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---
title: Manual
collection: Peer Supports
path: Peer Supports/Manual
parentDocument: null
outlineId: 2257548a-2419-407c-89e9-75f419314a1d
createdBy: Jennie R.F.
---
**Thank you for your interest in becoming a Baby Ghosts Peer Support!** Please take some time to read through this manual, as our peer support program - like our Cooperative Foundations program - is pretty unique.
## What does it mean to be a Peer Support?
:::tip
As *facilitators and supports* for program participants, we don't consider ourselves experts; rather, we consider ourselves peers! (It's right in the name.)
:::
It's ok if you don't know all there is to know about running a coop or creating worker-centric operating models. We are all figuring this stuff out together, and this manual is a starting point.
---
We strive to centre and prioritize people who are socially and structurally marginalized in the game industry, and that includes as Peer Supports. We hope the opportunity to support the development of new studios is enriching for you, too, and our program coordinators (eileen and jennie) are here to provide guidance and an ear when you need it.
---
## Baby Ghosts' Values and Principles
In everything we do, we lead with our values. Baby Ghosts is a member organization with collective values we expect to be lived and shared with all members of our community.
* We challenge dominant power structures in the video game industry and interactive digital arts sector, centring those who have faced barriers and discrimination or have been made invisible.
* We believe in the necessity of healthy, ethical, sustainable, and safe work environments.
* We see games as tools for creative expression and social transformation.
* We value weirdness, unconventional ideas, and doing things differently.
* We welcome difficult conversations and manage conflicts through the lens of [Loving Justice](https://wiki.ghostguild.org/doc/loving-justice-YZfxjqkngz).
* We strive to make our work accessible to everyone, practicing care in all our relationships.
* We acknowledge the intertwined relationship between capitalism and colonialism and work to disrupt these systems.
* We value collaboration over competition.
* We are transparent and value feedback.
* We practice the values and principles of the cooperative movement as set out by the [International Cooperative Alliance](https://ica.coop/en/cooperatives/cooperative-identity).
### Cooperative Foundations Program Principles
In addition to our organizational values, we embrace the following principles when delivering our Cooperative Foundations program.
* We are **anticapitalist**, and reject standard industry practices that exploit workers and prioritize profit over wellbeing
* Our focus is on researching, creating, and supporting **cooperative and worker-centric studio models** in our program and beyond
* We prioritize **marginalized individuals**, especially IBPoC, in both Peer Support and studio selection
* We are transparent about existing power imbalances in our organization and the wider industry. We are putting in place specific strategies to mitigate the negative effects of these dynamics, such as:
* Creating opportunities for underrepresented folks to take on **decision-making positions** on our board, as Peer Supports and jurists
* To the best of our ability, insulating and supporting our studios, board members, and Peer Supports from the online harassment that can take place in this industry
* Adapting the program as we go to make it as supportive as possible
* Focusing on sustainability over growth
### Acknowledging Our Context
We acknowledge our current status as a predominantly white space and are committed to changing this! You can help by:
* Addressing this reality and its implications
* Being clear and upfront about this context with program participants
* Explaining the limits of the program and what topics peer support is able to address
* Naming issues as they arise so they can be further discussed and addressed
* Working on strategies to mitigate harmful power dynamics with us during check-in meetings
* Actively working to centre marginalized voices, especially IBPOC
* Checking in to give space to others who may not have talked as much
* Bolstering participants and encouraging them to take opportunities to present their work
## Cooperative Foundations Program
The Cooperative Foundations program *doesn't* teach game development. Studios that take part in our program are already capable of developing their games and are seeking *cooperative studio development* support. Here's what we focus on in our mentorship:
* Actionable values
* Decision-making and prioritization
* Collaboration and process development
* Co-op studio structures and value flow
* Governance and policy development
* Collective decision-making
* Team and project management
* Studio story development
* Solidarity strategies
* Work/life balance
Additional benefits of the program include:
* A **safe and open place** to talk about what games mean to us
* A **structured environment** for creative expression and collaboration
* Opportunities for peer learning and support
* Access to a **broader community** for game design and studio development support
* **Resources and networking** with past participants, educators, academics, industry supports, and funders
Teams are all working on developing a cooperative, worker-centric studio. Studio sizes have ranged from 2 to 15 people, although we tend to lean towards smaller studios (2-7). They come from across Canada, and a majority of each team identifies as marginalized or underrepresented in the industry.
Part of the Peer Support role includes helping us decide on our participating studios.
### Program Structure
* Duration: 2 months
* Cohort size: 5 teams (selected through an application process)
* Components:
* Weekly curriculum presentations
* Weekly peer support meetings
* Social activities and networking events
### Program Goals
* Create **collaborative connections** between new folks and experienced developers/founders for mutual learning and support
* Offer **funded time** to build solid studio foundations
* Support participants in becoming **makers, mentors, collaborators, and friends**
* Contribute to **systemic industry transformation** that prioritizes workers, inclusion, and autonomy
### Worker-Centric Approaches
We believe that **cooperative** and worker-centric development environments are fundamental to the ethical creation of games.
When we say worker-centric, we mean placing the wellbeing, rights, and needs of game workers at the centre of game development. This means:
* Living wages and profit-sharing that reflect the value of labour
* Transparent salaries
* Rejection of "crunch" practices and unpaid overtime
* Encouragement of work-life balance
* Authentic effort to hire and support marginalized people
* Accessible workspaces (both physical and digital)
* Regular anti-racism/anti-oppression and equity training
* Zero-tolerance for harassment and abuse
* Open and anonymous communication channels for reporting issues
* Mental health support and resources
* Flat or horizontal organizational structures
* Collective decision-making processes on major project directions
* Workers have a say in the types of projects that are taken on
* Regular synchronous meetings with the full team for transparency and input
* Exploration of cooperative ownership models
* Credit and recognition for individual contributions
* Protection of workers' intellectual property rights
* Remote work options
* Flexible hours
* Support for workers with caregiving responsibilities
### Detailed Schedule
The program runs as an intensive two-month format, which keeps momentum and engagement high while giving studios a clear, focused foundation to build on. Here are the activities:
* **Weekly group sessions** (1 hour)
* You will lead one of the workshops
* **Weekly one-on-one check-ins with your assigned studio** (1 hour)
* Support them in exploring their 'pain points' and identifying what areas they need to work on
* Facilitate them in exploring the topics raised in the weekly group sessions
* Guide them through articulating their values
* **Networking/social events** (1 hour every two weeks)
* **Weekly/bi-weekly peer support check-in with the peer support support person** (15-30 mins)
* Discuss areas the one-on-one check-ins and where studios may need additional support
* Debrief about the peer support process and any concerns
### Estimated Time Commitment
The following is an estimate of the time involved in each part of the role, so you know what to expect. Your contract is for a flat fee for the full program, not tied to exact hours logged. We ask that you track your time to help us refine these estimates and to help you notice early if the workload feels off. If you're consistently going over, let us know so we can adjust together.
| Activity | Hours | Description |
|----------|-------|-------------|
| Peer Support pre-planning/training meetings | 3 | For pre-planning meetings, we are asking each person to come to 1 interview training, 1 overall planning meeting, and 1 workshop planning meeting. |
| Peer Support workshop prep | 2 | For preparing your workshop outside of the above meetings. |
| Applicant interviews | 3 | We are only asking Peer Supports to come to the second stage interviews. We are budgeting for 2 interviews per Peer Support. |
| Deciding on applicants (1.5 hr meeting) | 2 | 1.5hr meeting. Extra time for brief applicant review. |
| Peer Support-team meetings | 8 | 1 hour meeting each week. |
| Peer Support-led workshops (8 total) | 10 | Attending workshops/kickoff & wrap-up including your own. |
| Peer Support debriefing as needed (1/week) | 4 | Peer support check-in meetings. 15-30 mins a week. |
| Extra time for activities | 3 | |
| Extra time on Slack working with peers | 5 | |
| | | |
| **Total hours per Peer Support** | 40 | |
| **Rate** | $50.00 | |
| **Total Compensation** | **$2,000.00** | |
# Peer Support Program
## Selection Process
Peer Supporters are selected through an application and interview process that is extended to members of our community, including past program participants. It is not an open call at this time.
## Onboarding
Peer Supporters are selected and onboarded about two months ahead of the Cooperative Foundations start date. During those two months, you will participate in regular planning meetings to update our curriculum, learn the material, brainstorm strategies, and get to know the rest of the group.
Please familiarize yourself with our [curriculum](https://learn.weirdghosts.ca/studio-development) and learning resources. Know that we will be adapting this curriculum before the program together.
## Self-Care and Boundaries
🫂 Ensure you have your own supports in place outside of the program. Engage in regular self-reflection and do your best to take care of your own well-being!
🌱 You are a Peer Support, not a therapist. Sometimes conversations with studios can be a little intense or emotional. You can facilitate some of that space, but you are not expected to be a professional. It is acceptable and important to say "this is outside of what I am able to facilitate."
⏰ Be clear about your time commitments with the program coordinators and the participants. If your capacity changes or you're feeling overloaded, let us know - zero judgment. **Keep track of your hours and make sure you're not doing more than required.** Maybe you've made a great connection with a studio and have some extra time to support them in Slack. That's okay, but make sure you're checking in with yourself and your own commitments. You are not expected to be there for studios 24/7, and if something feels off with the workload, reach out to eileen and jennie so we can adjust together.
## Matching
During the application review process, we will also discuss studios that each Peer Support is most interested in working with. Peer Supports will list their top three choices and we will do our best to match each person with one of their top choices.
As a Peer Support, you will work primarily with one studio throughout the program, although this doesn't mean you can't call on other Peer Supports' expertise at times. For example, if another one of the Peer Supports is an expert in pitch deck review and you're an expert in project management, you can ask if they'd be willing to swap studios for a week.
### Mismatches
If you're having trouble working with your studio and it feels like there is a mismatch, contact the program coordinators. We will work with you to resolve the tension, or get you paired with another studio if necessary.
## Building Trust
Even with our framing of Peer Supports as peers to our studio members, it is important to acknowledge the implicit power dynamic between those seen in other contexts as mentors/teachers and learners. To build mutually respectful relationships with these studio members:
* Be aware of your own positionality and biases
* Communicate clearly about your needs and capacity
* Participate in networking events to connect with participants early in the program
* Actively work to centre marginalized voices within the program
* Encourage and facilitate participant-led discussions and initiatives
* Be open and willing to share your own experiences - both positive and negative - when you see a genuine connection to what the studio is going through. If you only ever ask questions and offer guidance, you drift into teacher mode whether you mean to or not, and sharing something real about your own process is one of the most effective ways to flatten that dynamic. Use your judgment about boundaries and you don't need to compromise your comfort, but look for those moments where your experience can meet theirs.
* Show that you value the unique perspectives and experiences of each participant
* Acknowledge your own subjectivity and limitations
* Create collective agreements rather than imposing rules - a judgment-free space comes from shared ownership, not top-down structure
> "You don't know more than the people you're working with. You just know different things." - Russ Christianson
## Creating Accessible and Inclusive Sessions
It's important that we work to make our sessions accessible to all participants. Here are some practices to incorporate:
### Scheduling and Calendar Management
Ensure every peer-support meeting is scheduled **at least two weeks in advance**, with invitations pushed both to the shared "Peer Support" Google Calendar and the cohort channel. Avoid last-minute calendar invites as this is exclusionary and inconvenient.
Note "no meeting" periods, such as the between-stages break and holidays. Ask for members to check in via Slack once a week or so when live sessions are paused.
If you are overwhelmed by calendar notifications, check in with the coordinators for support wrangling and filtering them to what is essential for you.
#### Attendance and Responsiveness
Everyone should have RSVPd to calendar events by at least 48 hours prior to a meeting. Poke anyone who has not responded by then. If not all studio members are available, ask if rescheduling is needed (the majority of members should be present for ALL Peer Support meetings).
Set an expectation that your studio should be checking the Slack channel at least twice weekly. If your studio goes silent for over a week, you may need to DM them or request support from the program coordinators.
### Before Sessions
* Send materials in advance when possible
* Provide multiple ways to engage (verbal, written, anonymous)
* Be clear about recording policies and obtain consent:
* Notify the group if you will be recording the session
* Explain how and where recordings will be shared
* Offer to pause recording for sensitive contributions
* Detail how transcripts will be handled (including privacy considerations)
### During Sessions
* Offer regular check-ins with participants' bodies and energy levels
* Provide multiple ways to contribute thoughts - including verbal, chat, or asynchronous (especially for slower processors)
* Acknowledge when topics might be activating or triggering, taking into account members' location within the industry
* Schedule breaks and encourage participants to ask for breaks
* Validate different communication styles
* Explicitly welcome movement, stepping away, and self-care
### After Sessions
* Provide ways for asynchronous contribution
* Follow up with resources
* The session note-taker should post key action items and a link to the recording and Miro board in the studio channel promptly
* Encourage a weekly "capacity" status update in Slack: a quick "👍 good" / "⚠️ limited" / "❌ unavailable" post - you can and should do this, too!
#### Peer Support Channel Reporting
After your sessions, take time to post a summary in the peer support channel - aim to do this within a day of the session while it's still fresh. This doesn't need to be a novel - high-level notes are fine - but do it consistently, because we're looking for patterns across studios. If a bunch of teams are struggling with the same thing, we can course correct together, and keeping concerns to yourself just makes it feel like your problem to solve alone.
Report both concerns *and* wins. If a studio is excelling or has something cool to contribute, mention that alongside any red flags, since there are opportunities post-program for presentations and workshops by participants and early heads-ups help us plan for those.
Work out a reporting rhythm with your peer support partner - whether that means you both write a quick summary, or one of you writes it up while the other adds to the thread. However you divide it, we want to hear from both of you.
## Inclusive Language and Behaviour
A safe, stress-free and inclusive environment must be maintained at all times. Here's how you can do your part:
### Respect Diverse Identities
* Do not make assumptions about identity, experiences, or pronouns. Always use a person's pronouns if they've been communicated, and ask for clarity if you're not sure.
* Allow participants space and time to disclose as much or as little information about their identity and background as they wish.
* Treat all participants with respect and assume they know more about what they are trying to create than you do.
* Do not use ableist language
* Let participants do their own work. If you're frustrated by a participant's learning speed, you're in the wrong place.
### Humour and Connection Styles
🎭 Humour can be a quick way to connect with people, but relying on it as your primary tool risks alienating folks who aren't neurotypical or who don't share your references. Pair humour with sincerity - being genuine and direct can be just as disarming and connective. If you're funny, great, use it, but make sure you're also building real rapport for the people who aren't getting the jokes.
### "Do"s and "Don't"s for Respectful Critique and Discussion
| Instead of... | Try... |
|:--------------|:-------|
| "This doesn't make sense." | **Help articulate problems** "Can you explain your thought process?" |
| "No." | "Have you tried..." "Yes, and..." |
| "That's not how you do it." | "Let's try to brainstorm how we can improve this together." |
| "This is just like \[Idea X\]." | "Check out these projects - they're doing something similar. What can we learn from them?" |
| "Do you have any questions?" | **Encourage questions, and respond to them positively** "What questions do you have?" "What an interesting question! I've wondered that myself." |
## Communication Guidelines
* Practice **active listening**
* Provide feedback with care
* Honour where participants are and the decisions they've made so far
* Offer support without trying to make decisions for the team
* Use inclusive language and respect participants' identities and pronouns
* For guidance on managing your capacity and availability, see [Self-Care and Boundaries](#self-care-and-boundaries) above
When engaging with participants on Gamma Space/Baby Ghosts Slack, please:
1. Default to communicating through the shared channel for the event or program.
2. Encourage participants to engage by responding to their posts.
3. Do not initiate private messages to participants without the explicit consent of the participant.
4. Follow our [Code of Conduct](https://wiki.ghostguild.org/doc/code-of-conduct-SJZj2DjJa3) - it applies to both in-person and online interactions.
\
:::tip
Understand that safety and boundaries mean different things to different people. *Always ask if you're unsure.*
:::
## Facilitation
As a Peer Support, you are here to help support and encourage participants as they navigate their own studio development journey.
### Your role and responsibilities
Here's a quick-reference checklist for the role. Details on each item can be found in the relevant sections throughout this manual.
* Contribute to **curriculum development** prior to the start of the program
* Participate in **selecting the cohort** from our applications
* **Facilitate a workshop**
* Participate in **regular planning and check-in meetings** during the program
* Participate in ongoing **self-reflection** and open discussion about power, privilege, and equity
### How to run a session
#### Meeting Roles
Before each session, assign a facilitator (does not have to be a Peer Support!), a note-taker (to capture any decisions or action items), a tech lead (if recording - by consent of all present only!), and a timekeeper.
#### Session Content
Think of each session as a conversation. You are there as a *peer*.
During the program, your weekly sessions will be **centred around a weekly set topic for the whole cohort** based on the curriculum. We highly suggest using the [Why, What, How](https://miro.com/app/dashboard/?tpTemplate=uXjVNhP4wjQ%3D&isCustom=true&share_link_id=424922932467) exercise on Miro to organize the group's thoughts. For example, *Why* are actionable values important to us? *What* can we do to implement our values? *How* will we do this? Another useful tool is [Layers of Effect](https://learn.weirdghosts.ca/impact-tools/results-flow) for supporting decision-making.
We recommend that Peer Supports encourage studios to reflect on the weekly topic in advance of the meeting.
* Start by checking in with each other for 5-10 minutes in a fun or casual way
* Ideally, you'll have your focus already, but take time to ask the studio what they are working on and where they need support
* Prepare as much as you can in advance, but be ready to adapt your approach based on the group's needs
* Encourage participation from everyone, helping quieter people speak up and moderating more dominant voices (program coordinators can also help with this)
* Leave time to check out at the end of the meeting
🖐️ Get people doing things on the board. Have studios physically place sticky notes, move things around, and arrange their ideas on Miro themselves rather than defaulting to verbal discussion only. The act of doing stuff together is a powerful tool for reflection and memory. Not everyone can engage at the same speed, and it's fine to do some of it for people when needed, but aim to get hands on the board whenever you can.
⏰ Stay on schedule! Do your best to stick to a 1-hour meeting. Sometimes, the real "meat" of an issue doesn't come up until near the end and needs a bit of extra time. Occasionally going overtime on your 1 hour peer support session is only okay if both sides agree and are mindful/respectful of each other's time and labour. If the real conversation is just getting started as time runs out (and it will - this happens almost every time), carry the thread forward into Slack updates or the next session rather than rushing through it. Note where you left off so you can pick it up, and on rare occasions going a few extra minutes makes sense if the momentum is there and everyone's okay with it, but don't make overtime a habit.
😶‍🌫️ Leave uncomfortably…*awkwardly* long silences. This is one of the hardest facilitation skills, especially if you're a talker. When you ask a question and nobody responds, resist the urge to fill the gap and give it four more beats than feels natural. Breakthroughs happen in that discomfort - people finally get comfortable and open up right when you think the silence has gone on too long. We're flattened to screens and mics in this format, so people often need more time than you'd expect. If you need a coping strategy, try counting with your thumbs under the table or belly breathing through the pause.
😶 If you're stuck with a studio, a good place to return to is the [**Why, What, How**](https://miro.com/app/dashboard/?tpTemplate=uXjVNhP4wjQ%3D&isCustom=true&share_link_id=424922932467) exercise. You can also always stop a meeting a little early and reach out to program coordinators for advice on how to facilitate. We will provide you with resources and tools.
## Conflict Resolution
* Approach conflicts through the lens of [Loving Justice](https://wiki.ghostguild.org/doc/loving-justice-YZfxjqkngz)
* Familiarize yourself with Baby Ghosts' [conflict resolution procedures](https://wiki.ghostguild.org/doc/conflict-resolution-procedures-pCq0rWlCZb)
* Recognize when to involve staff in addressing conflicts
* Don't hesitate to ask the program coordinators for support

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---
title: Applicant Interviews
collection: Peer Supports
path: Peer Supports/Manual/Applicant Interviews
parentDocument: Manual
outlineId: 23eed4f9-23bf-4ddc-a584-a72a139e21d2
createdBy: Jennie R.F.
---
Part of your role as a Peer Support is helping us select the studios for each cohort. You'll be involved in second round interviews only - eileen and Jennie handle eligibility screening and first round interviews, including checking that all application materials are accessible and in order.
### How it works
You'll be asked to attend a maximum of 2 second round interviews over a two-to-three week period. Each interview can be up to 90 minutes, though some are shorter. Two peer supports attend each interview.
When an interview is scheduled, you'll get a notification in Slack (in the #bg-cohort-6-interviews channel).
:::info
To sign yourself up, emoji-react to the notification with ✋. You'll receive a calendar invite once you've signed up.
:::
If your schedule changes and you need to cancel, please let eileen and Jennie know ASAP.
### Before each interview
Before your interview, you'll have access to the applicant's full application, the application review, and first round reviews through [hub.babyghosts.org](https://hub.babyghosts.org/). You can see what's already been discussed, what questions have been answered, and how the studio scored in the first round.
:::info
A Question Bank is pinned in the Slack canvas for your peer support channel. It's a starting point - you don't have to stick to it, but the questions in there are designed to help with your scoring based on our rubric.
:::
Take some time to review before each interview.
### During the interview
Think of the interview as a conversation, not an interrogation. You're trying to understand who this team is, how they work together, and whether they're ready for what this program asks of them.
Pay attention to how the team interacts with each other during the interview - not just what they say. Some of the most useful information comes from watching team dynamics in real time.
### Scoring
After each interview, you'll score the studio through your reviewer account on [hub.babyghosts.org](https://hub.babyghosts.org/). The scoring rubric is built into the interface, so you'll see the criteria and rating descriptions as you go.
In addition to the rubric scoring, you'll do a qualitative assessment before making your final recommendation, covering:
* **Pain point awareness** - Do they know where they're struggling? A team that can name their challenges with some nuance is in a very different place than one that says everything's fine.
* **Openness to feedback** - Can they receive input without getting defensive or dismissive? The program involves being willing to learn and make changes.
* **Team dynamics** - Is everyone participating? Are they communicating well with each other? Are there power imbalances that concern you?
* **Cohort fit** - Do they get that this is about giving and contributing, not just taking? Do they seem like they'd mesh well with the community?
### Your comments matter!
The comments field is really important. We read qualitative comments closely when reviewing scores. If you write "this team absolutely has to be in" or flag a specific concern, that carries a lot of weight. Don't be shy - we trust your instincts!
### How final decisions are made
After all interviews are done, the full group of peer supports gathers to make final selections together (see [Applicant Selection Process](/doc/6150980a-76a9-4d2a-99d1-acab58e3847e)). We don't automatically accept the highest scoring studios. Rather, we talk about which teams we feel we can best support, how well teams fit with each other and whether studios seem likely to participate actively.
Community participation carries significant weight because without it, teams don't get to practice what they're learning and see it in action from other studios. Also, a team might be a great fit for one cohort and not another. We do consider the overall diversity of the cohorts and prioritize groups that have been underrepresented in our past cohorts.
This is also when you'll indicate which studios you're most interested in working with, which feeds into the matching process. We can't guarantee that you'll get your top pick, but we'll try our best!

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---
title: Applicant Selection Process
collection: Peer Supports
path: Peer Supports/Manual/Applicant Selection Process
parentDocument: Manual
outlineId: 6150980a-76a9-4d2a-99d1-acab58e3847e
createdBy: Jennie R.F.
---
* Background on our pipeline, scoring system, rubrics, etc.
* Documentation of rubric used for each stage.
# The Decide Meeting
## What this is
This is the group meeting where we decide together which studios will join the cohort. *Every person in the meeting has a say in this decision.* We use consensus, meaning we don't move forward until everyone can fully support the new cohort.
---
## Who's invited
Program coordinators, the peer support coordinator, and all peer supports. Some peer supports interviewed studios directly. They asked their own questions and submitted their own reviews. Others didn't interview but have full access to all application materials, scores, and notes through the [hub](https://hub.babyghosts.org). No one has more weight in this discussion than anyone else.
---
## How it works
We discuss each studio one at a time, adding our thoughts to a miro board the coordinators will make in advance of the meeting. We then work through any concerns or ties until we reach a selection everyone supports.
### Your prep
Review all studio materials in the hub: Applications, scores, reviewer notes, and self-assessments (especially for studios you didn't interview!). For each studio, come with a sense of: Do I think they're ready for this program? What excites me? What concerns me? Think about the cohort as a whole, not just individual studios. Which combination would make the strongest group?
You don't need to write anything down or share beforehand! And don't spend all day on this!
### Roles
We assign three roles before the meeting. Think about volunteering to facilitate! *We prefer that a peer support runs it, not a coordinator.*
1. The *facilitator* guides the conversation and ensures everyone speaks. They manage the process, *not content*.
2. The *note-taker* captures important points, concerns raised (and by whom), and the final decision with reasoning/rationale.
3. The *time-keeper* ensures the discussion moves towards the final decision and lets everyone know how much time is remaining in each section.
### Discussion
We go through each studio one at a time. For each one:
1. The two peer supports who interviewed that studio share what they observed: What stood out, what concerned them, how the team interacted. *Coordinators hold back unless asked a direct question.*
2. Anyone can ask factual/clarifying questions.
3. *Everyone* shares a brief reaction onto the mirror board. One sentence is fine.
If you interviewed a studio, please share what you observed. What stood out? What gave you pause? How did the team interact with each other?
If you didn't interview a studio, just come ready to share your impressions based on the hub materials. Your outside perspective is extra valuable!!
Share your actual reaction. There's no need to be diplomatic (the teams won't see your comments) and it's okay to say you're not sure!
### Signal check
After discussing all studios, we use Slack reactions to see where the group stands. A coordinator posts one message per studio and the facilitator asks everyone to react.
Reactions:
* 💚 I support this studio being in the cohort
* ✋ I have concerns I'd like to discuss before agreeing
* 🛑 I can't support this - I believe it would *cause harm* to the studio or the cohort
### Working toward consensus
Studios where everyone reacted with green heart are in.
Studios where anyone raised a hand get discussed further. The concerned person explains, the group talks it through, and the concerned person decides whether the discussion has addressed their questions enough to change their reaction.
If more studios have support than there are spots, we work through the contested picks together until we land on a selection everyone can support, *even if it's nobody's first choice*.
### What consensus is *not*
Consensus does not mean everyone must be equally enthusiastic about every team. It means no one has a concern serious enough that they believe the decision would cause harm to the studio, the cohort, the program, or our community.
Consensus also does not mean the loudest concerns win. If one person has a strong objection but can't articulate why it rises to the level of "this would cause harm," the group can respectfully note the concern and still move forward.
Consensus doesn't mean this is your dream cohort. It means you can stand behind the selection and support these studios fully once the program starts.
### Closing
The facilitator posts the proposed cohort in Slack and asks everyone to react with a green heart if they can support it. If everyone reacts, the decision is made. If someone can't, we go back to their concern.
After the cohort is selected, peer supports indicate which studios they're most interested in working with (top 3). This doesn't need consensus - it's input for coordinators to use when making assignments.
:::warning
### Confidentiality
The notes from this meeting are confidential to the peer support team and coordinators. Studios should never learn the specific concerns raised about them during the decide session.
:::

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---
title: Trauma-Informed Protocols for Coop Foundations Peer Supports
collection: Peer Supports
path: Peer Supports/Trauma-Informed Protocols for Coop Foundations Peer Supports
parentDocument: null
outlineId: 4afbfd3b-ccfe-4f0d-900f-875fc4c809f7
createdBy: Jennie R.F.
---
This is a reference for facilitators, Peer Supports, and coordinators delivering the Baby Ghosts 9-week Cooperative Foundations program. It's meant to be a practical guide to structuring sessions so people can participate safely when the content is difficult.
Cooperative Foundations asks people to talk about power, money, values, conflict, and how they want to work together. That content will bring up lived experiences of harm, exclusion, and systemic violence. Not every session will be heavy, but every session has the potential to touch something tender.
These protocols are designed to help you be ready for that.
This document is written for three roles: facilitators who lead sessions, Peer Supports who build ongoing relationships with studios (and who are also facilitators), and the Peer Support Coordinator who supports and coordinates the Peer Supports themselves.
## About the Peer Support Coordinator
The Peer Support Coordinator's job is to be close to the Peer Supports themselves: Running training sessions, collecting weekly data on how Peer Supports are feeling and how studios are connecting with them, monitoring studio channels for pain points and power dynamics, and advising Peer Supports on how to handle situations rather than stepping in directly. They also fill in when a Peer Support can't make a session.
## What we mean by trauma-informed
Trauma-informed facilitation means recognizing that *everyone in the room carries experiences that shape what feels safe to them*. Some of those experiences involve harm. We don't need to know the details, and we don't ask people to disclose. What we do is structure the space so that people can participate safely and stay connected to the group even when the content is difficult.
Five principles guide this, originally articulated by Maxine Harris and Roger Fallot in "Envisioning a Trauma-Informed Service System" (2001), building on Harris's earlier clinical work with women (1998), and later expanded by SAMHSA (2014).
We've adapted their language for our context:
### Safety.
You can't promise nothing hard will happen, but participants need to feel safe enough to take risks. This is built through consistency, transparency, and follow-through.
### Choice.
Participants decide their own level of engagement. We don't cold-call, we don't require sharing, and we always offer ways to participate that don't involve speaking to the full group.
### Trustworthiness.
Agendas, expectations, and boundaries are communicated clearly and in advance, and we do what we say we'll do.
### Collaboration.
The facilitator isn't the expert on anyone's experience. We create conditions for participants to bring their own knowledge and make their own meaning.
> "There is a conversation in the room that only these people at this moment can have. Find it." – adrienne maree brown, *emergent strategy*
### Empowerment.
The goal is to build people's capacity and agency, not dependence on their Peer Supports.
## Before the session
### Know your content
Read through the session guide and identify the moments that might elicit strong responses. (We have also done our best to note these based on past cohort experiences.) Anything touching on money, power dynamics, exclusion, or identity may be higher-intensity.
There's no need to avoid those topics. But do go in with your eyes open and your transitions planned.
### Set the container
A "container" is the set of structures, agreements, and conditions that hold a session together and make it possible for people to take risks. This includes things like the agenda, the community agreements, the tech setup, who's in the room, what's been communicated in advance, and how the space is framed up front. A good container doesn't prevent hard things from happening - it makes it possible for people to stay present when they do. [Read more about containers.](https://wiki.ghostguild.org/doc/running-anti-oppressive-meetings-70Q50jPTKH?q=containers#h-containers-the-things-that-hold-your-meeting-together)
Community agreements will be established in Session 0 and revisited regularly. Before any session where you're anticipating heavier content, remind participants of those agreements.
Say what you're about to get into, e.g., "Today we're going to talk about money and financial realities. This topic can bring up a lot of feelings."
We recommend against recording, unless it is explicitly requested by the team for their own use. Check to see if one of the members can do the recording instead of you. If you're recording the session, say when you are going to start, and get consent every time. Be clear about where the recording will be stored and who has access. Offer to pause recording for sensitive moments. This is especially important for sessions that touch on personal finances, conflict, or identity. Participants need to know what's being captured and what isn't.
### Check your own state
Before facilitating, take five minutes to check where you're at. If you're activated (feeling tense, reactive, or emotionally charged) distracted, or running on fumes, let your co-facilitator know and adjust. This models what you're asking participants to do.
### Co-facilitation planning
Decide in advance who's leading which sections, who's watching the room, and what your signals are for when something needs attention. Have a plan for who steps in if someone gets activated and who follows up after the session.
## During the session
### Reading the room
Pay attention to shifts in energy, not just what people say. Signs that someone may be struggling:
* Going quiet after being engaged
* Body language and facial expression shifts
* Responses becoming short or clipped
* Humour that deflects or minimizes
* Camera off when it's normally on
Sometimes people are just processing. The skill we want you to develop is noticing the change. You don't need to diagnose the cause.
### Pacing and transitions
The moments between activities are where people are most vulnerable. A hard conversation followed by "Moving on…" can feel abrupt and dismissive. Build breathing room (*awkwardness is okay!*) into transitions, e.g., "That was a big conversation. Let's take a minute before we change gears."
Use breaks strategically. If energy is heavy, take a break even if it's not scheduled. If you're running behind, cut content before you cut breathing room. And if *anyone* needs a break, it's time for everyone to take one.
### When someone gets activated
Kai Cheng Thom's Window of Transformation (adapted from Siegel and Ogden's Window of Tolerance) describes the range within which a person can engage with difficult content and still think, feel, and stay present. When someone moves outside that window, they either activate (fight/flight, visible distress, heightened emotion) or deactivate (freeze, shutdown, withdrawal). Notice this movement and respond.
This will happen: Someone will share something that hits harder than expected, for them or for the group. Here's what to do:
* Don't panic. Your calm is the most useful thing in the room.
* Acknowledge what's happening, and offer choice: "Would you like to take a moment, or would you like to keep going?"
* Don't rush to fix it. Sitting with discomfort (as long as it is not harmful) is part of our work.
* Check in after. Privately, not in front of the group.
What not to do:
* Don't ask them to explain or elaborate on their experience
* Don't share your own similar experience in that moment
* Don't redirect to the group for support ("Does anyone else relate?") without the person's consent
* Don't promise confidentiality you can't guarantee
### When harm happens in the room
Sometimes a participant will say something that causes harm to another participant, whether they intend to or not. (This is different from someone getting activated by the content itself.)
It's worth talking about how harm in the room often follows lines of power. A comment that feels minor to the person who said it can carry the weight of a pattern for the person on the receiving end especially when it echoes patterns they've experienced around race, gender, disability, or class.
You don't need to diagnose the full dynamic in the moment. But be aware that your response will be read differently depending on ***who*** *caused harm* and ***who*** *was harmed*, and how the group perceives *your* position.
Address it in the moment: "I want to pause here. What was just said may have had an impact that wasn't intended."
Centre the person who was harmed, not the person who caused harm. "How are you doing? What do you need right now?"
Don't force an immediate resolution. Try: "We're going to come back to this, but right now I want to make sure everyone's okay to continue."
Follow up with both people individually soon after the session. If the issue is part of a larger pattern or needs a more structured process, refer to our [conflict resolution policy](https://wiki.ghostguild.org/doc/conflict-resolution-policy-gP5nCZbq9T) and [procedures](https://wiki.ghostguild.org/doc/conflict-resolution-procedures-pCq0rWlCZb), which lay out a full escalation path. The Co-Executive Directors will support you in applying this process.
Watch for this pattern: Harm that gets reframed as "just a misunderstanding" or "not what I meant." Intent doesn't undo impact. Your job is to hold space for the impact without requiring the harmed person to perform forgiveness on the spot.
### Holding boundaries
You will sometimes need to interrupt, redirect, or stop a conversation. This is *good facilitation!* Kai Cheng Thom's Loving Justice framework names three de-escalation tools you can use: Compassionate statements, curious questions, and firm boundaries. All three are acts of care.
* If someone is dominating: "I want to make sure we hear from others too. Let's pause here and open it up."
* If a conversation is going somewhere unsafe: "I'm going to redirect us here. This is important, but it needs more time and care than we have in this moment."
* If someone is pressuring another participant: "We're going to respect the boundary that was just set."
Say these things warmly and directly. Don't apologize or feel guilty about holding the container.
## Navigating specific dynamics
### Power and identity in the room
Baby Ghosts works with studios that include people with different levels of power, different identities, and different experiences of marginalization. The facilitator needs to be aware of who is in the room and how power is operating, without making assumptions or putting anyone on the spot.
Watch for:
* Who speaks first and most often
* Whose ideas get picked up and whose get passed over
* Who defers to whom
* Whether people with marginalized identities are being asked (implicitly or explicitly) to educate the group
If you notice these patterns, say gently: "I'm noticing that we're hearing mostly from a few voices. Let's try a different format."
Structural changes (switching to written responses or pair-sharing) are often more helpful than calling out dynamics directly.
### When the content mirrors someone's lived experience
Sessions on power, money, governance, and conflict will inevitably mirror experiences participants have had in other workplaces or relationships. When someone makes that connection, it can be powerful and productive. It can also pull them out of the present moment and into something they're not prepared to process in a group setting.
Your role is to validate without encouraging them to go deeper than the space can hold, e.g., "It sounds like this connects to something for you. Share as much or as little as feels right."
### Silence and disengagement
Silence can mean many things: Processing, disagreement, activation, boredom, or simply not having something to say. Don't rush to fill it.
If someone has been disengaged for a while, check in privately during a break or after, rather than putting them on the spot. "Hey, I noticed you've been quiet. Just wanted to check in."
## After the session
### Debriefs and check-ins
#### Debrief with your co-facilitator
*Immediately after every Studio Support Session*
This can be a quick 5-10 minute chat in a huddle or by text in the Peer Support channel or by DM. The visibility of using the shared channel is helpful for us, but use your own judgment. Use the debrief prompts in the session guide and add:
* Notice anything?
* Anyone to follow up with individually?
* How are you feeling about it?
It can be tempting to just close slack and move on, especially after a heavy session. The debrief is where you process your own responses and catch things you missed in the moment.
#### Studio update
*After every Studio Support Session* Post a summary in the Peer Support channel within a day of each Studio Support Session, while it's fresh. Include both concerns and celebrations. This is how the Baby Ghosts team stays connected to what's happening across studios.
#### Peer Support check-in
*An end-of-week synchronous huddle with all Peer Supports and the Peer Support Coordinator*
The check-in is your space to discuss patterns, ask for advice and feedback, and raise anything you're unsure how to handle. This is how dynamics become visible at the program level rather than staying hidden.
### Following up with participants
If someone was visibly activated or if harm occurred, let the Peer Support coordinator know, and follow up with the studio member within 24 hours. Keep it low-key: "I wanted to check in after yesterday's session. How are you with everything?"
Don't try to resolve things in the follow-up. Ask what they need, and connect them with the coordinators if appropriate.
### Documenting patterns
Note patterns and dynamics you're seeing across sessions. Which topics consistently cause tension or heated responses? Where do participation patterns shift? This information feeds into improving the guides and helps the next coordinator know what to be ready for!
## Peer Support care
Leah Lakshmi Piepzna-Samarasinha writes in "Care Work" (2018) about the unsustainability of care that only flows one direction. This applies to facilitators too. If the people doing the holding aren't being held, the whole structure wears thin.
This section is about sustainability.
### Recognizing your own activation
Facilitators have their own experiences and responses. You might get activated by:
* Content that mirrors your own lived experience
* A participant's distress that triggers your own empathy response
* Feeling helpless or out of your depth when someone is struggling
* Accumulation - the slow build of holding heavy content session after session
Signs to watch for in yourself: Difficulty sleeping after sessions, dreading upcoming sessions, feeling emotionally flat or numb, replaying moments obsessively, or losing your ability to be present.
### What to do about it
* Talk to your co-facilitator during your debrief.
* Set boundaries on your availability between sessions. You are not a 24/7 support line. ([More tips on this in the Peer Support manual.](https://wiki.ghostguild.org/doc/manual-Zb4h1RKyDb#h-self-care-and-boundaries))
* Have your own support structures outside the program, such as a therapist, a peer group, or a friend who understands. And lean on our Peer Support Coordinator. They are here specifically as a resource for you!
* Take breaks. If you need to step back from a session, do it. The program can adapt.
### The dual role problem
In Cooperative Foundations, facilitators are also Peer Supports. You're running sessions *and* building ongoing relationships with studios between sessions. That means you're holding both the group dynamic and the individual relationships at the same time, week after week. This can be a lot.
The dual role makes sustainability harder because there's no clean separation between "facilitator mode" and "Peer Support mode." You're processing what happened in session while also checking in with studios about their homework, their conflicts, their progress.
Watch for these patterns in yourself:
* Over-identifying with a studio's struggles
* Taking on emotional labour beyond what the role actually requires
* This includes *performing professionalism* when you are not okay
* Feeling personally responsible for outcomes you can't control
* Skipping your own support structures because you're too busy supporting everyone else
You are a facilitator and a peer support, not a therapist. Knowing where your role ends is very important.
## Reminders
When you're struggling in the moment…
* Slow down.
* Don't pretend everything's fine when it's not.
* Boundaries are collective care.
* Debrief together.
* Take care of yourself.
## References used
adrienne maree brown - [*Emergent Strategy*](https://www.akpress.org/emergentstrategy.html) (AK Press, 2017) and [*Holding Change*](https://www.akpress.org/holding-change.html) (AK Press, 2021)
Maxine Harris - *Trauma Recovery and Empowerment: A Clinician's Guide for Working with Women in Groups* (The Free Press, 1998)
Maxine Harris and Roger D. Fallot - ["Envisioning a Trauma-Informed Service System: A Vital Paradigm Shift"](https://nhchc.org/wp-content/uploads/2020/01/Chapter-1-Harris-Fallot.pdf) (*New Directions for Mental Health Services*, 2001) - free PDF
Leah Lakshmi Piepzna-Samarasinha - *Care Work: Dreaming Disability Justice* (Arsenal Pulp Press, 2018)
SAMHSA - [*Concept of Trauma and Guidance for a Trauma-Informed Approach*](https://www.health.ny.gov/health_care/medicaid/program/medicaid_health_homes/docs/samhsa_trauma_concept_paper.pdf) (2014) - free PDF
Kai Cheng Thom - *I Hope We Choose Love: A Trans Girl's Notes from the End of the World* (Arsenal Pulp Press, 2019)
Kai Cheng Thom - [The Loving Justice Conflict Lens](https://kaichengthom.com/2021/06/21/the-loving-justice-conflict-lens/) (2021). See also: [Loving Justice Heart Map](https://ariseembodiment.org/2021/06/20/the-loving-justice-heart-map/) and the free workbook [So You're Ready to Choose Love](https://transformharm.org/tj_resource/so-youre-ready-to-choose-love-free-conflict-resolution-workbook/).
Kai Cheng Thom - [The Window of Transformation](https://ariseembodiment.org/2022/04/05/the-window-of-transformation/) (2022). Adapted from Dan Siegel's Window of Tolerance and Pat Ogden's sensorimotor framework.