{"id":1530,"date":"2023-06-27T11:56:11","date_gmt":"2023-06-27T11:56:11","guid":{"rendered":"https:\/\/authbridge.com\/?page_id=1530"},"modified":"2023-10-11T10:00:54","modified_gmt":"2023-10-11T10:00:54","slug":"how-to-use-data-and-artificial-intelligence-for-diversity-and-inclusion-in-hiring-and-onboarding","status":"publish","type":"page","link":"https:\/\/authbridge.com\/staging\/newsroom\/how-to-use-data-and-artificial-intelligence-for-diversity-and-inclusion-in-hiring-and-onboarding\/","title":{"rendered":"Newsroom | How to use data and artificial intelligence for diversity and inclusion in hiring and onboarding"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"1530\" class=\"elementor elementor-1530\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c0f731a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c0f731a\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7b8fcbd\" data-id=\"7b8fcbd\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9c94b4f elementor-widget elementor-widget-heading\" data-id=\"9c94b4f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 26-05-2024 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">How to use data and artificial intelligence for diversity and inclusion in hiring and onboarding<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5c01d86 elementor-widget elementor-widget-theme-post-featured-image elementor-widget-image\" data-id=\"5c01d86\" data-element_type=\"widget\" data-widget_type=\"theme-post-featured-image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 26-05-2024 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"1\" height=\"1\" src=\"https:\/\/authbridge.com\/staging\/wp-content\/uploads\/2023\/08\/Newsroom-How-to-use-data-and-artificial-intelligence-for-diversity-and-inclusion-in-hiring-and-onboarding.png\" class=\"attachment-large size-large wp-image-38638\" alt=\"Newsroom-How-to-use-data-and-artificial-intelligence-for-diversity-and-inclusion-in-hiring-and-onboarding\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-01011ae elementor-widget elementor-widget-post-info\" data-id=\"01011ae\" data-element_type=\"widget\" data-widget_type=\"post-info.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<link rel=\"stylesheet\" href=\"https:\/\/authbridge.com\/staging\/wp-content\/plugins\/elementor\/assets\/css\/widget-icon-list.min.css\"><link rel=\"stylesheet\" href=\"https:\/\/authbridge.com\/staging\/wp-content\/plugins\/elementor-pro\/assets\/css\/widget-theme-elements.min.css\">\t\t<ul class=\"elementor-inline-items elementor-icon-list-items elementor-post-info\">\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-repeater-item-87de316 elementor-inline-item\" itemprop=\"datePublished\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-calendar\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M12 192h424c6.6 0 12 5.4 12 12v260c0 26.5-21.5 48-48 48H48c-26.5 0-48-21.5-48-48V204c0-6.6 5.4-12 12-12zm436-44v-36c0-26.5-21.5-48-48-48h-48V12c0-6.6-5.4-12-12-12h-40c-6.6 0-12 5.4-12 12v52H160V12c0-6.6-5.4-12-12-12h-40c-6.6 0-12 5.4-12 12v52H48C21.5 64 0 85.5 0 112v36c0 6.6 5.4 12 12 12h424c6.6 0 12-5.4 12-12z\"><\/path><\/svg>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text elementor-post-info__item elementor-post-info__item--type-date\">\n\t\t\t\t\t\t\t\t\t\t<time>June 27, 2023<\/time>\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t<li class=\"elementor-icon-list-item elementor-repeater-item-7327398 elementor-inline-item\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-far-clock\" viewBox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M256 8C119 8 8 119 8 256s111 248 248 248 248-111 248-248S393 8 256 8zm0 448c-110.5 0-200-89.5-200-200S145.5 56 256 56s200 89.5 200 200-89.5 200-200 200zm61.8-104.4l-84.9-61.7c-3.1-2.3-4.9-5.9-4.9-9.7V116c0-6.6 5.4-12 12-12h32c6.6 0 12 5.4 12 12v141.7l66.8 48.6c5.4 3.9 6.5 11.4 2.6 16.8L334.6 349c-3.9 5.3-11.4 6.5-16.8 2.6z\"><\/path><\/svg>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text elementor-post-info__item elementor-post-info__item--type-time\">\n\t\t\t\t\t\t\t\t\t\t<time>11:56 am<\/time>\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t<\/ul>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-745bc14 elementor-widget elementor-widget-text-editor\" data-id=\"745bc14\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 26-05-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p><span>Among all the myths about work that COVID-19 has shattered, the biggest has been that employees will keep working at places that don\u2019t value a good culture as long as they are paid well. Many organisations have seen mass exits recently because their culture was not built to bring teams together in the face of an event like this. This is despite early evidence, including from 2019, when 50% of employees surveyed by Glassdoor across all countries believed their company should do more to increase diversity. The number is 76% in the same survey conducted post-pandemic.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e788768 elementor-widget elementor-widget-heading\" data-id=\"e788768\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Lack of diversity in organisational culture in 2021: intentional or a miss?\n<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-92b5026 elementor-widget elementor-widget-text-editor\" data-id=\"92b5026\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"blog_content\"><p>It is a safe assumption that there are only a few employers who still don\u2019t see the correlation between motivated and diverse teams and increased productivity. 83% of executives agree that a diverse workforce taps into a diverse client base and innovation, and organisations with diverse boards have 95% higher returns on equity (a Harver Report). Why then is this awareness not transforming into effective action? There are a few reasons:<\/p><div id=\"dqind-1914034123\" class=\"dqind-aftersecondpara\"><\/div><ul><li>Inexperienced leadership for a cohesive diversity and inclusion (D&amp;I) strategy<\/li><li>Insufficient data and tech infrastructure to measure impact of D&amp;I strategies<\/li><li>Lack of faith in technologies like AI to enable diverse teams<\/li><\/ul><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-659bc6d elementor-widget elementor-widget-heading\" data-id=\"659bc6d\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Making data work for you\n<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d37d78b elementor-widget elementor-widget-text-editor\" data-id=\"d37d78b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"blog_content new_blog_content\"><p>The popular adage you can\u2019t manage what you don\u2019t measure is best applied to D&amp;I strategies. Collecting and harnessing data is the first step towards diagnosing inherent biases that prevail in organisations. Each step in the employee lifecycle, from sourcing, verification, selection, and compensation, to engagement, pay, promotion and attrition holds data points that reveal an organisation\u2019s cultural core.<\/p><p>From our experience of handling<span>\u00a0<\/span><a href=\"https:\/\/authbridge.com\/staging\/solutions\/workforce\/white-collar-employee-screening\" class=\"local\" target=\"_self\"><strong>background verification<\/strong><\/a><span>\u00a0<\/span>and onboarding journeys for organisations of different scales, we have a deep understanding of what makes a truly diverse team. The data cues are everywhere \u2014 interviewing individuals from diverse groups versus those who are not from a diverse group, percentage of hires from diverse groups versus industry standards, and financial incentives given to diverse employee groups against those who are not from a diverse group \u2014 are a few places to look at. The challenge, however, is identifying what diversity and inclusion mean for your organisation and building a responsible and inclusive AI that adheres to set standards.<\/p><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c9ac0e7 elementor-widget elementor-widget-heading\" data-id=\"c9ac0e7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Channeling the power of artificial intelligence for diversity and inclusion\n<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b86e320 elementor-widget elementor-widget-text-editor\" data-id=\"b86e320\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"blog_content new_blog_content\"><p>Age, physical abilities, race, ethnicity, gender, and sexual orientation are primary markers of diversity at most organisations. However, there are secondary markers as well that manifest in the form of education, class, language, geography, marital and parental status etc. To make matters more complicated, organisational bias is often found at the intersection of these. A D&amp;I strategy, in the absence of an informed AI accounting for these intersections, can simply not be effective in championing for the diverse pool of employees that modern organisations look to work with.<\/p><p>What then stops many well-meaning organisations from relying on artificial intelligence for an inclusive culture is a very real threat that artificial intelligence, if unchecked, can overtime exacerbate human bias and create more problems than it solves. Therefore, a combination of human + artificial intelligence has emerged as the best way forward. AI-powered systems can be modelled after an organisation\u2019s inclusive values to reach out to a more diverse pool of candidates, scan their resumes faster, verify them against relevant parameters of their diversity marker, and onboard them within a cultural context that they best identify with.<\/p><p>Assimilating convicted and ATS system-neglected minor criminals back into workforce; predictive text, speech-to-text transcription, and voice and visual recognition for people with disabilities, gender neutral interview assessments, training facial recognition systems to work for a racially diverse pool and using attrition trends to identify top employee dissatisfaction areas are some of the examples of a combination of AI+ human intervention that is transforming workplaces. But most crucially, what all these workplaces have in common is a committed and sensitive leadership that pro-actively shapes these technologies to eliminate bias.<\/p><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-31025da elementor-widget elementor-widget-heading\" data-id=\"31025da\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Leadership for the future<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-419f17d elementor-widget elementor-widget-text-editor\" data-id=\"419f17d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"blog_content new_blog_content\"><p>In a PwC survey, 76% organisations agreed that diversity and inclusion is a top priority yet only 26% organisations have D&amp;I goals for leaders. Without goals against which performance can be measured, a diversity effort is bound to be ineffective or go unnoticed by stakeholders. Leaders can start by making a business case for diverse teams and build supportive policies and procedures accordingly.<\/p><p>An effective D&amp;I programme must start by collecting data around the status of D&amp;I efforts today. The next step should be building an inspirational strategy that is officially communicated to all stakeholders. Some of the key questions to answer at this stage are:<\/p><ul><li>Assessing who could be employees\/candidates adversely affected?<\/li><li>Do AI systems, if being used, further their exclusion? Are you solving the problem at the design stage?<\/li><li>Is there a team that will ensure that AI tools are being used for their intended function?<\/li><li>Are there channels for excluded groups to raise complaints? Are there individuals\/teams to hear these grievances?<\/li><li>Is there a provision for regular fairness assessment of algorithms?<\/li><li>Are we investing in the security of AI systems?<\/li><li>Are all stakeholders a part of these communications?<\/li><\/ul><p>Even with a solid diversity and inclusion programme in place, it could be months before an organisation sees the actual impact. But this shouldn\u2019t be considered as a deterrent and should, in fact, be seen as an opportunity to create a long-lasting change. A sustainable diversity movement might take time to build but when solidified, it can work wonders for an organisation\u2019s culture, innovation, efficiency, and growth.<\/p><p><strong>Source:<a href=\"https:\/\/www.dqindia.com\/use-data-artificial-intelligence-diversity-inclusion-hiring-onboarding\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer external\" class=\"external\">dqindia<\/a><\/strong><\/p><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3c5cba13 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3c5cba13\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4c970284\" data-id=\"4c970284\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-5afcf1f4 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"5afcf1f4\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-2be92680\" data-id=\"2be92680\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-6c173f93 elementor-widget elementor-widget-heading\" data-id=\"6c173f93\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Business grows when you build trust in people<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3a013b7 elementor-widget elementor-widget-text-editor\" data-id=\"3a013b7\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span>AuthBridge helps you with fast, friendly, and comprehensive background and due diligence solutions \u2013 smarter in every way.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-580458db\" data-id=\"580458db\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-2825c7e3 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2825c7e3\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-6bf12bc6\" data-id=\"6bf12bc6\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-306dec7c elementor-align-right elementor-mobile-align-center elementor-widget elementor-widget-button\" data-id=\"306dec7c\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Talk to Sales<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-1545004e\" data-id=\"1545004e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3a02649b elementor-mobile-align-center elementor-widget elementor-widget-button\" data-id=\"3a02649b\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#\">\n\t\t\t\t\t\t<span 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class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>How to use data and artificial intelligence for diversity and inclusion in hiring and onboarding Among all the myths about work that COVID-19 has shattered, the biggest has been that employees will keep working at places that don\u2019t value a good culture as long as they are paid well. Many [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":38638,"parent":1221,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"footnotes":""},"categories":[],"tags":[],"industry":[],"assets":[],"product":[],"use_case":[],"region":[],"check_type":[],"solution":[],"class_list":["post-1530","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.13 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Embracing Diversity and Inclusion: The Role of Data and AI in Hiring and Onboarding<\/title>\n<meta name=\"description\" content=\"Discover how data and artificial intelligence can empower organizations to embrace diversity and inclusion in their hiring and onboarding practices. 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