---
title: Inclusive Moderation Training for Staff
---

**ESSENTIAL TRAINING FOR ALL MODERATION STAFF**

## 1. INTRODUCTION AND FRAMEWORK

### 1.1. Purpose and Importance

This training provides essential guidance for Team members on conducting moderation that upholds our community's core values of inclusivity, respect, and safety. Inclusive moderation goes beyond enforcing rules—it requires understanding the impact of our decisions on marginalised community members and actively working to create welcoming spaces for all.

### 1.2. Our Community's Social Justice Stance

**Critical Understanding**: Our community explicitly rejects neutrality in the face of oppression. This is not a "both sides" community — we actively support marginalised individuals and challenge systems of oppression.

**Key Principle**: Remaining neutral when marginalised individuals share experiences with discrimination constitutes support for oppressive systems.

### 1.3. Integration with Existing Policies

This training operates within our comprehensive policy framework:

**(a)** **Community Code of Conduct**: Core behavioural expectations and social justice principles;

**(b)** **Content and Moderation Policy**: Detailed enforcement procedures and content standards;

**(c)** **Community Leadership and Governance Policy**: Accountability mechanisms and leadership standards;

**(d)** **Staff Handbook**: General expectations for all Team members.

## 2. UNDERSTANDING INCLUSIVE MODERATION

### 2.1. Definition and Core Concepts

**Inclusive Moderation** means making moderation decisions that:
- Consider the impact on marginalised community members
- Recognise historical and systemic contexts of oppression
- Prioritise safety for vulnerable individuals
- Challenge harmful behaviours even when not explicitly prohibited
- Create welcoming spaces for diverse perspectives

### 2.2. Beyond Rule Enforcement

**Traditional Moderation**: "Does this violate our written rules?"

**Inclusive Moderation**: "Does this behaviour align with our values of creating safe, welcoming spaces for marginalised individuals?"

### 2.3. The Impact-Intent Framework

**Understanding Intent vs. Impact:**
- Intent: What someone meant to do
- Impact: The actual effect of their actions
- **Key Principle**: Impact matters more than intent when assessing harm

**Example**: Someone uses exclusionary language "without meaning to hurt anyone" (intent), but their words make LGBTQ+ members feel unwelcome (impact). The impact takes precedence in our response.

## 3. RECOGNISING MARGINALIZATION AND OPPRESSION

### 3.1. Understanding Intersectionality

**Intersectionality**: People can experience multiple forms of marginalization simultaneously. Consider how different identities interact:

- Race + Gender + Sexual Orientation
- Disability + Economic Status + Age
- Religion + Immigration Status + Language

**Moderation Implication**: A person facing multiple marginalizations may be more vulnerable to harm and need additional protection.

### 3.2. Common Forms of Marginalization in Tech Communities

#### 3.2.1. Identity-Based Marginalization

**Gender and Sexuality:**
- Misgendering, deadnaming, or use of rejected names/pronouns
- Questioning the validity of someone's gender identity or sexual orientation
- "Reverse discrimination" arguments against women, LGBTQ+ individuals, or other marginalised genders

**Race and Ethnicity:**
- Racial microaggressions or stereotyping
- Cultural insensitivity or appropriation
- Dismissing experiences of racism as "playing the victim"

**Disability:**
- Ableist language or assumptions
- Failure to accommodate accessibility needs
- Stigmatizing mental health conditions

#### 3.2.2. Systemic Marginalization

**Economic:**
- Classist assumptions about education, employment, or resources
- Dismissing concerns about accessibility or affordability

**Geographic:**
- Assumptions about English proficiency or cultural norms
- Time zone or internet access privilege

**Technical Experience:**
- Gatekeeping based on years of experience or specific technologies
- Dismissing questions as "too basic" or "obvious"

### 3.3. Recognising Microaggressions

**Microaggressions**: Subtle, often unconscious acts of discrimination that communicate bias towards marginalised groups.

**Examples in Tech Communities:**
- "You're so articulate!" (implying surprise that a person of colour speaks well)
- "Where are you really from?" (othering people based on appearance)
- "That's so gay" (using sexual orientation as negative descriptor)
- "You don't look like a programmer" (based on gender, age, or appearance stereotypes)

## 4. INCLUSIVE MODERATION TECHNIQUES

### 4.1. Proactive vs. Reactive Moderation

#### 4.1.1. Proactive Inclusive Moderation

**Create Welcoming Environments:**
- Use inclusive language in community communications
- Highlight diverse voices and contributions
- Address problematic patterns before they escalate
- Model inclusive behaviour in your own communications

**Example**: When introducing new members, use language like "Welcome to our inclusive community where all perspectives are valued" rather than generic welcomes.

#### 4.1.2. Reactive Inclusive Moderation

**Respond to Issues with Context:**
- Consider who is being harmed and their marginalised status
- Address both explicit violations and harmful patterns
- Prioritise protection of vulnerable community members
- Use enforcement as education opportunities

### 4.2. The Escalation Framework for Inclusive Moderation

#### 4.2.1. Assess Harm and Vulnerability

**Before Taking Action, Consider:**
1. **Who is being harmed?** Are they from a marginalised group?
2. **What type of harm?** Direct attack, microaggression, exclusionary behaviour?
3. **Pattern or isolated incident?** Has this user shown concerning patterns?
4. **Community impact?** How does this affect the overall community climate?

#### 4.2.2. Proportionate Response Framework

**Level 1: Educational Intervention**
- For first-time microaggressions or unintentional exclusionary language
- Focus on impact education rather than intent
- Provide resources for learning about inclusive communication

**Example Response:**
> "Hey [user], I wanted to follow up on your comment about [specific issue]. While I understand you may not have intended harm, language like that can make our LGBTQ+ community members feel unwelcome. Here are some resources about inclusive language: [resources]. Thanks for being willing to learn!"

**Level 2: Corrective Action**
- For repeated microaggressions or dismissive responses to feedback
- Clear explanation of community values and expectations
- Specific behavioural changes required

**Level 3: Protective Measures**
- For behaviour that creates unsafe environments for marginalised members
- May include temporary restrictions or enhanced monitoring
- Prioritise community safety over individual convenience

**Level 4: Removal**
- For persistent patterns of marginalization or serious discrimination
- When behaviour fundamentally conflicts with community values
- Document pattern for transparency and consistency

### 4.3. Addressing Specific Scenarios

#### 4.3.1. Identity Invalidation

**Scenario**: User questions someone's gender identity or sexual orientation.

**Inclusive Response Approach:**
1. **Immediate**: Remove/edit problematic content if public
2. **Direct**: Contact the user privately about impact
3. **Educational**: Explain why identity validation matters
4. **Supportive**: Check in with the targeted individual
5. **Preventive**: Monitor for patterns of similar behaviour

#### 4.3.2. "Reverse Discrimination" Claims

**Scenario**: User complains about "reverse racism" or "reverse sexism" when marginalised individuals receive support or advocacy.

**Inclusive Response Approach:**
1. **Contextual Education**: Explain historical and systemic contexts
2. **Values Clarification**: Reinforce community stance against oppression
3. **Boundary Setting**: Make clear this type of argument isn't welcome
4. **Resource Sharing**: Provide materials about systemic oppression

#### 4.3.3. Tone Policing

**Scenario**: User dismisses marginalised person's concerns because they're "too angry" or "not expressing it nicely enough."

**Inclusive Response Approach:**
1. **Address the Dismissal**: Focus on the tone policing behaviour
2. **Validate Emotions**: Acknowledge that anger about injustice is reasonable
3. **Refocus**: Redirect to the substance of concerns raised
4. **Education**: Explain why tone policing is harmful

### 4.4. Supporting Marginalised Community Members

#### 4.4.1. When Someone Experiences Harm

**Immediate Support:**
- Validate their experience and feelings
- Take their concerns seriously regardless of "proof"
- Ask what support they need rather than assuming
- Follow up privately to check on their wellbeing

**Avoid:**
- Requiring "evidence" before taking concerns seriously
- Minimising their experience or suggesting they're overreacting
- Focusing on the perpetrator's intent rather than impact
- Making them justify why something was harmful

#### 4.4.2. Creating Ongoing Safety

**Environmental Support:**
- Ensure they feel comfortable participating in community spaces
- Monitor for patterns of targeting or harassment
- Connect them with other supportive community members if appropriate
- Adjust your own behaviour to be more welcoming and inclusive

## 5. LANGUAGE AND COMMUNICATION TRAINING

### 5.1. Inclusive Language Guidelines

#### 5.1.1. Identity-Affirming Language

**Gender:**
- Use people's stated pronouns consistently
- Default to they/them when pronouns are unknown
- Avoid gendered assumptions about roles or interests
- Respect chosen names and avoid deadnaming

**Race and Ethnicity:**
- Use the terms people use for themselves
- Avoid assumptions based on names or appearance
- Be aware of cultural differences in communication styles
- Don't expect marginalised individuals to educate you

#### 5.1.2. Accessible Communication

**Language Accessibility:**
- Avoid unnecessarily complex jargon
- Provide explanations for technical terms
- Be patient with non-native English speakers
- Consider cultural differences in directness/indirectness

**Cognitive Accessibility:**
- Break down complex information into steps
- Use clear, concrete language
- Provide multiple ways to access information
- Be patient with processing differences

### 5.2. Trauma-Informed Communication

**Reference to Comprehensive Trauma-Informed Training**: For detailed trauma-informed moderation practices, understanding trauma responses, and comprehensive trauma-informed guidance, see [Trauma-Informed Moderation Training](/staff/training/trauma-informed-moderation). This section provides a brief overview; refer to the trauma-informed moderation training document for comprehensive guidance.

#### 5.2.1. Understanding Trauma Responses

**Common Trauma Responses:**
- Hypervigilance about potential threats
- Strong emotional reactions to triggers
- Difficulty trusting authority figures
- Need for control and predictability

**Moderation Implications:**
- Be clear and transparent about processes
- Avoid surprising or sudden changes
- Provide multiple communication options
- Respect boundaries and autonomy

#### 5.2.2. De-escalation Techniques

**Reference to Comprehensive De-escalation Training**: For detailed de-escalation techniques, communication strategies, and practical application guidance, see [De-escalation Techniques Training](/staff/training/de-escalation-techniques). This section provides a brief overview; refer to the de-escalation training document for comprehensive guidance.

**When Someone Is Activated:**
1. **Stay Calm**: Don't mirror heightened emotions
2. **Validate**: Acknowledge their feelings are real and understandable
3. **Clarify**: Ask what they need to feel safer
4. **Space**: Offer breaks or private communication if helpful
5. **Follow-Up**: Check in after the situation has calmed

## 6. ADDRESSING RESISTANCE TO INCLUSIVE PRACTICES

### 6.1. Common Forms of Resistance

#### 6.1.1. "Political Correctness" Complaints

**Response Strategy:**
- Reframe as "basic respect and human dignity"
- Explain the real impact of exclusionary language
- Connect to community values and mission
- Set clear boundaries about acceptable discourse

#### 6.1.2. "Free Speech" Arguments

**Response Strategy:**
- Clarify that this is about community standards, not legal censorship
- Explain that freedom of speech doesn't mean freedom from consequences
- Emphasise that inclusive communities require some behavioural boundaries
- Reference community agreement and voluntary participation

#### 6.1.3. "I Don't See Colour/Gender/etc." Claims

**Response Strategy:**
- Explain why "colorblindness" can be harmful
- Emphasise the importance of seeing and celebrating differences
- Discuss how ignoring identity ignores important experiences
- Provide resources about inclusive allyship

### 6.2. Setting and Maintaining Boundaries

#### 6.2.1. Clear Communication

**When Setting Boundaries:**
- Be specific about problematic behaviours
- Explain the community values behind the boundary
- Provide clear expectations for future behaviour
- Follow through consistently with consequences

#### 6.2.2. Escalation When Boundaries Are Crossed

**Progressive Response:**
1. **Education and Clarification**
2. **Formal Warning with Specific Expectations**
3. **Temporary Restrictions or Monitoring**
4. **Removal for Persistent Boundary Violations**

## 7. CULTURAL COMPETENCY AND GLOBAL AWARENESS

### 7.1. Understanding Cultural Differences

#### 7.1.1. Communication Styles

**High-Context vs. Low-Context Cultures:**
- High-context: Meaning derived from context, relationships, nonverbal cues
- Low-context: Meaning primarily from direct, explicit communication

**Moderation Implication**: Be aware that directness levels vary culturally and don't interpret communication style as rudeness or evasiveness.

#### 7.1.2. Authority and Hierarchy

**Cultural Variations:**
- Some cultures have strong respect for authority/hierarchy
- Others emphasise egalitarian relationships
- Power distance affects how people interact with moderators

**Moderation Implication**: Adapt your communication style whilst maintaining consistent standards.

### 7.2. Global Inclusivity Considerations

#### 7.2.1. Time Zone and Geographic Inclusion

**Considerations:**
- Schedule events and communications to include multiple time zones
- Don't assume everyone celebrates the same holidays
- Be aware of different internet access and technology availability
- Consider economic disparities affecting participation

#### 7.2.2. Language and Translation

**Best Practices:**
- Be patient with non-native English speakers
- Offer help with clarification when communication is unclear
- Use clear, simple language when possible
- Don't make assumptions about intelligence based on language skills

## 8. DOCUMENTATION AND ACCOUNTABILITY

### 8.1. Inclusive Documentation Practices

#### 8.1.1. Recording Context and Impact

**When Documenting Incidents:**
- Include context about marginalised status of affected individuals
- Record the impact on community safety and inclusion
- Note patterns of behaviour, not just isolated incidents
- Explain reasoning behind moderation decisions

#### 8.1.2. Privacy and Protection

**Balance Requirements:**
- Protect privacy of marginalised individuals
- Document enough detail for accountability
- Consider safety implications of public transparency
- Follow established documentation protocols

### 8.2. Accountability Mechanisms

#### 8.2.1. Self-Reflection and Growth

**Regular Self-Assessment:**
- Am I consistently applying inclusive principles?
- Are my actions creating safer spaces for marginalised individuals?
- What biases might be affecting my moderation decisions?
- How can I continue learning and improving?

#### 8.2.2. Community Feedback

**Seeking Input:**
- Listen to feedback from marginalised community members
- Participate in regular training updates
- Engage with criticism constructively
- Adjust practices based on community needs

## 9. ADVANCED SCENARIOS AND CASE STUDIES

### 9.1. Complex Intersectional Situations

#### 9.1.1. Scenario: Conflicting Marginalizations

**Situation**: A person of colour makes transphobic comments, and a white trans person responds with racially insensitive language.

**Inclusive Approach:**
1. **Address Both Harms**: Don't prioritise one marginalization over another
2. **Context Matters**: Consider different power dynamics and systemic contexts
3. **Educational Opportunity**: Help both parties understand intersectionality
4. **Community Impact**: Focus on creating safety for all marginalised individuals

#### 9.1.2. Scenario: Internalized Oppression

**Situation**: A marginalised individual makes self-deprecating comments that reinforce harmful stereotypes about their group.

**Inclusive Approach:**
1. **Gentle Intervention**: Address the harmful impact without shaming
2. **Educational Support**: Provide resources about internalized oppression
3. **Community Protection**: Consider impact on other community members
4. **Individual Support**: Offer private conversation about self-advocacy

### 9.2. Challenging Community Situations

#### 9.2.1. Scenario: "Devil's Advocate" Arguments

**Situation**: User consistently plays "devil's advocate" on issues affecting marginalised communities, arguing for positions that cause harm.

**Inclusive Approach:**
1. **Pattern Recognition**: Address the pattern, not just individual comments
2. **Impact Focus**: Explain how "devil's advocate" can silence marginalised voices
3. **Value Clarification**: Reinforce community stance against oppression
4. **Boundary Setting**: Make clear that some positions aren't welcome for debate

#### 9.2.2. Scenario: Gaslighting Marginalised Experiences

**Situation**: Multiple users question a marginalised person's account of discrimination, suggesting they're "imagining things" or "being too sensitive."

**Inclusive Approach:**
1. **Immediate Support**: Validate the marginalised person's experience
2. **Group Education**: Address the gaslighting behaviour as harmful
3. **Pattern Interruption**: Stop the pile-on before it escalates
4. **Community Standards**: Reinforce expectations about believing marginalised voices

## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES

### 10.1. Scenario 1: Conflicting Marginalizations

**Situation**: A person of colour makes transphobic comments, and a white trans person responds with racially insensitive language. Both parties claim the other started it and that their own comments were justified responses.

**Your Response:**
1. How do you address both forms of harm without prioritising one over the other?
2. How do you consider different power dynamics and systemic contexts?
3. How do you help both parties understand intersectionality?
4. How do you focus on creating safety for all marginalised individuals?
5. What moderation actions do you take?
6. How do you facilitate learning and growth?

**Correct Answer**: Address both harms equally, recognise different systemic contexts (transphobia from person of colour vs. racism from white person), provide education about intersectionality, focus on community safety for all marginalised members, take appropriate action against both forms of discrimination, facilitate understanding and growth.

### 10.2. Scenario 2: "Devil's Advocate" Pattern

**Situation**: A user consistently plays "devil's advocate" on issues affecting marginalised communities, arguing for positions that cause harm. When called out, they say they're "just asking questions" and "trying to understand both sides." Marginalised community members are feeling silenced and unwelcome.

**Your Response:**
1. How do you recognise this as a pattern rather than isolated incidents?
2. How do you explain the impact of "devil's advocate" arguments?
3. How do you reinforce community values against oppression?
4. How do you set boundaries about what positions are welcome?
5. What moderation action is appropriate?
6. How do you support marginalised community members?

**Correct Answer**: Recognise pattern of harmful behaviour, explain how "devil's advocate" silences marginalised voices, reinforce community stance against oppression, set clear boundaries that some positions aren't open for debate, take progressive enforcement action, support and validate marginalised community members.

### 10.3. Scenario 3: Gaslighting Marginalised Experiences

**Situation**: Multiple users question a marginalised person's account of discrimination, suggesting they're "imagining things" or "being too sensitive." The marginalised person feels isolated and unsupported, and other marginalised members are watching and feeling unsafe.

**Your Response:**
1. How do you immediately support the marginalised person?
2. How do you address the gaslighting behaviour?
3. How do you stop the pile-on before it escalates?
4. How do you reinforce community standards about believing marginalised voices?
5. What actions do you take against gaslighting?
6. How do you create safety for other marginalised members?

**Correct Answer**: Immediately validate marginalised person's experience, address gaslighting as harmful behaviour, stop pile-on immediately, reinforce community standards about believing marginalised voices, take action against gaslighting behaviour, create clear safety message for all marginalised members, provide ongoing support.

## 11. ONGOING DEVELOPMENT AND SUPPORT

### 11.1. Continuous Learning Requirements

#### 11.1.1. Regular Training Updates

**Monthly**: Review new scenarios and community developments
**Quarterly**: Update knowledge of best practices and resources
**Annually**: Complete comprehensive inclusive moderation assessment

#### 11.1.2. Learning Resources

**Essential Reading:**
- Academic research on inclusive communities
- Marginalised voices and lived experiences
- Current events affecting marginalised communities
- Best practices from other inclusive organisations

### 11.2. Support Systems for Staff

#### 11.2.1. Peer Support and Consultation

**Available Resources:**
- Staff consultation channels for difficult situations
- Peer mentoring from experienced inclusive moderators
- Regular team discussions about inclusive practices
- Access to subject matter experts on specific issues

#### 11.2.2. Personal Impact Management

**Self-Care Considerations:**
- Recognise emotional labour of inclusive moderation
- Seek support when dealing with challenging situations
- Maintain boundaries to prevent burnout
- Celebrate progress and positive community changes

## 12. TRAINING REQUIREMENTS

This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.

**Key Points:**
- This document must be reviewed during initial onboarding and annually thereafter
- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
- Failure to complete annual training review will result in dismissal from staff positions
- All training completions are documented in staff records for accountability, legal compliance, and quality assurance

---

*This Inclusive Moderation Training document is part of our comprehensive staff development programme designed to create truly inclusive community spaces. For questions about inclusive moderation techniques or to report training completion, please contact leadership through designated staff channels.*

