[简答题]With only a fortnight left before the deadline,not even a third of companies,charities and public bodies have met their legal requirement to yublish figures on their gender pay gaps.There was plenty of notice that all with more than 250 employees would need to do so.The slow Dace indicates the low priority afforded to such concerns and,perhaps,a hope that embarrassing figures will be buried in a late rush of filings.It seems probable that many organisations will not comply,and it is unclear whether and how they will be punished.They should be.The figures are not perfect.Nonetheless,the data published so far is powerful.Few if any women will be surprised that male colleagues outearn them per hour.But cold statistics have real force when'they show disparities as stark as these:men at the UK wing of Coldman Sachs International earn more than twice the mean hourly pay of women.Such figures demonstrate to each woman that the problem is not an isolated case,but structural.They are not alone.Now they can prove it.So far,many firms have boasted that they are commnted to diversity and that they pay the same for the same kind of work.This is not deserving of a gold star;equal pay is a legal reqUJrement,in place for almost half a century.The shame is that it is not,in fact,being met in full.Worse,many companies seem to have missed the point.They say,in essence,that the gap exists because the senior jobs are dominated by men.This is not an explanation of the problem.It is the problem itself.The pattern of more women in low-paid jobs and fewer in high-paid jobs is seen in most organisations,across very different sectors;and it is why the figures showing employment rates per quartile are every bit as important as the hourly comparison.Some women may simply leave organisations that do not reward them.Good for them;bad for the companies losing talent unnecessarily-bu will their bosses realise this?The time for excuses and explanations is over.Real progress requires a broader response,with management,unions and politicians putting forward concrete plans to change the culture through measures such as blind CVs and unconscious-bias training;and setting specific,numerical targets.The equalities watchdog should call out those who do not report,and those whose figures are woeful.The duty to report these figures is an annual one.There is a risk that their effect may dwindle in the more than twice the mean hourly pay of women.But close analysis and publicity could make them more powerful,not less;it will become evident that some companies are closing the gap while others are making little or no progress."The truth will set you free,said Gloria Steinem."But first,it will piss you off.Prepare to get angry！

[简答题]With only a fortnight left before the deadline,not even a third of companies,charities and public bodies have met their legal requirement to yublish figures on their gender pay gaps.There was plenty of notice that all with more than 250 employees would need to do so.The slow Dace indicates the low priority afforded to such concerns and,perhaps,a hope that embarrassing figures will be buried in a late rush of filings.It seems probable that many organisations will not comply,and it is unclear whether and how they will be punished.They should be.The figures are not perfect.Nonetheless,the data published so far is powerful.Few if any women will be surprised that male colleagues outearn them per hour.But cold statistics have real force when'they show disparities as stark as these:men at the UK wing of Coldman Sachs International earn more than twice the mean hourly pay of women.Such figures demonstrate to each woman that the problem is not an isolated case,but structural.They are not alone.Now they can prove it.So far,many firms have boasted that they are commnted to diversity and that they pay the same for the same kind of work.This is not deserving of a gold star;equal pay is a legal reqUJrement,in place for almost half a century.The shame is that it is not,in fact,being met in full.Worse,many companies seem to have missed the point.They say,in essence,that the gap exists because the senior jobs are dominated by men.This is not an explanation of the problem.It is the problem itself.The pattern of more women in low-paid jobs and fewer in high-paid jobs is seen in most organisations,across very different sectors;and it is why the figures showing employment rates per quartile are every bit as important as the hourly comparison.Some women may simply leave organisations that do not reward them.Good for them;bad for the companies losing talent unnecessarily-bu will their bosses realise this?The time for excuses and explanations is over.Real progress requires a broader response,with management,unions and politicians putting forward concrete plans to change the culture through measures such as blind CVs and unconscious-bias training;and setting specific,numerical targets.The equalities watchdog should call out those who do not report,and those whose figures are woeful.The duty to report these figures is an annual one.There is a risk that their effect may dwindle in the more than twice the mean hourly pay of women.But close analysis and publicity could make them more powerful,not less;it will become evident that some companies are closing the gap while others are making little or no progress."The truth will set you free,said Gloria Steinem."But first,it will piss you off.Prepare to get angry！

[单选题]Only with ATC permission is an aircraft of higher speed allowed to overtake the slower one on or before downwind leg, and overtaking should be made on the outer side of the pattern with a lateral separation of _______ meters.
A.500
B.not less than 500
C.1000
D.not less than 1000

[单选题]When John left the office,Amy__ather desk.
A.is still working
B.has still worked
C.had still working
D.was still working

[单选题] "在Excel中，使用函数LEFT(A1,4)等价于( ),
A.LEFT(4,A1)
B.MID(A1,4)
C.MID(A1,1,4)
D.MID(A1,4,1"

[单选题] You must have left your glasses （）_.
A. somewhere else
B.anywhere else
C. somewhere other
D. some other where

[单选题]When the president and his delegation left the country,_______of people were at the airport to_______．
A.thousand；see off them
B.thousands；see off them
C.thousand ；see them off
D.thousands ；see them off

[单选题]How many presidents were there before Abraham Lincoln? "Fifteen,so he was______．"
A.the sixteen president
B.the sixteenth president
C.president sixteen
D.president the sixteenth

[单选题]It’s the first turning the left after the traffic lights．
A.by
B.in
C.on
D.for

[单选题]Jonathan and Joe left the house to go for?after supper．
A.walk
B.the walk
C.walks
D.a walk

[单选题]Text 3 If you're tired of swiping left and right to approve or reject the faces of other people,try something else:rating scientific papers.A web application inspired by the dating app Tinder lets you make snap judgments about preprints-papers published online before peer review-simply by swiping left,right,up,or down.Papr brands itself as"Tinder for preprints"and is almost as superficial as the matchmaker.For now,you only get to see abstracts,not the full papers,and you have to rate them in one of four categories:"exciting and probable,""exciting and questionable,""boring and probable,"or"boring and questionable."Papr co-creator Jeff Leek,a biostatistician at the Johns Hopkins Bloomberg School of Public Health,released an earlier version of Papr late last year but only started publicizing the app on social media earlier this month after his colleagues added a few more features,including a recommendation engine that suggests studies based on your preferences,an option to download your ratings along with links to the full preprints on bioRxiv,and suggestions for Twitter users with similar tastes as yours.What we want is to help researchers navigate the overwhelming number ofnew papers and uncover interdisciplinary overlap,Leek says.Scientists already use social media to discover new papers,he says;Papr aims to simplify that process and capture people's evaluations along the way.Four rating categories is enough,Leek says;other services,including PubPeer,offer space for longer comments and discussions.To prevent readers from giving their rivals'papers bad ratings or rate a paper as interesting just because it was written by a famous scientist,Papr doesn't show author names and doesn't let you search for a specific preprint or author."For me,the importance of Papr is illustrating that preprint services like bioRxiv enable novel methods of evaluation to emerge,"says Brian Nosek,executive director of the Center for Open Science in Charlottesville,Virginia."We don't believe that the data we are collecting is any kind of realistic peer review,but it does tell us something about the types of papers people find interesting and what leads them to be suspicious,"Leek says."Ultimately we hope to correlate this data with information about where the papers are published and other more in-depth measurements of paper quality."But don't take Papr too seriously,because its developers don't."This app is provided solely for entertainment of the scient讯c community and may be taken down at any time with no notice because Jeff gets tired ofit,"the Papr website says.32.According to Leek,the goal of Papr is to
A.find similar Tweeter users.
B.replace social medias to find new papers.
C.ease the papers search and get them rated.
D.provide more papers to users.

[单选题]Before a project schedule can be created,the schedule maker should have a （ ） ,an effort estimate for each task,and a resource list with availability for each resource.
A.work breakdown structure
B.baseline
C.software requirements specification
D.plan

[单选题]Before the Spring Festival,the leaders of the village made house‐to‐house survey,（ ）in each family about their needs and problems.
A.to inquire
B.to be inquiring
C.inquiring
D.inquired

[单选题] I‘ve never （） him before.
A. heard of
B. hear from
C. heard to
D. hear of