 78%) respectively.36– All five reporting dimensions scored above the 70% threshold.37– Key areas of strength were identified as: Enabling Collaboration, Leadership Kompass, and 38Speaking freely and raising concerns.39– Priority areas to address included: Building Trust, Accelerating Solutions, and Digitalization. 40All of these will support an increase in Commitment and Enablement.41– Questions related to our Ethics, Conduct and Speak Up Culture scored 75% which remains 42above the 70% threshold (2022: 77%).43As a follow up, we ran a culture pulse survey in the fourth quarter with 67% participation 44(fourth quarter 2022: 69%) covering: “Giving and Receiving Feedback”, “Speaking Up”, 45“Sharing Appreciation”, “Facilitating Effective Team Meetings” and “Productive Behaviours”. 46All scores are in line with the previous 12 months, with our culture pulse index remaining 47consistent with fourth quarter of 2022 with a result of 76%.48To improve our scores in 2024 we will be re-emphasizing the importance of having regular 49open and honest conversations, encouraging recognition of positive contribution, addressing 50negative contribution, highlighting the importance of our values, showing care and concern 51for our employees, and supporting career development. 52In addition to the people survey, we also measured staff grievances. In 2023 we had six 53complaints. For more information, please refer to ‘Employee Incident Management’ in the 54‘Supplementary Information – Human Capital’ section.55Health and Wellbeing56GRI 3-3; 403-657We believe that fostering a work environment which integrates health and wellbeing into our 58business has a positive impact on the organization and helps to maintain our employees’ 59quality of life in both the short and long term as well as to create a sound work-life balance. 60This is supported through our regional employee assistance programs across all locations. 61 62To our Shareholders Summarised 63Management Report64Consolidated 65Financial Statements Compensation Report Corporate Govern-66ance Statement67Supplementary 68Information DWS 2023 Annual Report69 70Our Responsibility7140 Entrepreneurial Spirit