Code of conduct

Table of Contents

Introduction
Values and Guiding Principles of Member Conduct
Political Viewpoints
Social Media
Member Behaviour
Managing Behavioural Issues
Responding to Violations of the Code

- 7A. The Tolerance Social Contract

Reporting an Incident

- 8A. Informal Reports
- 8B. Formal Reports
- 8C. Excessive or Vexatious Reports

Consequences
Good Faith/Bad Faith Clause
Transparency
Reports from Outside the Guild
Role of the Committee
Frequently Asked Questions
Glossary

1. Introduction

1.1 The Canberra Speculative Fiction Guild (the Guild) is a not-for-profit entity whose purpose is to support and promote writers in all genres under the umbrella of speculative fiction, including but not limited to fantasy, science fiction, and horror. Empowering our members to develop and grow as writers requires creating and sustaining an environment where all members feel enabled to share their stories, knowledge, and experiences.

1.2 To ensure the Guild can support members fully, CSFG is explicitly a pro-inclusion organisation, welcoming diversity and equality within our membership. We are actively welcoming to all writers from any ethnicity, gender, culture, sexuality, and religion. Members are expected to respect other members accordingly.

1.3 To enable this, the Guild’s code of conduct (the Code) lays out guiding principles for building the culture, expected behaviours of members, and the responsibility of members and the Committee as stewards of the Guild’s culture, reputation, and values. The Code does not lay out exhaustive lists of acceptable and unacceptable behaviours; rather, members are expected to engage with the principles and values and moderate their behaviour accordingly.

1.4 The Code applies to the Guild as a whole, and any representative or subgroup thereof. The Code applies to events, meetings, and online forums (including virtual meetings, mailing list, the Guild Discord server, etc).

1.5 CSFG strives to create a welcoming and inclusive culture that encourages growth for our members. This requires an open exchange of ideas balanced by thoughtful guidelines. Colleagues who are on the receiving end of thoughtless or intentionally hurtful comments and behaviour may reasonably withdraw. Guidelines that are too intrusive may cause people to feel unwelcome.

1.6 The Guild encourages members to contribute to a positive and welcoming culture in the Guild and across genre fandom more broadly. Members are also encouraged to each bring their own individual ideas and strategies towards making the Guild the place we want it to be.

1.7 This Code provides guiding principles to support our members in this endeavour.

2. Values and Guiding Principles of Member Conduct

2.1 The Guild’s values include, but are not limited to:

Inclusivity
Creativity
Fairness and equity
Respectful openness
Professionalism

2.2 Members are asked to reflect the values of the Guild in their conduct.

2.3 Some examples of how members may do this include, but are not limited to:

Act with empathy and respect
Assume that everyone is acting in good faith in the first instance
Listen carefully and actively
Ask questions, and seek to understand other members’ contexts
Treat other people’s identities and cultures with respect
Make an effort to say people’s names correctly and refer to them by the correct pronouns
Behave honestly and with accountability
As the Doctor said, “Always try to be nice, but never fail to be kind.”

3. Political Viewpoints

3.1 The Guild is based in and primarily services Canberra and its immediate region. The Australian Public Service (APS) has historically been the largest employer in Canberra, and as of 2024 employs 24% of the Canberran workforce. This does not take into account employees of the ACT Government, employees of non-government entities contracted to or otherwise engaged with government entities, or other relationships, employment-based or otherwise, to the public sector.

3.2 Public sector workers, particularly employees of the APS, are subject to policies and legislation designed to ensure they maintain an appropriate level of impartiality.

3.3 Many of the Guild’s members have been, are currently, or will be employed in a public sector role. As such, the Guild as an organisation refrains from public comment or discussion of politics or highly politicised topics. While the Guild has no interest in directing members’ political views, private conduct, or personal circumstances, we ask members to be aware of this issue when attending Guild events and especially when acting on the Guild’s behalf.

3.4 The Guild is committed to diversity, equity, and inclusion. The Guild is aware that some groups, particularly in the USA, view this as inherently political; however, the Guild does not subscribe to this view. The Guild views diversity, equity, and inclusion as essential to building thriving creative communities.

4. Social Media

4.1 Members are requested to take into account the values of the Guild, in particular inclusiveness and tolerance, when posting on social media with accounts that associate them with the Guild. The Code of Conduct will not impose specific rules on social media posting, noting the rights of individuals on such platforms; however, should posts and opinions directly impact on the safety of Guild members or the reputation of the Guild, the Committee retains the right to act in a manner that assures the safety of Guild members and communities.

5. Member Behaviour

5.1 The Code of Conduct should guide the Committee when considering the behaviour of members that could be construed to offend, vilify, or intimidate, or discriminate against an individual or identifiable demographic.

5.2 To help members recognise behaviours that can undermine an inclusive culture, some behaviours that run counter to the code of conduct are listed below. This is not an exhaustive list of behaviours proscribed by the Code. The Committee may determine that a member’s behaviour or actions are against the Guild’s values and guiding principles, even if it is not specifically listed in section 5.3.

5.3 Proscribed behaviours include:

Offensive or insulting comments
- Making or promoting offensive or discriminatory comments related to gender, gender identity and expression, sexual orientation, disability, mental illness, neurotype, physical appearance, body size, race, or religion, even if these are not targeted at a specific member.
- Personal insults, especially those using discriminatory or bigoted terms.
- Making unwelcome comments regarding a person’s lifestyle choices and practices, including those related to food, health, parenting, drugs, and employment.
- Deliberate misgendering or use of ‘dead’ or rejected names.
  - This includes the use of nicknames which an individual has requested not be used, no matter how “harmless” they may seem. For example, if a member named Daniel requests not to be called Danny, you should not call them Danny.
Sexual harassment
- Posting sexually explicit or sexually violent material in the Guild’s communication channels (including but not limited to email threads, Discord, and social media platforms).
- Unwelcome sexual attention.
- Gratuitous or off-topic sexual images or behaviour in spaces where they’re not appropriate
- Physical contact and simulated physical contact (eg, textual descriptions like “*hug*” or “*backrub*”) without consent or after a request to stop.
- Patterns of inappropriate social contact, such as requesting/assuming inappropriate levels of intimacy with others
Violent threats or language directed against another person.
- Posting graphic depictions of physical violence in the Guild’s communication channels.
- Posting (or threatening to post) other people’s personally identifying information (“doxing”).
- Incitement of violence towards any individual, including encouraging a person to commit suicide or to engage in self-harm
- Deliberate “outing” of any aspect of a person’s identity without their consent except as necessary to protect other Guild members or other vulnerable people from intentional abuse
Harassment
- Continued one-on-one communication after requests to cease.
- Deliberate intimidation
- Stalking or following
- Harassing photography or recording, including logging online activity for harassment purposes
- Publication of non-harassing private communication without consent
Sustained disruption of discussion.
Malicious gossip, slander, or libel regarding others.
Downplaying poor behaviour, attempting to convince members that they are overreacting in response to a behaviour proscribed by the Code, or attempting to coerce members to not report behaviour proscribed by the Code.
Advocating for, or encouraging, any of the above behaviour.

5.4 Creating and sharing works which depict any of the above is not a violation of the Code. What members choose to portray in fiction is not considered indicative of members’ beliefs, attitudes, or desires in reality. The Code should not be used to stifle creative expression.

5.5 It is possible that a work may be created or shared as part of a larger context or pattern which itself violates the Code. For example, portraying a scene of violence against a character who shares the name and physical or other characteristics of a member may, when taken in context, be a violation of the Code.

6. Managing Behavioural Issues

6.1 The Code does not preclude that some members of the Guild may simply not get along. We do not require all of our members to be friends with each other. We do not require that our members be scrupulously formal or polite across all contexts. If an incident is referred to the Committee for review, and given that different people can interpret interactions with each other very differently, it may be appropriate for the Committee to consider individuals’ style of interaction and/or personal relationships with each other in the context of a behavioural incident. The Committee does not propose to impose sanctions on any member for a genuine misunderstanding or ordinary social conflict, so long as the conflict does not escalate to the point of violating the Code.

6.2 As an inclusive organisation, the Guild is aware that members may have significantly different cultures, upbringings, neurotypes, or preferences for social interactions, and that these may not always be harmonious. In addition, no one is born with a full understanding of the world and the Guild encourages members to support those who are learning to find the information they need and engage with the cultural norms of the Guild.

6.3 Members finding each other irritating or difficult to get along with is not a violation of the Code. A member acting in a way that another member perceives as rude, arrogant, or argumentative is not necessarily a violation of the Code in itself. However, there are many situations in which it is unclear if a particular incident constitutes ordinary social conflict, or rises to a violation of the Code. If a member is uncertain, they are encouraged to raise it with the Committee as an informal report.

6.4 In the case of a serious incident, the Committee reserves the right to review it directly, engage an external reviewer, or to refer the incident to an appropriate external entity (for example, a potential breach of law may be reported to law enforcement; a potential risk to a child may be reported to Child and Youth Services; other incidents may be reported to other entities as appropriate).

7. Responding to Violations of the Code

7.1 The Guild is made up primarily of adults. Therefore, the Guild’s reasonable assumption is that the average Guild member, upon reading this Code, could extrapolate out from the principles and examples provided to make an independent determination as to whether or not their behaviour upholds or breaches the Code.

7.2 As such, a member may engage in behaviour which is not specifically listed as undesirable under the Code; however, if the behaviour violates the guiding principles or values of the Guild, the Committee may still be required to take action. In short, “But what I did isn’t listed in the Code!” is not is not considered a sufficient excuse for behaviour that violates the values of the Code.

7A. The Tolerance Social Contract

7A.1 The Guild is not an organisation of or for philosophers; however, members may find the philosophical concept of the Paradox of Tolerance is a useful underpinning for setting a benchmark for what behaviours are acceptable. For those unfamiliar, the Paradox of Tolerance states that, in order to maintain a tolerant culture, our culture must be intolerant of intolerance.

7A.2 As such, any behaviour which could be considered intolerant towards other members or members’ identities, backgrounds, or cultures is automatically considered a possible violation of the Code. In addition, the espousal of inherently intolerant ideologies (e.g. Naziism), even if not directed at a member, is automatically considered a possible violation of the Code and will be referred to the Committee for review.

7A.3 Given the confronting and potentially emotional nature of this type of allegation, the Committee will undertake any such reviews with particular care and sensitivity.

8. Reporting an Incident

8.1 Behaviour which runs counter to the values of the Guild may arise in many circumstances. It is up to the member(s) witnessing or experiencing the incident to determine whether it ought to be reported to the Committee.

8.2 If a member feels someone has acted in opposition to the Code, they are encouraged to address the matter privately first if it is safe to do so. In particular, if a member witnesses behaviour contrary to the Code which seems to have arisen from ignorance, confusion, genuine error, or other correctible circumstances, having a private word with the party in question is likely to result in a better outcome than making a formal report.

8.3 If a member feels that a private discussion is the best path forward, but does not feel comfortable speaking privately to the member in question, they are encouraged to approach the Committee for advice and/or support in determining how to proceed. The Committee is happy to assist if it is appropriate for them to do so.

8.4 Even if a member wishes to resolve the situation by private discussion or other informal means, without making a formal report, they may wish to document that the discussion occurred and/or the points covered in such a way that the date of the discussion/documentation can be affirmed. They are welcome to contact the Committee for this purpose, and any notes provided for this purpose will be held in strict confidence.

8.5 If a private discussion is not possible, or if a private discussion takes place and does not resolve the matter, the concerned member may wish to contact the Committee as a next step. Contacting the committee is referred to as “making a report”, and may be done formally or informally.

8.6 The Committee will handle all reports, whether formal or informal, in accordance with the following principles:

Protecting the privacy and confidentiality of the member making the report (the reporting member) and the member who is the subject of a report (the subject member) so long as it is appropriate, plausible, and reasonable to do so
Acting with fairness, due process, and justice to all involved
Assuming good faith on behalf of all parties, unless evidence to the contrary is presented
Acting in accordance with the Code
Considering the best interests of the reporting member, the subject member, and the Guild as a whole.

8.7 Any member may report an incident. This may be done via verbal conversation, instant messenger, via the form, or via email to [email protected]. If raised via email, a specific member of the Committee will take responsibility for the matter and take reasonable steps to limit the visibility of correspondence so that the identities of those involved are not unnecessarily shared.

The Guild aims to refine its reporting process over time and with feedback from members
It is not appropriate to direct reports related to Guild matters to the private email addresses of Committee members

8.8 The reporting member may advise at the time of report whether they wish the matter to be handled formally or informally. If the reporting member does not choose a formal or informal report at the time the report is made:

A Committee member will ask the reporting member whether they have a preference
The reporting member may choose to delay making a selection
The reporting member may choose to leave the determination to the Committee
The reporting member is entitled to change their mind later, and the Committee will consider this selection when it occurs

8.9 As outlined in section 4A and 4B, while the Committee will take the reporting member’s wishes into account, the reporting member’s preference for an informal or formal report is not the only factor the Committee will consider. It forms only one part of the information the Committee takes into consideration.

8.10 If a report is made where a member of the Committee is either the reporting member or the subject member, that member of the Committee will recuse themselves from all activities relating to the handling, investigation, or decision making related to the report. The Committee member may continue to act in their role as a Committee member unless the report suggests they have engaged in behaviour of a nature that would jeopardise their ability to do so.

8A. Informal Reports

8A.1 If the reporting member wishes to pursue the matter informally, any or all of the following actions may be undertaken:

One or more discussions between the responsible Committee member and the reporting member. Topics for these discussions may include but are not limited to:
- Any further information or context regarding the reported matter
- What outcome the reporting member wishes to see
- Particular sensitivities or special circumstances which ought to be taken into account
One or more discussions between the responsible Committee member and the Committee or an appropriate subset thereof. Topics for these discussions may include but are not limited to:
- Any action taken or not taken by the Guild which may have enabled or hindered the conduct reported;
- How to apply the Code and other relevant documents to the matter;
- Any changes to processes, documents, the Code, or other matters which ought to be made to prevent or address incidents of this type;
- Advice or support of the responsible Committee member in handling the report;
- If the potential violation is serious or reflects an ongoing pattern of misconduct, whether it ought to be escalated to a formal report

8A.2 The committee may choose to do any or several of the following:

Take no action
Support the reporting member to take action
Engage with the subject member privately
If the potential violation is serious or reflects an ongoing pattern of misconduct, the committee may choose to escalate the matter to a formal report.

8A.3 The reporting member may advise the Committee that they wish no action to be taken as a result of their report. In this case, the Committee will default to taking no action, unless:

The report forms part of an ongoing pattern of misconduct by the subject member; or
The specific incident outlined in the report is of a severity such that there is a real risk of harm to any member of the Guild or to the Guild as a whole if it is not addressed; or
Some other factor or circumstance relevant to the specific incident places an obligation on the Committee to take a specific action
- For example, if an incident occurs at third-party event, the Committee may or may not be required to advise the convention organisers of the incident
- For example, if the incident meets the requirements for a reportable risk to a child under the ACT Government “Keeping children and young people safe” guidelines, the Committee may be required to make a report in accordance with the guidelines.

8A.4 If the Committee is unable to honour the reporting member’s request that no action be taken, they will advise the reporting member that this is the case. So long as it does not jeopardise the privacy, safety, or other obligations of any person, the Committee will explain the reasoning behind this decision.

8B. Formal Reports

8B.1 If the reporting member wishes to pursue the matter formally, or an informal report is escalated to a formal report, the following steps will be taken:

The report will be formally documented by the Committee
The subject member will be advised that a report has been made against them and asked to provide their view of events, insofar as this can be achieved without revealing the identity of the reporting member
Two committee members or safety officers (appointed officers) will be appointed in order to investigate and manage issues raised in the report
The appointed officers will conduct their investigation in accordance with the considerations outlined in section 5.6
The appointed officers will document their investigation, their findings and make a recommendation to the Committee as to how best to proceed
The Committee will discuss the findings and recommendations. In this discussion, the Committee should consider:
- Any action taken or not taken by the Guild which may have enabled or hindered the conduct reported;
- How to apply the Code and other relevant documents to the matter;
- Any changes to processes, documents, the Code, or other matters which ought to be made to prevent or address incidents of this type;
- If the investigation determines that the report made includes factual errors, exaggeration, or other issues of veracity, reliability, or justification, whether the report ought to be considered excessive or vexatious; and
- How any recommended action can be taken while preserving the considerations outlined in section 5.6

8B.2 The Committee may choose to enact the recommendation of the appointed officers, propose an alternate action, or request external advice before making a decision.

8B.3 The Committee must document the rationale and/or justification of whichever choice it makes.

8B.4 The Committee will keep the reporting member and subject member informed of any investigation or finding made, so long as it is possible to do so in light of section 5.6.

8B.5 The Committee will not disclose the outcome of a report to the Guild at large, unless it is in the Guild’s best interests to be made aware of the outcome.

8B.6 In any matter, the Committee will choose their response based on:

The desires of the reporting member
The recommendation of the appointed officers
What is considered most likely to prevent future incidents occurring
What is reasonable, appropriate, and feasible for the Committee to do and/or enforce

8C. Excessive or Vexatious Reports

8C.1 The Guild prioritises building a community that is safe and welcoming for all members, including marginalised members, over the comfort of people who do not share this priority. Furthermore, the Guild views its membership as reasonable people and adults by default.

8C.2. As such, the Guild takes all reported matters seriously. However, there may be times when the Guild must consider that a formal report has not been made in good faith, or has been made for a purpose that is contrary to the values outlined in this Code. Such a report may be considered excessive or vexatious.

8C.3 Under certain circumstances, the Guild may determine a formal report to be excessive or vexatious. Examples of circumstances leading to this determination include but are not limited to:

Reports in which a real but minor issue is presented in such a way as to invoke a more serious violation of the Code
Reports which are found to have no basis in real events
Reports of the reasonable communication of boundaries between members, or reasonable steps taken to enforce boundaries
Reports of members engaging in reasonable criticism of works of fiction or nonfiction by other members of the Guild views which does not form part of a pattern of abuse or harassment;
Ordinary interpersonal conflicts between members which ought not be the business of the Guild
Reports against other members used to veil or justify actions by the reporting member or others which are against the Code.

8C.4 If the Guild finds a formal report to be excessive or vexatious, the Guild will discuss this finding with the reporting member and select an appropriate response based on all the circumstances.

8C.5 If a member has previously submitted a report which has been found to be excessive or vexatious, this does not automatically exclude them from raising a report in the future. The submission of a vexatious or excessive report in the past does not mean that the member may not have cause to raise a report in future, and the Guild will assess new reports on its merits.

8C.6 If the Guild finds that a member has submitted a series of reports, all of which are found to be excessive or vexatious, the Guild may consider that member to be engaging in a violation of the Code.

8C.7 Only reports in which the reporting member chose to make a formal report can be considered excessive or vexatious. However, an excessive number of informal reports targeted towards a specific member or group of members may be sufficient grounds for a formal harassment report under certain circumstances.

8C.8 The Guild trusts that members generally act in good faith. While the Guild wishes to ensure there is a mechanism to deal with excessive or vexatious reports, this should not restrain members from reporting legitimate concerns. If there is any confusion over whether a report may be considered excessive or vexatious, members are encouraged to consult with the Committee.

9. Consequences

Members found in violation of this Code may have action taken against them by the Committee. Actions may include but are not limited to:

Informal discussion
Formal written warning
Exclusion from one or more specific events
Temporary suspension of membership
Permanent end of membership

10. Good Faith/Bad Faith Clause

10.1 The Guild is sympathetic to the notion that power can be abused. The Guild does not wish to trivialise the difficulties experienced by those who have been harmed by the exercise of power against them. However, the Guild does not believe that the potential for power to be abused forms a meaningful counterargument to the general idea of:

Setting and maintaining social and/or behavioural norms for the Guild and its community;
Writing those norms down and reminding the Guild and its community of them, or
The consequences a member may face for violating those norms.

10.2 The Guild is aware that there may be those who attempt to subvert, circumvent, or abuse the Code, or otherwise engage with the Guild, its members, or the Code in bad faith. As such, the Guild warns members who may be tempted to engage in bad faith arguments regarding the Code that this is in itself a violation of the Code.

10.3 Some signs of bad faith arguments include:

Framing the Guild’s expectations and/or community norms of behaviour as trivial and not worth respecting
Framing de-escalation of arguments and/or requests for members to self-moderate their behaviour as an unbearable burden or an impossible standard
Framing the Guild, the Committee, or other members as dishonest or manipulative
Denigrating the desire of the Guild, the Committee, and its members to maintain a pleasant community environment as trivial, decadent, corrupt, or otherwise invalid
Attempting to make a Guild matter emblematic of a larger political or social struggle when there is no clear connection to said struggle.

10.4 Ultimately, the Guild is a very small organisation with very little power. Even in the event the Guild chooses to expel a member on the grounds of a reported Code violation, it is considered unlikely that the member will lose out on significant professional or monetary opportunities, particularly given the Guild’s commitment to preserving the privacy and confidentiality of members who are the subject of a report.

9.5 This Code constitutes a set of very easy requests to Guild members. An exaggerated reframing of these matters in terms of an existential threat to human liberty made by tyrannical oppressors is unlikely to be taken seriously by the Committee and may constitute a violation of the Code.

11 Transparency

11.1 The Guild wishes to be transparent to its members whenever possible. It can be very hard to balance transparency with preserving the privacy and confidentiality of members who make or are subject to reports.

11.2 As such, the Committee will not advise the Guild membership as a whole of any individual report made or of any action taken as a result of a report being made, unless:

There is a significant concern that a false, incomplete, or misleading version of events which could result in harm to a member or the Guild is already circulating; or
Public interest, risk of harm, or other special circumstances mean that it is in the Guild’s best interests that members be notified.

11.3 To maintain transparency, the Guild will report on the number of informal reports and formal reports received in the preceding year at each AGM. The Guild may provide further aggregated information on the nature of the incidents reported and/or actions taken by the Committee in response to the reports, so long as doing so does not risk compromising the principles set out in section 5.6.

12 Reports from Outside the Guild

11.1 If the Committee receives a report from an individual, group, or entity outside of the Guild regarding an incident in which one or more members was involved, the Committee will consider:

Whether the incident occurred while the subject member or members were acting as a delegate or representative of the Guild
Whether the incident constitutes a violation of the Code
Whether the reporting individual, group, or entity has already taken action in response to the incident
Whether the Committee should act on the report when considering the Code in total.

12.2 Depending on these factors, the Committee may choose to do any of the following:

Take no action
Treat the matter as an informal report and follow the guidelines in section 8A
Treat the matter as a formal report and follow the guidelines in section 8B

13. Role of the Committee

13.1 The Code of Conduct guides the decision making of the Committee regarding issues raised relating to the behaviour of members that may reasonably be understood to offend, vilify, or intimidate, or discriminate against an individual or identifiable demographic.

13.2 The Committee is also responsible for receiving suggestions on updating the code and deciding if they can/should be implemented

13.3 The committee is responsible for reviewing the Code at least once every three years

13.4 The committee is responsible for ensuring that the Guild’s reporting processes continue to improve.

13.5 Once the Code is approved and put in place, the Committee is responsible for ensuring the Guild has Harassment Contact Officers or similar role-holders, and ensuring these role-holders are known to members and their contact details easily found.

14. Frequently Asked Questions

Can I make a report without action being taken?

Yes, with some exceptions. If you tell the Committee that you do not want any action to be taken, the Committee will take your report as “for information only”. Whenever possible, the Committee will respect your request and take no action. However, sometimes the situation is so serious that the Committee may need to take action regardless (for example, to make sure no one is at risk of harm, or because of our legal obligations). See section 4A.3 for specifics.

I think there’s a problem in the Code. How can I raise this?

Members are encouraged to actively participate in shaping the Code. If you think there is an urgent problem that needs to be addressed immediately, please notify the Committee by emailing [email protected] with the subject line “Code of Conduct Update”.

In addition, the Guild’s Annual General Meeting (AGM) agenda will include dedicated time for members to raise ways to refine or improve upon the Code, and we encourage all members to share their opinions there. The Committee will review all issues raised and make a determination following the AGM.

How often is the Code updated?

The Committee intends to conduct a full review and revision of the Code at least once every three years, during which time all issues raised and suggestions made are considered as part of the review process.

The Committee may also update the Code as a result of suggestions made at the AGM, or as the result of an urgent issue raised.
Regardless of the reason for updates to the Code, the Committee will announce the changes and solicit member feedback at least 21 days before the change is formalised.

15. Glossary

the Code: This code of conduct that you are reading with your very own eyes.

the Committee: The committee for CSFG, or an appropriate sub-group of the committee.

a delegate: Any member of CSFG who is not a member of the committee but has been empowered by the committee to make specific decisions or take specific actions on their behalf.

the Guild: The Canberra Speculative Fiction Guild (CSFG).

a member: Any member of CSFG, including but not limited to inner Canberra, outer Canberra, concession, associate, or lifetime members.

a representative: Any member of CSFG representing CSFG in an official capacity. This includes but is not limited to working at a CSFG merch desk at a convention, wearing official CSFG gear, volunteering or hosting CSFG events.