Japan already stipulates that employers must offer the option of reduced working hours to employees with children under three. However, the Child Care and Family Care Leave Act was amended in May 2024, with some of the new provisions coming into effect April 1 or October 1, 2025. The updates to the law address: Remote work Flexible start and end times Reduced hours On-site childcare facilities Compensation for lost salary And more Legal changes are one thing, of course, and social changes are another. Though employers are mandated to offer these options, how many employees in Japan actually avail themselves of these benefits? Does doing so create any stigma or resentment? Recent studies reveal an unsurprising gender disparity in accepting a modified work schedule, but generally positive attitudes toward these accommodations overall. The current reduced work options Reduced work schedules for employees with children under three years old are currently regulated by Article 23(1) of the Child Care and Family Care Leave Act. This Article stipulates that employers are required to offer accommodations to employees with children under three years old. Those accommodations must include the opportunity for a reduced work schedule of six hours a day. However, if the company is prepared to provide alternatives, and if the parent would prefer, this benefit can take other forms—for example, working seven hours a day or working fewer days per week. Eligible employees for the reduced work schedule are those who: Have children under three years old Normally work more than six hours a day Are not employed as day laborers Are not on childcare leave during the period to which the reduced work schedule applies Are not one of the following, which are exempted from the labor-management agreement Employees who have been employed by the company for less than one year Employees whose prescribed working days per week are two days or less Although the law requires employers to provide reduced work schedules only while the child is under three years old, some companies allow their employees with older children to work shorter hours as well. According to a 2020 survey by the Ministry of Health, Labor and Welfare, 15.8% of companies permit their employees to use the system until their children enter primary school, while 5.7% allow it until their children turn nine years old or enter third grade. Around 4% offer reduced hours until children graduate from elementary school, and 15.4% of companies give the option even after children have entered middle school. If, considering the nature or conditions of the work, it is difficult to give a reduced work schedule to employees, the law stipulates other measures such as flexible working hours. This law has now been altered, though, to include other accommodations. Updates to The Child Care and Family Care Leave Act Previously, remote work was not an option for employees with young children. Now, from April 1, 2025, employers must make an effort to allow employees with children under the age of three to work remotely if they choose. From October 1, 2025, employers are also obligated to provide two or more of the following measures to employees with children between the ages of three and the time they enter elementary school. An altered start time without changing the daily working hours, either by using a flex time system or by changing both the start and finish time for the workday The option to work remotely without changing daily working hours, which can be used 10 or more days per month Company-sponsored childcare, by providing childcare facilities or other equivalent benefits (e.g., arranging for babysitters and covering the cost) 10 days of leave per year to support employees’ childcare without changing daily working hours A reduced work schedule, which must include the option of 6-hour days How much it’s used in practice Of course, there’s always a gap between what the law specifies, and what actually happens in practice. How many parents typically make use of these legally-mandated accommodations, and for how long? The numbers A survey conducted by the Ministry of Health, Labor and Welfare in 2020 studied uptake of the reduced work schedule among employees with children under three years old. In this category, 40.8% of female permanent employees (正社員, seishain) and 21.6% of women who were not permanent employees answered that they use, or had used, the reduced work schedule. Only 12.3% of male permanent employees said the same. The same survey was conducted in 2022, and researchers found that the gap between female and male employees had actually widened. According to this second survey, 51.2% of female permanent employees and 24.3% of female non-permanent employees had reduced their hours, compared to only 7.6% of male permanent employees. Not only were fewer male employees using reduced work programs, but 41.2% of them said they did not intend to make use of them. By contrast, a mere 15.6% of female permanent employees answered they didn’t wish to claim the benefit. Of those employees who prefer the shorter schedule, how long do they typically use the benefit? The following charts, using data from the 2022 survey, show at what point those employees stop reducing their hours and return to a full-time schedule.   Female permanent employees Female non-permanent employees Male permanent employees Male non-permanent employees Until youngest child turns 1 13.7% 17.9% 50.0% 25.9% Until youngest child turns 2 11.5% 7.9% 14.5% 29.6% Until youngest child turns 3 23.0% 16.3% 10.5% 11.1% Until youngest child enters primary school 18.9% 10.5% 6.6% 11.1% Sometime after the youngest child enters primary school 22.8% 16.9% 6.5% 11.1% Not sure 10% 30.5% 11.8% 11.1% From the companies’ perspectives, according to a survey conducted by the Cabinet Office in 2023, 65.9% of employers answered that their reduced work schedule system is fully used by their employees. What’s the public perception? Some fear that the number of people using the reduced work program—and, especially, the number of women—has created an impression of unfairness for those employees who work full-time. This is a natural concern, but statistics paint a different picture. In a survey of 300 people conducted in 2024, 49% actually expressed a favorable opinion of people who work shorter hours. Also, 38% had “no opinion” toward colleagues with reduced work schedules, indicating that 87% total don’t negatively view those parents who work shorter hours. While attitudes may vary from company to company, the public overall doesn’t seem to attach any stigma to parents who reduce their work schedules. Is this “the Mommy Track”? Others are concerned that working shorter hours will detour their career path. According to this report by the Ministry of Health, Labour and Welfare, 47.6% of male permanent employees indicated that, as the result of working fewer hours, they had been changed to a position with less responsibility. The same thing happened to 65.6% of male non-permanent employees, and 22.7% of female permanent employees. Therefore, it’s possible that using the reduced work schedule can affect one’s immediate chances for advancement. However, while 25% of male permanent employees and 15.5% of female permanent employees said the quality and importance of the work they were assigned had gone down, 21.4% of male and 18.1% of female permanent employees said the quality had gone up. Considering 53.6% of male and 66.4% of female permanent employees said it stayed the same, there seems to be no strong correlation between reducing one’s working hours, and being given less interesting or important tasks. Reduced work means reduced salary These reduced work schedules usually entail dropping below the originally-contracted work hours, which means the employer does not have to pay the employee for the time they did not work. For example, consider a person who normally works 8 hours a day reducing their work time to 6 hours a day (a 25% reduction). If their monthly salary is 300,000 yen, it would also decrease accordingly by 25% to 225,000 yen. Previously, both men and women have avoided reduced work schedules, because they do not want to lose income. As more mothers than fathers choose to work shorter hours, this financial burden tends to fall more heavily on women. To address this issue, childcare short-time employment benefits (育児時短就業給付) will start from April 2025. These benefits cover both male and female employees who work shorter hours to care for a child under two years old, and pay a stipend equivalent to 10% of their adjusted monthly salary during the reduced work schedule. Returning to the previous example, this stipend would grant 10% of the reduced salary, or 22,500 yen per month, bringing the total monthly paycheck to 247,500 yen, or 82.5% of the normal salary. This additional stipend, while helpful, may not be enough to persuade some families to accept shorter hours. The childcare short-time employment benefits are available to employees who meet the following criteria: The person is insured, and is working shorter hours to care for a child under two years old. The person started a reduced work schedule immediately after using the childcare leave covered by childcare leave benefits, or the person has been insured for 12 months in the two years prior to the reduced work schedule. Conclusion Japan’s newly-mandated options for reduced schedules, remote work, financial benefits, and other childcare accommodations could help many families in Japan. However, these programs will only prove beneficial if enough employees take advantage of them. As of now, there’s some concern that parents who accept shorter schedules could look bad or end up damaging their careers in the long run. Statistically speaking, some of the news is good: most people view parents who reduce their hours either positively or neutrally, not negatively. But other surveys indicate that a reduction in work hours often equates to a reduction in responsibility, which could indeed have long-term effects. That’s why it’s important for more parents to use these accommodations freely. Not only will doing so directly benefit the children, but it will also lessen any negative stigma associated with claiming them. This is particularly true for fathers, who can help even the playing field for their female colleagues by using these perks just as much as the mothers in their offices. And since the state is now offering a stipend to help compensate for lost income, there’s less and less reason not to take full advantage of these programs.

Intel is sitting on a huge amount of card inventory they can’t move, largely because of bad software. Most of this is a summary of the public #intel-hardware channel in the tinygrad discord. Intel currently is sitting on: 15,000 Gaudi 2 cards (with baseboards) 5,100 Intel Data Center GPU Max 1450s (without baseboards) If you were Intel, what would you do with them? First, starting with the Gaudi cards. The open source repo needed to control them was archived on Feb 4, 2025. There’s a closed source version of this that’s maybe still maintained, but eww closed source and do you think it’s really maintained? The architecture is kind of tragic, and that’s likely why they didn’t open source it. Unlike every other accelerator I have seen, the MMEs, which is where all the FLOPS are, are not controllable by the TPCs. While the TPCs have an LLVM port, the MME is not documented. After some poking around, I found the spec: It’s highly fixed function, looks very similar to the Apple ANE. But that’s not even the real problem with it. The problem is that it is controlled by queues, not by the TPCs. Unpacking habanalabs-dkms-1.19.2-32.all.deb you can find the queues. There is some way to push a command stream to the device so you don’t actually have to deal with the host itself for the queues. But that doesn’t prevent you having to decompose the network you are trying to run into something you can put on this fixed function block. Programmability is on a spectrum, ranging from CPUs being the easiest, to GPUs, to things like the Qualcomm DSP / Google TPU (where at least you drive the MME from the program), to this and the Apple ANE being the hardest. While it’s impressive that they actually got on MLPerf Training v4.0 training GPT3, I suspect it’s all hand coded, and if you even can deviate off the trodden path you’ll get almost no perf. Accelerators like this are okay for low power inference where you can adjust the model architecture for the target, Apple does a great job of this. But this will never be acceptable for a training chip. Then there’s the Data Center GPU Max 1450. Intel actually sent us a few of these. You quickly run into a problem…how do you plug them in? They need OAM sockets, 48V power, and a cooling solution that can sink 600W. As far as I can tell, they were only ever deployed in two systems, the Aurora Supercomputer and the Dell XE9640. It’s hard to know, but I really doubt many of these Dell systems were sold. Intel then sent us this carrier board. In some ways it’s helpful, but in other ways it’s not at all. It still doesn’t solve cooling or power, and you need to buy 16x MCIO cables (cheap in quantity, but expensive and hard to find off the shelf). Also, I never got a straight answer, but I really doubt Intel has many of these boards. And that board doesn’t look cheap to manufacturer more of. The connectors alone, which you need two of per GPU, cost $26 each. That’s $104 for just the OAM connectors. tiny corp was in discussions to buy these GPUs. How much would you pay for one of these on a PCIe card? The specs look great. 839 TFLOPS, 128 GB of ram, 3.3 TB/s of bandwidth. However…read this article. Even in simple synthetic benchmarks, the chip doesn’t get anywhere near its max performance, and it looks to be for fundamental reasons like memory latency. We estimate we could sell PCIe versions of these GPUs for $1,000; I don’t think most people know how hard it is to move non NVIDIA hardware. Before you say you’d pay more, ask yourself, do you really want to deal with the software? An adapter card has four pieces. A PCB for the card, a 12->48V voltage converter, a heatsink, and a fan. My quote from the guy who makes an OAM adapter board was $310 for 10+ PCBs and $75 for the voltage converter. A heatsink that can handle 600W (heat pipes + vapor chamber) is going to cost $100, then maybe $20 more for the fan. That’s $505, and you still need to assemble and test them, oh and now there’s tariffs. Maybe you can get this down to $400 in ~1000 quantity. So $200 for the GPU, $400 for the adapter, $100 for shipping/fulfillment/returns (more if you use Amazon), and 30% profit if you sell at $1k. tiny would net $1M on this, which has to cover NRE and you have risk of unsold inventory. We offered Intel $200 per GPU (a $680k wire) and they said no. They wanted $600. I suspect that unless a supercomputer person who already uses these GPUs wants to buy more, they will ride it to zero. tl;dr: there’s 5100 of these GPUs with no simple way to plug them in. It’s unclear if they worth the cost of the slot they go in. I bet they end up shredded, or maybe dumped on eBay for $50 each in a year like the Xeon Phi cards. If you buy one, good luck plugging it in! The reason Meta and friends buy some AMD is as a hedge against NVIDIA. Even if it’s not usable, AMD has progressed on a solid steady roadmap, with a clear continuation from the 2018 MI50 (which you can now buy for 99% off), to the MI325X which is a super exciting chip (AMD is king of chiplets). They are even showing signs of finally investing in software, which makes me bullish. If NVIDIA stumbles for a generation, this is AMD’s game. The ROCm “copy each NVIDIA repo” strategy actually works if your competition stumbles. They can win GPUs with slow and steady improvement + competition stumbling, that’s how AMD won server CPUs. With these Intel chips, I’m not sure who they would appeal to. Ponte Vecchio is cancelled. There’s no point in investing in the platform if there’s not going to be a next generation, and therefore nobody can justify the cost of developing software, therefore there won’t be software, therefore they aren’t worth plugging in. Where does this leave Intel’s AI roadmap? The successor to Ponte Vecchio was Rialto Bridge, but that was cancelled. The successor to that was Falcon Shores, but that was also cancelled. Intel claims the next GPU will be “Jaguar Shores”, but fool me once… To quote JazzLord1234 from reddit “No point even bothering to listen to their roadmaps anymore. They have squandered all their credibility.” Gaudi 3 is a flop due to “unbaked software”, but as much as I usually do blame software, nothing has changed from Gaudi 2 and it’s just a really hard chip to program for. So there’s no future there either. I can’t say that “Jaguar Shores” square instills confidence. It didn’t inspire confidence for “Joseph B.” on LinkedIn either. From my interactions with Intel people, it seems there’s no individuals with power there, it’s all committee like leadership. The problem with this is there’s nobody who can say yes, just many people who can say no. Hence all the cancellations and the nonsense strategy. AMD’s dysfunction is different. from the beginning they had leadership that can do things (Lisa Su replied to my first e-mail), they just didn’t see the value in investing in software until recently. They sort of had a point if they were only targeting hyperscalars. but it seems like SemiAnalysis got through to them that hyperscalars aren’t going to deal with bad software either. It remains to be seem if they can shift culture to actually deliver good software, but there’s movement in that direction, and if they succeed AMD is so undervalued. Their hardware is good. With Intel, until that committee style leadership is gone, there’s 0 chance for success. Committee leadership is fine if you are trying to maintain, but Intel’s AI situation is even more hopeless than AMDs, and you’d need something major to turn it around. At least with AMD, you can try installing ROCm and be frustrated when there are bugs. Every time I have tried Intel’s software I can’t even recall getting the import to work, and the card wasn’t powerful enough that I cared. Intel needs actual leadership to turn this around, or there’s 0 future in Intel AI.

Identifying useful frameworks for companies, strategy, markets, and organizations, instead of those that just look pretty in PowerPoint.

I’m a bit late to this, but back in summer 2024 I participated in the OST Composing Jam. The goal of this jam is to compose an original soundtrack (minimum of 3 minutes) of any style for an imaginary game. While I’ve composed a lot of video game music, I’ve never created an entire soundtrack around a single concept. Self Avoiding Walk by Daniel Marino To be honest, I wasn’t entirely sure where to start. I was torn between trying to come up with a story for a game to inspire the music, and just messing around with some synths and noodling on the keyboard. I did a little bit of both, but nothing really materialized. Synth + Metal ≈ Synthmetal Feeling a bit paralyzed, I fired up the ’ole RMG sequencer for inspiration. I saved a handful of randomized melodies and experimented with them in Reaper. After a day or two I landed on something I liked which was about the first 30 seconds or so of the second track: "Defrag." I love metal bands like Tesseract, Periphery, The Algorithm, Car Bomb, and Meshuggah. I tried experimenting with incorporating syncopated guttural guitar sounds with the synths. After several more days I finished "Defrag"—which also included "Kernel Panic" before splitting that into its own track. I didn’t have a clue what to do next, nor did I have a concept. Composing the rest of the music was a bit of a blur because I bounced around from song to song—iterating on the leitmotif over and over with different synths, envelopes, time signatures, rhythmic displacement, pitch shifting, and tweaking underlying chord structures. Production The guitars were recorded using DI with my Fender Squire and Behringer Interface. I’m primarily using the ML Sound Labs Amped Roots Free amp sim because the metal presets are fantastic and rarely need much fuss to get it sounding good. I also used Blue Cat Audio free amp sim for clean guitars. All the other instruments were MIDI tracks either programmed via piano roll or recorded with my Arturia MiniLab MKII. I used a variety of synth effects from my library of VSTs. I recorded this music before acquiring my Fender Squire Bass guitar, so bass was also programmed. Theme and Story At some point I had five songs that all sounded like they could be from the same game. The theme for this particular jam was "Inside my world." I had to figure out how I could write a story that corresponded with the theme and could align with the songs. I somehow landed on the idea of the main actor realizing his addiction to AI, embarking on a journey to "unplug." The music reflects his path to recovery, capturing the emotional and psychological evolution as he seeks to overcome his dependency. After figuring this out, I thought it would be cool to name all the songs using computer terms that could be metaphors for the different stages of recovery. Track listing Worm – In this dark and haunting opening track, the actor grapples with his addiction to AI, realizing he can no longer think independently. Defrag – This energetic track captures the physical and emotional struggles of the early stages of recovery. Kernel Panic – Menacing and eerie, this track portrays the actor’s anxiety and panic attacks as he teeters on the brink during the initial phases of recovery. Dæmons – With initial healing achieved, the real challenge begins. The ominous and chaotic melodies reflect the emotional turbulence the character endures. Time to Live – The actor, having come to terms with himself, experiences emotional growth. The heroic climax symbolizes the realization that recovery is a lifelong journey. Album art At the time I was messing around with Self-avoiding walks in generative artwork explorations. I felt like the whole concept of avoiding the self within the context of addiction and recovery metaphorically worked. So I tweaked some algorithms and generated the self-avoiding walk using JavaScript and the P5.js library. I then layered the self-avoiding walk over a photo I found visually interesting on Unsplash using a CSS blend mode. Jam results I placed around the top 50% out of over 600 entries. I would have liked to have placed higher, but despite my ranking, I thoroughly enjoyed composing the music! I’m very happy with the music, its production quality, and I also learned a lot. I would certainly participate in this style of composition jam again!

Write faster code by understanding how it flows through your CPU