Abstract
Pau De Jorge, Adel Bibi, Riccardo Volpi, Amartya Sanyal, Philip H. S. Torr, Gregory Rogez, Puneet K. Dokania |
Neural Information Processing Systems (NeurIPS), hybrid event, New Orleans, Louisiana, USA, 28 November – 9 December, 2022 |
arXiv |
OpenReview.net |
@inproceedings{ jorge2022make, title={Make Some Noise: Reliable and Efficient Single-Step Adversarial Training}, author={Pau de Jorge and Adel Bibi and Riccardo Volpi and Amartya Sanyal and Philip Torr and Gr{\'e}gory Rogez and Puneet K. Dokania}, booktitle={Advances in Neural Information Processing Systems}, editor={Alice H. Oh and Alekh Agarwal and Danielle Belgrave and Kyunghyun Cho}, year={2022}, url={https://openreview.net/forum?id=NENo__bExYu} }
Abstract
Recently, Wong et al. showed that adversarial training with single-step FGSM leads to a characteristic failure mode named catastrophic overfitting (CO), in which a model becomes suddenly vulnerable to multi-step attacks. They showed that adding a random perturbation prior to FGSM (RS-FGSM) seemed to be sufficient to prevent CO. However, Andriushchenko and Flammarion observed that RS-FGSM still leads to CO for larger perturbations, and proposed an expensive regularizer (GradAlign) to avoid CO. In this work, we methodically revisit the role of noise and clipping in single-step adversarial training. Contrary to previous intuitions, we find that using a stronger noise around the clean sample combined with not clipping is highly effective in avoiding CO for large perturbation radii. Based on these observations, we then propose Noise-FGSM (N-FGSM) that, while providing the benefits of single-step adversarial training, does not suffer from CO. Empirical analyses on a large suite of experiments show that N-FGSM is able to match or surpass the performance of previous single-step methods while achieving a 3× speed-up.
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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