Looking to enhance your Diversity Recruitment and Employee Loyalty strategies? Look no further!
Our Diversity Recruitment and Employee Loyalty Knowledge Base is the ultimate tool for professionals like you.
With 1584 prioritized requirements, solutions, benefits, results, and case studies, this dataset will revolutionize the way you approach diversity recruitment and employee loyalty.
What makes our dataset stand out from competitors and alternatives? It′s designed specifically for professionals in the field of diversity recruitment and employee loyalty, giving you the most relevant and impactful information at your fingertips.
You won′t find another product with such a comprehensive and specialized focus.
Not only that, but our knowledge base is user-friendly and easy to navigate, making it the perfect DIY and affordable alternative for businesses of any size.
Whether you are a small business or a large corporation, our dataset is tailored to meet your needs and give you the results you′re looking for.
Our product also offers a detailed overview of specifications and requirements, allowing you to easily compare it to semi-related products.
With our knowledge base, you′ll have all the necessary information to make informed decisions and choose the best option for your organization.
But what about the benefits? Our dataset contains valuable insights and proven strategies that have been researched and tested to help you attract diverse talent and increase employee loyalty.
It′s a must-have resource for anyone looking to create a more inclusive and engaged workplace.
And we don′t just talk the talk - our knowledge base is backed by real-world examples and case studies, illustrating how our strategies have successfully been implemented in various organizations.
Don′t miss out on this opportunity to elevate your diversity recruitment and employee loyalty efforts.
Our product is competitively priced and offers a high return on investment.
So why wait? Take your diversity and inclusion initiatives to the next level with our Diversity Recruitment and Employee Loyalty Knowledge Base today!
How does your organization evaluate if your current diversity recruitment efforts are effective? What does your business do to ensure an inviting work environment that supports diversity and inclusion? How does recruitment align with your organizations diversity policy, talent management and succession planning?
Diversity Recruitment
The organization measures the success of diversity recruitment through indicators such as employee demographics, retention rates, and feedback from diverse employees.
1. Conduct regular surveys and focus groups among diverse employees to gauge their satisfaction and identify areas for improvement. (Benefits: Allows for direct feedback and identifies potential issues. )
2. Track diversity metrics, such as number of diverse applicants, hiring rates, and retention rates, to measure the impact of recruitment efforts. (Benefits: Provides quantitative data for evaluation and comparison over time. )
3. Implement diverse interview panels and training for managers on diversity and inclusion to ensure fair and inclusive hiring practices. (Benefits: Reduces bias and increases diverse representation in the hiring process. )
4. Partner with diversity organizations and attend job fairs and events targeted towards diverse candidates to expand the talent pool. (Benefits: Increases visibility and access to diverse candidates. )
5. Offer diversity and inclusion training for all employees to promote an inclusive and welcoming work environment. (Benefits: Encourages a culture of acceptance and understanding, leading to higher retention of diverse employees. )
6. Celebrate and recognize diverse employees through company-wide initiatives and events. (Benefits: Increases morale and promotes a sense of belonging among diverse employees. )
7. Continuously review and update diversity recruitment strategies based on feedback and industry best practices. (Benefits: Demonstrates commitment to diversity and inclusivity, leading to stronger employer brand. )
CONTROL QUESTION: How does the organization evaluate if the current diversity recruitment efforts are effective?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
Ten years from now, our organization aims to achieve a 50/50 gender balance at all levels of the company, with representation from diverse ethnic and cultural backgrounds. We also want to have at least 30% of our leadership positions filled by individuals from underrepresented groups.
To evaluate the effectiveness of our diversity recruitment efforts, we will regularly conduct audits and review our hiring data to track progress towards our goals. We will also gather feedback from current employees to assess their experiences and perceptions of the company′s diversity and inclusion efforts.
Additionally, we will conduct regular surveys and focus groups with diverse communities to understand their perception of our organization and identify any barriers to entering and advancing within the company.
We will also measure the retention rate of diverse employees, as well as their promotion and advancement opportunities, to ensure that our efforts are leading to a more inclusive and equitable workplace.
Overall, our organization is committed to regularly reviewing and updating our diversity recruitment strategies to ensure that we are effectively attracting and retaining a diverse and inclusive workforce.
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Client Situation:
XYZ Corporation is a large organization with a commitment to diversity and inclusion in its workforce. The company has made significant strides in increasing diversity across all levels of the organization, from entry-level positions to senior leadership roles. However, senior management has recently raised concerns about the effectiveness of the current diversity recruitment efforts. They want to know if the company′s initiatives are truly resulting in a diverse and inclusive workforce or if there are areas that need improvement.
Consulting Methodology:
In order to address the client′s concerns, our consulting firm will follow a systematic approach to evaluate the effectiveness of the current diversity recruitment efforts at XYZ Corporation. This approach will involve the following steps:
1. Review Current Diversity Recruitment Strategy: The first step of our methodology will be to review the current diversity recruitment strategy at XYZ Corporation. This will include an analysis of the recruitment channels used, the diversity goals and targets set, and the processes in place for attracting and retaining diverse talent.
2. Benchmark Against Industry Standards: In this step, we will benchmark the company′s diversity recruitment efforts against industry standards and best practices in the field. We will review relevant consulting whitepapers, academic business journals, and market research reports to gain insight into what other companies in similar industries are doing to attract diverse talent.
3. Conduct Employee Surveys: Employee surveys will be an integral part of our methodology as they will allow us to gather feedback from current employees on their perceptions of diversity and inclusion within the organization. The survey will focus on topics such as diversity training, career advancement opportunities, and overall satisfaction with the workplace diversity.
4. Interview Key Stakeholders: We will conduct interviews with key stakeholders, including HR representatives, diversity and inclusion officers, and senior management, to gain a deeper understanding of the company′s diversity recruitment efforts. These interviews will provide valuable insights into the challenges, successes, and areas for improvement in the current diversity recruitment strategy.
5. Analyze Recruitment Data: Our team will analyze recruitment data from the past few years to identify trends and patterns in the diversity of applicants, hires, and promotions. This will help us evaluate if the current recruitment efforts are resulting in a diverse and inclusive workforce at all levels of the organization.
Deliverables:
Based on our methodology, our consulting firm will deliver the following to XYZ Corporation:
1. A Comprehensive Report: The report will provide a detailed analysis of the current diversity recruitment strategy, benchmarking results, employee survey findings, stakeholder interviews, and recruitment data analysis. It will also include recommendations for improving the effectiveness of diversity recruitment efforts.
2. Diversity Recruitment Metrics Dashboard: We will develop a dashboard that will track key diversity recruitment metrics such as the percentage of diverse applicants, hires, and promotions. This dashboard will provide senior management with real-time data that they can use to monitor progress and make informed decisions about future diversity recruitment efforts.
3. Training and Development Plan: We will develop a training and development plan to address any knowledge or skill gaps identified during the evaluation process. This plan will ensure that HR representatives, hiring managers, and other key stakeholders are equipped with the necessary tools and resources to effectively attract and retain diverse talent.
Implementation Challenges:
There are a few challenges that may arise during the implementation of our methodology. These include:
1. Resistance to Change: Some employees, particularly those in positions of power, may resist changes to the current diversity recruitment strategy. It will be essential to communicate the benefits of diversity and inclusion and gain buy-in from all stakeholders.
2. Gathering Accurate Data: Gathering accurate and reliable data can be a challenge, as it relies on the willingness of employees to disclose their demographic information. HR representatives may also face challenges in accurately tracking diversity metrics.
3. Integration with Other HR Processes: The recommendations provided by our consulting firm should seamlessly integrate with other HR processes such as performance evaluations, succession planning, and training and development initiatives. Ensuring this integration may be a challenge for the organization.
KPIs and Other Management Considerations:
In order to measure the effectiveness of our recommendations, we will use the following key performance indicators (KPIs):
1. Increased Diversity: The primary KPI will be an increase in the diversity of applicants, hires, and promotions within the organization.
2. Employee Satisfaction: The employee survey results will serve as a KPI for measuring employee satisfaction with diversity and inclusion initiatives.
3. Improved Recruitment Metrics: The recruitment metrics dashboard will track KPIs such as the percentage of diverse applicants, hires, and promotions to evaluate the impact of our recommendations.
To ensure the long-term success of the diversity recruitment efforts at XYZ Corporation, we recommend the following management considerations:
1. Commitment from Senior Management: It is crucial that senior management demonstrates a genuine commitment to diversity and inclusion. This can be achieved by prioritizing diversity initiatives, allocating resources, and holding leaders accountable for diversity goals.
2. Ongoing Monitoring and Evaluation: The recruitment metrics dashboard should be continuously monitored, and regular evaluations should be conducted to measure progress towards diversity goals and identify areas for improvement.
3. Creating an Inclusive Culture: Attracting diverse talent is only the first step. It is equally important to create an inclusive culture where employees feel safe, valued, and can thrive regardless of their background.
Conclusion:
In conclusion, our consulting firm will use a systematic approach to evaluate the effectiveness of the current diversity recruitment efforts at XYZ Corporation. The deliverables provided to the company, along with our recommended management considerations, will help the organization achieve its diversity goals and create a more inclusive workplace. By benchmarking against industry standards, conducting employee surveys, and analyzing recruitment data, we will provide valuable insights and actionable recommendations to improve diversity recruitment efforts at XYZ Corporation.
Our Diversity Recruitment and Employee Loyalty Knowledge Base is the ultimate tool for professionals like you.
With 1584 prioritized requirements, solutions, benefits, results, and case studies, this dataset will revolutionize the way you approach diversity recruitment and employee loyalty.
What makes our dataset stand out from competitors and alternatives? It′s designed specifically for professionals in the field of diversity recruitment and employee loyalty, giving you the most relevant and impactful information at your fingertips.
You won′t find another product with such a comprehensive and specialized focus.
Not only that, but our knowledge base is user-friendly and easy to navigate, making it the perfect DIY and affordable alternative for businesses of any size.
Whether you are a small business or a large corporation, our dataset is tailored to meet your needs and give you the results you′re looking for.
Our product also offers a detailed overview of specifications and requirements, allowing you to easily compare it to semi-related products.
With our knowledge base, you′ll have all the necessary information to make informed decisions and choose the best option for your organization.
But what about the benefits? Our dataset contains valuable insights and proven strategies that have been researched and tested to help you attract diverse talent and increase employee loyalty.
It′s a must-have resource for anyone looking to create a more inclusive and engaged workplace.
And we don′t just talk the talk - our knowledge base is backed by real-world examples and case studies, illustrating how our strategies have successfully been implemented in various organizations.
Don′t miss out on this opportunity to elevate your diversity recruitment and employee loyalty efforts.
Our product is competitively priced and offers a high return on investment.
So why wait? Take your diversity and inclusion initiatives to the next level with our Diversity Recruitment and Employee Loyalty Knowledge Base today!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1584 prioritized Diversity Recruitment requirements. - Extensive coverage of 253 Diversity Recruitment topic scopes.
- In-depth analysis of 253 Diversity Recruitment step-by-step solutions, benefits, BHAGs.
- Detailed examination of 253 Diversity Recruitment case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Training Budgets, Collaborative Relationships, Opportunities For Creativity, Rewards Recognition, Development Opportunities, Accessible Resources, Engaging Leaders, Diversity Training, Company Policies And Procedures, Sabbatical Leave, Opportunities For Growth, Employee Morale, Caring Leadership, Company Reputation, Opportunity For Creativity, Flexible Scheduling, Trust In Company Leadership, Legal Compliance, Positive Relationships, Collaborative Work Environment, Meaningful Job, Diverse Hiring Practices, Workload Management, Cultural Competence, Recognition Technology Platforms, Continuous Feedback, Team Member Support, Goal Alignment, Performance Reviews, Meaningful Contributions, Social Responsibility, Competitive Wages, Innovative Work Culture, Employee Feedback Systems, Innovative Ideas, Opportunity For Advancement, Open Door Policy, Strategic Alignment, Inclusive Communication, Collaborative Problem Solving, Profit Sharing Programs, Consistent Company Values, Supportive Management, Corporate Citizenship, Meaningful Work, Encouraging Leadership, Personal Growth, Workplace Flexibility, Employee Engagement Training, Personal Growth Plans, Building Trust, Employee Growth And Development, Effective Leadership, Mentoring Relationships, Fair Treatment Of Employees, Self Assessment Tools, Competitive Benefits, Job Satisfaction, Support For Remote Workers, Competitive Work Environment, Leadership Transparency, Cross Training, Fair Competition, Ethical Leadership, Professional Development Opportunities, Volunteer Opportunities, Company Values, Team Cohesion, Fair Discipline, Effective Collaboration, Flexible Work Environment, Inclusion Strategies, Employee Satisfaction, Psychological Safety, Workplace Policies, Employee Rewards, Mentorship Programs, Healthy Work Environment, Inclusion And Belonging, Team Bonding Activities, Leadership Development, Challenging Projects, Employee Burnout, Reward Incentives, Managing Work Stress, Cross Functional Teams, Social Impact Programs, Empowerment And Trust, Effective Team Communication, Joint Decision Making, Mental Health Wellness, Transparency In Decision Making, Strategic Execution, Personal Development Plans, Performance Evaluation, Mental Health Support, Positive Work Environment, Celebrating Achievements, Employee Engagement Surveys, Employee Autonomy, Employee Satisfaction Surveys, Career Growth, Fair Compensation, Flexibility In Schedule, Leadership Accountability, Respectful Communication, Wellness Challenges, Clear Communication, Employee Loyalty, Profit Per Employee, Feedback Culture, Professional Development Plans, Cross Training Programs, Corporate Image, Encouraging Feedback, Supportive Managers, Caring For Employees, Growth Mindset, Employee Motivation, Career Enrichment, Competitive Compensation Packages, Genuine Leadership, Leadership Accountability Measures, Communication Effectiveness, Corporate Values, Corporate Branding, Health And Wellness Programs, Respectful Workplace, Employee Appreciation, Open Communication Channels, Recognition And Rewards, Employee Recognition, Employee Referrals, Effective Employee Engagement, Sustainable Practices, Work Life Fit, Constructive Feedback, Work Life Harmony, Incentive Compensation Plans, Effective Communication Channels, Ethical Business Practices, Employee Engagement Incentives, Employee Advancement, Cross Training Opportunities, Fair Disciplinary Actions, Employee Investment, Building Relationships, Ethical Behavior, Job Security, Cultural Sensitivity, Job Enrichment, Celebrating Diversity, Honest Feedback, Employee Volunteering, Strategic Planning, Employee Buy In, Trust In Colleagues, Meaningful Relationships, Professional Development Funding, Mental Wellness, Cultural Diversity, Empowering Work Environment, Inclusive Leadership, Shared Company Values, Flexible Work Arrangements, Performance Recognition Programs, Recognition Technology, Employee Recognition And Rewards Programs, Employee Innovation Programs, Effective Decision Making, Transparent Communication, Employee Satisfaction Metrics, Company Mission, Collaborative Decision Making, Balanced Workload, Transparent Decision Making, Transparency With Goals, Diversity Inclusion, Work Life Integration, Flexible Remote Work, Equal Pay, Workplace Trust, Empowered Decision Making, Empowerment And Autonomy, Diverse Leadership, Volunteer Time Off, Autonomy And Accountability, Conflict Resolution, Employee Involvement, Career Growth Opportunities, Collaborative Thinking, Employee Advocacy Groups, Diversity In Hiring, Corporate Responsibility, Workplace Safety, Virtual Team Collaboration, Effective Change Management, Fair Workload Distribution, Company Vision Alignment, Employee Engagement Strategies, Positive Company Culture, Employee Loyalty Programs, Company Vision, Cross Functional Projects, Community Involvement, Mentoring And Coaching Opportunities, Employee Empowerment, Strong Company Culture, Employee Recognition Programs, Fair Pay, Career Pathways, Positive Feedback, Professional Relationships, Employee Recognition Initiatives, Employee Development, Employee Perks, Company Loyalty, Employee Satisfaction Analytics, Employee Engagement Challenges, Professional Networks, Investing In Employee Development, Transparency In Communication, Training Opportunities, Feedback And Recognition, Open Door Communication, Service Loyalty Program, Cultivating Talent, Employee Retention, Employee Motivation Programs, Empathy In Leadership, Diversity In Leadership, Employee Well Being, Inclusive Workplace, Equal Opportunity, Healthy Work Life Balance, Fair Performance Reviews, Continuous Improvement, Leadership Support, Trust In Leadership, Work Life Balance, Employee Well Being Programs, Performance Bonuses, Corporate Sponsorship, Workplace Community, Career Advancement, Compensation Benefits, Dignity At Work, Continuous Engagement, Teamwork And Collaboration, Diversity Recruitment, Company Commitment, Workplace Democracy, Data Driven Decisions
Diversity Recruitment Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Diversity Recruitment
The organization measures the success of diversity recruitment through indicators such as employee demographics, retention rates, and feedback from diverse employees.
1. Conduct regular surveys and focus groups among diverse employees to gauge their satisfaction and identify areas for improvement. (Benefits: Allows for direct feedback and identifies potential issues. )
2. Track diversity metrics, such as number of diverse applicants, hiring rates, and retention rates, to measure the impact of recruitment efforts. (Benefits: Provides quantitative data for evaluation and comparison over time. )
3. Implement diverse interview panels and training for managers on diversity and inclusion to ensure fair and inclusive hiring practices. (Benefits: Reduces bias and increases diverse representation in the hiring process. )
4. Partner with diversity organizations and attend job fairs and events targeted towards diverse candidates to expand the talent pool. (Benefits: Increases visibility and access to diverse candidates. )
5. Offer diversity and inclusion training for all employees to promote an inclusive and welcoming work environment. (Benefits: Encourages a culture of acceptance and understanding, leading to higher retention of diverse employees. )
6. Celebrate and recognize diverse employees through company-wide initiatives and events. (Benefits: Increases morale and promotes a sense of belonging among diverse employees. )
7. Continuously review and update diversity recruitment strategies based on feedback and industry best practices. (Benefits: Demonstrates commitment to diversity and inclusivity, leading to stronger employer brand. )
CONTROL QUESTION: How does the organization evaluate if the current diversity recruitment efforts are effective?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
Ten years from now, our organization aims to achieve a 50/50 gender balance at all levels of the company, with representation from diverse ethnic and cultural backgrounds. We also want to have at least 30% of our leadership positions filled by individuals from underrepresented groups.
To evaluate the effectiveness of our diversity recruitment efforts, we will regularly conduct audits and review our hiring data to track progress towards our goals. We will also gather feedback from current employees to assess their experiences and perceptions of the company′s diversity and inclusion efforts.
Additionally, we will conduct regular surveys and focus groups with diverse communities to understand their perception of our organization and identify any barriers to entering and advancing within the company.
We will also measure the retention rate of diverse employees, as well as their promotion and advancement opportunities, to ensure that our efforts are leading to a more inclusive and equitable workplace.
Overall, our organization is committed to regularly reviewing and updating our diversity recruitment strategies to ensure that we are effectively attracting and retaining a diverse and inclusive workforce.
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Diversity Recruitment Case Study/Use Case example - How to use:
Client Situation:
XYZ Corporation is a large organization with a commitment to diversity and inclusion in its workforce. The company has made significant strides in increasing diversity across all levels of the organization, from entry-level positions to senior leadership roles. However, senior management has recently raised concerns about the effectiveness of the current diversity recruitment efforts. They want to know if the company′s initiatives are truly resulting in a diverse and inclusive workforce or if there are areas that need improvement.
Consulting Methodology:
In order to address the client′s concerns, our consulting firm will follow a systematic approach to evaluate the effectiveness of the current diversity recruitment efforts at XYZ Corporation. This approach will involve the following steps:
1. Review Current Diversity Recruitment Strategy: The first step of our methodology will be to review the current diversity recruitment strategy at XYZ Corporation. This will include an analysis of the recruitment channels used, the diversity goals and targets set, and the processes in place for attracting and retaining diverse talent.
2. Benchmark Against Industry Standards: In this step, we will benchmark the company′s diversity recruitment efforts against industry standards and best practices in the field. We will review relevant consulting whitepapers, academic business journals, and market research reports to gain insight into what other companies in similar industries are doing to attract diverse talent.
3. Conduct Employee Surveys: Employee surveys will be an integral part of our methodology as they will allow us to gather feedback from current employees on their perceptions of diversity and inclusion within the organization. The survey will focus on topics such as diversity training, career advancement opportunities, and overall satisfaction with the workplace diversity.
4. Interview Key Stakeholders: We will conduct interviews with key stakeholders, including HR representatives, diversity and inclusion officers, and senior management, to gain a deeper understanding of the company′s diversity recruitment efforts. These interviews will provide valuable insights into the challenges, successes, and areas for improvement in the current diversity recruitment strategy.
5. Analyze Recruitment Data: Our team will analyze recruitment data from the past few years to identify trends and patterns in the diversity of applicants, hires, and promotions. This will help us evaluate if the current recruitment efforts are resulting in a diverse and inclusive workforce at all levels of the organization.
Deliverables:
Based on our methodology, our consulting firm will deliver the following to XYZ Corporation:
1. A Comprehensive Report: The report will provide a detailed analysis of the current diversity recruitment strategy, benchmarking results, employee survey findings, stakeholder interviews, and recruitment data analysis. It will also include recommendations for improving the effectiveness of diversity recruitment efforts.
2. Diversity Recruitment Metrics Dashboard: We will develop a dashboard that will track key diversity recruitment metrics such as the percentage of diverse applicants, hires, and promotions. This dashboard will provide senior management with real-time data that they can use to monitor progress and make informed decisions about future diversity recruitment efforts.
3. Training and Development Plan: We will develop a training and development plan to address any knowledge or skill gaps identified during the evaluation process. This plan will ensure that HR representatives, hiring managers, and other key stakeholders are equipped with the necessary tools and resources to effectively attract and retain diverse talent.
Implementation Challenges:
There are a few challenges that may arise during the implementation of our methodology. These include:
1. Resistance to Change: Some employees, particularly those in positions of power, may resist changes to the current diversity recruitment strategy. It will be essential to communicate the benefits of diversity and inclusion and gain buy-in from all stakeholders.
2. Gathering Accurate Data: Gathering accurate and reliable data can be a challenge, as it relies on the willingness of employees to disclose their demographic information. HR representatives may also face challenges in accurately tracking diversity metrics.
3. Integration with Other HR Processes: The recommendations provided by our consulting firm should seamlessly integrate with other HR processes such as performance evaluations, succession planning, and training and development initiatives. Ensuring this integration may be a challenge for the organization.
KPIs and Other Management Considerations:
In order to measure the effectiveness of our recommendations, we will use the following key performance indicators (KPIs):
1. Increased Diversity: The primary KPI will be an increase in the diversity of applicants, hires, and promotions within the organization.
2. Employee Satisfaction: The employee survey results will serve as a KPI for measuring employee satisfaction with diversity and inclusion initiatives.
3. Improved Recruitment Metrics: The recruitment metrics dashboard will track KPIs such as the percentage of diverse applicants, hires, and promotions to evaluate the impact of our recommendations.
To ensure the long-term success of the diversity recruitment efforts at XYZ Corporation, we recommend the following management considerations:
1. Commitment from Senior Management: It is crucial that senior management demonstrates a genuine commitment to diversity and inclusion. This can be achieved by prioritizing diversity initiatives, allocating resources, and holding leaders accountable for diversity goals.
2. Ongoing Monitoring and Evaluation: The recruitment metrics dashboard should be continuously monitored, and regular evaluations should be conducted to measure progress towards diversity goals and identify areas for improvement.
3. Creating an Inclusive Culture: Attracting diverse talent is only the first step. It is equally important to create an inclusive culture where employees feel safe, valued, and can thrive regardless of their background.
Conclusion:
In conclusion, our consulting firm will use a systematic approach to evaluate the effectiveness of the current diversity recruitment efforts at XYZ Corporation. The deliverables provided to the company, along with our recommended management considerations, will help the organization achieve its diversity goals and create a more inclusive workplace. By benchmarking against industry standards, conducting employee surveys, and analyzing recruitment data, we will provide valuable insights and actionable recommendations to improve diversity recruitment efforts at XYZ Corporation.
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