ÐÏࡱá>þÿ ³µþÿÿÿ±²ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Ácà ð¿ÑBbjbjºäºä 4žØŽU\ØŽU\¶:ÿÿÿÿÿÿ·® ® &&&&&ÿÿÿÿ:::8rôf|:a›&â(    ûûûàšâšâšâšâšâšâš$‡�¶= ~›&ûûûûû›&&  Û›o"o"o"û‚& & àšo"ûàšo"o"¶΂¨òŒ ÿÿÿÿªÇ!½Òÿÿÿÿ}vv†\Ìš1›0a›Ò† » óV» ¸òŒòŒº» &¬� ûûo"ûûûûû››I &ûûûa›ûûûûÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ» ûûûûûûûûû® > ì: UNIVERSITY OF WARWICK Equality and Diversity Committee Minutes of the meeting held on 31 January 2017 Present: Provost (Chair), C Algar, Dr J Collingwood, Professor L Gracia, B Hay, G McGrattan, M Mik, N Parsons, Dr M do Mar Pereira, M Potter, Dr N Rabbani, Professor A Rodger, R Roke, S Smart, D Weber Apologies: Dr S Burrows, S Crookes, Rev. S Jennings, Dr W McDowell, C O’Leary, Dr L Shortt, Dr V Totsika In Attendance: D Stiles (Estates/º£½ÇÉçÇø Accommodation) S Beaufoy – Diversity and Inclusion Adviser (Assistant Secretary); L Walls – HR Manager (Secretary) 15/16-17 Conflicts of Interest REPORTED: (by the Chair) That, should any member or attendees of the Equality and Diversity Committee have any conflicts of interest relating to agenda items for the meeting, they should be declared at the beginning of the meeting. REPORTED: That there were no conflicts of interest to report. 16/16-17 Minutes RESOLVED: That the minutes of the meeting of the Equality and Diversity Committee held on 1 November 2016 be approved. 17/16-17 Matters Arising Terms of Reference (item 01/16-17 (a)) RECEIVED: The revised Terms of Reference for the Equality and Diversity Committee for 2016/17, taking into account the rebranding of Equality and Diversity to Diversity and Inclusion, as set out in paper EDC.05/16-17. REPORTED: (by M Mik) That given the reference to legislation within the context of the Terms of Reference, would it be sensible to have legal representation on the Equality and Diversity Committee membership. RESOLVED: That all policies relating to equality, diversity and inclusion undergo an Equality Impact Assessment prior to being published and therefore legal representation was not required on the Committee. That further small amendments be made to the Terms of Reference. Respect Day (item 03/16/17 (ii)) REPORTED: (by the Chair) That the Respect Day held on 16 November 2016 had communicated a very powerful message across the º£½ÇÉçÇø community. RESOLVED: That a vote of thanks be extended to all those involved in the Respect Day 2016. Promotion and Probation (item 04/16-17) REPORTED: (by the Chair) That further to the resolution to report on the breakdown of the gender figures for fast track promotion routes, it was determined that the numbers were too small to draw sensible conclusions. This would be reviewed over a period of time. Carers Policy (item 10/16-17 (v)) REPORTED: (by the Chair) That work on reviewing the need for a Carers Policy was in progress. Any Other º£½ÇÉçÇø (12/16-17 (ii)) REPORTED: (by the Chair) That the gender pay project, led by Professor Kimberley Scharf, was in progress and a report would be prepared upon completion. RESOLVED: That the gender pay report be reported on at the next Equality and Diversity Committee meeting. 18/16-17 Report from the PULSE sub-group on Academic Promotion REPORTED: (by the Chair) That following the PULSE Staff Survey 2016 feedback, a sub-group had been formed to look at academic promotion/probation policies. That a survey had been designed and communicated to all academic staff in December 2016, with a closing date of January 2017. The sub-group was now analysing the responses, which had provided a large amount of qualitative feedback, to be divided between institutional and departmental level. That two components of the promotion procedures needed to be investigated – the process and the criteria. Work would start on both components this year, but the criteria element would take longer to address. 19/16-17 Staff Statistics Report: Equality Monitoring 2015/16 (EDC Paper 06/16-17) CONSIDERED: A paper containing key staffing statistics for the academic year 2015/16. REPORTED: (by the HR Manager for Administration) That normally the data in the report would be taken from a census date of 1 August, but for this year only, the date was changed to 1 December. That the Recruitment and Selection data had not been included in this report, but would be reported on at the next meeting of the Equality and Diversity Committee. That the University’s total staff population was fairly evenly balanced between female and male staff, 52.6% females and 47.4% males. However the highest levels of employment for females was in support roles (Levels 1a to 5). That as in previous years, males dominated in full academic roles, however the number of females in academic positions had started to increase very gradually to 309 in 2016 (as opposed to 730 men). That the number of female professors had increased very slightly to 83 (20.2%) compared to 79 (19.1%) in 2014/15. This seemed to be a trend across academic grades with FA8 (145:34.4% in 15/16 versus 141:35.3% in 14/15) and at FA7 (81:39.5% in 15/16 versus 61:31.1% in 14/15). That the number of disabled staff employed remained static, representing 2.2% of female staff and 1.7% of male staff declaring a disability, which was slightly below the sector average of 4.2%. A large proportion of staff had chosen not to disclose a disability (4.0% on average). That the University employed 898 employees with a BME background which was equivalent to 14.6% of the total employee population, an increase from 2014/15 (721: 12.8%). That only 9.0% of BME staff were professors. That headline data on Sexual Orientation and Religion and Belief were reported for the first time. RESOLVED: That the final conclusion page of the Workforce profile be amended to state that the Equality and Diversity Committee would review the report annually and would make appropriate strategic recommendations and develop an associated action plan. That subject to (a) above, and a few minor amendments within the report as discussed at the meeting, the report be approved. 20/16-17 Athena SWAN Update RESOLVED: That those involved in the institutional Athena Submission receive a vote of thanks for the hard work involved in putting the submission together. REPORTED: (by the Diversity and Inclusion Adviser) That the University submitted for an Institutional Athena Silver renewal in November 2016. That eight departments had also submitted in the November 2016 submission round: Chemistry – Gold; Mathematics – Bronze renewal; PAIS – Bronze; Law – Bronze; Psychology – Bronze renewal; Statistics – Silver; WMG – Silver and Philosophy – Bronze. The results of these submissions would be known in April 2017. That Physics had also submitted to renew their Silver Athena accreditation via the Institute of Physics JUNO Champion route. That four departments were currently working towards submissions for the April 2017 round: WMS – Silver renewal; Sociology – Bronze, History – Bronze and IER – Bronze. That another five departments were planning to submit in November 2017: Engineering – Silver, WBS – Silver; Computer Science – Bronze renewal; Economics – Bronze and Life Sciences – Silver. REPORTED: (by Ms R Roke) That the School of Mathematics had been selected to host a Women in Mathematics event this year, which was a direct result of an action from the Mathematics Athena submission. REPORTED: (by Dr M do Mar Pereira) That the Sociology department was hosting an event on Friday 17 February, 10:00 – 17:00 hrs entitled ‘Certifying Equality? A critical conversation on Athena SWAN and equality accreditation’ in the Wolfson Research Exchange in the Library. That the event would bring together colleagues who work on creating, supporting and evaluation submissions, with researchers who had been studying Athena SWAN and other equality and diversity monitoring mechanisms. REPORTED: (by Professor A Rodger) That º£½ÇÉçÇø was a member of a new international consortium on gender equality called PLOTINA. Partners of PLOTINA would develop, implement and evaluate gender equality plans. That any tools subsequently developed by the PLOTINA partnership would be made available on an open-source platform so that research organisations and HEIs outside core partnership could use the project’s ideas and tools to address the same issue in their own contexts. 21/16-17 Race Charter Mark REPORTED: (by the Diversity and Inclusion Adviser) That the University Race Equality Charter Mark Working Group continued to meet regularly to progress work for the Race Charter Mark. That a decision had been taken to defer the submission to July 2017 in order that closer collaboration could take place with the Students Union and Chairs of Faculties. 22/16-17 Women in Academia/Gender Statement and Taskforce REPORTED: (by the Chair) That following the Women in Academia Workshop held in February 2016, a gender statement had been agreed and approved through the University Council. That the Gender Statement had been circulated to the Women in Academia workshop attendees, with a view to setting up a Gender Taskforce, to take responsibility to investigate and take forward gender-related initiatives. That a subsequent Women in Academia Workshop had been organised for Monday 13 March 2017 to discuss the composition of the Gender Taskforce and future action. 23/16-17 Support for Researchers on Fixed Term Contracts during Pregnancy REPORTED: (by the Chair) That a mechanism of support needed to be developed to support laboratory based contract research staff who became pregnant and consequently might be unable to continue to work in the laboratory. That the problem was two-fold – for the individual who could not complete the project that they had been employed to undertake and secondly for the Principal Investigator who was committed to the funder of the project (particularly in the case of industrial funding) to deliver the outcome of the project. That HR were currently looking to develop a Fellowship to move the pregnant researcher to another comparable role in a suitable environment with the University and for the department to employ another person to complete the project. That the additional funding would be seen as an explained variance on departmental budgets. RESOLVED: That HR update the Equality and Diversity Committee once this Fellowship had been developed. 24/16-17 HR Excellence in Research 4 Year Review REPORTED: (by the Diversity and Inclusion Adviser) That the HR Excellence in Research award adhered to the principles of the national Concordat to support the career development of researchers, agreed between major funders and employers of researchers in the UK.  HYPERLINK "https://www.vitae.ac.uk/policy/concordat-to-support-the-career-development-of-researchers" That the Concordat set out a vision of working practices, roles and responsibilities which should further the attractiveness and sustainability of research careers in the UK. That the University achieved the HR Excellence in Research in 2012 and underwent a successful 2 year review in 2014. That on 20 January 2017, the University submitted a 4 year review, which consisted of a 4 page report, a new action plan and the report on progress of the 2 year action plan. That on 20 March 2017, 3 members of staff would take part in a telephone meeting with three external assessors to defend the submission and clarify any points the assessors may raise. That if known, the outcome of this submission would be reported at the next Equality and Diversity meeting. 25/16-17 Stonewall Workplace Equality Index REPORTED: (by the Diversity and Inclusion Adviser) That the University submitted a Workplace Equality Index submission to Stonewall in September 2016. That in the past 2 submissions, º£½ÇÉçÇø did not score as well as hoped and on both occasions ranked in the mid-300s. That the Index required participating employers to demonstrate their work in 10 areas of employment policy and practice, from training to community engagement. That º£½ÇÉçÇø scored 75.5 points this year (33 last year), placing us at 227 rank, giving a rise of 117 ranks, which in the space of one year was quite significant. 26/16-17 Diversity and Inclusion Network REPORTED: (by the Acting Chair of the Diversity and Inclusion Network) That Trudie Donnelly, Organisation Development Manager, attended the meeting to update on the Respect agenda, following the Dignity/Respect event held in November 2016. That an Unconscious Bias Moodle module was launched at the Respect Day and departments were encouraged to get their staff to take the module. That Catherine Gordon attended the meeting to talk about an initiative that had been working well at Monash University. Kindness cards were small cards that were passed to staff when an act of kindness had been carried out. The person receiving the card, would then pass it on to another person who they thought deserved it. That two new transgender videos had been purchased and were available to watch on the Diversity and Inclusion website:  HYPERLINK "http://www2.warwick.ac.uk/services/equalops/videoclips/" http://www2.warwick.ac.uk/services/equalops/videoclips/ That a number of events had been planned for the Spring Term and were advertised on the Diversity and Inclusion webpages: Monday 6 February 2017 at 13:00 hrs in WBS 1.022, a talk by º£½ÇÉçÇø Alumni, Martin Prendergast, Director of Communications at the National Theatre in London, who would talk about his career in theatre and about the role º£½ÇÉçÇø had played in his career and, his life as a happy and healthy gay man. Thursday 2 March 2017 at 12:00 hrs in Panorama 3 (Rootes building), a º£½ÇÉçÇø WIDE event on Eating Disorders and Mental Health by Fliss Baker, on her diagnosis of bipolar and eating disorders. 27/16-17 Disability Interest Group REPORTED: (by Despina Weber, Student Disability Adviser) That the remit of the Disability Interest Group had been extended to include staff in light of Wellbeing Support Services also now having some staff remit, and many issues discussed affecting both staff and students. That Suzanne England, Strategy Programme Manager/Programme Director for Keeping Campus Moving, attended to update members on the car park strategy. That Esther Meininger, Student Support Manager, attended the meeting to discuss a new confidential ‘Fitness to Attend’ Protocol for supporting students whose health or medical conditions were raising concerns regarding actual or potential risk to either themselves or others. 28/16-17 Any Other º£½ÇÉçÇø REPORTED: (by the Chair) (a) That Equality and Diversity would be a strategic agenda item at the next Council meeting. That Professor Alison Rodger would be leaving the University on 3 February to take up a post at the University of Macquarie, Australia. RESOLVED: The Chair thanked Professor Rodger for her work on the Equality and Diversity Committee and for her broader contribution to equality and diversity. 29/16-17 Date of Next Meeting REPORTED: That the date of the next meeting of the Equality and Diversity Committee would be 12 May 2017 in CMR1.0.      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„‚„˜þ^„‚`„˜þ‡hˆH.‚ „R„Lÿ^„R`„Lÿ‡hˆH. „ø„˜þ^„ø`„˜þo(‡hˆH()€ „ „˜þ^„ `„˜þ‡hˆH.‚ „p„Lÿ^„p`„Lÿ‡hˆH.€ „@ „˜þ^„@ `„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „à„Lÿ^„à`„Lÿ‡hˆH.€ „°„˜þ^„°`„˜þ‡hˆH.€ „€„˜þ^„€`„˜þ‡hˆH.‚ „P„Lÿ^„P`„Lÿ‡hˆH.„„˜þ^„`„˜þo(()€ „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„j„˜þ^„j`„˜þo(() „:„˜þ^„:`„˜þ‡hˆH.‚ „ „Lÿ^„ `„Lÿ‡hˆH.€ „Ú „˜þ^„Ú `„˜þ‡hˆH.€ „ª„˜þ^„ª`„˜þ‡hˆH.‚ „z„Lÿ^„z`„Lÿ‡hˆH.€ „J„˜þ^„J`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „ê„Lÿ^„ê`„Lÿ‡hˆH.„p„0ý^„p`„0ýo(()€ „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„„˜þ^„`„˜þo(()€ „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„p„0ý^„p`„0ýOJPJQJ^J()€ „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„D„0ý^„D`„0ýo(() „¬„˜þ^„¬`„˜þ‡hˆH.‚ „| „Lÿ^„| `„Lÿ‡hˆH.€ „L„˜þ^„L`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „ì„Lÿ^„ì`„Lÿ‡hˆH.€ „¼„˜þ^„¼`„˜þ‡hˆH.€ „Œ„˜þ^„Œ`„˜þ‡hˆH.‚ „\„Lÿ^„\`„Lÿ‡hˆH. „\„0ý^„\`„0ýPJ^Jo(()€ „Ä „˜þ^„Ä `„˜þ‡hˆH.‚ „” „Lÿ^„” `„Lÿ‡hˆH.€ „d„˜þ^„d`„˜þ‡hˆH.€ „4„˜þ^„4`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „Ô„˜þ^„Ô`„˜þ‡hˆH.€ „¤„˜þ^„¤`„˜þ‡hˆH.‚ „t„Lÿ^„t`„Lÿ‡hˆH.h„ „˜þ^„ `„˜þOJQJo(‡hˆH·ð�h„ï „˜þ^„ï `„˜þOJQJ^Jo(‡hˆHo�h„¿„˜þ^„¿`„˜þOJQJo(‡hˆH§ð�h„�„˜þ^„�`„˜þOJQJo(‡hˆH·ð�h„_„˜þ^„_`„˜þOJQJ^Jo(‡hˆHo�h„/„˜þ^„/`„˜þOJQJo(‡hˆH§ð�h„ÿ„˜þ^„ÿ`„˜þOJQJo(‡hˆH·ð�h„Ï„˜þ^„Ï`„˜þOJQJ^Jo(‡hˆHo�h„Ÿ!„˜þ^„Ÿ!`„˜þOJQJo(‡hˆH§ðh-„Ô „0ý^„Ô `„0ý567;<CJH*OJPJQJS*^JaJ() „< „˜þ^„< `„˜þ‡hˆH.‚ „ „Lÿ^„ `„Lÿ‡hˆH.€ „Ü„˜þ^„Ü`„˜þ‡hˆH.€ „¬„˜þ^„¬`„˜þ‡hˆH.‚ „|„Lÿ^„|`„Lÿ‡hˆH.€ „L„˜þ^„L`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „ì„Lÿ^„ì`„Lÿ‡hˆH.„ „0ý^„ `„0ýo(()€ „k „˜þ^„k `„˜þ‡hˆH.‚ „;„Lÿ^„;`„Lÿ‡hˆH.€ „ „˜þ^„ `„˜þ‡hˆH.€ „Û„˜þ^„Û`„˜þ‡hˆH.‚ „«„Lÿ^„«`„Lÿ‡hˆH.€ „{„˜þ^„{`„˜þ‡hˆH.€ „K„˜þ^„K`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.„8„0ý^„8`„0ýo(()€ „ „˜þ^„ `„˜þ‡hˆH.‚ „p „Lÿ^„p `„Lÿ‡hˆH.€ „@„˜þ^„@`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „à„Lÿ^„à`„Lÿ‡hˆH.€ „°„˜þ^„°`„˜þ‡hˆH.€ „€„˜þ^„€`„˜þ‡hˆH.‚ „P„Lÿ^„P`„Lÿ‡hˆH.„Є˜þÆÐ^„Ð`„˜þCJOJQJo(‡hˆH·ð„ „˜þÆ ^„ `„˜þCJOJQJ^Jo(‡hˆHo„p„˜þÆp^„p`„˜þCJOJQJo(‡hˆH§ð„@ „˜þÆ@ ^„@ `„˜þCJOJQJo(‡hˆH§ð„„˜þÆ^„`„˜þCJOJQJo(‡hˆH§ð„à„˜þÆà^„à`„˜þCJOJQJo(‡hˆH§ð„°„˜þư^„°`„˜þCJOJQJo(‡hˆH§ð„€„˜þÆ€^„€`„˜þCJOJQJo(‡hˆH§ð„P„˜þÆP^„P`„˜þCJOJQJo(‡hˆH§ð„\„0ý^„\`„0ýOJPJQJ^J()€ „Ä „˜þ^„Ä `„˜þ‡hˆH.‚ „” „Lÿ^„” `„Lÿ‡hˆH.€ „d„˜þ^„d`„˜þ‡hˆH.€ „4„˜þ^„4`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „Ô„˜þ^„Ô`„˜þ‡hˆH.€ „¤„˜þ^„¤`„˜þ‡hˆH.‚ „t„Lÿ^„t`„Lÿ‡hˆH.„l „˜þ^„l `„˜þo(()€ „< „˜þ^„< `„˜þ‡hˆH.‚ „ „Lÿ^„ `„Lÿ‡hˆH.€ „Ü„˜þ^„Ü`„˜þ‡hˆH.€ „¬„˜þ^„¬`„˜þ‡hˆH.‚ „|„Lÿ^„|`„Lÿ‡hˆH.€ „L„˜þ^„L`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „ì„Lÿ^„ì`„Lÿ‡hˆH.„p„0ý^„p`„0ýo(() „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„Ü„˜þ^„Ü`„˜þo(()€ „¬„˜þ^„¬`„˜þ‡hˆH.‚ „| „Lÿ^„| `„Lÿ‡hˆH.€ „L„˜þ^„L`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „ì„Lÿ^„ì`„Lÿ‡hˆH.€ „¼„˜þ^„¼`„˜þ‡hˆH.€ „Œ„˜þ^„Œ`„˜þ‡hˆH.‚ „\„Lÿ^„\`„Lÿ‡hˆH.„p„0ý^„p`„0ýo(() „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„p„0ý^„p`„0ýo(()€ „Ø „˜þ^„Ø `„˜þ‡hˆH.‚ „¨ „Lÿ^„¨ `„Lÿ‡hˆH.€ „x„˜þ^„x`„˜þ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „脘þ^„è`„˜þ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.‚ „ˆ„Lÿ^„ˆ`„Lÿ‡hˆH.„@ „0ý^„@ `„0ýo(()€ „¨ „˜þ^„¨ `„˜þ‡hˆH.‚ „x„Lÿ^„x`„Lÿ‡hˆH.€ „H„˜þ^„H`„˜þ‡hˆH.€ „„˜þ^„`„˜þ‡hˆH.‚ „è„Lÿ^„è`„Lÿ‡hˆH.€ „¸„˜þ^„¸`„˜þ‡hˆH.€ „ˆ„˜þ^„ˆ`„˜þ‡hˆH.‚ „X „Lÿ^„X `„Lÿ‡hˆH.„s„0ý^„s`„0ýo(()€ „Û „˜þ^„Û `„˜þ‡hˆH.‚ „« „Lÿ^„« `„Lÿ‡hˆH.€ „{„˜þ^„{`„˜þ‡hˆH.€ „K„˜þ^„K`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „넘þ^„ë`„˜þ‡hˆH.€ „»„˜þ^„»`„˜þ‡hˆH.‚ „‹„Lÿ^„‹`„Lÿ‡hˆH.„ „˜þ^„ `„˜þo(()€ „Û „˜þ^„Û `„˜þ‡hˆH.‚ „« „Lÿ^„« `„Lÿ‡hˆH.€ „{„˜þ^„{`„˜þ‡hˆH.€ „K„˜þ^„K`„˜þ‡hˆH.‚ „„Lÿ^„`„Lÿ‡hˆH.€ „넘þ^„ë`„˜þ‡hˆH.€ „»„˜þ^„»`„˜þ‡hˆH.‚ 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