model

Simulation model may reduce the climate footprint of oil production

Simulation model may reduce the climate footprint of oil production
The maximum distance permitted for the transportation of oil and gas in the same subsea pipeline will probably soon be increased thanks to a recently developed simulation tool developed jointly by SINTEF and the Norwegian company LedaFlow Technologies. Credit: LedaFlow Technologies

Future offshore oil and gas fields are most likely to be “satellite developments” that are less expensive and emit less greenhouse gasses than other fields because they do not require new production platforms. An innovative Norwegian computational tool called “Slug Capturing 2” is now enabling the design of longer pipelines that will allow many more fields to be developed as satellites.


Out of sight from land and from the air, the Norwegian shelf is covered by a spider’s web of pipelines through which production fluids flow from the wells tapping the reservoirs.

This system carrying oil, water and gas in the same pipeline is called multiphase transport.

Research scientists

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women

How To Reduce Bias Where Research Says Black Women’s Natural Hair Impacts Interview Opportunities

Many studies explore how diversity in the workplace can create great opportunities for multiple viewpoints to be shared in ways that can strengthen company decision making from a holistic viewpoint. However, a recent research study conducted by Fuqua School of Business at Duke University suggests that there is evidence recommending that Black women with natural hairstyles are perceived as less professional than Black women with straightened hair. This evidence illuminates that discrimination against natural Black hairstyles is still prevalent in the workplace.

To determine if bias against natural haired Black women still exists in the workplace, the researchers recruited participants from various diasporas and asked them to role play as job recruiters screening candidates for employment. As participants role played, they were provided profiles of Black and White women job candidates and asked to rate various factors including their professionalism, competence and more. In the professionalism and competence categories,

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