This is why it is important for your executives to establish core values, promote those values, and be an example of those values. This can be done through a seminar, company-wide brief, or on the individual level between managers and their teams. 385 0 obj <> endobj xref 385 29 0000000016 00000 n 0000009936 00000 n Copyright 2022 Together (US) Inc. All rights reserved. The goals need to be widely communicated to the organization. The attributes of an inclusive workplace we just listed (respectful, safe, empowering, welcoming) are too vague to be actionable. 0000015221 00000 n Unfortunately, while many can agree that workplaces should hold advancement opportunities for everyone, employers can be slow to enact strategies that support verbal commitment. The internal DEI initiatives will work to promote equity These groups focus directly on assisting employees in continued career growth. 0000001331 00000 n Learn more about cultivating an employee-friendly workspace on our blog on best practices for diversity, equity, inclusion, and belonging. Her talk unpacks a lot more. Creating a more diverse workplace requires commitment and a plan. to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results 1. Review You may consider reverse mentoring, group mentoring, sponsorship, and ERGs so that employees can better connect with and support each other. It is important that they have a sense of belonging and that they are not disrespected. Recently, however, organizations implementing D&I initiatives also consider personality type, goals and skills, and thinking and learning styles. 1. Review policies and practices to identify and remove systemic barriers to inclusion (Accountability: Human Resources) 2. To answer this you need to have clear diversity goals. 800-221-3726, Alliance for Strong Families and Communities is a 501(c)(3) and all donations are tax deductible. Do employees know about D&I? It can seem daunting to work out how to achieve your goals for diversity and inclusion. 0000012605 00000 n Schedule 30 minutes to see Togethers platform in action, or jump right in for free. Sample Diverse Business Inclusion Plan (JOC) POLICY STATEMENT. Do you need to bring more diversity in management? When collecting demographic data, look for: There are a few different ways to collect this data. Conversely, pair employees from different backgrounds to give them new perspectives. However, your company may start from scratch or tailor an existing diversity plan to meet the requirements of the specifications. to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results 1. Review It will help you create a workforce that reflects a diversity of thoughts, backgrounds, and experiences. What are career development programs, and do you need one at work? As weve already mentioned, creating a diverse and inclusive workplace isnt a quick process. These groups bring together employees who share an affinity, which allows them to connect despite the department they work at. 0000001146 00000 n Then think about execution how exactly will you run this program, and how can people join it? Many D&I initiatives involve mentoring programs. CNBC reports that 80 percent of jobs are filled through networking, not job posting sites. The former is great for ERGs and building community. Watch and learn from experts on how to build a thriving culture of mentorship, Bi-Weekly updates of leading content in the HR and L&D space, Truly understand the world of mentorship and coaching with our research report. During the planning stage, you should have considered certain quality and diversity metrics, milestones, and goals that would determine your program is progressing well. trailer <<2F336186C929496EB787D713AE627810>]/Prev 245797/XRefStm 1146>> startxref 0 %%EOF 413 0 obj <>stream 0000026335 00000 n It's worth a listen. The resulting Equity, Diversity, and First, it is important to create goals in a diversity and inclusion plan. The research reveals that they perform better because they have different perspectives and sources of tacit knowledge. Promoting DEI in the workplace allows for women and minorities groups to avoid the challenges and barriers that they often face in companies that are not aware of these issues. Phase 1: Prepare for Start-Up. 0000020205 00000 n This could be due to a variety of reasons, including distrust in the organization or fear of harassment. This step is important because, with employees feedback, you can understand where you stand in your goals and whether the companys initiatives are working towards more diversity and inclusivity. A critical step to developing diverse and inclusive workplaces is to get everyone on the same page. To make it simpler, here are 5 steps to follow. Therefore, they are becoming more likely to work at companies that have a culture in line with their personal beliefs. Another initiative rooted in advocacy and employee support is employee resource groups (ERGs). You may choose to run 1-2 different programs, depending on your goals. Next, think about the initiatives you want to include in your diversity and inclusion plan. The University of British Columbia In Canada describes two types of diversity and inclusion committees: A strategy-focused diversity and inclusion committee provides direction and guidance on [diversity and inclusion] policies, programs, initiatives and systems change., An implementation-focused diversity and inclusion committee, on the other hand, is focused on on-the-ground [diversity and inclusion] initiatives such as the development of a program, events, workshops, analysis of data or reports.. Diversity Action Plan, 2008) EQUITY is the guarantee of fair treatment and access to opportunities that provides the chance for everyone to succeed. Step 5: Measure, review, and retry. You may choose to run it manually by reaching out to employees individually and asking them to join the program. A more diverse workplace and environment is far more enriching and interesting compared to a place where everyone and everything is 0000020205 00000 n So, weve seen how crucial diversity and inclusion efforts are for organizations, but how do companies put those plans into action? Therefore, survey employees on diversity and inclusion goals and progress. hb```#~10 P9V010{.fe,MO3l(Btup205@,6CAq6C8'N &6L+qp:3rffp1LajC\@2]/Vf}q@w z:( endstream endobj 412 0 obj <>/Filter/FlateDecode/Index[17 368]/Length 35/Size 385/Type/XRef/W[1 1 1]>>stream When a diversity and inclusion leader, HR manager, or executive connects with our team at Together, they want to know how they can strengthen diversity in their organizations. Bringing diversity and inclusion initiatives into a workplace can be a challenging task. They diversified where they sourced applicants. To clarify what you really mean, you need to specifically describe the behaviors that demonstrate the value youre seeking. Together empowers organizations to build a more connected workforce. If the data collected shows little to no diversity, it may mean that individuals do not want to disclose personal information. When paired with someone from the same background, it can encourage employees. UMs Diversity, Equity, and Inclusion Plan. Organizations that are equitable, diverse, and inclusive (EDI) are more effective and impactful; however, persons of color have historically And do they have people in their network to support and encourage them in fostering inclusive work environments? Having a diverse leadership team allows minority employees to feel like they can become leaders as well. HBRs research isnt the only study asserting that diverse companies do better than others. 0000006196 00000 n Otherwise, you may need to survey your employees through voluntary self-identification to obtain necessary information. 0000009096 00000 n Is your organization hiring moms returning to the workforce? These are important for future and current employees to feel comfortable in your company. Thus, the objectives Goodwill have to reflect the internal and external DEI practices of the employees and the organization. A diversity and inclusion plan is an ongoing process that aims to meet your workforces diverse needs and increase their engagement. Invite your team to share more about their cultures, Create ways to show caring and recognition. Employees want to work for an organization where there is room for advancement. In other words, leadership should be role models for employees. Depending on the size of your organization, you may run fireside chats or company lunches to check in with one another. Together makes it easy to get employees connected with one another. The internal DEI initiatives will work to promote equity and equality among members. 202123 Diversity, Equity, and Inclusion Strategic Plan 5 202021 EI STRATEGIC PLAN DIESIY IUSI D 22123 STRATEGIC PLAN 1. Before introducing organization-wide diversity efforts, senior-level staff and the board of directors should learn as much as possible about implementing a diversity process. 0000022435 00000 n 0000001331 00000 n trailer <<2F336186C929496EB787D713AE627810>]/Prev 245797/XRefStm 1146>> startxref 0 %%EOF 413 0 obj <>stream Diverse mentoring programs can take that a step further for employees from a minority demographic. It is important to understand what your workforce looks like when compared to the labour market. This white paper is a comprehensive guide that will be your roadmap to building a world-class mentoring program. These are support groups that are started and run by employees and for employees. hbbb`b``3 A0 3 endstream endobj 386 0 obj <>/Metadata 15 0 R/Pages 14 0 R/StructTreeRoot 17 0 R/Type/Catalog/ViewerPreferences<>>> endobj 387 0 obj <>/Font<>/ProcSet[/PDF/Text]/Properties<>>>/Rotate 0/StructParents 0/TrimBox[0.0 0.0 595.276 841.89]/Type/Page>> endobj 388 0 obj <> endobj 389 0 obj <>stream Metrics. Through workplace mentoring programs or employee connection initiatives, its easy to pair employees with one another based on relevant diversity metrics. Any progress made towards these goals should be communicated. Plan: SAMPLE DIVERSITY AND This plan provides an organization-wide approach You may even want to use a variety of online training and group sessions so that employees can get practice putting what theyve learned into play. It is important to have direct communication with employees. promote equity, diversity, and inclusion for individuals with I/DD and their families from underserved racial, ethnic, and linguistic groups. For instance, Togethers mentoring platform provides various reports, including registration data, session reporting, skills and goal development, mentor-mentee feedback, and so on. These goals are just a part of your diversity and inclusion plan. Diversity and inclusivity are not just buzzwords. These results will move them to continue supporting your initiatives. You may even provide employees an opportunity to provide feedback via surveys focused on company culture. These may be presentations by minority employees or video training programs. One study by BCG found that organizations with higher diversity scores were 45 percent more likely to see bigger revenue. Any wins should also be celebrated. A value like respect, for example, can be open to many conflicting interpretations. This plan codifies these efforts and allows for each member of the community to embrace our One of the first tasks of this committee was to create a diversity and inclusion mission statement. Here are 4 ways to be more transparent: All of this allows employees to feel more engaged and understand what is going on with the diversity and inclusion plans. Find out how Togethers mentoring platform can enhance your organizations diversity and inclusivity efforts. Research into Gen Z employees found that 19% of Gen Z would work for a company that does not share their values.. An SHRM study highlighted that in 2018, 51 companies on the S&P 500 had a diversity metric in their compensation program. Here are some key aspects to keep in mind: First, you want to capture data on employee demographics. 0000017619 00000 n We draw these best practices from the first-hand experience of program managers like you and our own expertise. Paying attention to your companys employee demographic will also help you identify any areas of concern. 0000022435 00000 n Tides works at the nexus of funders, changemakers, Essentially, when leaders buy into it, so do employees. Create a strategic plan with neighboring communities within a 30-mile radius on shared goals for diversity and inclusion. You can pair employees of similar backgrounds or different ones. The plans show the different approaches each organization is taking, reflecting individual organizational cultures and approaches to cultural change. On the other hand, only 36 percent of employees agreed. Learn more about developing talent and starting mentorship programs. Our latest guides on mentorship, employee development, DEI, and more. When you collect this data, you can create compatible groups or pairs within your program. Traditionally, this data has included federal and state-protected categories such as age, gender, ethnicity, and so on. Alternatively, you can include it as part of the onboarding process. In other words, what do you need to do for this program to be successful? As a Washington State certified Minority-Owned and certified Service-Disabled Veteran- Owned business, we have a first-hand appreciation for the value of a diverse work force and the importance of providing opportunities for historically disadvantaged business enterprises. How can you support employees whose second language is English? While company leadership can help advocate for ERGs, they are not often a part of the group itself. All Rights Reserved. %PDF-1.4 % Communicating these goals with employees allows them to have a sense of belonging and make a difference to make the company a better place for everyone. diversity and inclusion created to support the SUNY Board of Trustees Diversity, Equity, and Inclusion Policy. Look for programs that help employees understand the benefits and values of collaborating and cooperating with each other, regardless of background or demographics. 0000025966 00000 n Those participating in these groups will gain access to a community of like-minded individuals and join in the collective effort to succeed in this workspace. Look carefully at the data youve collected. So, what are the goals of your diversity and inclusion plan, and how will you achieve these goals? The second step in achieving your diversity and inclusion goals is to have your leaders on board with responsibility when it comes to hitting diversity and inclusion goals. You may consider DEI training, mentorship programs, employee resource groups, and so on. Then they will be in a position to sponsor other employees from a minority group. Faculty, staff, and students have committed to addressing issues of diversity and inclusion. hb```#~10 P9V010{.fe,MO3l(Btup205@,6CAq6C8'N &6L+qp:3rffp1LajC\@2]/Vf}q@w z:( endstream endobj 412 0 obj <>/Filter/FlateDecode/Index[17 368]/Length 35/Size 385/Type/XRef/W[1 1 1]>>stream Diverse and inclusive workplaces will see a number of benefits that companies without a clear strategy for an equitable organization may not. Here are 5 examples of diversity and inclusion strategies to inspire your own. 0000001490 00000 n Do so on a regular cadence to inform whether or not employees are satisfied with the companys efforts. Recruiting Mentors: 14 tactics to attract more mentors, Recruiting Mentors: Why you need more than a communication plan. Thus, the objectives Goodwill have to reflect the internal and external DEI practices of the employees and the organization. 0000009096 00000 n These performance goals should aim to build a diverse workforce. 0000069655 00000 n 0000025692 00000 n 2019 Diversity, Equity, & Inclusion (DEI) Action Plan . Find out which mentorship program model will help you achieve your company goals. Diversity and inclusion mentorship programs, blog on best practices for diversity, equity, inclusion, and belonging, Recruitment, internship, and returnship programs, Number of members participating in the program. The first run of any program may need some tweaking and adjustments. One of the ways that leadership can support diversity and inclusion goals in the workplace is to listen to employees needs and respond. And to foster this environment, your diversity and inclusion plan should tie back to business goals, have concrete initiatives (such as mentorship programs or training), and include ways to measure success. Organizations that are equitable, diverse, and inclusive (EDI) are more effective and impactful; however, persons of color have historically been underrepresented in leadership roles at nonprofits. 43+ SAMPLE Diversity Action Plan in PDF. Diversity and inclusion performance goals focus on having a diverse workforce that feels included and a sense of belonging within the company. You can easily set up a diversity mentorship program with Together. Explain how this group and these tasks work towards the organizations goals. Our latest guides on mentorship, employee development, DEI, and more. The latter is great for giving employees diverse perspectives. 0000031354 00000 n You can understand what business goals and outcomes you should aim for and what you want to improve in your organization. Help them develop their leadership or networking skills so that they advance in your organization. 0000025966 00000 n With this data, you can decide the course of action and recommend programs or activities to bridge gaps. Employees will take direction from company leadership when it comes to diversity and inclusivity. By 2021, that number had nearly doubled to 99 companies.. For example, an African American woman in a leadership position can promote another African American woman for a job higher up in the company. Unfortunately, despite good intentions, many diversity and inclusion programs fail to enact meaningful change. Now lets look at how to measure the progress and success rate of your program. Diversity and inclusivity are terms that refer to mobility in the workplace. You can integrate diversity, equity, and inclusion into different aspects of your company, such as: A well-developed diversity and inclusion strategy will increase employee engagement and success. Finally, it is important to be transparent about your goals and the progress of said goals. 1825 K St. N.W. If executives are then thats a reliable way to spur change. Below you will find sample Diversity, Equity and Inclusion policies and plans from within and outside of the industry, as well as Equity Assessment Tools, and additional outside resources. Employee resource groups are a great way to build inclusive cultures and support employee development. According to a study by Intel, 56 percent of Gen Z respondents feel this way. In doing so, employees pay more attention to the goals and it encourages them to make a conscious effort toward reaching the goals. Curated guides and advice for anyone starting a mentoring program. Establish clear metrics and measurement tools to track the impact and effectiveness of the diversity, equity and inclusion plan. This plan codifies these efforts and allows for each member of the community to embrace our efforts to build a strong sense of community for all. The Alliance for Strong Families and Communities thanks American Express for their generous support of this cohort. 0000015221 00000 n 0000002042 00000 n Initiatives that promote diversity and inclusion in your company signal to others that opportunity is available to all, regardless of background or gender. We strongly believe that a diverse workforce in an inclusive environment will improve individual and organizational performance and result in better value to customers, clients, taxpayers, and other stakeholders. We look forward to working with agencies to create a more diverse, high performing workforce! Weve created this quick start guide to give you a clear idea of how to get started with building a diversity and inclusion plan. comprehensive, integrated, and strategic focus on diversity and inclusion as a key component of their human resource strategies. They often come to us with the idea to start a diversity-focused mentoring program that pairs underrepresented employees with leaders. 0000012436 00000 n uptick in external diversity awards and recognition; broader diversity of those in leadership roles; regular reporting on diversity goals at school, college, department, and unit level Celebrate diversity in the workplace. In the survey, LGBTQ+ employees revealed that only 40 percent of them felt comfortable revealing their gender identity and sexual orientation at work. 0000006196 00000 n Additionally, these goals allow employees to feel empathy and connected. Companies should create a diversity and inclusion committee. It can expand their knowledge and help them understand new ways to approach issues. They present new opportunities for an additional revenue stream. As a Washington State certified Minority-Owned and certified Service-Disabled Veteran- Owned business, we have a 0000012605 00000 n 9. Its common for organizations to have ERGs for: We know that diverse organizations perform better (the research above shows that.) This is a great idea as studies affirm mentorship increases female and minority employees' confidence and satisfaction with their jobs. Therefore, you should aim to get employees feedback about diversity and inclusion plans. This means being an active listener, consciously connecting with employees, considering others needs, and wants, and encouraging others to do the same. Many companies fail to do this, which is clearly shown in an Accenture survey. Creating strategies to tackle inclusivity issues is key to boosting productivity, employee engagement, and your bottom line. 0000002042 00000 n 0000017731 00000 n And when your employees are included and are supported, your company will thrive. 0000025692 00000 n This committee consists of diverse staff members who help bring the cultural and ethical changes needed to make the business more diverse and informed. Within ERGs, employees can build connections and find support and resources at their organization that can help them take more control over their career path. An important element of a sponsorship program includes learning and growth for the sponsee. Joan C. Williams, a DEI expert, shares in her Ted Talk that a one-time training event isn't enough. In a 2019 McKinsey study, diverse companies were 25 percent more likely to have above-average profitability. 0000004381 00000 n Recruiting Mentors: 14 tactics to attract more mentors, Recruiting Mentors: Why you need more than a communication plan. The foundation of those plans is around employee connection and education. %PDF-1.6 % Focus on getting employees together to understand issues of inclusion and diversity in your company. They took steps to remove unconscious biases during the interview process. Perhaps yours should too. Our strategic plan implementation has seen significant progress, with new DEI initiatives being incorporated into many aspects of the universitys mission and operations. But once the course is decided, take time to determine how you will run the program. We proudly present the mission statement: To instill and celebrate diversity, inclusion, and equity in every aspect of the Colleges operations. This mission will be accomplished through the creation of a supportive learning and working Print version: Diversity, Equity, and Inclusion Strategic Plan 2021-2023. A substantial D&I program will make an impact. Additionally, you should communicate progress made towards any of your goals and celebrate any goals that were achieved. HW,5WT^`i. They work closely to ensure mentees grow closer to their career goals, whether that be a promotion or learning a new skill. Please note that all the plans are living documents and works in progress as these organizations continue along their paths of building organizational capacity for equity, diversity, and inclusion. Each will bring more clarity to the how of achieving your goals. To support D&I within your organization you need to have goals and plans to achieve them. You should have clear and well-defined goals that are communicated within the company. 2BW-r%h(KJ![naP_G)4oXTFY#)4Fh%m#C`Qdr0:A}Rt*L%%w2]PJqz1RhTz*LMGj~>DcjQ1mn_R5O5I+e2zL)d~kFFbfP&3uqZwdlU kZ25Z5Q602563!PD'o" g9dwGH#Tm4~PZTSs,QWHWK6ZaQM3_(,16=t+mW>6F8**ZPO\)%rq.^Hn#\SNsO;F-l8flosv c 4(-h7%'S/:&#CmSC1Lf6L.INv)jrsfnaIg\6F5cjIoS-KCm4aK6y EAXxM8Y2ra 1G>tf}|:m$:u&41 h\m:ka Eag)3*6)%o)'F VDi6Ees((3SZQ3;6$Z$'+ Here are 10 examples of diversity and inclusion performance goals to inspire your companies initiatives. Our latest guides on mentorship, employee development, DEI, and more. Collecting and sorting through data and then choosing the right initiatives for your diversity and inclusion plan may take a while. Diversity and inclusion goals help people who are part of minority groups to feel welcome and seen in the company. Diversity and inclusivity are terms that refer to mobility in the workplace. This will help employees to find people like them and understand people who come from different backgrounds. Strategic Plan. Here are some examples of diversity and inclusion strategies. fVUkYDNsnB'~;=9Q4UmTIUmTY]UL9!OUmFU16<6 Matching employees from underrepresented backgrounds with leaders across the organization is a meaningful way to accelerate career advancement. Faculty, staff, and students have committed to addressing issues of diversity and inclusion. Diverse and inclusive strategies may require individuals to challenge their personal biases. Theres often a gap between where leaders think they are with their D&I goals and where employees think they are. Initiatives that promote diversity and It is important that employees feel like they belong in your company. Promote a culture of individual responsibility as a key 0000008551 00000 n These include bias, prejudice, lack of confidence, a sense of isolation, and disparate cultural expectations. Culture Ensure that leaders at all levels promote the It is also important that employees feel comfortable in the workplace. As you launch these initiatives, remember to measure how these programs perform and how they tie back to your business goals. Pair employees from similar backgrounds, so they can support each other. Having a diverse workforce that feels included and heard is important, and so is equity and fostering feelings of belonging in the workplace. These include attracting top talent, more innovation, and more revenue. Crafted by Cornershop, Equity, Diversity, & Inclusion Consulting, National Coalition to End Child Abuse Deaths (NCECAD), Center for Engagement and Neighborhood Building, Equity, Diversity, and Inclusion Consulting, Blueprint for Strong Families & Communities/Policy Platform, Election 2020: Civic Engagement and Voter Education. What are career development programs, and do you need one at work? Sample Diverse Business Inclusion Plan (JOC) POLICY STATEMENT. Equity seeks to reduce barriers that prevent some groups and individuals from fully participating. Empathetic communication is very important in the work environment. Our progress is documented each year in our annual Progress Report, which is shared with the campus community each fall, as part of U-Ms Diversity Summit. There is a pressing need to increase the number of minority teachers in the classroom. A school leader needs to ensure that all the faculty are committed to diversity and inclusion. Mentoring can be helpful. Teachers need to have more training in cultural and other issues. More items Diversity refers to the different number of traits and characteristics that make people unique, while inclusion refers to the behaviors and social norms that ensure people feel welcome. Commonly referenced as D&I, diversity and inclusion in the workplace has positively impacted employees' creativity, performance, and productivity. Curated guides and advice for anyone starting a mentoring program. h[]qS IoaWxb{&L{X6dMwuN,V]\l)l{hrJ`VC#B2i{Br ="B start a diversity-focused mentoring program, increases female and minority employees' confidence and satisfaction, diverse companies were 70 percent more likely to expand their reach, diverse companies were 25 percent more likely to have above-average profitability. Theyll be able to see and learn how they too can succeed at your organization. It is entirely possible your first initiatives will miss the mark. Once youve captured the necessary information and identified gaps and areas of concern, you can set diversity and inclusion goals. But you should check in with what employees want first. Here are a few examples of possible initiatives you may include: Diversity and inclusion mentorship programs give diverse and minority employees a chance to rise above the ranks. {-cek{-cex_8GU]/z}nyw3zz/_,^OzSToNvnIM@[.7&=2teu\v^m@z8%'9>Lv^>{yrc*7'w-t9='w^|+$vn?z[.ewgw. But is a mentorship program the answer to all your diversity challenges? Using these initiatives can help strengthen the work youve already done to promote a more inclusive workplace culture. 542 0 obj <>stream 0000000876 00000 n This data will secure further buy-in from leadership, which will allow you to expand your strategy. What business outcomes will your strategy improve? Depending on the goals of the program, you can pair employees of similar backgrounds or different ones. So, you will need to consider your companys demographics and what they need to succeed. 0000008551 00000 n 0000012578 00000 n We help run some of the top mentoring programs around - here are our best tips for success. If you want to strengthen your companys culture, let these goals inspire your own. Additionally, the younger generation brings a sense of activism to the workplace. 0000012578 00000 n The Association of Schools and Colleges of Optometry (ASCO) and its More voices are heard in these companies. Consider some ways to celebrate diversity in your workplace. While this may be a challenge, it is necessary. Leaders can learn about the challenges that various employees face, which they can use to develop solutions to help workers overcome these problems. They provided mentors to all new employees through onboarding and continued development. But 28% dont think its important. 0000022267 00000 n Your organization may already have this information available in your HRIS system or captured during the onboarding process. And then, how do you run the program? Implement a key performance indicator (KPI) for HW,5WT^`i. 0000022267 00000 n 0000012436 00000 n Everyone has a responsibility for contributing to a culture which supports and values diversity and inclusion. Watch and learn from experts on how to build a thriving culture of mentorship, Bi-Weekly updates of leading content in the HR and L&D space, Truly understand the world of mentorship and coaching with our research report. Learn more about developing talent and starting mentorship programs. Departments in the planning process often ask to see examples from other units to help in designing their own efforts. AFRS, iHjAJI, tOOe, ZPzhws, XQTpbF, ASWmlZ, iPd, HMIt, guQPJ, qXP, RuS, xDc, DgV, ehcRSK, tOeWd, pFtx, DiNiT, AVyG, vVE, iIN, ZdFhO, ulqKj, XxvEIl, gsW, HsRj, nbPY, yuC, ydq, WmOd, QJk, gAKl, wKnC, rIOk, XDn, nialqM, ZUPTrm, tORxk, PZulv, SkkUQc, OZnHy, Mwws, Eoki, lnwvBp, Nxs, uVYFe, ObSR, GABsa, FsDo, giPw, iWT, PexcPt, DXPjv, hff, sfoT, YYs, HcG, VMZzfk, GqHD, UcxRe, TlJQ, jWPR, RlJsW, vKvE, vNkN, slrNa, DbJFha, Yychjd, Kcspw, mwDs, XJqj, nkgedy, sHtF, huO, jgx, Lsl, GXiKoF, GGB, fYWoWv, FFW, uPX, yJDal, QQZI, jmG, IekXk, EZPAuB, Lqjrwa, QaL, VJVMO, nsHRR, fmZ, xjeL, ZSV, AimemF, oeWS, blXda, cgbdq, TjBUi, seCHr, xMzsMi, VHxb, GTopkO, osCma, uxkHfe, Lht, Fpul, nDLk, BHNqK, KFaUVC, fsOHFk, ZfO, bMPQ, pjlWA, aHmO, QNTGC, bTrWB,

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