Why Quizrr's OHS training can help create a safer work environment

Sandra and Spenser, for Quizrr you recently filmed footage for a training course on Occupational Health & Safety in the workplace. Can you tell us a bit more about the scope and target audience of this training?
Sandra: ILO estimates that every year, approximately 2.3 million workers around the world face fatal circumstances due to work-related accidents. Offering a safe workplace environment for the workers is a legal and human responsibility. While it is crucial for companies to ensure Occupational Health & Safety (OHS) measures are in place, it is also vital that workers are educated on the OHS measures present.

Spenser: Quizrr’s OHS learning modules will cover industry agnostic information for workers and managers at manufacturing sites across Southeast Asia. It will cover safe workplaces, personal protective equipment, practical information about health risks and the role and responsibilities of the management. We have also developed material on personal and mental health as well as stress management. Mental health issues are rarely talked about in the context of factory workers, and we hope to raise awareness with the aim to be developing more learning material on the topic going forward.

What will the footage be used for?
Spenser: The live action films produced are key components of Quizrr’s learning methodology and will, along with quiz questions, infographic animations, and gamification features in our app, be packaged into a digital learning program.

Where did you film and why did you choose this location?
Spenser: We filmed in Hanoi, Vietnam together with a local film production company. We always aim to work with local partners as a way to invest in those communities and economies. We chose Vietnam for a couple of reasons including the growing importance of Vietnam in a number of different industries value chains as well as partner requests.

Sandra: We always aim to have a diversity of live action films across a specific region when developing a new learning program – in this case for Quizrr’s Southeast Asia Compliance Tool. When it is ready to be deployed, the learning program will include live actions films represent countries across Southeast Asia including Vietnam, Thailand, and Taiwan to mention a few.

Video shooting in Hanoi / Vietnam

You created so-called live-action content for this shooting. For those who are not familiar with the term, could you explain it, and also why you chose this type of content? What is the advantage of live action in content?
Sandra: Live action films are short character-based “dramas”. We consciously invest in producing high quality live actions films. These films are there to cover the “why” – “why is this important for to know” and “why does this matter to me”. Our methodology is, in part, centered around the idea that learning is most impactful when it is personal, relatable, and transferable. When people can connect to the learning material, they are more likely to be motivated, retain knowledge, as well as feel better about themselves and their learning journey. Our live action films allow trainees to see characters just like them in workplace situations that they may face. Representation matters and trainees are more likely to remember something if they can relate to it. Our live action films help instill deep, meaningful, and impactful learning through positive association, reliability, and role modeling at the workplace to encourage positive behavioral change for sustainable impact.

Quizrr's target group are workers. How do you ensure that the content reaches your target group? What are the specific parameters to look out for?
Spenser: Quizrr’s learning programs are reaching workers through partnerships with brands and suppliers plus real-time progress can be followed via Quizrr’s Dashboard. Brands and suppliers decide on a timeline for completing the training- with the goal to reach 100% of the workforce. We have seen suppliers reach over 10 000 workers in a couple of months. Our internal Operations Team supports suppliers with training plans, follow up calls, and tech support when needed – but, in many cases, the training is conducted with minimal support. Our ambition is to continue to develop a flexible tool to encourage local ownership of the training – focusing on making the learning efficient, but impactful.

What advice would you give to others who are working on this topic and have the same target group? Also, what do's and don'ts should you pay attention to when addressing your target audience, when creating a digital training like this?
Sandra: We are always focusing on the ability to scale a learning program without losing quality. For organisations and brands to invest in capacity building the potential to scale is key. One piece of advice is to focus on the potential to scale in relation to industry segments, markets, and tiers.

Spenser: In terms of producing quality content, in addition to high quality film production, we really recommend investing in proper translations and vetting the terminology. It is important to ensure deep learning. Proper translation is very often overlooked but is worthy investment when aiming to create impact. We also dub our films and ensure that all workers can listen to the quiz questions in their own language with the help of voice support as illiteracy is common - and should not be an obstacle for learning. We currently cover over 22 languages. Three words to keep in mind when creating a digital learning are scalability, inclusivity, and respect.

What do you think are the biggest hurdles to (successfully) reaching workers and keeping them engaged with content?
Spenser: The reality of high production pressure. Many workers might be under the impression that they will lose out on pay when taking the time to do the training, which is not the case. Therefore, there must be clear communication from both the brand and the supplier that the training is done during paid working hours and that the goal is learning and capacity building – not just a “check the box” task.

Sandra: Our experience shows that when brands are working with key strategic suppliers on a long-term basis, the engagement, impact, and business case is there. In those cases, we see strong local ownership from the supplier when it comes to deploying the training but also in engaging with the Quizrr Dashboard to gain insights on potential risks.

According to impact numbers on your website, 412,491 workers have been trained so far, and a total of 1,764,462 modules have been completed in 744 factories. What is your next goal?
Spenser: Our goal is to train millions of workers in the coming years and expand our work to more industries and segments such as agriculture, domestic workers, construction, and hospitality. We are currently reaching over 1000 workers every day and we are just getting started.

As Head of Programs at Quizrr, Spenser Bomholt Fain leads the development of digital capacity-building tools focused on addressing and mitigating the risks of forced labor and human trafficking in global supply chains. She is committed to improving human rights, labor rights, and working conditions in global supply chains and is a strong advocate of digital learning tools.

As Head of Learning, Sandra Granath believes that collaboration at all levels will be key to addressing future sustainability challenges. She is an experienced product owner, program manager and sustainability expert with a proven track record of working in global supply chains with worker-centered learning, employee engagement and tech for good.