You are a helpful assistant in evaluating the quality of the outputs for a given instruction. Your goal is to select the best output for the given instruction.

Select the Output (a) or Output (b) that is better for the given instruction. The two outputs are generated by two different AI chatbots respectively.

Here are some rules of the evaluation:
(1) You should prioritize evaluating whether the output honestly/precisely/closely executes the instruction, then consider its helpfulness, accuracy, level of detail, harmlessness, etc.
(2) Outputs should NOT contain more/less than what the instruction asks for, as such outputs do NOT precisely execute the instruction.
(3) You should avoid any potential bias and your judgment should be as objective as possible. For example, the order in which the outputs were presented should NOT affect your judgment, as Output (a) and Output (b) are **equally likely** to be the better.

Do NOT provide any explanation for your choice.
Do NOT say both / neither are good.
You should answer using ONLY "Output (a)" or "Output (b)". Do NOT output any other words.

# Instruction:
Here is an article:
Tiger Woods is in hospital after suffering multiple leg injuries in a car crash. Many from the golfing world and beyond are wishing him a swift and full recovery, but some fear this could mark the end of the 45-year-old's glittering career. So what more do we know about the man considered by many to be the greatest golfer of all time? He was a child prodigy As young as 10 months, Wood's eye for a ball and an impressive swing had been spotted by his father Earl, who fashioned him a set of clubs and was his earliest teacher. At two, his potential was already getting wider notice and he was invited onto a TV show alongside the legendary comedian Bob Hope to show off his skills. Just months later, he won a competition for children under 10 - and so began a dazzling ascent through the junior game that saw him win tournament after tournament, collecting accolades and breaking records as he went. By the time he turned professional in 1996, he had won six USGA national championships and an unprecedented three consecutive US amateur titles. The man with the Midas Touch In 1997, a year after he turned pro, Woods won his first professional major, the Masters. He was only 21 and had not only become the tournament's youngest winner and first person of colour crowned champion, but he had also become the youngest golfer to be ranked No 1 in the world. By 2008, he had won 14 major golfing titles, and he jointly holds the record for most PGA Tour wins at 82 with Sam Snead and is three behind Jack Nicklaus' mark of 18 major titles. Along with the championship wins came the sponsorship deals, and his deals with Nike and Titleist in the early days of his pro career were some of the most lucrative ever seen in golf at the time. Over the course of his career, Woods has earned $1.5bn (£1.05bn) from endorsements, appearances and course design fees, according to Forbes magazine. In 2004, his gilded life seemed complete when he married former model Elin Nordegren, the daughter of a Swedish politician and radio journalist, and had two children - Sam, a daughter, born in 2007, and son Charlie in 2009. A man of 'Cablinasian' heritage His father Earl Woods, a lieutenant colonel in the US army, was of African-American, Chinese and Native American descent. His mother, Kultida, is of Thai, Chinese and Dutch descent. The golfing champion told Oprah Winfrey in 1997 that it bothered him when people called him an African-American. "Growing up, I came up with this name: I'm a Cablinasian," he said, to describe his heritage mix of Caucasian, black, Indian and Asian. Woods' achievements in golf have been that much more impressive for a game that has traditionally been seen as the preserve of white, middle class Christians. In his 2017 book on winning the Masters for the first time, he said that, while he hoped his win "would open some doors for minorities", his biggest hope was "we could one day see one another as people and people alone. I want us to be colour blind. Twenty years later, that has yet to happen". Public fall from grace It began with a story, in November 2009, that Woods had been in his car when it sped out of his Florida driveway, collided with a fire hydrant and ploughed into a neighbour's tree. In the days and weeks that followed, the world learnt that he had been cheating on his wife and was in fact a serial philanderer. The proud champion that appeared to have everything was, in fact, a deeply flawed individual. He took a break from golf, checked into rehab for what was widely rumoured to be treatment for sex addiction. In February 2010, he gave a 14-minute televised statement in which he apologised for his "irresponsible and selfish behaviour". Tiger and Elin eventually divorced, and the golfer dated US skier Lindsey Vonn before settling into a long-term relationship with Erica Herman, general manager of his restaurant in Jupiter, Florida. Painful return to glory In 2019, Tiger Woods seemed to have put his troubled decade behind him when he won the Masters at Augusta - his 15th major title, and the first one for 11 years. His victory was watched by his two children, something he described as coming "full circle". "My dad was here in 1997 and now I'm the dad with two kids here," he said at the time. But he also described the win as "one of the hardest" because of his ongoing back problems, which, between 2013 and 2017 saw him start just 24 events. In 2017, he was arrested on suspicion of driving under the influence when he was found asleep at the wheel of his car, later pleading guilty to reckless driving. He had five prescription drugs in his system at the time of his arrest. He had been recovering from spinal fusion surgery that ultimately gave him the chance at a second golfing career. Woods earlier this week said he hoped to play in this year's Masters after having a fifth operation on his back in January. "I'm feeling fine - I'm a little stiff," Woods told CBS Television on Sunday. "I have one more MRI scheduled so we'll see then if I can start doing more activities." It remains to be seen whether the man who has bounced back from many obstacles in the past will be able to surmount the challenges facing him after this latest car crash.

Here is an summary requirement:
Summarize the career of Tiger Woods until 2008.

Please summarize the above article based on the given requirement:

# Output (b):
Tiger Woods is a renowned golfer who is considered to be the greatest golfer of all time. He was a child prodigy and was invited onto a TV show alongside Bob Hope to show off his skills at two years old. Just months later, he won a competition for children under 10. He went on to win multiple USGA national championships and US amateur titles before turning professional in 1996. In 1997, he won his first professional major, the Masters, becoming the tournament's youngest winner and first person of colour crowned champion. By 2008, he had won 14 major golfing titles and held the record for most PGA Tour wins at 82. He had also earned $1.5bn from endorsements, appearances and course design fees.

# Output (a):
Tiger Woods was a child prodigy in golf, winning his first competition at the age of two and going on to win numerous junior tournaments and break records. He turned professional in 1996 and won his first major, the Masters, in 1997, becoming the youngest winner and the first person of color to be crowned champion. By 2008, he had won 14 major golfing titles and held the record for most PGA Tour wins at 82. Along with his championship wins came lucrative sponsorship deals, earning him $1.5bn from endorsements, appearances, and course design fees. Woods' heritage is a mix of African-American, Chinese, Native American, Thai, Chinese, and Dutch. He has been a trailblazer for minorities in golf, but his career was marred by a public fall from grace in 2009 when it was revealed he had been cheating on his wife.

# Which is better, Output (a) or Output (b)? Your response should be either "Output (a)" or "Output (b)":

Output (b)

Instruction:
Here is an article:
Tiger Woods is in hospital after suffering multiple leg injuries in a car crash. Many from the golfing world and beyond are wishing him a swift and full recovery, but some fear this could mark the end of the 45-year-old's glittering career. So what more do we know about the man considered by many to be the greatest golfer of all time? He was a child prodigy As young as 10 months, Wood's eye for a ball and an impressive swing had been spotted by his father Earl, who fashioned him a set of clubs and was his earliest teacher. At two, his potential was already getting wider notice and he was invited onto a TV show alongside the legendary comedian Bob Hope to show off his skills. Just months later, he won a competition for children under 10 - and so began a dazzling ascent through the junior game that saw him win tournament after tournament, collecting accolades and breaking records as he went. By the time he turned professional in 1996, he had won six USGA national championships and an unprecedented three consecutive US amateur titles. The man with the Midas Touch In 1997, a year after he turned pro, Woods won his first professional major, the Masters. He was only 21 and had not only become the tournament's youngest winner and first person of colour crowned champion, but he had also become the youngest golfer to be ranked No 1 in the world. By 2008, he had won 14 major golfing titles, and he jointly holds the record for most PGA Tour wins at 82 with Sam Snead and is three behind Jack Nicklaus' mark of 18 major titles. Along with the championship wins came the sponsorship deals, and his deals with Nike and Titleist in the early days of his pro career were some of the most lucrative ever seen in golf at the time. Over the course of his career, Woods has earned $1.5bn (£1.05bn) from endorsements, appearances and course design fees, according to Forbes magazine. In 2004, his gilded life seemed complete when he married former model Elin Nordegren, the daughter of a Swedish politician and radio journalist, and had two children - Sam, a daughter, born in 2007, and son Charlie in 2009. A man of 'Cablinasian' heritage His father Earl Woods, a lieutenant colonel in the US army, was of African-American, Chinese and Native American descent. His mother, Kultida, is of Thai, Chinese and Dutch descent. The golfing champion told Oprah Winfrey in 1997 that it bothered him when people called him an African-American. "Growing up, I came up with this name: I'm a Cablinasian," he said, to describe his heritage mix of Caucasian, black, Indian and Asian. Woods' achievements in golf have been that much more impressive for a game that has traditionally been seen as the preserve of white, middle class Christians. In his 2017 book on winning the Masters for the first time, he said that, while he hoped his win "would open some doors for minorities", his biggest hope was "we could one day see one another as people and people alone. I want us to be colour blind. Twenty years later, that has yet to happen". Public fall from grace It began with a story, in November 2009, that Woods had been in his car when it sped out of his Florida driveway, collided with a fire hydrant and ploughed into a neighbour's tree. In the days and weeks that followed, the world learnt that he had been cheating on his wife and was in fact a serial philanderer. The proud champion that appeared to have everything was, in fact, a deeply flawed individual. He took a break from golf, checked into rehab for what was widely rumoured to be treatment for sex addiction. In February 2010, he gave a 14-minute televised statement in which he apologised for his "irresponsible and selfish behaviour". Tiger and Elin eventually divorced, and the golfer dated US skier Lindsey Vonn before settling into a long-term relationship with Erica Herman, general manager of his restaurant in Jupiter, Florida. Painful return to glory In 2019, Tiger Woods seemed to have put his troubled decade behind him when he won the Masters at Augusta - his 15th major title, and the first one for 11 years. His victory was watched by his two children, something he described as coming "full circle". "My dad was here in 1997 and now I'm the dad with two kids here," he said at the time. But he also described the win as "one of the hardest" because of his ongoing back problems, which, between 2013 and 2017 saw him start just 24 events. In 2017, he was arrested on suspicion of driving under the influence when he was found asleep at the wheel of his car, later pleading guilty to reckless driving. He had five prescription drugs in his system at the time of his arrest. He had been recovering from spinal fusion surgery that ultimately gave him the chance at a second golfing career. Woods earlier this week said he hoped to play in this year's Masters after having a fifth operation on his back in January. "I'm feeling fine - I'm a little stiff," Woods told CBS Television on Sunday. "I have one more MRI scheduled so we'll see then if I can start doing more activities." It remains to be seen whether the man who has bounced back from many obstacles in the past will be able to surmount the challenges facing him after this latest car crash.

Here is an summary requirement:
Summarize the career of Tiger Woods until 2008.

Please summarize the above article based on the given requirement:

Tiger Woods was a child prodigy in golf, winning his first competition at the age of two and going on to win numerous junior tournaments and break records. He turned professional in 1996 and won his first major, the Masters, in 1997, becoming the youngest winner and the first person of color to be crowned champion. By 2008, he had won 14 major golfing titles and held the record for most PGA Tour wins at 82. Along with his championship wins came lucrative sponsorship deals, earning him $1.5bn from endorsements, appearances, and course design fees. Woods' heritage is a mix of African-American, Chinese, Native American, Thai, Chinese, and Dutch. He has been a trailblazer for minorities in golf, but his career was marred by a public fall from grace in 2009 when it was revealed he had been cheating on his wife.

Tiger Woods is a renowned golfer who is considered to be the greatest golfer of all time. He was a child prodigy and was invited onto a TV show alongside Bob Hope to show off his skills at two years old. Just months later, he won a competition for children under 10. He went on to win multiple USGA national championships and US amateur titles before turning professional in 1996. In 1997, he won his first professional major, the Masters, becoming the tournament's youngest winner and first person of colour crowned champion. By 2008, he had won 14 major golfing titles and held the record for most PGA Tour wins at 82. He had also earned $1.5bn from endorsements, appearances and course design fees.


You are a helpful assistant in evaluating the quality of the outputs for a given instruction. Your goal is to select the best output for the given instruction.

Select the Output (a) or Output (b) that is better for the given instruction. The two outputs are generated by two different AI chatbots respectively.

Here are some rules of the evaluation:
(1) You should prioritize evaluating whether the output honestly/precisely/closely executes the instruction, then consider its helpfulness, accuracy, level of detail, harmlessness, etc.
(2) Outputs should NOT contain more/less than what the instruction asks for, as such outputs do NOT precisely execute the instruction.
(3) You should avoid any potential bias and your judgment should be as objective as possible. For example, the order in which the outputs were presented should NOT affect your judgment, as Output (a) and Output (b) are **equally likely** to be the better.

Do NOT provide any explanation for your choice.
Do NOT say both / neither are good.
You should answer using ONLY "Output (a)" or "Output (b)". Do NOT output any other words.

# Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

# Output (b):
The Fawcett Society and the TUC are both charity institutes that are campaigning for gender equality in the workplace. The Fawcett Society is specifically calling on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. The TUC is advocating for flexible working arrangements in general, believing that they have real benefits for businesses and their workforces.

# Output (a):
The article does not mention any charity institutes.

# Which is better, Output (a) or Output (b)? Your response should be either "Output (a)" or "Output (b)":

Output (b)

Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

The article does not mention any charity institutes.

The Fawcett Society and the TUC are both charity institutes that are campaigning for gender equality in the workplace. The Fawcett Society is specifically calling on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. The TUC is advocating for flexible working arrangements in general, believing that they have real benefits for businesses and their workforces.


You are a helpful assistant in evaluating the quality of the outputs for a given instruction. Your goal is to select the best output for the given instruction.

Select the Output (a) or Output (b) that is better for the given instruction. The two outputs are generated by two different AI chatbots respectively.

Here are some rules of the evaluation:
(1) You should prioritize evaluating whether the output honestly/precisely/closely executes the instruction, then consider its helpfulness, accuracy, level of detail, harmlessness, etc.
(2) Outputs should NOT contain more/less than what the instruction asks for, as such outputs do NOT precisely execute the instruction.
(3) You should avoid any potential bias and your judgment should be as objective as possible. For example, the order in which the outputs were presented should NOT affect your judgment, as Output (a) and Output (b) are **equally likely** to be the better.

Do NOT provide any explanation for your choice.
Do NOT say both / neither are good.
You should answer using ONLY "Output (a)" or "Output (b)". Do NOT output any other words.

# Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

# Output (b):
The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over, and the Fawcett Society is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets. The charity is also advocating for traditionally female-dominated jobs to be given a higher value both socially and economically.

# Output (a):
The article does not mention any charity institutes.

# Which is better, Output (a) or Output (b)? Your response should be either "Output (a)" or "Output (b)":

Output (b)

Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

The article does not mention any charity institutes.

The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over, and the Fawcett Society is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets. The charity is also advocating for traditionally female-dominated jobs to be given a higher value both socially and economically.


You are a helpful assistant in evaluating the quality of the outputs for a given instruction. Your goal is to select the best output for the given instruction.

Select the Output (a) or Output (b) that is better for the given instruction. The two outputs are generated by two different AI chatbots respectively.

Here are some rules of the evaluation:
(1) You should prioritize evaluating whether the output honestly/precisely/closely executes the instruction, then consider its helpfulness, accuracy, level of detail, harmlessness, etc.
(2) Outputs should NOT contain more/less than what the instruction asks for, as such outputs do NOT precisely execute the instruction.
(3) You should avoid any potential bias and your judgment should be as objective as possible. For example, the order in which the outputs were presented should NOT affect your judgment, as Output (a) and Output (b) are **equally likely** to be the better.

Do NOT provide any explanation for your choice.
Do NOT say both / neither are good.
You should answer using ONLY "Output (a)" or "Output (b)". Do NOT output any other words.

# Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

# Output (b):
The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over, and the Fawcett Society is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets. The charity is also advocating for traditionally female-dominated jobs to be given a higher value both socially and economically.

# Output (a):
The article mentions the Fawcett Society, which campaigns for gender equality and has called on employers to advertise jobs at all levels as flexible, part-time, or a job share unless there is a strong business case not to. The Fawcett Society also encourages employers to pay the living wage and support women to progress to higher paid jobs by using targets. Another institute is the Parenting in the Workplace Institute, which was founded by Carla Moquin after she was frustrated by the lack of options when she had to go back to work four weeks after giving birth.

# Which is better, Output (a) or Output (b)? Your response should be either "Output (a)" or "Output (b)":

Output (a)

Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

The article mentions the Fawcett Society, which campaigns for gender equality and has called on employers to advertise jobs at all levels as flexible, part-time, or a job share unless there is a strong business case not to. The Fawcett Society also encourages employers to pay the living wage and support women to progress to higher paid jobs by using targets. Another institute is the Parenting in the Workplace Institute, which was founded by Carla Moquin after she was frustrated by the lack of options when she had to go back to work four weeks after giving birth.

The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over, and the Fawcett Society is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets. The charity is also advocating for traditionally female-dominated jobs to be given a higher value both socially and economically.


You are a helpful assistant in evaluating the quality of the outputs for a given instruction. Your goal is to select the best output for the given instruction.

Select the Output (a) or Output (b) that is better for the given instruction. The two outputs are generated by two different AI chatbots respectively.

Here are some rules of the evaluation:
(1) You should prioritize evaluating whether the output honestly/precisely/closely executes the instruction, then consider its helpfulness, accuracy, level of detail, harmlessness, etc.
(2) Outputs should NOT contain more/less than what the instruction asks for, as such outputs do NOT precisely execute the instruction.
(3) You should avoid any potential bias and your judgment should be as objective as possible. For example, the order in which the outputs were presented should NOT affect your judgment, as Output (a) and Output (b) are **equally likely** to be the better.

Do NOT provide any explanation for your choice.
Do NOT say both / neither are good.
You should answer using ONLY "Output (a)" or "Output (b)". Do NOT output any other words.

# Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

# Output (b):
The article mentions the Women's Equality Party, which is calling for state childcare help to start as soon as paid parental leave is over, and the Fawcett Society, which campaigns for gender equality and has called on employers to advertise jobs at all levels as flexible, part-time, or a job share unless there is a strong business case not to. The Fawcett Society also encourages employers to pay the living wage and support women to progress to higher paid jobs by using targets.

# Output (a):
The article does not mention any charity institutes.

# Which is better, Output (a) or Output (b)? Your response should be either "Output (a)" or "Output (b)":

Output (b)

Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

The article does not mention any charity institutes.

The article mentions the Women's Equality Party, which is calling for state childcare help to start as soon as paid parental leave is over, and the Fawcett Society, which campaigns for gender equality and has called on employers to advertise jobs at all levels as flexible, part-time, or a job share unless there is a strong business case not to. The Fawcett Society also encourages employers to pay the living wage and support women to progress to higher paid jobs by using targets.


You are a helpful assistant in evaluating the quality of the outputs for a given instruction. Your goal is to select the best output for the given instruction.

Select the Output (a) or Output (b) that is better for the given instruction. The two outputs are generated by two different AI chatbots respectively.

Here are some rules of the evaluation:
(1) You should prioritize evaluating whether the output honestly/precisely/closely executes the instruction, then consider its helpfulness, accuracy, level of detail, harmlessness, etc.
(2) Outputs should NOT contain more/less than what the instruction asks for, as such outputs do NOT precisely execute the instruction.
(3) You should avoid any potential bias and your judgment should be as objective as possible. For example, the order in which the outputs were presented should NOT affect your judgment, as Output (a) and Output (b) are **equally likely** to be the better.

Do NOT provide any explanation for your choice.
Do NOT say both / neither are good.
You should answer using ONLY "Output (a)" or "Output (b)". Do NOT output any other words.

# Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

# Output (b):
The article mentions the Fawcett Society, which campaigns for gender equality and has called on employers to advertise jobs at all levels as flexible, part-time, or a job share unless there is a strong business case not to. The Fawcett Society also encourages employers to pay the living wage and support women to progress to higher paid jobs by using targets. Another institute is the Parenting in the Workplace Institute, which was founded by Carla Moquin after she was frustrated by the lack of options when she had to go back to work four weeks after giving birth.

# Output (a):
The article does not mention any charity institutes.

# Which is better, Output (a) or Output (b)? Your response should be either "Output (a)" or "Output (b)":

Output (b)

Instruction:
Here is an article:
Women in the UK who return to work after having a baby continue to earn less than men for many years afterwards, according to a new report. Part-time working, missed promotions and less experience are all contributing to what is being branded a "mummy tax". By Emma AtkinsonBBC News So what could be done to level the playing field? Enforce paternity leave Arguably, the best way to make businesses friendlier towards women is to make dads take more paternity and shared parental leave. When dads step in to cover the childcare, mums can return to work, work more hours and earn more money. It also ensures workplace flexibility is an important issue for men too. In some countries the idea of paternity leave has yet to take hold, but in Sweden it has been encouraged since 1974 and there is now also a new incentive for dads to spend a full three months at home. A "daddy quota" of 90 days' leave is allocated solely to the father on a use-it-or-lose-it basis. If the father doesn't take the time off work, then the couple as a whole lose the three months' paid leave. Shared parental leave was introduced in the UK in 2015, but not all parents qualify. Subsidise childcare The cost of childcare can be crippling for many families with an average part time nursery place now costing up to £6,000 a year. For mothers on low wages, after nursery and travel costs it can be barely worth working, with the government only covering the costs of some childcare once a child turns three. The Women's Equality Party is calling for state childcare help to start as soon as paid parental leave is over. "Of course, lots of mothers and fathers want to spend time at home with their young families. But at least 600,000 stay-at-home parents would prefer to work if they could afford to do so," says WEP leader Sophie Walker. The party says a free part-time nursery place should be available from when a child reaches nine months, with extra hours on top of that capped at £1 an hour. "Without bold changes women will keep dropping out of the workplace and men will keep dropping out of their families. This is bad for our economy and our society," Ms Walker says. Allow babies in the office When Italian politician Licia Ronzulli took her six-week-old baby to the European Parliament in September 2010, the pictures caused a media stir. She said her decision to bring baby Vittoria in to vote was not a "political gesture but a maternal one" because she was breastfeeding. Since then, photos of the MEP with her daughter have documented the little girl growing up attending a number of parliamentary votes. In the US, companies have started to take note, with a "babies at work" policy becoming a growing trend. Carla Moquin founded the Parenting in the Workplace Institute after being frustrated by the lack of options when she had to go back to work four weeks after giving birth. She says clear rules and a formal structure mean the office does not become a chaotic scene. Provisions such as making sure parents agree to respond quickly to any cries and setting a "baby free zone" for colleagues who want it are essential. Parents must also formally agree not to let their childcare responsibilities interfere with their ability to do the job. In the UK, taxi firm Addison Lee also experimented with the idea, while investment banking firm Goldman Sachs is one firm that helps parents back to work with an on-site office creche. The company says it offers emergency back-up care, an infant transition programme for parents returning to work following maternity leave and full-time care for children up to age three. Let parents work from home The financial burden of running a childcare facility means not all businesses can afford to offer such benefits. But in a world where email, mobile technology and communication are king the other obvious option appears to be working from home. The Fawcett Society, which campaigns for gender equality, has called on employers to advertise jobs at all levels as flexible, part-time or a job share unless there is a strong business case not to. Meanwhile, the TUC says flexible working has real benefits for businesses and their workforces with employees being more dedicated and productive. But beware. Not being "seen in the office" may affect a person's chances of promotion, and result in a smaller pay rise and lower performance evaluations than office-based peers, according to research by the London Business School and the University of California. Give women a pay rise It might sound obvious, but why not just plug the gender gap by paying women more? In June, the University of Essex announced it was to raise female professors' pay with a one-off salary hike to bring their average pay level with their male colleagues. Vice-chancellor Anthony Forster said other steps aimed at improving women's promotion chances had failed to close the pay gap at professorial level. And the university is not alone. Brainlabs, a mathematical marketing agency based in London, also voted to eliminate the overall pay gap by increasing women's salaries by 8.6%. But does this strategy not offend male colleagues? Brainlabs director Sophie Newton says not, claiming none of her male employees had complained about the new policy. "I definitely do not think it is unfair on men. Women have been facing issues for centuries - it's only now that we are starting to talk about how we can make the workplace a much more equal and happy place." Increase the value of low paid work While those in big business are being pushed to publish what their employees are earning, small companies that tend to offer jobs at the bottom of the pay scale are not being so closely scrutinised. Research shows women tend to cluster in lower paid jobs - almost two-thirds (63%) of those earning £7 per hour or less are female. According to the Fawcett Society, jobs traditionally done by women, such as cleaning, catering and caring, are "undervalued and paid less than jobs traditionally done by men, such as construction, transportation and skilled trades" meaning "men's work" is generally given a higher value both socially and economically. The charity is encouraging employers to pay the living wage and support women to progress to higher paid jobs by using targets.

Here is an summary requirement:
Summarize the information about all the charity institutes mentioned in the article.

Please summarize the above article based on the given requirement:

The article does not mention any charity institutes.

The article mentions the Fawcett Society, which campaigns for gender equality and has called on employers to advertise jobs at all levels as flexible, part-time, or a job share unless there is a strong business case not to. The Fawcett Society also encourages employers to pay the living wage and support women to progress to higher paid jobs by using targets. Another institute is the Parenting in the Workplace Institute, which was founded by Carla Moquin after she was frustrated by the lack of options when she had to go back to work four weeks after giving birth.