SUPPORTING INTERSEXINCLUSION IN THE
WORKPLACE

About Out & Equal

About interACT

Out & Equal is the premier organization working exclusively on LGBTQ

interACT is an intersex-led national U.S.- based advocacy organization

workplace equality. Through our worldwide programs, Fortune 500

founded in 2006 to advocate for the human rights of intersex youth

partnerships and our annual Workplace Summit conference, we help

while raising awareness and promoting intersex inclusion.

LGBTQ people thrive and support organizations creating a culture ofbelonging for all.
We partner with Fortune 1000 companies, government agencies,
and organizations across industries and diverse missions to provide
LGBTQ executive leadership development, comprehensive D&I training
and consultation, and professional networking opportunities that build
inclusive and welcoming work environments.

We partner with various LGBTQ+, legal, and human rights
organizations in efforts to change laws and policies to protect intersex
bodily autonomy.
interACT’s goal is to promote intersex wellbeing with a focus on ending
harmful, medically unnecessary, and non-consensual surgeries onchildren born with intersex traits.

Out and Equal works with executives, HR and D&I professionals, andLGBTQ+ employee resource group (ERG) leaders to strengthen theirrole as internal change agents, bolstering their effectiveness andhelping them incorporate and advance best practices in Diversity &Inclusion work.
We believe equality is about more than checking off boxes. And weknow inclusion requires more than a set of directions. It’s about creating
spaces that celebrate and foster growth for every kind of employee,
where leadership is made up of different people with diverse
perspectives.
Our goal is to challenge organizations to live into their values
every day and transform workplaces. Together, we can develop an
environment where everyone can thrive.

2

Around the world, leading employers have sought to create more inclusive workplaces for their
LGBTQ employees. Developing meaningful programs to support intersex employees and intersex
family members of employees is more than simply adding the “I” to the LGBTQ acronym. This guide
is intended to walk employers through concrete changes they can make to support full intersex
inclusion. Inclusive workplace cultures drive performance, retention, and productivity.
—Deena Fidas, Out & Equal

Intersex people aren’t rare but we’re often rendered invisible. Workplace
support is a tremendous step forward not only for individual intersex
employees, but also their loved ones who often also struggle with a lackof recognition surrounding this population’s specific needs.
—Kimberly Zieselman, Executive Director of interACT

Authors
Kimberly Zieselman, JD, Executive Director, interACT
Alesdair Ittelson, JD, Law & Policy Director, interACT
Deena Fidas, Managing Director | Chief Program and Partnerships Officer, Out & Equal
Madelyn Gelpi, Senior Manager of Stakeholder Engagement, Out & Equal
Madeline Perrou, Senior Associate of Communications, Out & Equal
Design by: Maddison Leroy, Senior Manager of Communications, Out & Equal
This following resource was co-authored by Out & Equal Workplace Advocates and interACT.

3

Table of Contents
Introduction

5

Building Foundational Knowledge• What is Intersex?
• What is the Connection Between LGBTQ and Intersex?
• How is Intersex Status Different than LGBTQ Identity?

6

The Business Case for Intersex Inclusion

9

Achieving Intersex Inclusion in the Workplace• Nondiscrimination Policy• Diversity, Equity & Inclusion/Human Resources• Employer-Provided Health Insurance• Self-Identification• Dress Codes• Facilities• ERG Engagement• Allyship

10

The Importance of Corporate Advocacy for the Intersex Community

17

Closing

18

Resources

19

Timeline of Intersex Advocacy in the United States

20

4Introduction
Many leading global employers are in their second and eventhird decade of meaningful policy, practice, and benefitschanges to make their organizations more equitable for lesbian,gay, bisexual, transgender, and queer (LGBTQ) employees.
While globally, the human rights of the intersex community areoften advocated for alongside and within those of the LGBTQ
community, many well-intentioned employers have not fully
understood the needs and considerations of intersex employees
and intersex family members of employees.
Intersex people have existed throughout history and withinall cultures, and intersex variations are more common thanmany realize. A full 1.7% of the population—more common
than identical twins, and larger than the whole population ofJapan–has an intersex variation.1
A note on terminology: Intersex is both a physical variationthat people have and/or a term of identity. It’s important tonote that some people may in fact have intersex variation but
do not use “intersex” as a category of self-identity.
Globally, the movement for specific protections and rights forintersex people has continued to advance. In 2019, the European
Parliament’s adopted a landmark resolution which condemned

non-consensual surgery on intersex individuals and called on
the EU Commission and Member States to implement legislationthat specifically addresses discrimination against intersex
individuals.2 Most recently—in what was considered an historic
step forward for the global intersex community—34 countries
released a joint statement in October 2020 which called
upon the Human Rights Council to “investigate and addresshuman rights violations against intersex people.”3 Earlier
this year, a Chicago hospital vowed to stop performing
non-consensual surgeries on intersex people and evenpublicly apologized for the harm it inflicted on its
intersex patients—a first in US history. Following thisdecision and marking another major victory for intersex
rights, Boston Children’s Hospital also announced theywould no longer perform certain non-consensual surgeries
on intersex children.
As the intersex movement grows and receives greater visibility,
workplace inclusion is a critical step moving forward. The following
guide, co-authored by interACT and Out & Equal, is intended tosupport employers in raising awareness about intersex identity, theintersex community and catalyze actionable steps for creating
more inclusive, supportive workplaces.

5Building Foundational Knowledge
When developing initiatives to support intersex employees in the workplace, employers should first understandfoundational knowledge around intersex variations. The following section provides key information on intersex
experiences and to clarify frequently held assumptions.
What is Intersex?
Intersex is an umbrella term used to refer to people born withdifferences in their sex traits or reproductive anatomy. There
are many possible ways to be intersex—in fact there are atleast 40 different recognized specific variations under theintersex umbrella. Intersex refers to differences in genitalia,
hormones, internal anatomy, or chromosomes that transcend
the assumed binary male/female body. While some intersex
traits are noticed at birth, others don’t appear or aren’t
discovered until later in life.

Intersex status is not inherently harmful to a person’s health.
However, at a very young age, intersex people are often
forced or coerced into surgical procedures which change
their bodies to appear “normal.” These “corrective”
irreversible procedures may cause a number of harms
including: damage to future sexual and reproductive function,
urinary complications, psychological distress, and/or amisalignment between sex assignment and an intersex
individual’s gender identity.

Approximately 1 in 2,000 babies (0.05% of all people) areborn with visible genital differences that put them at risk
for unnecessary surgery in infancy.4 Variations that may not
be obvious at birth can mean that the risk of unnecessary
surgery arises later in childhood.

6Building Foundational Knowledge
What is the Connection Between LGBTQ
and Intersex?
The “I” for intersex has been increasingly included as a partof the LGBTQI broader movement. In different parts of theworld, the reason for the incorporation of the intersex, or “I”
as a part of “LGBTQI” has varied. In some parts of the globe,
adding “intersex” was considered to be a “logical step”
after adding “T” to LGBTQ, while in other areas adding the“I” was driven by governments and institutions.5
Intersex and LGBTQ advocacy is aligned throughout muchof the world because of similar challenges facing bothcommunities in understanding and representation. While theLGBTQ and intersex communities have distinct needs andexperiences, both have a common cause in fighting for therights of those who do not fit society’s traditional binary
norms and expectations around sex, sexual orientation, andgender identity. Furthermore, the discrimination faced byintersex people is often heavily rooted in the same pervasive
homophobia, transphobia, and stigmatization that continues
to harm the LGBTQ community.
Both transgender and intersex people have a shared interest
in autonomy and grapple with the loss of decision-making
authority over their own bodies. Further, just like LGBTQ
people have been subjected to harmful conversion therapy
in an attempt to erase their healthy variations of sexuality
and/or gender identity, intersex people continue to be
subjected to interventions that try to erase their intersex
status by “fixing” physical differences without their consent.

7Building Foundational Knowledge
How is Intersex Status Different than LGBTQ
Identity?
Intersex status is a form of bodily diversity, which relates
to physical or biological variations and the subsequent
experiences related to these variations. This is distinctly
different than LGBTQ identity, which concerns one’s sexual
orientation and gender identity. Employers should notethat the differences between LGBTQ identity and intersex
status translate into different needs and experiences in theworkplace for both LGBTQ and intersex employees.
• Understanding Intersex versus Gender Identity:
A person who is intersex was born with one or morevariations in their physical sex characteristics, whereas atransgender person has a gender identity that is different
than the sex they were assigned at birth. Intersex babies
are typically assigned either male or female at birth, justlike non-intersex babies. An intersex person could becisgender if they grow up to identify with the sex they

were assigned at birth, or transgender if they do not. Someintersex people are non-binary, but most do identify as
either male or female. It is important to remember thatsomeone who is intersex is not necessarily transgenderor non-binary just because of their intersex status. Always
trust the individual as an expert on their own body andidentity.
• Understanding Intersex versus Sexual
Orientation: Sexual orientation refers to an individual’s
experiences of romantic and/or sexual attraction toothers. Lesbian, gay, bisexual, asexual, pansexual, andheterosexual are examples of orientations. Intersex is nota sexual orientation, and there is no necessary connection
between intersex traits and sexual orientation.

8

The Business Case For Intersex Inclusion
Efforts to support intersex inclusion in the workplacecreate safer, more authentic environments where intersex
employees and those with intersex family members canthrive. Greater awareness can decrease experiences ofstigmatization, as well as other instances of harm that
can have a negative impact on individual well-being
and business outcomes. Furthermore, intersex-affirming
workplace cultures may encourage employees to feel more
comfortable disclosing their intersex status, and, in turn,create more visibility in the workplace.

With greater visibility, comes greater levels of awarenessand understanding around the intersex community. As withany Diversity, Equity, and Inclusion (DEI) effort, leading
employers should stay ahead of the curve and proactively
support intersex awareness and inclusion.

While there is still very little research on intersex
experiences in the workplace, research consistently
demonstrates the benefits of building cultures of inclusion
and belonging in the workplace for all employees. Across theboard, inclusive workplace environments drive performance,
productivity, retention, and well-being. Furthermore, inclusion
impacts the bottom line, as inclusive policies and practices
are associated with higher company value, productivity, andprofitability.6

9

Achieving Intersex Inclusion in the Workplace
Like everyone else, intersex employees require respect,support, and the right to work free from discrimination orharassment. In building more inclusive workplace cultures forintersex employees, it is not advisable to begin by adding
the “I” to your LGBTQ acronym and programs without firsttaking important steps to authentically reflect an intersexinclusive workplace. The following recommendations highlight
key action items employers can implement in building truly
inclusive workplace cultures for their intersex employees
before adding the “I”:
1. Provide an intersex-focused training led by intersex
individuals or an intersex organization;
2. Prepare company materials to be intersex-inclusive(including HR and outward-facing materials); and3. Ensure all non-discrimination efforts specifically include
intersex.

Nondiscrimination Policy
Intersex is a covered category under nondiscrimination
provisions that prohibit discrimination on the basis of sex. Thisis because intersex variations are differences in sex traits;
therefore, discriminating against someone on the basis of theirintersex status is discrimination on the basis of sex. All employers
should understand their legal obligations to safeguard against
sex-based, and therefore, intersex-based discrimination.
Nondiscrimination policies that include “sex” should expressly
include “sex characteristics” to ensure clarity in expectations
across the workforce. This is the most inclusive terminology torefer to people with intersex traits, as it encompasses those whohave variations in their sex characteristics but may not identify
with an intersex label. Adding intersex status in nondiscrimination
policies is helpful, but making sure all definitions of sex include“sex characteristics” is essential. To fully support intersex
employees and to fortify the workforce’s shared understanding ofintersex identity vis-à-vis nondiscrimination policies, “intersex”
should be included in any nondiscrimination trainings and any
relevant onboarding materials.

10Achieving Intersex Inclusion in the Workplace
Diversity, Equity & Inclusion/Human Resources  Employers should proactively take steps to build inclusive
workplace environments for their intersex employees throughtheir diversity & inclusion initiatives. The following provides
recommendations on how to weave intersex inclusion into
DEI/HR strategies.
• Maintain strict confidentiality in managing employees’
personal data and records to ensure intersex individuals
are not inadvertently outed to coworkers. Advise
employees that non-consensual disclosure of medical
and/or identity information is prohibited.
• Include comprehensive information on intersex within
LGBTQI inclusion trainings. Training and policy education
should be required for employees in the onboarding
process and for all managers periodically.

• Materials that include education around intersex issues
should be readily available for staff on the company’s
intranet and other educational platforms hosted by thecompany.
> Ideally, trainings and education on intersex inclusion
will be advised by trainers who are themselves intersex
or materials developed by those with experience.
• Provide intersex resources to HR and Diversity leaders tobuild awareness of intersex issues.
• Provide definitions of intersex within HR policy
documentation.
• Build intersex inclusion into recruitment initiatives.
> Recruit through the intersex community. Advocacy
and peer support organizations like InterConnect andinterACT may be able to share job openings with theirnational networks of intersex community members.

11

Achieving Intersex Inclusion in the Workplace
Employer-Provided Health Insurance   Many intersex employees may require intersex-specificmedical care in adulthood, including follow-up care likerevisions of earlier surgeries and/or hormonal replacement
therapy to address poor outcomes of non-consensualinterventions they may have experienced in childhood.
Employer-provided health insurance should cover theseimportant services, as well as gender-affirming care,preventative care, or other care that intersex employees mayneed irrespective of their previous medical or surgical history.

pressured into making irreversible decisions about theirchildren’s bodies before the child can choose what, if any,
medical procedures they desire. After resolving the plan
stipulations with the insurer and/or TPA, it is important tohave this information readily available to enrollees within
the organization.

It is also important that Benefits leaders communicate with
their insurers and third-party administrators (TPA) to ensure
their plans are not contributing to unnecessary surgicalinterventions on intersex infants, which have been deemeda human rights violation (and even a form of torture) byinternational human rights organizations like the UN. While
doctors may act with the best intentions, rushing to “fix”
an intersex child’s bodily difference most often does much
more harm than good. Unfortunately, parents may feel12

Achieving Intersex Inclusion in the Workplace
Self-Identification
Collecting demographic on intersex employees throughinternal surveys, employee records, or other by othermeans should be done with careful consideration. Similar
to LGBTQ data collection initiatives, employers should
guarantee the optional nature of the questions, dataprotection and privacy, as well as haveclarity on the purpose of the datacollection and ultimate use. It is not advisable to take on
LGBTQI data collection before a very strong foundationof non-discrimination, employee awareness and data
use is established. Should an organization be ready tocollect this data, interACT has helpful tips on how tophrase these questions and optional answers.

13

Achieving Intersex Inclusion in the Workplace
Dress Codes
The purpose of company dress codes is not to enforce
gendered attire for employees, but rather to ensure thatthey are dressed in professional and functional wear.
Simple changes in a dress code policy can ensure that
attire is appropriate without enforcing gendered binaries
on employees, which can alienate transgender, nonbinary, and, sometimes, intersex employees. To ensure yourcompany’s dress code is inclusive, replace gendered dress
code policies with simple guidance concerning principles
of general professionalism.

Facilities
Intersex individuals may desire greater privacy in communal
restrooms or shared spaces like locker rooms. In these
instances, offering alternatives, like a single-stall restroom
or changing space, can provide safe and comfortable
places for intersex individuals or other employees (liketransgender or non-binary employees) who may prefer
this option. At the same time, intersex employees, as wellas transgender or non-binary employees, must never berequired to use different facilities than their peers. In thecase of sex-segregated facilities, all employees should beallowed to access the facilities that they deem appropriate
for themselves, without restriction or harassment.
Furthermore, individuals should never be asked invasivequestions about their bodies when attempting to accesssuch a facility.

14

Achieving Intersex Inclusion in the Workplace
ERG Engagement  
ERGs are vital mechanisms to foster cultures of belonging and provide educational spaces within organizations. ERGs areoften responsible for getting the conversation started on emerging topics and important issues in the workplace.
• Elevate intersex voices and raise awareness of the intersex community. ERGs should implement programming that
focuses on intersex awareness and education in the workplace. This can include:> Partnering with an intersex organization to provide a training or lunch andlearn session with the ERG.
> Provide reading materials and/or video content around intersex
issues and discuss as a group.
> Schedule programming around intersex awareness on
key intersex calendar dates: Intersex Awareness Day

15

Achieving Intersex Inclusion in the Workplace
Allyship  
While implementing inclusive policies and practices are
crucial in fostering cultures of belonging for the intersex
community, allies also play a pivotal role. Here are a few
ways to demonstrate allyship towards intersex colleagues:• Allyship for intersex people means not assuming
everyone shares the same physical traits or bodily
experiences (such as having a menstrual period or theability to become pregnant) based on presumed gender.
• Intersex people aren’t a joke or a punchline. Act if
confronted by humor or comments aimed at or about
someone or a group because they are intersex.
• If you meet someone who is intersex,
let them share the information theywish to share. Don’t ask about theirbodies or what procedures they’ve
undergone. Respect their privacy
and their journey.

• Show up as an ally for the intersex community by
amplifying intersex stories and voices. Notice areas
where intersex issues are not addressed or recognized—
do your best to elevate and support where you can.
• Listen carefully to intersex colleagues and the intersex
people in your own networks and follow their lead.
It’s important to learn directly from intersex people.
However, it’s also important to not rely on intersex
people to do all the work for you. Take time to educate
yourself by reading intersex resources and books,
connecting with an intersex organization, conducting
online research, and more. For more information
about the intersex community, visit the
Resources section of this resource.

16

The Importance of Corporate Advocacy
for the Intersex Community
Much like the LGBTQ community, intersex employees needclear messages of support and awareness from employers.
This is especially important, as intersex issues do notreceive nearly as much attention as LGBTQ issues despite
intersex traits being a relatively common occurrence andaffecting a significant amount of the global population.
Here are a couple of ways to ensure your company isadvocating for the intersex community:• Maintain an organizational awareness of the issues that
may be affecting your intersex workers by following or
subscribing to mailing lists of intersex-focused policy
organizations that do not have a financial stake incontinuing to perform non-consensual surgeries.
Here are a few:
> interACT: Advocates for Intersex Youth> Intersex Justice Project> InterConnect• Take a public stance in support of the intersex community.
An employer’s external engagement in supporting theintersex community can be critical in instances in which
policy issues arise. Major companies have played asignificant role in advancing LGBTQ inclusion acrossthe globe and possess a similar opportunity to make an
impact in advancing intersex awareness and inclusion.
Encourage your company to speak out and take apublic stance on issues affecting the intersex community.
For information on staying up to date on policy issues
concerning intersex employees, contact interACT at
info@interactadvocates.org.
• Employers have established deep, authentic connections
with the LGBTQ community at-large through partnerships
with LGBTQ non-profits and civil society organizations
Similarly, employers should seek out intersex-led
organizations and events for partnership to betterfamiliarize themselves with the community.

> Intersex Campaign for Equality

17

Closing
The invisibility of the “I” is changing, and employers must ensure diversity and inclusion
initiatives demonstrate an awareness of and implement best practices concerning
the intersex community. By utilizing the information and practices includedin this guide, employers, individual leaders, and employees are better
positioned to create cultures of belonging for their intersex employees.
Please stay in touch with us at hello@outandequal.org to share yourapplication of these practices and any feedback you have on thisresource and/or your employer’s experience.

18

Resources
Intersex, Gender, and LGBTQIA—interACT  
https://interactadvocates.org/faq/intersex-lgbtqia/
Intersex 101: Everything You Want to Know—interACThttps://live-interact-advocates.pantheonsite.io/wp-content/
uploads/2017/03/INTERSEX101.pdf
What We Wish Our Friends Knew—interACThttps://live-interact-advocates.pantheonsite.io/wp-content/

19

Timeline of Intersex Advocacy in the United States
1960s: Dr. John Money of Johns Hopkins
University develops a medical paradigm of“correcting” intersex children in infancy bysurgically altering their bodies to comply
with a female or male binary system. Soon
this model is in place at every US Children’s
hospital.

1997: David Reimer, who was surgicallyassigned female after a circumcision
accident by Dr. Money at Johns Hopkins, andwhose John/Joan case formed the basis
for much of the argument for early genital
surgery, publicly renounced Dr. Money after
rejecting his female assignment at age 14.

1993: Cheryl Chase founds the Intersex
Society of North America to “end shame,secrecy, and unwanted genital surgeries forpeople born with an anatomy that someone
decided is not standard for male or female.”

1998: The Gay and Lesbian Medical
Association (now GLMA: HealthProfessionals Advancing LGBT Equality)
passes a policy resolution calling for
research on outcomes of genital-normalizing
surgery, full disclosure of risks andalternatives by physicians to parents ofintersex children considering surgery.

1996: Intersex activists protest treatment
of intersex children at the annual conventionof the American Academy of Pediatrics in
Boston, MA. That date (October 26th) has
since been deemed International Intersex
Awareness Day.
1996: In response to the activists, the AAP
publishes a position advocating early genital
surgeries.

2005: The San Francisco Human
Rights Commission issues a “A Human
Rights Investigation into the Medical“Normalization” of Intersex People”

2006: Anne Tamar-Mattis founds
Advocates for Informed Choice, nowinterACT: Advocates for Intersex Youth, thenation’s largest organization dedicated tointersex advocacy.
2013: The American Academy of Pediatrics
advocates psychological care prior to
any surgical intervention in the case oftransgender youth.
2015: Lambda Legal files suit against the
US State Department to recognize intersex
plaintiff Dana Zzyym’s right to a non-binary
passport.
2016: The Office of Civil Rights of the US
Health and Human Services issues a final ruleinterpreting the non-discrimination provisionof the Affordable Care Act to prohibit
discrimination on the basis of intersex traits.
2017: Three former US Surgeons Generalissues a white paper calling for an end to
medically unnecessary interventions on
intersex children.

20

Timeline of Intersex Advocacy in the United States
2017: Physicians for Human Rights
condemns non-consensual surgery.
2017: Human Rights Watch publishes thefirst in-depth report on intersex issues in
the United States, “I Want To Be Like Nature
Made Me.”
2018: The American Academy of Family
Physicians condemns non-consensual surgery.
2018: California passes the first everstate legislation naming the human rights
violations facing the intersex population andcalling children born with variations in sex
characteristics “a part of the fabric of ourstate’s diversity to be celebrated rather thanan aberration to be corrected.”
2018: The Michigan Medical Society
becomes the first state medical association
to pass a resolution opposing unnecessary
surgeries on intersex infants.

2019: The Equality Act is updated to
explicitly prohibit discrimination on the basisof sex characteristics/intersex status.
2019: California, New York, Iowa, Texas, andConnecticut all consider state-level bills toprotect intersex bodily autonomy.
2019: Cook County, IL adopts a resolution
recognizing the harmful interventions
occurring on intersex children in the US,
including in Chicago.
2019: The Massachusetts Medical
Society becomes the second state medical
association to pass a resolution in favor ofintersex children’s bodily autonomy.

2020: NYC Council considers a bill thatwould require the state department of healthto conduct an education and awarenesscampaign promoting intersex bodily autonomy.
2020: In Chicago, IL, the first US-based
hospital issues a statement apologizing forthe harms of non-consensual surgery andcommits to a review of its practices.
2020: In Boston, MA Boston Children’s
Hospital announced it will no longer perform
two of the most harmful reconstructive
genital surgeries on young intersex patients
before they can meaningfully participate in
the decision.

2020: Presidential candidates Elizabeth
Warren and Pete Buttigieg each include acall for intersex bodily autonomy in their
proposed LGBTQI plans.

21Endnotes
1(2017, March). Intersex 101: Everything You Want to Know—interACT. Retrieved from https://live-interact-advocates.pantheonsite.io/wpcontent/uploads/2017/03/INTERSEX101.pdf

2(2019, February 14). A Milestone for Intersex Rights: The European Parliament adopts landmark resolution on the rights of intersex people.
Retrieved from https://www.ilga-europe.org/resources/news/latest-news/milestone-intersex-rights-european-parliament-adoptslandmark-resolution

3

Carpenter, M. (2020, October 01). Joint statement by 33+ countries at the UN Human Rights Council. Retrieved from https://ihra.org.
au/36635/hrc45/

4

interACT. (2015). What We Wish Our Friends Knew—InterACT. Retrieved from https://live-interact-advocates.pantheonsite.io/wp-content/
uploads/2015/12/BROCHURE-interACT-Friends-final-web.pdf

5

Carpenter, M., Hough, D. (2014) Employers’ Guide to Intersex Inclusion. Sydney: Pride in Diversity and Organisation Intersex International
Australia

6

Open for Business. (2019). New global champions: Why fast-growing companies from emerging markets are embracing LGBT+ inclusion.
https://static1.squarespace.com/static/5bba53a8ab1a62771504d1dd/t/5dcdaa165615bd6a00f03190/1573759526393/
New+Global+Champions+-+why+fast+growing+companies+from+emerging+markets+are+embracing+LGBT%2B+inclusion+%28full+repo
rt%29.pdf

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