src/content/docs/misc/templates.md

@@ -790,6 +790,8 @@ Ping Naomi in the sprint channel on Discord
 <summarise what contributor said>
 ```
 
+## 3. DISCLAIMERS AND USAGE REQUIREMENTS
+
 ### 3.1. Reference to Comprehensive Liability Framework
 
 **IMPORTANT: Comprehensive liability limitations, damage exclusions, and maximum liability caps are set forth in our Limitation of Liability and Indemnification Policy, which is incorporated herein by reference.**

src/content/docs/staff/training/conflict-resolution.md

@@ -684,9 +684,9 @@ This training operates within our comprehensive policy framework:
 - **Personal Time**: Adequate time off and vacation policies
 - **Wellness Programs**: Access to wellness resources and programmes
 
-## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES
 
-### 9.1. Scenario 1: Interpersonal Conflict Escalation
+### 10.1. Scenario 1: Interpersonal Conflict Escalation
 
 **Situation**: Two community members who were previously friends are now in an escalating conflict. What started as a disagreement about a technical approach has become personal attacks, name-calling, and threats. Other community members are taking sides, and the conflict is disrupting multiple channels.
 
@@ -700,7 +700,7 @@ This training operates within our comprehensive policy framework:
 
 **Correct Answer**: Assess as high-severity conflict in entrenchment stage. Immediately separate parties, stop personal attacks, meet individually with each party to understand perspectives, use de-escalation techniques, assess if resolution is possible, facilitate discussion if both parties willing, or take protective action if not.
 
-### 9.2. Scenario 2: Conflict Involving Marginalised Community Member
+### 10.2. Scenario 2: Conflict Involving Marginalised Community Member
 
 **Situation**: A marginalised community member reports experiencing discrimination from another member. The other member claims they were "just joking" and that the marginalised member is "overreacting." Other community members are dismissing the concern as "not a big deal."
 
@@ -714,7 +714,7 @@ This training operates within our comprehensive policy framework:
 
 **Correct Answer**: Prioritise support for marginalised member, validate their experience, address discriminatory behaviour with education about impact, explain that intent doesn't negate impact, address dismissive community responses, provide education about discrimination and community values, take protective measures, ensure ongoing safety.
 
-### 9.3. Scenario 3: Staff-Community Member Conflict
+### 10.3. Scenario 3: Staff-Community Member Conflict
 
 **Situation**: A community member reports that a Team member was dismissive and rude to them during a moderation interaction. The Team member says the community member was being difficult and they were just doing their job. The community member feels their concerns weren't taken seriously.
 
@@ -728,7 +728,7 @@ This training operates within our comprehensive policy framework:
 
 **Correct Answer**: Ensure conflicted Team member doesn't participate in resolution, use independent Team members for review, address power dynamics explicitly, apply same community standards to Team members, provide transparent communication about process, take appropriate accountability measures, maintain community trust through fair process.
 
-## 10. TRAINING REQUIREMENTS
+## 11. 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.
 

src/content/docs/staff/training/inclusive-moderation.md

@@ -453,9 +453,9 @@ This training operates within our comprehensive policy framework:
 3. **Pattern Interruption**: Stop the pile-on before it escalates
 4. **Community Standards**: Reinforce expectations about believing marginalised voices
 
-## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES
 
-### 9.1. Scenario 1: Conflicting Marginalizations
+### 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.
 
@@ -469,7 +469,7 @@ This training operates within our comprehensive policy framework:
 
 **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.
 
-### 9.2. Scenario 2: "Devil's Advocate" Pattern
+### 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.
 
@@ -483,7 +483,7 @@ This training operates within our comprehensive policy framework:
 
 **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.
 
-### 9.3. Scenario 3: Gaslighting Marginalised Experiences
+### 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.
 
@@ -497,17 +497,17 @@ This training operates within our comprehensive policy framework:
 
 **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.
 
-## 10. ONGOING DEVELOPMENT AND SUPPORT
+## 11. ONGOING DEVELOPMENT AND SUPPORT
 
-### 10.1. Continuous Learning Requirements
+### 11.1. Continuous Learning Requirements
 
-#### 10.1.1. Regular Training Updates
+#### 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
 
-#### 10.1.2. Learning Resources
+#### 11.1.2. Learning Resources
 
 **Essential Reading:**
 - Academic research on inclusive communities
@@ -515,9 +515,9 @@ This training operates within our comprehensive policy framework:
 - Current events affecting marginalised communities
 - Best practices from other inclusive organisations
 
-### 10.2. Support Systems for Staff
+### 11.2. Support Systems for Staff
 
-#### 10.2.1. Peer Support and Consultation
+#### 11.2.1. Peer Support and Consultation
 
 **Available Resources:**
 - Staff consultation channels for difficult situations
@@ -525,7 +525,7 @@ This training operates within our comprehensive policy framework:
 - Regular team discussions about inclusive practices
 - Access to subject matter experts on specific issues
 
-#### 10.2.2. Personal Impact Management
+#### 11.2.2. Personal Impact Management
 
 **Self-Care Considerations:**
 - Recognise emotional labour of inclusive moderation
@@ -533,7 +533,7 @@ This training operates within our comprehensive policy framework:
 - Maintain boundaries to prevent burnout
 - Celebrate progress and positive community changes
 
-## 11. TRAINING REQUIREMENTS
+## 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.