The SAFE SPACE podcast, where we explore the importance of creating safer, happier, and inclusive workplaces. In each episode, we’ll hear from industry leaders, share best practices, and tell stories of personal growth hosted by Viji Hari, the CEO of CecureUs, Author, and Speaker, specializing in the areas of Prevention of Sexual harassment (PoSH), Diversity, Equity, Inclusion & Belongingness (DEIB) and Mental Wellness across Corporates.

This Pride month, joining the very first episode of the Safe Space podcast was Chandra Duraiswamy, an expert with 27 years in marketing communications and a champion of DEI who has humanized brands, leaders, and employees. Chandra is a strategic communicator, storyteller, and NHRDN awardee. Building a culture of empathy, trust, and high performance through communication, he has joined this episode to discuss his journey and the importance of inclusion at work.

“Like Charity, Inclusion also starts at home”

Personal Experiences: The Foundation of Inclusion

Chandra shares how his personal experiences have shaped his professional path. Growing up in a joint family of 22, Chandra learned the importance of give and take, patience, and negotiation for peaceful coexistence. Inclusion was deeply embedded in his home life.

Chandra’s mother supported girls from disadvantaged backgrounds with education and life skills, while his father set up a disaster relief kitchen. Inspired by them, in the early days, Chandra has organized several medical camps and rescue support for individuals impacted by natural calamities. These lessons in inclusion naturally extended to his professional life, where he fostered a sense of community through several formal and informal interactions with his co-workers.

“Inclusion was the first lesson I was taught at home, and bringing it to work was a natural progression for me.”

Commitment to Diversity and Inclusion

Chandra’s commitment to diversity and inclusion is central to his professional ethos. He emphasizes the importance of recognizing and embracing individuals’ diverse identities—such as caste, religion, gender, faith, etc—especially in multicultural environments. During his tenure in Paris, Chandra exemplified this with simple gestures to invite conversations by sharing extra homemade lunches with colleagues, fostering connections and mutual understanding. By bringing his authentic identity to the forefront, Chandra helped uncover other marginalized and invisibilized identities, creating a broader support network.

He acknowledges a common tendency for individuals to minimize their identities to avoid discomfort in others’ presence. However, Chandra advocates for a different approach: embracing one’s own identity while actively including and respecting others. During his professional engagements with Multi-National Companies, he acknowledges the support and advocacy from his mentors who helped him translate this philosophy into action and spearhead initiatives like the Pride Network. These efforts showcased how leaders and organizations can empower diverse identities within the workplace.

Both Viji and Chandra stress the importance of using one’s influence and privilege to uplift others, a cornerstone of effective leadership.

“Culture eats strategy for breakfast” – Peter Drucker

Initiatives: “Archers of the Rainbow”

Chandra has always found storytelling to be one of the most authentic ways to build inclusive spaces. He emphasizes that an inclusive culture is crucial for the success of any organization’s strategy. Without it, these strategies are bound to fail. Even prior to the decriminalization of Section 377, he worked to promote trans inclusion by forming a network of organizations that directly engaged with the trans community to understand their real issues. This effort underscored that inclusion is a widespread challenge across corporate India, not limited to a single industry, although many organizations still do not share their strategies.

In 2020, despite the pandemic, he continued to raise awareness through online sessions for managers and employees, sharing stories of lived experiences, biases, beliefs, prejudices, and myths. Initiatives like rainbow crosswalks symbolized the commitment to pride and inclusion throughout the year. Chandra also broadened the focus to include stories of other minorities, such as women, individuals with physical disabilities, and veterans, highlighting their often-overlooked experiences.

He encouraged employees to become storytellers, enacting plays that brought attention to workplace biases and fostered sensitivity. Over three years, Chandra’s efforts aimed to create an inclusive ecosystem within organizations, involving customers and suppliers. This approach ensures that strategies are effective and sustainable, leading to more equitable workplaces.

Conclusion

Chandra emphasizes the importance of inclusion, believing that organizations should hire diverse candidates across various roles and support their growth through initiatives like internships and CSR programs. Essential policies and infrastructure, such as gender-neutral restrooms that are also disability compliant, play a crucial role. To foster active participation, inclusion should be a KPI for all employees, from interns to CEOs.

Chandra also highlights the importance of allyship, where employees start as bystanders, become allies, and eventually activists. He stresses the significance of using Pride Month to learn more and adopt inclusive language as the first step toward making every day a day of pride.

The first episode of the SAFE SPACE podcast lays the foundation for future discussions on creating inclusive workplaces, sharing inspiring stories, and offering practical tips for both organizations and employees. Stay tuned for more!

Please reach out to us for any queries on Pride Inclusion At Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Introduction:

In observance of Pride Month, the importance of LGBTQ+ sensitivity training in the workplace has never been more critical. This comprehensive guide offers detailed insights into various incidents of harassment across industries, emphasizing the need for all organizations to prioritize a more inclusive and respectful work environment

Why LGBTQ+ Sensitivity Training is Necessary:

As we delve into reports from across India and the globe, the ongoing issues of LGBTQ+ harassment in professional settings become apparent. Each example serves as a compelling reason for enhanced training programs.

Incidents Highlighting the Need for Awareness:

1. Textile Industry, Chennai: “In a disturbing event at a textile factory, a female employee reported inappropriate physical advances from a colleague under the guise of a game. This incident underscores the urgent requirement for stringent anti-harassment policies.”

2. Start-up firm, Chennai: “At a dynamic start-up, a breach of privacy occurred when an employee’s personal information was shared without consent. This act highlights the critical need for comprehensive privacy policies and respect for personal boundaries.”

3. Fintech Sector, Mumbai: “Inappropriate discussions about personal lives and sexual orientations have led to a hostile work atmosphere, showcasing the need for professionalism and mutual respect.”

4. E-commerce Giant, Bangalore: “Public comments such as ‘that sounds so gay’ have inadvertently exposed colleagues’ private lives, highlighting the necessity for respectful communication and sensitivity.”

5. Banking Sector, Major Metro City: “Discriminatory remarks about a customer’s gender expression, such as questioning their attire, reflect deep-seated biases that must be addressed.”

6. IT Firm, Noida: “Queries like ‘Who is the man in the relationship?’ invade personal privacy, demonstrating a fundamental lack of understanding of diverse relationship dynamics.”

7. Recruitment Process, U.S.-Based Candidate: “A recruiter’s mocking of a candidate’s voice, post-disclosure of their transgender identity, which later gained attention on social media, points to the pervasive nature of casual bigotry.”

8. Leaders addressing employees in townhalls and Industry events:  “Good morning, Ladies and Gentleman”, an important opening statement by leaders that leaves out the non-binary folks in their audience and sets the culture of exclusion.

Industry-Wide Reflections:

From Chennai to the USA, these incidents cut across all layers of society and industry, showing the ubiquitous need for sensitivity training. HR departments, from top executives to entry-level employees, play a pivotal role in cultivating respectful and inclusive workplaces.

Conclusion:

The examples provided illustrate the pervasive and varied nature of LGBTQ+ harassment in the workplace. It is imperative for organizations to implement ongoing training and foster environments where respect and inclusivity are at the forefront of corporate culture. Let’s use Pride Month as a springboard for lasting change.”

“Is your organization ready to lead the change? Contact us today to learn more about implementing effective LGBTQ+ sensitivity training programs and ensuring a safe, inclusive workplace for everyone.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion

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In today’s dynamic and interconnected world, the importance of Diversity, Equity, and Inclusion (DEI) in the business landscape cannot be overstated. The benefits of fostering diversity and inclusivity in the workplace extend far beyond moral and ethical imperatives.

DEI has evolved into a strategic imperative for organizations aiming to not just survive but thrive in an ever-evolving global marketplace. While HR professionals and DEI advocates often face challenges in securing support and resources for these initiatives, a compelling business case is the key to overcoming these obstacles.

From the tech giants eyeing global expansion to healthcare organizations striving for enhanced patient care, and marketing agencies targeting diverse consumer demographics, the common thread is clear: diversity drives favourable business outcomes. It leads to increased market share, higher customer satisfaction, improved risk assessment, enhanced brand recognition, expanded clientele, and innovative product design.

Let’s look into specific case scenarios that showcase the compelling business advantages of diverse hiring, making it easier to convey to management:

Expanding Horizons in the Global Tech Sphere

Scenario: A major technology company is eyeing expansion into emerging markets across Asia, Africa, and Latin America. Recognizing the need to grasp diverse cultures, languages, and consumer behaviors in these regions, they face a pivotal decision.

Business Case: Building a diverse team with deep local knowledge and language skills is the key. This approach enables the company to tailor its products and marketing strategies to the unique preferences of each market. The outcome is an increased market share, revenue growth, and a formidable competitive edge in these regions.

Elevating Patient Care in Healthcare

Scenario: A healthcare organization aims to enhance patient care and satisfaction by addressing the diverse needs of its patient population, which includes individuals from various cultural backgrounds and languages.

Business Case: Recruiting healthcare professionals and staff members who can effectively communicate with patients from diverse backgrounds and understand their unique cultural sensitivities is the solution. This results in higher patient satisfaction, fewer misunderstandings, and improved health outcomes, ultimately reducing readmissions and costs.

Broadening Horizons in Financial Services

Scenario: A financial services company realizes that its risk management team lacks diverse perspectives, which may limit their view of potential risks.

Business Case: Expanding the diversity of risk analysts broadens the company’s risk assessment capabilities. This, in turn, helps identify and mitigate risks that may not have been apparent to a more homogenous team. Consequently, the company avoids financial losses, regulatory fines, and reputational damage.

A More Inclusive Approach to Marketing

Scenario: A marketing agency is tasked with creating a nationwide advertising campaign for a consumer product. The client expects to reach a diverse range of consumers from different age groups, backgrounds, and regions.

Business Case: The agency assembles a team of marketers, creatives, and strategists with diverse backgrounds and perspectives. This allows them to craft a campaign that resonates with a broader audience. The result is increased product sales and improved brand recognition across various demographics, leading to higher revenue.

Embracing Diversity in the Legal Field

Scenario: A law firm is on a mission to diversify its workforce to create a more inclusive environment for both employees and clients.

Business Case: By hiring a more diverse group of attorneys, the firm is better equipped to understand and represent clients from various backgrounds. This leads to increased client satisfaction, an expanded clientele, and a reputation for inclusivity, which attracts top legal talent and retains clients.

Crafting Innovative Products in Manufacturing

Scenario: A manufacturing company seeks to enhance its product design by considering the needs and preferences of a broader customer base.

Business Case: Through the recruitment of a diverse team of product designers, engineers, and developers, the company can create products that cater to a wider audience. This translates into increased market share, customer loyalty, and revenue as more customers find their products appealing.

Diversity, Equity, and Inclusion: The Blueprint for Business Success and Inclusive Prosperity

The compelling case scenarios we’ve examined from various industries provide unequivocal evidence of the transformative power of diversity, equity, and inclusion. Embracing DEI isn’t merely a moral obligation but a strategic imperative for businesses looking to thrive in an ever-evolving global landscape.

Implementing DEI in companies can result in increased market share, higher patient satisfaction, enhanced risk assessment, improved brand recognition, expanded clientele, and innovative product design.

In each instance, diversity plays a pivotal role in driving favorable business outcomes, demonstrating that the benefits of DEI extend far beyond the surface level of representation. By harnessing the power of diversity, companies can secure a competitive edge, boost revenue, and cement their place as leaders in their respective industries. The Business Case for Diversity, Equity, and Inclusion isn’t just a case—it’s the cornerstone of a prosperous and inclusive future for all.

Please reach out to us for implementing Diversity, Equity, and Inclusion (DEI) across your organization.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Embracing diversity and fostering an inclusive workplace culture are no longer optional; they are vital components of thriving organizations in the 21st century. Unfortunately, many companies still have work to do in this area. According to a recent survey, only 25% of organizational leaders believe that inclusion is a strong part of their company’s vision and values. This indicates a pressing need for a concerted effort to make diversity and inclusion integral to corporate culture, starting with the leadership.

Recent research, such as DDI’s Diversity, Equity, and Inclusion Report 2023, underscores the significant benefits of diversity in the workplace. Companies with above-average diversity are 2.4 times more likely to outperform their peers financially. Furthermore, organizations that prioritize inclusivity tend to excel in talent attraction and retention, often earning the distinction of being a “Best Place to Work.”

Inclusive leadership is essential for making workplaces more diverse and fair. Leaders have a big say in how a company acts and whether it values diversity. To make things better, it’s important to know how your employees feel at work. Do they feel like they belong, are respected, and can be themselves?

Strategies for Building a Culture of Inclusion

Here are eight effective strategies for cultivating a culture of inclusion in the workplace, aligning with the reference:

Start the Conversation

Open the dialogue about diversity, equity, and inclusion. Reflect on personal experiences and share them with your team. Encourage others to do the same, fostering a culture of openness and vulnerability.

Increase Accountability and Transparency

Transparency is key. Ensure that your leaders are held accountable for advancing diversity, equity, and inclusion. Clearly communicate your commitment to these values.

Develop Inclusive Leadership Skills

Awareness of bias and the business case for diversity is essential but not sufficient. Leaders need training to bridge the gap between theory and practice, learning how to create an inclusive environment effectively.

Pay Attention to How All People Are Treated

Flexible work arrangements, including remote work, highlight new challenges for diversity, equity, and inclusion efforts. Ensure that all employees are treated fairly, both in the office and in virtual settings.

Act as a Vocal Ally

Advocate for fairness and inclusivity. Support historically excluded groups by amplifying their voices, building networks, and ensuring equitable credit and opportunities.

Reflect and Commit to Change

Leaders should introspect, identify areas for improvement, and seek feedback to drive personal and organizational growth.

Build Your Platform on Empathy, Feedback, and Psychological Safety

Promote a psychologically safe environment where every team member feels comfortable speaking up, being heard, and expressing their authentic selves.

Challenges in Embracing Diversity and Inclusion in the Workplace

While embracing diversity and fostering inclusion brings numerous benefits to organizations, it is not without its challenges. Here are some common challenges and strategies to tackle them:

Resistance to Change

One of the most significant challenges is resistance to change. Some employees may resist diversity and inclusion initiatives, fearing that they will lose opportunities or that workplace dynamics will shift uncomfortably.

Tackle this challenge by:

• Communicating the rationale behind diversity and inclusion efforts.
• Providing training and education to help employees understand the benefits.
• Encouraging open dialogue and addressing concerns.
• Leading by example through inclusive behaviors.

Unconscious Bias

Unconscious bias can influence decision-making processes, including hiring, promotions, and performance evaluations, leading to unintentional discrimination.

Tackle this challenge by:

• Implementing unconscious bias training to raise awareness.
• Utilizing blind recruitment processes that remove identifying information from resumes.
• Establishing clear criteria and standardized procedures for evaluations.
• Regularly reviewing and auditing decision-making processes for bias.

Lack of Diverse Talent Pipelines

Some industries face challenges in finding diverse talent pools, which can hinder efforts to diversify the workforce.

Tackle this challenge by:

• Collaborating with organizations and schools that promote diversity in relevant fields.
• Offering internships, scholarships, or mentorship programs to underrepresented groups.
• Expanding recruitment efforts to include a broader range of sources and platforms.
• Creating inclusive job descriptions and requirements that do not unintentionally exclude qualified candidates.

Inclusivity Gaps in Remote Work

The shift to remote and hybrid work models can create inclusivity gaps, making it challenging to ensure that all employees feel included and valued.

Tackle this challenge by:

• Establishing clear remote work policies that promote inclusivity.
• Encouraging regular virtual team meetings and social interactions.
• Providing remote employees with the same opportunities for professional development.
• Ensuring that remote workers have access to the same information and resources as on-site employees.

Measuring Progress

Measuring the effectiveness of diversity and inclusion initiatives can be challenging. Organizations may struggle to gather meaningful data and assess their impact.

Tackle this challenge by:

• Defining clear diversity and inclusion metrics and key performance indicators (KPIs).
• Regularly collecting data on demographics, employee satisfaction, and turnover rates.
• Conducting surveys and focus groups to gather qualitative feedback.
• Benchmarking progress against industry standards and best practices.

Maintaining Momentum

Diversity and inclusion efforts should be ongoing, not one-time initiatives. Sustaining momentum and commitment over the long term can be challenging.

Tackle this challenge by:

• Developing a long-term diversity and inclusion strategy with clear goals and milestones.
• Continuously communicating the importance of diversity and inclusion.
• Celebrating successes and recognizing individuals and teams that contribute to progress.
• Conducting regular reviews and updates of diversity and inclusion programs.

Intersectionality

Employees may face unique challenges related to multiple aspects of their identity, such as race, gender, age, or disability. Failing to address these intersectional challenges can hinder inclusion efforts.

Tackle this challenge by:

• Recognizing and celebrating the intersectionality of employees.
• Tailoring diversity and inclusion initiatives to address specific intersectional issues.
• Providing resources and support networks for employees with intersecting identities.
• Encouraging open conversations about intersectionality and its impact on the workplace.

A Commitment to Diversity and Inclusion

Embracing diversity and building a culture of inclusion in the workplace is not just a moral imperative; it’s a strategic necessity. Organizations that prioritize diversity and inclusion gain a competitive edge, foster innovation, and achieve higher financial performance.

By implementing the strategies outlined here, companies can work towards creating a workplace where every individual feels valued, respected, and empowered to contribute their unique perspectives and talents. This commitment to diversity and inclusion is not just about the bottom line; it’s about creating a brighter and more equitable future for all.

Please reach out to us for any queries on Strategies for Building a Culture of Inclusion in the Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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“Sir, Madam, Bill Please.”

After a lovely Valentine’s Day lunch with my hubby at one of the @TajHotels. I signalled the waiter for the bill.

In a few minutes, the young man brought the bill and stood equidistant between me and my husband and said “Sir, Madam, bill please” with a neutral posture.

✨🌟I was so moved for a moment as I took the bill to pay.

⚡⚡Most of the time waiters assume that it is the man who foots the bill or that the lady won’t pay.

✨I was mentally making note on the inclusive and gender neutral gesture and the training that the hotel staff would have received.

The card machine failed to scan my card. A waitress who observed that the machine was not working, went to pick another card machine.

🌟As all this was going on, I was contemplating on talking to the hotel manager to appreciate them on the lovely #GenderNeutral #inclusion training.

The waitress walked back with the card machine, swiped the card and handed it over to my husband to enter the pin.

🤦🏽‍♀️🤦🏽‍♀️🤦🏽‍♀️

🤔Was the training effective enough? or was it the individual (1st waiter) who did it out of his own courtesy?

Key takeaways:

Being neutral and inclusive can be applied to

1. Not just to hotel industry but to any B2C industry, In banks (it is assumed that the car or home loans will be taken by the man); Hospitals (man foots the bill or has the insurance); Customer Support tele-callers always addressing their customers as Sir irrespective of whom they are talking to. I can keep the list going.

2. Staying neutral across – gender, age (old/Young), skin tone, ability (assuming that a disabled is dependent by default), appearance etc

If this article interests you, leave a comment below or write to connect@cecureus.com. For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Little Sushanth came home from a dentist appointment and asked his mother if there were boy dentists? Amused by this question, his mother asked him why he thought so. Sushanth replied that he was shocked to see a male dentist as he had not seen a male doctor before. An honest answer from this 3-year-old made his mother realise that he had seen only women doctors, teachers, and music teachers? In his home environment, too, Sushanth’s mother works, cooks, cleans, teaches him, and plays with him.

This is not a story. I know someone who already lives this reality. Sushanth’s parents created an environment where he could observe and learn that women can naturally do everything and anything. All households are not like this. Many families in India unconsciously teach many biases. Children are an integral part of our society, and from a young age, they are stuffed into cookie-cutter moulds. Stop the unconscious bias early on. Creating awareness is the first step on the tall ladder to a bias-free world. As your children enter the professional world, they can be torch bearers in various employee assistance programs, as these tips will help you cull unconscious biases.

Traditionally, our country has seen multi-generations living in the same house. Grandparents, siblings, uncles, aunts, and cousins co habituate. And children pick up biases by observing the behaviours of those around them. It is pertinent that the familial environment becomes the front line of change and can serve as an example of inclusiveness. The unconscious biases we have imbibed significantly impact how we behave, dress, carry ourselves, and what work we choose to do.

All is not lost. Here are some doable parenting tips that can instil values of diversity and inclusiveness in the next generation and remove bias.

• Have an honest conversation.

By talking to your children about gender and other unconscious bias, morals of equality and inclusivism are taught. It’s important to address the issue immediately and not let it soak into your child’s mind. A pro tip shared by a parent is to read bedtime stories that have both male and female protagonists. She recommends ‘Goodnight Stories For Rebel Girls’ and ‘Boys Who Dare To Be Different.’ These real-life stories would inspire your young ones and motivate them to face outdated patriarchal norms head-on.

• Everything starts at home.

Parents are the child’s first role models. By both parents plying equal and quality attention on the child, they grow up comprehending that it is okay for the mother to be strong and the father to be weak, sometimes. By equally dividing household chores and family care between boys and girls, you set an example of gender equality. Assign domestic responsibilities equally to all the kids at home. Don’t assign based on gender. On a rotational basis, distribute small tasks like folding clothes, setting the table, cleaning, gardening, etc. Imbibing these from a young age will help your child become a well-rounded individual.

• All voices matter.

By exposing your children to different cultural and ethnic backgrounds, you are nudging them towards embracing diverse role models. They realise and learn that the world is large, and people in the greater society are not alike. From a young age, children learn to respect and assimilate diversity. Encourage and support your kids’ participation in activities that would change their attitude on gender bias, generational bias, differences between people (the list is inexhaustible), and show them the importance of sharing their knowledge with others. Listen to your kids; many have them have valuable contributions to our society’s issues.

• Contest stereotypes.

It is imbibed in many of us that gender is a biological difference. The greater truth is that gender is a social construct that we learn from a young age that makes us conform to certain roles throughout our lives. If your young son is interested in exploring the cosmetics on your dressing table, don’t shun him. Answer his questions like ‘Can boys wear bindhi? You might say, ‘Most don’t, but, why not?!’

• There is a world outside the home.

Children witness biases in school, the marketplace, TV & social media, and the street. Parents repeatedly swear on the effectiveness of having an open conversation. Skin colour is a topic that has been plaguing us for centuries. Tell your child that their skin colour is lovely and different colours do not mean inferior or superior. Both boys and girls gravitate towards their gender and wish to play only with them at a certain age. If your girl is under the assumption that she mustn’t play with boys, rectify this misunderstanding by making it known to her that friends come in all shapes and sizes.

• Learned behaviours.

Children are like sponges – they soak in everything they hear and see. As a parent, you can lead by example and teach them not to give in to stereotypes of racism, ageism, sexism, and other unrealistic standards. Evaluate your behaviour to check if you are passing statements like ‘boys don’t cry.’ Revise it. Instead, say, ‘you are brave.’ Especially parents of male children need to be cautious, as sayings like this are pound a penny. Unique to Indian households are domestic helpers and employees. As a parent, treat your driver/ maid/ gardener with the respect and decorum you would like a non-employee. Get your child to help by clearing their toys before the maid comes to their room.

We propagate notions of inclusivity and equality by making small talk, maintaining eye contact, and being courteous to all we meet in our daily lives – like restaurant waiters and supermarket checkout clerks. Challenging stereotypes and breaking the bias inspire young minds to aim high. Foster a positive environment and teach children how to act, as, after all, action is the loudest of languages.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do  write to us at connect@cecureus.com or call us at +91-7200500221

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