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.
2090k
1There were several changes to the Board at 2the end of 2022 and the start of 2023, and 3inducting and embedding the new Board 4members to enable them to contribute 5effectively to Board discussions from the 6outset was a key priority of the Nomination 7Committee (the Committee) during the year.8We performed an internal evaluation again 9this year and the results and progress made 10against last year’s recommendations are 11discussed on page 90. Recognising the need 12for more interaction with colleagues during 132023 was a key outcome of 2022’s evaluation, 14so I am pleased that we were able to meet 15with colleagues in Oldham and Bristol as part 16of our two awaydays. We also held a lunch 17with the Executive Committee and other senior 18leaders in London. Two colleague breakfasts 19were also hosted by non-executive directors, 20providing direct insights into workforce 21sentiments and morale. We will continue 22with these valuable engagements in 2024 23and beyond. You can learn more about the 242023 events on pages 82 and 83.25Building and maintaining a diverse 26and inclusive workforce is of the utmost 27importance to the Board and the Committee 28and its desire to achieve this goal influences 29every hiring discussion and decision.30At the end of 2023, the Board was 44.4% 31female (four of nine directors), with two Board 32members from an ethnic minority background. 33The position of senior independent director is 34also held by a woman, meaning the Board 35meets the new diversity requirements under 36the Listing Rules. The Board aims to maintain 37or improve on this level in the future and also 38looks to make progress on diversity in other 39areas of the business.40Olivia Streatfeild will reach her nine-year 41tenure at the end of 2024 so as a Committee, 42we will consider the composition of the 43Board during the year. This will also include 44considerations for her other Board roles 45of Remuneration Committee Chair and 46Colleague Ambassador. Executive and senior 47management succession and talent will 48remain a keen area of focus, to ensure that 49we develop the strong and diverse pipeline of 50future leaders we need to deliver our strategy 51and long-term plans.52Nick Prettejohn53Nomination Committee Chair545 March 202455COMPOSITION, SUCCESSION AND EVALUATION56Nick Prettejohn57Nomination Committee Chair58Nomination Committee Report59Role of the Committee60The Committee is responsible for:61• Board composition – the Committee 62considers the balance of skills, diversity, 63knowledge and experience of the Board 64and its Committees, and reviews the 65Board’s structure, size and composition, 66including the time commitment required 67from non-executive directors;68• Board appointments – the Committee 69leads on the recruitment and 70appointment process for directors and 71makes recommendations regarding any 72adjustments to the composition of the 73Board; and74• succession planning – the Committee 75proposes recommendations to the 76Board for the continuation in service 77of each director and ensures that the 78Board is well prepared for changes to 79its composition with appropriate 80succession plans in place.81The Committee has formal terms of 82reference, which are available on the 83Company’s website at www.reachplc.com.848885Reach plc Annual Report 2023Strategic Report Governance Financial Statements Other Information