For as long as women have been in the workforce, tolerating sexual harassment has been their cost of earning a living alongside men. Today, it’s a silent epidemic affecting half of the population in a society that has been conditioned to assume ‘that’s just how the world works’. For decades, this misogynist pathology has allowed powerful men to use women as sexual cannon fodder. But the world can no longer ignore this issue; women can no longer remain silent.
The allegations against movie producer Harvey Weinstein sparked a global conversation about the issue of sexual harassment in the workplace, and the culture of silence when it comes to reporting it. Weinstein covered up 30 years of crimes such as demands for sex in return for roles, indecent exposure and rape, with settlements, non-disclosure agreements and blacklisting anyone who tried to report him. As it stands, over 60 women, including A-list actresses Lupita Nyong’o and Angelina Jolie have come forward to add their names to the list of Weinstein’s victims.
The presence of sexual harassment in the film industry is not surprising. It’s part of an age-old custom known as the ‘casting couch’, where Hollywood powerbrokers demand sexual favors from aspiring actresses in return for roles.
Aliki Saragas from the South African advocacy group SWIFT (Sisters Working In Film and Television) says sexual harassment and abuse of women remain one of the biggest struggles in the industry, and the Weinstein scandal only works to highlight what has been an ongoing struggle for women in film and entertainment worldwide. One can be forgiven for thinking the industry has evolved over the years and the casting couch is just a relic from Hollywood’s golden age, but its tactics appear to have lived on in the system created by men like Weinstein.
Courtnae Paul, a dancer and choreographer in the South African entertainment industry, said she had her first casting couch experience at the age of 12 in a studio, where an older, unnamed producer tried to kiss her.
Johannesburg-based scriptwriter Lisa Mncube said that after she reported her sexual abuse, instead of receiving comfort she was treated as “dirty and mischievous”.
The casting couch may be exclusive to this industry, but the idea that women have to endure unwanted sexual advances for career success exists in every field. Sexual harassment is endemic in all workplaces. It’s in the White House and the army, in the media and tech industry, in academia, corporate boardrooms and every institution where there is a power imbalance. A case in point is the financial sector, where men hold the majority of leadership roles.
Anusha Naidoo, who has a senior position in South Africa’s corporate finance sector, says this abuse of power limits women’s opportunities for growth.
“If I’m in an uncomfortable situation, I’m told to get over it or ‘toughen up’ if I want to progress in this field,” she says.
Naidoo recalls an encounter she raised with her superior, which he dismissed as her being too sensitive.
“This is why women in male-dominated industries don’t report their issues, because we fear the stigma might hurt our careers in the long run.”
Johannesburg-based financial planner Samiksha Budhram says men in the financial industry treat the workplace as a ‘boys club’, passing crude and callous remarks about women among themselves, sometimes in the presence of other women.
“The fact that men have the freedom to harass a woman even when she isn’t in the same room is a cruel privilege,” Budhram says. “It’s as if we are invisible.”
The Weinstein scandal has emboldened over 300,000 women worldwide to share their stories of sexual harassment and gender-based violence on social media using the hashtag #MeToo.
What’s important about this thread is that it gives a voice to acts that are public, but silenced by convention.
“Why were you dressed like that? Why did you go there? Why were you there alone? You could have avoided it.”
Because most women have already heard this before, they stay silent fearing no one will believe them.
Sadly, women’s rights are largely marginalized in South Africa. According to Crime Stats SA, there were 51,895 sexual offences reported in South Africa in 2016, just over 142 per day.
SWIFT ran a survey of its own in January this year, outlining gender disparity in the workplace. Of the women surveyed, 23.7% indicated that they had been unwillingly touched in the workplace and 65% have witnessed sexual harassment in the workplace. 71% said they did not have a support structure to report their cases and feel human resources departments don’t care about employees, but rather protect the companies’ interests. Moreover, the majority of these women said there would be no repercussions if the perpetrator was reported because men in the industry protect one another, confirming sexual harassment to be a larger, systemic problem.
This is why Lee-Anne Bac, a director at Grant Thornton Johannesburg, feels there is an urgent need to employ more women in positions of power in the workplace. A Women in Business report released by Grant Thornton early this year shows women in leadership roles have dropped from 27% in 2016 to 23% in 2017, and less than a quarter of businesses surveyed had no women in senior management positions.
“Women are fighting from a position of lack of power, and until the balance is tilted, it will remain a difficult influence change,” Bac says, adding that Africa’s strong patriarchal culture contributes to these difficulties.
But to change a patriarchal culture that has existed for centuries isn’t up to women alone. Sexual harassment is not just a women’s issue, it’s a human issue.
“If there is to be an end to this epidemic, men have to become allies with women and not bystanders,” says Melvin Pather, a lecturer at the University of Cape Town who offers his perspective on how men can help. “If you as a man are in a position to do something, your silence makes you complicit,” he says.
The events that have occurred over the past few months form a watershed moment in how society deals with sexual harassment and assault. All men have a responsibility to lead by example and aim for a culture of zero tolerance and accountability. Once women feel they have a safe platform to voice their issues, more of them will blow the whistle on sexual harassment when and where it happens, and it won’t take decades for powerful men like Weinstein to be held accountable for their crimes. – Written by Cadine Pillay
Not Just Equality, But Recognition Of Excellence
August marks Women’s Day in South Africa, a day commemorating the efforts of more than 20,000 women of all races, who marched to the highest political office in the land, on the morning of August 9 in 1956, to raise awareness around women’s rights and present a petition against the carrying of passes by women, to the then prime minister.
More than six decades on, the call for the equitable treatment and acknowledgement of women’s rights remains a battle for a global community of women – for recognition and also for fair and equitable economic opportunities.
Think back to the recent FIFA Women’s World Cup, where champions, USA, returned home with the trophy but also a very small paycheck for their efforts. During their return tour, their victory was overshadowed by calls from supporters to ensure authorities offer them salaries equal to their male counterparts.
READ MORE | No Longer In The Wilderness
Whilst efforts have been made in this regard, the discrepancies in pay between men’s and women’s football, much like many other sectors, remain too large to ignore.
FIFA, the world governing body of football, doubled the total prize money for the 2019 Women’s World Cup from $15 million to $30 million but it is still a fraction of the $400 million received by players in the men’s tournament last year.
The disparity across sub-Saharan Africa is even more glaring. Despite a great showing from teams represented by Nigeria, South Africa and Cameroon, the reality for many local players is that there are no local leagues. As such, players are expected to train and perform at a professional level while still managing a separate full-time job to pay their bills and make ends meet.
On closer inspection of recent data, one is hit with the enormity of the task at hand. The Global Gender Gap Report published by the World Economic Forum in December 2018, revealed that at the current rate of change, it will take about 108 years to close the overall gender gap and 202 years to bring about parity in the workplace.
This is a long time to wait for parity of any sort – what more for the sports field, the political sphere and new digital industries that are likely to emerge?
As women, we certainly can’t sit by the wayside in hopes of being rescued from this dilemma.
I believe that our focus and rhetoric need to be adapted and realigned. I believe it goes beyond just empowering females, but unlocking economic opportunities for all through the advancement of women.
It’s well documented that female-headed households lead to the advancement of all and everyone wins.
Beyond this, the recent FIFA Women’s World Cup reminded me that while the battle for gender equality remains a major challenge, the real issue is around equal and fair recognition – on the soccer field, in the boardroom and in places of political leadership.
As a society, we should be empowering, supporting and rewarding those who go above and beyond to achieve levels of excellence in their respective sectors.
“We should all be feminists,” a popular quote by Nigerian novelist Chimamanda Ngozi Adichie has a lot of truth to it, in driving the awareness and active citizenry for change.
I believe we should take this a step further and we should all be activists who reward excellence, regardless of race or gender.
Let’s reward excellence! And the economic benefits will naturally follow – for all.
– Gugulethu Mfuphi is an award-winning radio broadcaster, financial journalist, conference moderator and CNBC Africa alumni. She was recently named one of South Africa’s 200 young leaders in media by Mail & Guardian.
No Longer In The Wilderness
Meet the women challenging stereotypes deep in the bush in Botswana’s tourism capital Maun, filling roles conventionally held by men.
For 10 years, until 2018, Botswana had no First Lady, as President Ian Khama was unmarried. Botswana’s first First Lady, Ruth Williams Khama, the wife of Botswana’s first president Sir Seretse Khama, was recognized for her charitable work with women, and the current First Lady, Neo Masisi, is a champion for these causes too.
However, Masisi is also an accountant by profession with an MBA and an impressive resume (United Nations Headquarters in New York, United Nations Economic Commission for Africa and United Nations Integrated Peacebuilding Office in the Central African Republic).
But not just on the frontlines, in the deeper realms of this southern African country and acclaimed tourism destination, there are more women defying stereotypes, especially in its famed safari industry.
In the country’s tourism capital of Maun, at Kwando Safaris, guests visiting the iconic Okavango Delta waterways and predator plains of the Central Kalahari might be surprised to discover that for over a decade, a majority team of women have been behind the operation.
“Having so many women work in the company was never a policy; it just happened that way. I guess that women were just more capable,” says Sue Smart in her office in Maun.
She talks about her role as the Director of Kwando Safaris for 12 years as an accidental occupation, but a gutsy corporate background primed her for the head position.
“Coming to Gaborone as a volunteer, I worked with children impacted by HIV/AIDS. Then I visited the Okavango Delta on holiday. A chain of life events eventually led to me working at Kwando Safaris’ Kwara Camp, volunteering back of house, in the kitchen, with housekeeping – anywhere they needed it.”
Formerly a Director at PricewaterhouseCoopers, with a background in environmental biology, it was a chance meeting with the owner that saw her grow from volunteer to boss in just three months. “In many ways, I was not a conventional fit for this role. I’m not African, a pilot, a guide, or a man, but my background in other areas meant I could run a business – even in the bush.”
Having a woman at the helm has had significant side effects for the company. Many women at Kwando Safaris hold high positions, from the general manager to operations manager to those in reservations to sales and marketing. This unofficial head office policy also extends into the camps in a formal staff management plan, where each lodge has a male and a female camp manager always on duty.
Looking at the origins of tourism in Botswana, it’s perhaps not surprising that (generally speaking) travel in southern Africa has been a male-dominated industry. After all, the very first visitors to Botswana’s wild spaces were rough and tough gun-slinging, trophy-seeking tourists.
The current CEO of Botswana Tourism is a woman and, attesting to the country’s progressiveness, she’s not the first either. Myra Sekgororoane is encouraging about women in the industry saying, “I have not encountered any significant challenges because of my gender. Perhaps, I have been lucky in that the hospitality and tourism industry tends to have a high predominance of females globally.”
According to National Geographic, research shows working women in developing countries invest 90% of their income in their families, compared to the 35% generally contributed by men.
Tumie Matlhware and Ruth Stewart, managers for Travel For Impact, wholeheartedly agree. The Maun-based NGO aims to spread the wealth generated from tourism activities into the community, providing a direct and tangible link between conservation and its benefits.
“We want tourism dollars working beyond the traditional tourism world,” says Stewart, when we meet for coffee at the charming Tshilli Farmstall, another female-run establishment in Maun.
Travel For Impact has a powerful goal, with the slogan of “If every tourist who slept in our beautiful country paid 1 USD for every night they spent here, we would raise in excess of 300,000 USD per year”.
By partnering with exclusive lodges, camps, tour operators and hotels in Botswana, funds generated are put into local community partners, such as support for basket-weaving cooperatives. Looking at the company profile, the NGO funds many projects that support women.
Stewart shares the scientific standpoint endorsed by National Geographic, saying: “Women are the backbone of the community. If you support women, it gets passed down. They buy food, school supplies and more. They are the pillars of society.”
The corporate social responsibility choice at Kwando Safaris concurs. Smart believes that “the ultimate saviors of animals are people, which is why we sponsor the grassroots initiative, Mummy’s Angels, instead of a more usual conservation project”.
Mummy’s Angels started in April 2018, spearheaded by three women in Maun, to empower mothers with newborns who have little by way of financial support.
“We had second-hand clothes and other baby items in good condition and wanted to donate somewhere it would make a difference,” says one founder, Rochelle Katz.
Feisty And Fearless Pioneers Thandi Ndlovu & Nonkululeko Gobodo
Thandi Ndlovu and Nonkululeko Gobodo, moulded by South Africa’s apartheid past, tore their way into male-dominated sectors , leading them boldly through a quarter century of democracy. Failure was never an option.
On a sunny winter’s afternoon in a quiet suburb of Randburg in greater Johannesburg, a second white Mercedes-Benz pulls up in the driveway of a photographic studio, and finds a shady spot to park.
Already seated next to a pool glinting blue in the sunlight, an elegant woman dressed in black and white sips green tea and talks about her early life growing up in the former Bantustan of Transkei in South Africa.
Absorbed in recounting her story, she looks up as a tall, slender woman, also in a chic black and white ensemble, walks towards her. The two women beam in recognition. They are here to be photographed by FORBES AFRICA and to share their unique stories as businesswomen in two traditionally white male-dominated sectors – auditing and construction.
This year, South Africa celebrates 25 years of democracy. As the country started shaking off the shackles of oppression in the 1990s, both these women embarked on their paths to greatness. Both had been moulded by the harsh final years of apartheid, gaining the strength and conviction to fight for what they believed in.
In the process, they built successful businesses, changed perceptions and became role models.
And as with all stories of achievement, their journeys came with times of adversity.
Nonkululeko Gobodo: The visionary in auditing
As a young girl, Nonkululeko Gobodo had very low self-esteem. She was shy and quiet and as the middle child in a family of five children, she felt overshadowed by her very outgoing older siblings. Her mother made it clear that she thought Gobodo wasn’t “going to amount to anything”.
Yet, there were factors in her upbringing, at home and in her community, which shaped her and prepared her for a future as a captain of industry.
Her mother was very hard on her. “I’m someone who needs affirmation and she did the opposite of what I needed. Fortunately, my father was doing that, he was doing the affirmative things.”
As an educator, her father was excited when she achieved “goodish” results at school, even slaughtering a sheep in celebration.
“When my parents were running shops, I used to be the one who would help in running the shops during the holidays. And I was quite young to be given the responsibility. My mother was literally taking a holiday, and I would run the shop perfectly, no shortage or anything like that. So, in spite of the fact that she was too hard on me, she must have thought she was nurturing this talent and making me strong.”
Growing up in the then independent Transkei (now the Eastern Cape province of South Africa), Gobodo was largely sheltered from the impact of apartheid in other parts of the country.
“I lived in this world where you were sort of cushioned from what was happening in South Africa. So you were socialized to be a fighter, to be strong. My parents used to say that we should never allow anybody to tell us there were things we cannot do,” she elucidates.
It was an everyday thing to see black people running a variety of formal businesses like hotels, garages and wholesalers.
“I suppose I was very fortunate in that I was raised by these parents who were in business, who were working very hard during those times and with very strong personalities, both of them. Within the Xhosa tribe itself, although there is patriarchy and all that, Xhosa women are very strong and they are sort of equal partners with their husbands.”
Still very young, Gobodo fell pregnant. Her parents insisted on marriage. The marriage would end several years later, after the birth of three children, when she was 34 years old.
While taking a gap year working at her father’s panel-beating shop in Mthatha (then Umtata), during her first pregnancy, Gobodo discovered her calling. While her parents thought she would be well-suited to a career in medicine, she found joy in accountancy.
The gap year also revealed her innate strength to stand up for what she believed in. For the first time, she encountered racism. White managers remained in place when her father bought the business from the Transkei Development Corporation (TDC).
“They were really so upset by these black people who had taken over this business, and they were just bullying everyone. So I was able to stand up to them and then I realized I’m actually smart, I’m actually not this thing that my mother was saying, that I’m not just smart, but I’m strong, I’m tough, I can stand up to these men during apartheid years and it was not because my father owned the shop, but it was this thing of suddenly discovering who you are for the first time and just waking up to who you are and suddenly knowing what you wanted to do. Oh wow, accountancy, I didn’t know about that,” she smiles.
She was also inspired by the fact that black auditors did the books for her father’s business. They were WL Nkuhlu & Co, owned by Professor Wiseman Nkuhlu. Her father supported her decision to study BCom and she enrolled at the University of Transkei (now Walter Sisulu University).
Gobodo became a star performer at university and her confidence grew. After qualifying, the university offered her a junior lectureship. While there was no racism in the academic environment, it was here that she had her first taste of gender discrimination. A male colleague instructed her to do filing. She thought this was ridiculous considering her position, and she refused. He treated her as an equal from then on.
“I made a decision to fight the system differently,” she says. “I was sure there was no system that would determine who I am and how far I can go. I used to say this mantra to myself: ‘Your opinions of me do not define me. You don’t even know who I am’. So I never allowed those things to get to me.”
Early on, she already had a vision to have her own practice, so she was not distracted by her peers complaining while doing their articles. She was determined to take advantage of the opportunity to get the best training she could get. “Those guys never became chartered accountants, so it was a wise thing not to join them,” she smiles.
In 1987, she made history when she became South Africa’s first black female chartered accountant.
Working at KPMG, she grew to rapidly build her own portfolio of challenging assignments.
“It was my driving force right through life to prove to myself and others that there was nothing I couldn’t do. And for me, being black really gave me purpose. I can imagine that if I was living in a world that was readymade for me, life would have been very boring,” she says.
She was offered a partnership eight months after her articles. She would be the first black partner, and the first woman. It was very tempting. But she remembered her vision to start her own practice and taking the partnership would be “the easy way out”.
So she moved on to the TDC, where at the age of 29, she was promoted from internal audit manager to Chief Financial Officer within three months. Again in 1992, she decided to break “the golden chains” of the TDC to pursue her destiny. But first, she restructured her department and empowered five managers; thoroughly enjoying the work of developing leaders, and setting the tone for the business she runs now – Nkululeko Leadership Consulting.
At the time, her father questioned her decision to leave such a lucrative position to take the risk of starting a business. “Everybody was so scared for me and was discouraging me. I realized these people were expressing their own fears. I have no such fears. And it’s not saying I’m not fearful of the step I am taking, but I’m going into this business to succeed.”
The best way to do that was to step into the void without a safety net. So, no part-time lecturing job to distract her from her vision. “If I had listened to them, how would I have known that I could take my business this far?”
She describes herself as a natural entrepreneur. Yet, the responsibility of leading a business is not a joke.
“It sobers you up,” she says. “You realize you have to make this work, otherwise you’re going to fail a whole lot of people. But when you have the courage to pursue your dream, things sort of work out. Things fall into place.”
Eighteen months into the practice, she took on a partner and felt an “agitation for growth”. It came with a “massive job” from the Transkei Auditor General, and things changed overnight. With only four people in their office, they now needed 30 to complete the assignment and they hired second and third year students who attended night lectures at the university.
“At that time, as a black and a woman, you had to define your own image of yourself, and have the right attitude to fight for your place in the sun. And I can’t take for granted the way I was socialized and raised by my parents. My father was such a fighter. And he shared all his stories at the dinner table. He used to say in Xhosa: ‘who can stand in front of a bus?’, so you just have those pictures of yourself as a bus. Who can stand in front of me and my ambitions in life,” she laughs.
This self-confidence, belief in herself, direction, purpose and her clear vision steered her ever further.
“Unfortunately, I had a fallout with my partner Sindi Zilwa [co-founder of Nkonki Inc, a registered firm of auditors, consultants and advisors], and that was a hard one, a very difficult one. I used to say it was more difficult than my divorce, because that happened almost at the same time. First, the divorce started and a few months later, I divorced with my partner,” she says.
“It was a lonely time. It is amazing that out of hardship, we find an opportunity to grow and move to the next level.”
She went on a five -week program with Merrill Lynch in New York in 1994. On her return, she saw herself being cut out of negotiations to establish a medium-sized black accounting firm. While these plans were scuppered now, her vision still survived and no one could take that away from her.
She approached young professionals who were managers at the big accounting firms in Johannesburg to join her. “But you can imagine, they were young, they were fearful. It took about eight months to persuade and convince them.”
Gobodo understood their fears as she herself had to overcome her doubts about moving from a small community in the Transkei to the big city. But the visit to New York had helped her overcome her fear. If she could make it there, she could make it anywhere.
Gobodo Incorporated was established in 1996. It was the third medium-sized black accounting firm.
The others were Nkonki Sizwe Ntsaluba and KMMT Brey.
She believes that providence has always sent “angels” to her at the right time in her life. Peter Moyo, a partner at Ernst & Young at the time, gave his time and invaluable experience leading to the establishment of Gobodo Incorporated. Chris Stephens, who was the former head of consulting for KPMG, facilitated bringing a fully-fledged forensics unit to the firm. They took up a whole floor at their new Parktown, Johannesburg offices instead of the planned half-floor.
From a small practice in Mthatha, Gobodo Inc. grew to a medium-sized company with 10 partners, 200 staff and three offices – in Durban, Cape Town and Johannesburg. It was an exciting time.
Gobodo firmly believes that visions are not static. Once a summit is conquered, there will always be another one waiting for you.
The next summit beckoned her 15 years later. Black Economic Empowerment (BEE), a program launched by the South African government to redress the inequalities of apartheid, was firmly established and accounting firms were compliant, and Gobodo Inc. started losing out on opportunities as previous joint-audits done in partnership with the big accounting firms fell away.
She started talks with Victor Sekese of Sizwe Ntsaluba to merge the two medium-sized firms.
Again, people questioned the wisdom of the move. What if the market was not ready for a large black accounting firm?
There was somewhat of a culture clash when the “somewhat older, disciplined, bottom-line” Gobodo Inc. and the “younger, more creative” Sizwe Ntsaluba teams came together. A new culture combining the best of both emerged. Ironically, while no people were lost during the merger, some were uncomfortable with the culture change and left.
In the beginning, “a lot of sacrifices had to be made to make this thing work. Like the name. My partners were saying Nonkululeko’s name should be in front because she’s the only remaining founder,” explains Gobodo.
Sizwe Ntsaluba wanted their name up front, and it was a deal-breaker. She decided the vision was bigger than her and she wouldn’t allow anything to jeopardize it. The company name was agreed on: SizweNtsalubaGobodo. The business grew to 55 partners and over 1,000 staff.
“I think we underestimated how hard it would be,” she says. “Mergers are difficult in themselves, around 70% of mergers fail. People were laughing at us saying ‘ah, black people, they’re going to fight amongst each other and fail’, so we were determined not to fail. Failure was not an option.”
When they did their first sole tender, “you could smell the fear in the passages. There was so much fear”. Then the call came from the chair of the audit committee of Transnet to say the board had decided to appoint SizweNtsalubaGobodo as the sole auditors.
Gobodo had led the way to the establishment of the fifth largest accounting firm in South Africa. Her vision had been realized.
“It was just so fulfilling, really so fulfilling,” says the grandmother-of-three. “So it was time to move this thing forward.”
She was the Executive Chairperson and Sekese was the CEO. She commissioned partners to find the best governance structure for the firm. Their recommendation was for one leader to lead the firm forward, and a non-executive chair.
“That was going to be boring for me. If I was not going to be part of driving this vision forward, it was time for me to leave,” Gobodo says. “There comes a time that the founders must leave and hand over to the next generation.”
Although she had achieved her dream, it was not easy to let go. The separation took three months.
“I learned a lot about letting go at that time. We have to let go layer by layer. I had to accept that they would do what they had to with the legacy. And here they are now, having merged with Grant Thornton. The dream was to be a true international firm, and now with SNG Grant Thornton, it is still basically a black firm going into the continent. The dream does not die. This is still a black firm taking over an international brand.”
Gobodo now heads Nkululeko Leadership Consulting, a boutique, black-owned and managed leadership consulting firm. Here, she can live her passion for developing leaders. She also sits on the boards of PPC and Clicks. The future awaits her with more promise.
Side bar: ‘The World Is Not Kind To Strong Women Leaders’
What were the greatest challenges she faced during her career?
“Making a success of your life in the South Africa of the past. As a black person, you always started from a place of being dismissed, as a woman, you always started from a place of being dismissed. So you had to be true to yourself and find yourself for you to be able to succeed. And that was hard. I don’t want to make it as if it was easy.
“The second thing was being a strong woman leader. The world is not kind to strong women leaders. And for me, being a strong woman leader was the hardest thing because both men and women don’t accept a strong woman leader. So you have this big vision, you are driven, you have to move things forward and if you’re a strong man, you’re accepted.
“But if you’re a strong woman, you are not. So you had to grow up and mature and try to find that balance of still moving people forward to achieve your vision, because I realized early that I would not get to the finish line without them. I could not leave them behind. So I always had to find that balance and sometimes, I didn’t do it well.
“Because there was this urgency of moving forward and you have to drag people with you. And they didn’t take kindly to that. Do I regret it? No, not really. I don’t think I would have achieved what I had. I had been given these gifts as a strong woman for a reason. I just feel sorry for strong women leaders, because it is still not easy for them today.”
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