Abstract
Philippe Weinzaepfel, Thomas Lucas, Diane Larlus, Yannis Kalantidis |
Tenth International Conference on Learning Representations (ICLR), virtual event, 25 - 29 April, 2022 |
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Abstract
Methods that combine local and global features have recently shown excellent performance on multiple challenging deep image retrieval benchmarks, but their use of local features raises at least two issues. First, these local features simply boil down to the localized map activations of a neural network, and hence can be extremely redundant. Second, they are typically trained with a global loss that only acts on top of an aggregation of local features; by contrast, testing is based on local feature matching, which creates a discrepancy between training and testing. In this paper, we propose a novel architecture for deep image retrieval, based solely on mid-level features that we call Super-features. These Super-features are constructed by an iterative attention module and constitute an ordered set in which each element focuses on a localized and discriminant image pattern. For training, they require only image labels. A contrastive loss operates directly at the level of Super-features and focuses on those that match across images. A second complementary loss encourages diversity. Experiments on common landmark retrieval benchmarks validate that Super-features substantially outperform state-of-the-art methods when using the same number of features, and only require a significantly smaller memory footprint to match their performance. Code and models
1. Difference in female/male salary: 33/40 points
2. Difference in salary increases female/male: 35/35 points
3. Salary increases upon return from maternity leave: uncalculable
4. Number of employees in under-represented gender in 10 highest salaries: 0/10 points
NAVER France targets (with respect to the 2022 index) are as follows:
En 2022, NAVER France a obtenu les notes suivantes pour chacun des indicateurs :
1. Les écarts de salaire entre les femmes et les hommes: 33 sur 40 points
2. Les écarts des augmentations individuelles entre les femmes et les hommes : 35 sur 35 points
3. Toutes les salariées augmentées revenant de congé maternité : non calculable
4. Le nombre de salarié du sexe sous-représenté parmi les 10 plus hautes rémunérations : 0 sur 10 points
Les objectifs de progression pour l’index 2022 de NAVER France sont :
NAVER LABS Europe 6-8 chemin de Maupertuis 38240 Meylan France Contact
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