Jennie Robinson Faber
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376 lines
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---
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title: Manual
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collection: Peer Support
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path: Peer Support/Manual
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parentDocument: null
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outlineId: 2257548a-2419-407c-89e9-75f419314a1d
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updatedAt: '2026-03-02T22:49:10.744Z'
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createdBy: Jennie R.F.
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---
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**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.
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## What does it mean to be a Peer Support?
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:::tip
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As *facilitators and supports* for program participants, we don't consider ourselves experts; rather, we consider ourselves peers! (It's right in the name.)
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:::
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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.
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---
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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.
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---
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## Baby Ghosts' Values and Principles
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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.
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* 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.
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* We believe in the necessity of healthy, ethical, sustainable, and safe work environments.
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* We see games as tools for creative expression and social transformation.
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* We value weirdness, unconventional ideas, and doing things differently.
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* We welcome difficult conversations and manage conflicts through the lens of \[\[Loving Justice\]\].
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* We strive to make our work accessible to everyone, practicing care in all our relationships.
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* We acknowledge the intertwined relationship between capitalism and colonialism and work to disrupt these systems.
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* We value collaboration over competition.
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* We are transparent and value feedback.
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* 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).
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### Cooperative Foundations Program Principles
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In addition to our organizational values, we embrace the following principles when delivering our Cooperative Foundations program.
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* We are **anticapitalist**, and reject standard industry practices that exploit workers and prioritize profit over wellbeing
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* Our focus is on researching, creating, and supporting **cooperative and worker-centric studio models** in our program and beyond
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* We prioritize **marginalized individuals**, especially IBPoC, in both Peer Support and studio selection
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* 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:
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* Creating opportunities for underrepresented folks to take on **decision-making positions** on our board, as Peer Supports and jurists
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* 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
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* Adapting the program as we go to make it as supportive as possible
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* Focusing on sustainability over growth
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### Acknowledging Our Context
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We acknowledge our current status as a predominantly white space and are committed to changing this! You can help by:
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* Addressing this reality and its implications
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* Being clear and upfront about this context with program participants
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* Explaining the limits of the program and what topics peer support is able to address
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* Naming issues as they arise so they can be further discussed and addressed
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* Working on strategies to mitigate harmful power dynamics with us during check-in meetings
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* Actively working to centre marginalized voices, especially IBPOC
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* Checking in to give space to others who may not have talked as much
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* Bolstering participants and encouraging them to take opportunities to present their work
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## Cooperative Foundations Program
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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:
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* Actionable values
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* Decision-making and prioritization
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* Collaboration and process development
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* Co-op studio structures and value flow
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* Governance and policy development
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* Collective decision-making
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* Team and project management
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* Studio story development
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* Solidarity strategies
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* Work/life balance
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Additional benefits of the program include:
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* A **safe and open place** to talk about what games mean to us
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* A **structured environment** for creative expression and collaboration
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* Opportunities for peer learning and support
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* Access to a **broader community** for game design and studio development support
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* **Resources and networking** with past participants, educators, academics, industry supports, and funders
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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.
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Part of the Peer Support role includes helping us decide on our participating studios.
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### Program Structure
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* Duration: 2 months
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* Cohort size: 5 teams (selected through an application process)
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* Components:
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* Weekly curriculum presentations
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* Weekly peer support meetings
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* Social activities and networking events
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### Program Goals
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* Create **collaborative connections** between new folks and experienced developers/founders for mutual learning and support
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* Offer **funded time** to build solid studio foundations
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* Support participants in becoming **makers, mentors, collaborators, and friends**
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* Contribute to **systemic industry transformation** that prioritizes workers, inclusion, and autonomy
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### Worker-Centric Approaches
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We believe that **cooperative** and worker-centric development environments are fundamental to the ethical creation of games.
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When we say worker-centric, we mean placing the wellbeing, rights, and needs of game workers at the centre of game development. This means:
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* Living wages and profit-sharing that reflect the value of labour
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* Transparent salaries
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* Rejection of "crunch" practices and unpaid overtime
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* Encouragement of work-life balance
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* Authentic effort to hire and support marginalized people
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* Accessible workspaces (both physical and digital)
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* Regular anti-racism/anti-oppression and equity training
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* Zero-tolerance for harassment and abuse
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* Open and anonymous communication channels for reporting issues
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* Mental health support and resources
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* Flat or horizontal organizational structures
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* Collective decision-making processes on major project directions
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* Workers have a say in the types of projects that are taken on
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* Regular synchronous meetings with the full team for transparency and input
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* Exploration of cooperative ownership models
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* Credit and recognition for individual contributions
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* Protection of workers' intellectual property rights
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* Remote work options
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* Flexible hours
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* Support for workers with caregiving responsibilities
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### Detailed Schedule
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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:
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* **Weekly group sessions** (1 hour)
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* You will lead one of the workshops
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* **Weekly one-on-one check-ins with your assigned studio** (1 hour)
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* Support them in exploring their 'pain points' and identifying what areas they need to work on
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* Facilitate them in exploring the topics raised in the weekly group sessions
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* Guide them through articulating their values
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* **Networking/social events** (1 hour every two weeks)
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* **Weekly/bi-weekly peer support check-in with the peer support support person** (15-30 mins)
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* Discuss areas the one-on-one check-ins and where studios may need additional support
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* Debrief about the peer support process and any concerns
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### Estimated Time Commitment
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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.
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| Activity | Hours | Description |
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|----------|-------|-------------|
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| 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. |
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| Peer Support workshop prep | 2 | For preparing your workshop outside of the above meetings. |
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| 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. |
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| Deciding on applicants (1.5 hr meeting) | 2 | 1.5hr meeting. Extra time for brief applicant review. |
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| Peer Support-team meetings | 8 | 1 hour meeting each week. |
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| Peer Support-led workshops (8 total) | 10 | Attending workshops/kickoff & wrap-up including your own. |
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| Peer Support debriefing as needed (1/week) | 4 | Peer support check-in meetings. 15-30 mins a week. |
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| Extra time for activities | 3 | |
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| Extra time on Slack working with peers | 5 | |
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| **Total hours per Peer Support** | 40 | |
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| **Rate** | $50.00 | |
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| **Total Compensation** | **$2,000.00** | |
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# Peer Support Program
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## Selection Process
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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.
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## Onboarding
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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.
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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.
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## Self-Care and Boundaries
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🫂 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!
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🌱 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."
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⏰ 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.
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## Matching
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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.
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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.
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### Mismatches
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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.
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## Building Trust
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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:
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* Be aware of your own positionality and biases
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* Communicate clearly about your needs and capacity
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* Participate in networking events to connect with participants early in the program
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* Actively work to centre marginalized voices within the program
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* Encourage and facilitate participant-led discussions and initiatives
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* 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.
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* Show that you value the unique perspectives and experiences of each participant
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* Acknowledge your own subjectivity and limitations
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* Create collective agreements rather than imposing rules - a judgment-free space comes from shared ownership, not top-down structure
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> "You don't know more than the people you're working with. You just know different things." - Russ Christianson
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## Creating Accessible and Inclusive Sessions
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It's important that we work to make our sessions accessible to all participants. Here are some practices to incorporate:
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### Scheduling and Calendar Management
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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.
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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.
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If you are overwhelmed by calendar notifications, check in with the coordinators for support wrangling and filtering them to what is essential for you.
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#### Attendance and Responsiveness
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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).
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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.
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### Before Sessions
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* Send materials in advance when possible
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* Provide multiple ways to engage (verbal, written, anonymous)
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* Be clear about recording policies and obtain consent:
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* Notify the group if you will be recording the session
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* Explain how and where recordings will be shared
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* Offer to pause recording for sensitive contributions
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* Detail how transcripts will be handled (including privacy considerations)
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### During Sessions
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* Offer regular check-ins with participants' bodies and energy levels
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* Provide multiple ways to contribute thoughts - including verbal, chat, or asynchronous (especially for slower processors)
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* Acknowledge when topics might be activating or triggering, taking into account members' location within the industry
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* Schedule breaks and encourage participants to ask for breaks
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* Validate different communication styles
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* Explicitly welcome movement, stepping away, and self-care
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### After Sessions
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* Provide ways for asynchronous contribution
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* Follow up with resources
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* The session note-taker should post key action items and a link to the recording and Miro board in the studio channel promptly
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* Encourage a weekly "capacity" status update in Slack: a quick "👍 good" / "⚠️ limited" / "❌ unavailable" post - you can and should do this, too!
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#### Peer Support Channel Reporting
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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.
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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.
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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.
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## Inclusive Language and Behaviour
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A safe, stress-free and inclusive environment must be maintained at all times. Here's how you can do your part:
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### Respect Diverse Identities
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* 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.
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* Allow participants space and time to disclose as much or as little information about their identity and background as they wish.
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* Treat all participants with respect and assume they know more about what they are trying to create than you do.
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* Do not use ableist language
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* Let participants do their own work. If you're frustrated by a participant's learning speed, you're in the wrong place.
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### Humour and Connection Styles
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🎭 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.
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### "Do"s and "Don't"s for Respectful Critique and Discussion
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| Instead of... | Try... |
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| "This doesn't make sense." | **Help articulate problems** "Can you explain your thought process?" |
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| "No." | "Have you tried..." "Yes, and..." |
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| "That's not how you do it." | "Let's try to brainstorm how we can improve this together." |
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| "This is just like \[Idea X\]." | "Check out these projects - they're doing something similar. What can we learn from them?" |
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| "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." |
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## Communication Guidelines
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* Practice **active listening**
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* Provide feedback with care
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* Honour where participants are and the decisions they've made so far
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* Offer support without trying to make decisions for the team
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* Use inclusive language and respect participants' identities and pronouns
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* For guidance on managing your capacity and availability, see [Self-Care and Boundaries](#self-care-and-boundaries) above
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When engaging with participants on Gamma Space/Baby Ghosts Slack, please:
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1. Default to communicating through the shared channel for the event or program.
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2. Encourage participants to engage by responding to their posts.
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3. Do not initiate private messages to participants without the explicit consent of the participant.
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4. Follow our [Code of Conduct](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Code+of+Conduct) - it applies to both in-person and online interactions.
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:::tip
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Understand that safety and boundaries mean different things to different people. *Always ask if you're unsure.*
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:::
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## Facilitation
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As a Peer Support, you are here to help support and encourage participants as they navigate their own studio development journey.
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### Your role and responsibilities
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Here's a quick-reference checklist for the role. Details on each item can be found in the relevant sections throughout this manual.
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* Contribute to **curriculum development** prior to the start of the program
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* Participate in **selecting the cohort** from our applications
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* **Facilitate a workshop**
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* Participate in **regular planning and check-in meetings** during the program
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* Participate in ongoing **self-reflection** and open discussion about power, privilege, and equity
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### How to run a session
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#### Meeting Roles
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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.
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#### Session Content
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Think of each session as a conversation. You are there as a *peer*.
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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.
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We recommend that Peer Supports encourage studios to reflect on the weekly topic in advance of the meeting.
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* Start by checking in with each other for 5-10 minutes in a fun or casual way
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* Ideally, you'll have your focus already, but take time to ask the studio what they are working on and where they need support
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* Prepare as much as you can in advance, but be ready to adapt your approach based on the group's needs
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* Encourage participation from everyone, helping quieter people speak up and moderating more dominant voices (program coordinators can also help with this)
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* Leave time to check out at the end of the meeting
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🖐️ 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.
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⏰ 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.
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😶🌫️ 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.
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😶 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.
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## Conflict Resolution
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* Approach conflicts through the lens of [Loving Justice](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Loving+Justice)
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* Familiarize yourself with Baby Ghosts' [conflict resolution procedures](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Conflict+Resolution+Policy)
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* Recognize when to involve staff in addressing conflicts
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* Don't hesitate to ask the program coordinators for support
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