ࡱ> M ݀bjbj== [WWl@ lHHH^D$:::P,\TJ.4"V*.B IIIIIII$L NIN^NNI!J!!!NI!NI!N!'R;Gp6gI 7p:/HgIl$J0TJMH8O 8OgI! Response to Striking the Balance Women, men, work and family October 2005 1 鱨վ PWD People with Disability Australia Incorporated (PWDA) is a national disability rights and advocacy organisation. Its primary membership is made up of people with disability and organisations primarily constituted by people with disability. PWDA also has a large associate membership of other individuals and organisations committed to the disability rights movement. PWDA was founded in 1981, the International Year of Disabled Persons, to provide people with disability with a voice of our own. We have a cross-disability focus - we represent the interests of people with all kinds of disability. PWDA is a non-profit, non-government organisation. Our vision is of a socially just, accessible and inclusive community, in which the human rights, citizenship, contribution and potential of people with disability are respected and celebrated. This vision underpins everything that we do. We believe that people with disability, irrespective of the nature, origin and degree of our disability: Are entitled to a decent standard of living, an adequate income and to lead active and satisfying lives Are people first, with human, legal, social and consumer rights that must be recognised and respected Are entitled to the full enjoyment of our citizenship rights and responsibilities Are entitled to live free from prejudice, discrimination and vilification Are entitled to social support and adjustments as a right and not as the result of pity, charity or the exercise of social control Contribute substantially to the intellectual, cultural, economic and social diversity and wellbeing of our community Possess many skills and abilities, and have enormous potential for life-long growth and development Are entitled to live in, and be a part of, the diversity of the community Have the right to define the policies and programs that affect our lives Ought to be empowered to exercise our rights and responsibilities, without fear of retribution 2 Contact Therese Sands Senior Advocate People with Disability Australia Incorporated Telephone: 02 9370 3100 Fax: 02 9318 1372 Email:  HYPERLINK "mailto:tsands@pwd.org.au" tsands@pwd.org.au 3 General Comments 3.1 As a preliminary issue, we would like to express our disappointment that issues for people with disability were not included in the discussion paper, except where they are mentioned as objects of care. Although no doubt unintentional, this omission reflects a common negative perception of people with disability as unable, unfit and burdens. Such a perception contributes to the barriers people with disability face in relation to employment options, and denies the reality that people with disability are employers, employees, mothers, fathers and carers as well as people who may receive welfare, support and care. 3.2 We find this omission particularly surprising given that HREOC is currently conducting a National Inquiry on Employment and Disability (the National Inquiry). While the National Inquiry is not focused on work and family balance per se, it does address systemic barriers, data, policies and practices in relation to equal employment opportunity for people with disability, all of which assist in examining the particular pressures people with disability face when trying to balance work and family responsibilities. 3.3 In addition, a key negative impact of not including issues for people with disability is that the particular circumstances of women with disability are excluded from an examination of the gender dimensions of achieving work and family balance. While women with disability face similar work and family balance issues as both men with disability and women in general, the way gender and disability intersect with each other creates particular disadvantages and issues for women with disability. 3.4 Without an examination of the issues for people with disability, including women with disability, it will not be possible to adequately identify the cultural, social, policy or legislative changes that may be required to ensure all families in all their diversity, and all men and women can balance work and family life. In this regard, we would like to raise some key issues. 4 Disability, Diversity and Data 4.1 People with disability comprise 20% of the Australian population, with women with disability comprising half this number according to the 2003 Survey of Disability, Ageing and Carers conducted by the Australian Bureau of Statistics (ABS). This indicates that there are a significant number of Australian families that comprise people with disability as one or more of their members. 4.2 Among people with disability there is a range of diversity in terms of type of impairment or condition, the role or roles assumed in families parent, breadwinner, carer etc - and the types of families they belong to sole parent families, step-families, same-sex couple families etc. People with disability are also diverse in their sexuality, gender, religion, age and ethnic, cultural and linguistic background as well as a range of other factors. Despite the diversity of people with disability there is a lack of statistics, data and research on people with disability except in relation to welfare, health care and disability support services. In addition, much of the statistics and data are not disaggregated in terms of gender, race or other demographic factors. This presents a very homogenous and narrow picture of people with disability. 4.4 In relation to work and family balance, the limited amount of gender disaggregated data in relation to disability and work, and the limited amount of disability disaggregated data in relation to women and work makes it difficult to form a comprehensive analysis of, or adequately respond to the issues and concerns of women with disability. 4.5 We acknowledge that on page 4 of the Discussion Paper, there is recognition of the diversity of families and the lack of statistical information in relation to diversity, paid work and family arrangements. We also acknowledge the explicit request for all types of families to respond to the Discussion Paper, given its focus on heterosexual couples with family responsibilities. We strongly support HREOCs attempt to obtain information on these issues. This will assist in developing responses to work and family balance that will not just benefit one section of the community to the continual detriment and marginalisation of other sections of the community. 4.6 In addition, we argue that HREOC needs to research the issues and concerns of women with disability in order to more adequately discuss and address gender inequity. HREOC should also actively support the collection, analysis and publication of gender disaggregated data in relation to disability. 5 Paid Work, Welfare, Gender and Disability 5.1 Issues Paper 1: Employment and Disability The Statistics, produced by HREOC as part of the National Inquiry provides statistics from the Australian Bureau of Statistics (ABS) on labour force participation rates and unemployment rates for men and women with disability. In 2003, 46.9% of women with disability were in the labour force compared with 59.3% of men with disability (rates for women and men without disability are 72.2% and 88.9% respectively). From 1998 - 2003, the unemployment rate for women with disability remained relatively stable, only dropping from 8.6% to 8.3%, whereas during the same period the unemployment rate for men with disability fell from 13.5% to 8.8% (during this period, the unemployment rates for women and men without disability fell from 8% to 5.3% and 7.7% to 4.8% respectively). 5.2 In their submission to the National Inquiry, Women with Disabilities Australia (WWDA) provide data that enables some explanation as to why the labour force participation rate for women with disability is lower compared to both men with disability and women and men generally; and why the unemployment rate for women with disability has not improved compared to both men with disability and women and men generally. Of the people with disability assisted to gain employment on the open labour market by Commonwealth Government funded open employment services, 66.6% in 1997-1998 and 65% in 2003 were men with disability. 5.3 Disadvantages for women with disability are also evident in the types of employment they achieve. WWDA have analysed ABS data which shows that women with disability are half as likely to find full-time employment (9%) as men with disability (21%); twice as likely to be in part-time employment (11%) as men with disability (6%); and regardless of full-time or part-time status, are likely to be in lower paid jobs than men with disability. A 2004 Senate Inquiry into Poverty and Financial Hardship concluded that women with disability are also affected by the lower wages paid to women relative to men and are more likely to be in casual jobs with little job security. 5.4 The low labour force participation rate, high unemployment rate and the type of employment options would suggest that women with disability are more likely than men with disability to be in receipt of the Disability Support Pension (DSP), Newstart, Parenting Payment, Carers Payment or some other kind of government payment. However, the difference is only marginal at 23% for women with disability compared to 20% for men with disability. This does not reflect the employment differentials between women with disability and men with disability, and indicates that there are a number of women with disability whose income support situation is unknown. 5.5 The gender disparities relating to the paid employment and government payment circumstances of women with disability and men with disability warrants more research. Without this, the gender dimensions of work and family responsibility for people with disability will not be properly identified or addressed. 6 Unpaid Work, Gender and Disability 6.1 The marginal difference between women with disability and men with disability in relation to government payments is more revealing when examining the numbers of women with disability compared to men with disability in receipt of the DSP. This shows a much greater difference, with 280,000 women with disability compared to 420,000 men with disability on the DSP, a 40:60 percentage difference. This difference indicates that while a larger number of men with disability are receiving the DSP, a large number of women with disability are in receipt of other government payments, including Parenting Payment and Carers Payment. In other words, it appears that women with disability, like women in general may undertake more parenting and caring responsibilities than men with disability. 6.2 WWDA provides further evidence that shows that women with disability are expected to carry out traditional womens unpaid work and parenting responsibilities, whereas men with disability are more likely to ask for support to carry out these activities. Like women without disability, this expectation has a significant impact on the capacity of women with disability to gain or participate in employment. It can involve considerably more time and energy demands on women with disability depending on the nature of their impairment or condition. This demand is likely to result in less capacity to undertake paid work, or to increase the risks of ill-health if both paid and unpaid work is undertaken. 6.3 Anecdotal evidence provided to PWD suggests that, in some cases traditional gender divisions in relation to unpaid work may not always be practical for heterosexual partnered people with disability. The functional capacity of the person with disability may affect decisions about who undertakes domestic and parenting activities. For example, a male partner without disability may carry out the majority of unpaid work, while the female partner with disability takes on a more active paid work role. 6.4 However, a clear and comprehensive gender analysis of unpaid work for people with disability requires more research. 7 Carers, Gender and Disability 7.1 The Discussion Paper provides gender disaggregated information about carers of people with disability and their situations. The lack of similar information in relation to carers with disability is no doubt a reflection of the general lack of information about carers with disability. 7.2 Given that women with disability are more likely to be on a Parenting or Carers Payment than men with disability, and there is an expectation that women with disability will carry out traditional womens unpaid work, it is reasonable to conclude that women with disability are more likely than men with disability to be carers of people with disability. However, it is unclear as to how many women with disability are carers compared to women without disability. 7.3 Some indication of numbers can be gleaned from research carried out by Centrelink, which indicates that 20-25% of respondents of sole parents were parents with disability who were caring for children with significant disability, with the majority of sole parents being women. 7.4 Information about the situations of carers of people with disability and their ability to balance work and family responsibilities is more readily available. This information suggests that many carers, including carers with disability are unlikely to view paid work as a viable option. Some of the key issues are: The lack of childcare and before and after-school care that will enrol children with disability prevents many women from being able to seek work. For women with disability, it is almost impossible to find childcare and before and after-school care that is both accessible to them and that will enrol their children with disability. It is difficult to take time off work to attend school meetings to discuss the progress of children with disability or to deal with urgent issues that may arise more frequently with children with disability. Frequent time off work runs the risk of losing jobs. The lack of adequate support services or trained support staff to appropriately respond to family needs or the needs of the person with disability. This adds considerable stress and pressure to the family if they need to maintain some level of care without respite. The significant time and energy in trying to get services, dealing with services and planning for the future for the person with disability leaves little left for undertaking paid work. This is particularly the case for women with disability who may also use more time and energy because of the nature of their impairment or condition. Carers in paid work are more likely to use their sick leave, as their health is more likely to deteriorate due to pressures of obtaining adequate support. There is often added responsibility placed on siblings to take on some caring responsibilities, which impacts on the stresses of the whole family. This is likely to affect employers perceptions about the work capacity of carers, particularly carers with disability. 8 Gender, Disability and Employment Barriers 8.1 The significantly lower labour force participation rates for people with disability indicate that they face greater barriers to gaining and maintaining employment compared to people without disability. The National Inquiry has enabled many of these barriers to be identified and explored, and rather than repeat this information here, we suggest that HREOC examine this information in the context of its Discussion Paper as these barriers are relevant to both women with disability and men with disability. 8.2 However, the National Inquiry has been less successful in including the gender dimensions of employment barriers in its discussions. In their submission to the National Inquiry, WWDA have comprehensively outlined a range of barriers facing women with disability in relation to gaining and maintaining paid work, and we suggest that HREOC also examine this submission in the context of its Discussion Paper. The key barriers facing women with disability include: Conducting more unpaid work, including parenting and caring activities as well as dealing with the demands of disability means that women with disability often have less time and energy and more risk of ill-health. This makes it difficult to find paid work, to meet the demands of paid work or to gain satisfaction from paid work, let alone consider factors such as career progression or further skill development. The over-representation of women with disability in part-time, casual and lower paying jobs or their sole reliance on government payments means that women with disability are one of the poorest groups in Australia. There is a connection between poverty and health, well-being and the exacerbation of impairments and conditions. Financial hardship impacts on obtaining quality housing, skills development and meeting the additional costs associated with disability, such as accessible transport, personal care needs, specialist aids and equipment and medical care. The lack of accessible childcare centres and outside school hours care makes it extremely difficult for many women with disability to obtain care for their children so they can work. Women with disability may have to travel further and / or pay more to make use of accessible childcare. This situation is especially difficult if the child also has a disability as many childcare centres and outside school hours care options will not accept children with disability or will impose conditions on their enrolment. While this may constitute discrimination, women with disability may not pursue a complaint, deciding that its not worth the time and effort involved, and it does not address the immediate need for childcare. The family and workplace situations of women with disability make it less likely that they will receive or have access to information about workplace rights, including in relation to sexual harassment and family responsibilities. This is the case in relation to disability discrimination as well as sex discrimination, but many women with disability report knowing less about their rights as women because often this information is produced and distributed in ways that are inaccessible to them. While there have been complaints made jointly under both the Sex Discrimination Act 1984 and the Disability Discrimination Act 1992, there has been no analysis of whether anti-discrimination laws are generally effective for women with disability in dealing with the intersection between gender and disability. Specialist employment and support services for people with disability and generic family support services do not generally consider the specific requirements of women with disability. The poorer outcomes for women with disability in open employment services, as discussed in 5.2 above indicates that these services need to specifically target women with disability and adopt measures to improve employment outcomes. This may require working in collaboration with disability support and family support services to ensure that the unpaid work responsibilities of women with disability are alleviated. 9 Welfare and Industrial Relations Reform 9.1 The proposed reforms to the current welfare and industrial relations systems have prompted considerable discussion among a range of organisations and groups, including disability and womens organisations. Concerns in relation to the impact of these changes on women, including women with disability have most recently been documented by the National Foundation for Australian Women (NFAW) in its What Women Want Report. We suggest that HREOC consider the summary of the workshop proceedings and the paper addressing issues for women with disability in the context of its Discussion Paper. 9.2 NFAW also commissioned the National Centre for Social and Economic Modelling (NATSEM) to conduct research into the impact of the welfare reforms on people with disability. This research recognised the disadvantages faced by women with disability in relation to labour force participation and concluded that further research is needed to examine the impact which gender differences will have under the new welfare-to-work reforms. 9.3 Women with disability are one of the groups likely to face greater detriments from the connection between welfare to work and industrial relations reform. As stated in section 8.2 above, women with disability are over-represented in low income, part-time and casual employment, and consequently face greater financial and social hardship. This current situation is likely to be worsened by welfare to work and industrial relations changes. Some of the key impacts include: Receiving less income and less concessions and benefits when new rules require women with disability to seek work and receive lower income support to achieve this. This will affect women with disability, who may be placed on Newstart Allowance instead of DSP, as well as mothers with disability required to seek work once their children turn six. Lack of adequate recognition or allowance for the additional costs of disability, nor these costs in conjunction with the costs of childcare (let alone the difficulties in finding accessible childcare options). These costs have to be met in order to seek and maintain employment, regardless of the income received from that employment. Although caring for children with disability, mothers with disability may not be able to receive a Carer Payment - this will exempt parents of children with significant disability from participation requirements because their childrens condition may not meet the requirements for allocation of Carer Payment. More likely to be vulnerable and have less support in negotiating Australian Workplace Agreements (AWA). More likely to be at risk in relation to loss of protection from unfair dismissal and the safety net of redundancy pay. More likely to experience the negative impact of changes to the way minimum wages are set. 9.4 While some minor changes to the welfare reform package have recently been announced by the Federal Government, and are welcome, these changes do not ameliorate some of the likely negative impacts of the reforms on women and men with disability. 9.5 Proposed exemptions from activity requirements for people with caring responsibilities for children with disability will need to be legislated in order to protect and maintain work and family balance. 9.6 Legislation must specify that the activity requirements for people with caring responsibilities are conditional on the availability of affordable and accessible child care (considered suitable by the parent). Moreover legislated exemptions from activity requirements should apply in relation to availability of accessible and appropriate employment and training options, transport, personal care services, etc. 9.6 Exemptions from participation requirements will need to be extended to women and men with disability, who for reasons of personal or family crisis, for example, are not able to comply with activity requirements. 10 Conclusion 10.1 This submission outlines key issues, concerns and barriers facing people with disability, in particular women with disability in relation to paid work and family responsibilities. This discussion highlights the gender dimensions of people with disability meeting their work and family responsibilities. However, it also highlights that, for people with disability, the balance between paid work and family is significantly related to a range of systemic barriers that go far beyond gender equity, sex discrimination and family-friendly workplaces. Until these systemic barriers are addressed in conjunction with measures to address gender equity and sex discrimination, women with disability and men with disability will continue to have few options in relation to paid work and family responsibilities, and will continue to be marginalised from the paid work and family debate. While we acknowledge that the removal of many of the barriers discussed in this submission fall outside the responsibility of HREOC, we also argue that HREOC is in a position to include these issues in its work on gender and sex discrimination and to highlight issues and concerns to other relevant agencies. 11 Recommendations HREOC should research and document the issues and concerns of women with disability in order to more adequately discuss and address gender inequity. HREOC should actively support the collection, analysis and publication of gender disaggregated data in relation to disability. HREOC should support further research on the gender disparities relating to paid and unpaid work, carers with disability and people with disability in receipt of social security payments to obtain a comprehensive analysis of the circumstances of women with disability and men with disability. HREOC should link its examination of paid work and family responsibilities to its National Inquiry on Employment and Disability. HREOC should incorporate a gender analysis in its examination of equal employment opportunity for people with disability. HREOC should analyse the intersection between gender and disability when identifying issues and developing responses to achieving work and family balance. HREOC should incorporate recommendations from the Interim Report of the National Inquiry on Employment and Disability into its responses in relation to paid work and family responsibility. HREOC should incorporate a universal approach to flexibility in the workplace that incorporates family-friendly workplaces and flexibility for people with disability as discussed in the Interim Report of the National Inquiry on Employment and Disability at 7.5.3 and in Recommendation 19. HREOC should examine the impact of proposed reforms to the welfare reform and industrial relations systems with a view to identifying those components that will negatively impact on work and family balance, particularly as they relate to people with disability, including women with disability. References Harding, Ann; Vu, Quoc Ngu & Percival, Richard, 2005, The Distributional Impact of the Welfare-to-Work Reforms Upon Australians with Disabilities, National Centre for Social and Economic Modelling (NATSEM), University of Canberra, Canberra Human Rights and Equal Opportunity Commission (HREOC) 2005, Issues Paper 1: Employment and Disability The Statistics, HREOC, Sydney Human Rights and Equal Opportunity Commission (HREOC) 2005, WorkAbility People with Disability in the Open Workplace, Interim Report of the National Inquiry on Employment and Disability, HREOC, Sydney National Council of Single Mothers and their 鱨վ Inc, 2005, Welfare Reform and Sole Parents Safeguards and Supports, in National Foundation for Australian Women (NFAW), What Women Want Report (2005), NFAW, Nowra Salthouse, Sue, 2005, Jumping Through Hoops Welfare and Industrial Relations Reform Implications for Women with Disabilities, in National Foundation for Australian Women (NFAW), What Women Want Report (2005), NFAW, Nowra Senate Community Affairs References Committee, 2004, A hand up, not a hand out: Renewing the fight against poverty, Report on Poverty and Financial Hardship, Commonwealth of Australia, Canberra Women with Disabilities Australia (WWDA) 2005, Submission from Women with Disabilities Australia to the Human Rights and Equal Opportunity Commission National Inquiry into Employment and Disability, WWDA, Hobart  Available from HREOCs website at  HYPERLINK "http://www.humanrights.gov.au/disability_rights/employment_inquiry/papers/issues1.htm" www.humanrights.gov.au/disability_rights/employment_inquiry/papers/issues1.htm  Available from WWDAs website at  HYPERLINK "http://www.org.au/employsub2.htm" www.org.au/employsub2.htm  Sue Salthouse, Jumping Through Hoops Welfare and Industrial Relations Reform Implications for Women with Disabilities, in National Foundation for Australian Women (NFAW), What Women Want Report (2005), page 30, available on the website of NFAW at  HYPERLINK "http://www.nfaw.org/policy_home.html" www.nfaw.org/policy_home.html  quoted in Anne Harding, Quoc Ngu Vu, Richard Percival, 2005, The Distributional Impact of the Welfare-to-Work Reforms Upon Australians with Disabilities, page 12, available on the website of the National Centre for Social and Economic Modelling (NATSEM) at  HYPERLINK "http://www.natsem.canberra.edu.au/publication.jsp?titleID=OP0505" www.natsem.canberra.edu.au/publication.jsp?titleID=OP0505  Sue Salthouse, op.cit., page 30  Sue Salthouse makes a similar observation about the lower numbers of women on the DSP compared to men, yet the higher levels of men with disability in employment: (w)here are these women and what are they living on?, op.cit., page 26  Sue Salthouse, op.cit., page 26  WWDA (2005), Submission from Women with Disabilities Australia (WWDA) to the Human Rights and Equal Opportunity Commission (HREOC) National Inquiry into Employment and Disability, page 6  quoted in National Council of Single Mothers and their 鱨վ Inc, Welfare Reform and Sole Parents Safeguards and Supports, in National Foundation for Australian Women (NFAW), What Women Want Report (2005), page 35, available on the website of NFAW at  HYPERLINK "http://www.nfaw.org/policy_home.html" www.nfaw.org/policy_home.html  PWDs role in Individual and Group Advocacy and Systemic Advocacy provides considerable information on these issues. Also see the website of Carers Australia at  HYPERLINK "http://www.carersaustralia.com.au" www.carersaustralia.com.au  WWDA (2005), ibid, pages 3-8  For a fuller discussion on poverty and people with disability see Senate Community Affairs References Committee (2004), A hand up, not a hand out: Renewing the fight against poverty, Report on Poverty and Financial Hardship available on the website of the Commonwealth Government at  HYPERLINK "http://www.aph.gov.au/senate/committee/clac_ctte/completed_inquiries/2002-04/poverty/report/" www.aph.gov.au/senate/committee/clac_ctte/completed_inquiries/2002-04/poverty/report/  Sue Salthouse, Jumping Through Hoops Welfare and Industrial Relations Reform Implications for Women with Disabilities, in National Foundation for Australian Women (NFAW), What Women Want Report (2005), page 26-34, available on the website of NFAW at  HYPERLINK "http://www.nfaw.org/policy_home.html" www.nfaw.org/policy_home.html  Anne Harding, Quoc Ngu Vu, Richard Percival, 2005, The Distributional Impact of the Welfare-to-Work Reforms Upon Australians with Disabilities, available on the website of the National Centre for Social and Economic Modelling (NATSEM) at  HYPERLINK "http://www.natsem.canberra.edu.au/publication.jsp?titleID=OP0505" www.natsem.canberra.edu.au/publication.jsp?titleID=OP0505  Ibid, page 13     PAGE  PAGE 1   Our vision is of a socially just, accessible and inclusive community, in which the human rights, citizenship, contribution and potential of people with disability are respected and celebrated. People with Disability Australia Incorporated Postal Address: PO Box 666 Strawberry Hills NSW 2012 Street Address: Ground Floor, 52 Pitt Street Redfern NSW 2016 Phone: 02 9319 6622 Toll Free: 1800 422 015 Fax: 02 9318 1372 TTY: 02 9318 2138 Toll Free TTY: 1800 422 016 Email:  HYPERLINK "mailto:pwd@pwd.org.au" pwd@pwd.org.au TIS: 13 14 50 NRS: 1800 555 677 NGO in Special Consultative Status with the Economic and Social Council of the United Nations ABN 98 879 981 198 HIKXfJ   V7;uvwxt"""&&''J)K)* *b++--//347788??xCyCGGOO PQQ׿׮6^J56] j0JU60J^JjU^J jU^J^J^JaJ5^JOJQJ^JaJ5\ 5CJ aJ CJ"aJ CJ aJ DHIJKXefJ  & F 8x[$\$] & Fx &dP $$dNa$$a$(xp}~܀ j 7  Z      - [ s RS]^ W^`W & F 8[$\$] & F 8x[$\$]^RSz{GH89   7t"u" V^`V$x & F hV^`Vx V^`V W^`Wu"$$''$*%*^+_+`+a+b++..j1k1g3h33334%5&56 9r x 9r  9r V^`V V^`V6688V9:;<>>???AAC 9r V^`V 9r x & F 9r ^` & F 9r x^` 9r Vx^`V 9r V^`V 9r CSEG^JMOOO PeRTUXWXYLZZ[  & F 9r ^ & F 9r x^  & F 9r x 9r Wx^`W 9r Vx^`Vx & F 9r x^Q_R`RSSTTUc_q_!d4dMesffffpgk"kYkkQlllmmmn.nZnnnoYooppppppCqDqEqqqqqqqqqqrrrrr}rrrrs2s3s4sQsRsSsTsssWtXttjuUjU0JjU jU j0JU6]655^Jj0JU^J^JK[ [\\\\^^c_q_aabd d!d4d5dddLe & F  & F h7^7` & F h7x^7` 7^7`x 9r h^h` 9r LeMetfufffqgrg hhhhiikkk#kllllgmhmCnDn#o$oo & F oopqrSstuuvv)xy:y{m|}}}}}~~~~~~~&`#$tttttttuuuuvv%vvvvwSwwwwwx x x'x(x)x*xxxxxxyyyy:y;yyyWzXzzzz{{{{,{{{{||L|M|N|k|l|m|n|||^}_}}}}}}}}j Uj UjUjUjU6 j0JU0J jUjpUK}}}}}~~~~~~~~~~~~~~~~~ ~!~"~$~%~~~)Qbo z5CJOJQJ^JmH sH 5CJOJQJ\^JCJOJQJ\^JCJOJQJ^J5CJOJQJ^J 0JCJ^J jCJU^JmHnHsH u j UjUmHnHujCJUmHnHsH u0JmHnHu0J j0JU jU,~~~~~~#~$~&~~~~~~5Q   (  ^`  ($a$$h]ha$&`#$h]hDd€ÀĀڀۀ܀݀$ x (   "0234BCDIRWd€Āڀ݀ @OJQJCJ CJOJQJ5CJOJQJ\^JmH sH  0J>*B*CJ^JmH phsH jCJU^JCJ^JmH sH jCJU^JCJOJQJ^JmH sH * 0 0&P . 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