WCIF sat down with Quizrr Co-Founder Sophie Nordstrom, and Head of Product Management, Sandra Granath, to understand what makes Quizrr unique in its field and how global events have generated innovation and expansion for this education technology pioneer.
One Million Digital Training Sessions
WCIF Investee, Quizrr, has announced an impressive 1,000,000 worker training sessions around the world. This milestone not only reflects Quizrr’s sustained growth and innovative product development, but also the continual expansion of the digital training market.
To commemorate Quizrr’s accomplishment, WCIF sat down with Quizrr Co-Founder Sophie Nordstrom, and Head of Product Management, Sandra Granath, to understand what makes Quizrr unique in its field and how global events have generated innovation and expansion for this education technology pioneer.
Quizrr addresses the lack of information and training among vulnerable workers around the world. Many workers are unaware of their basic rights under the law and as a result, needlessly labor in dangerous environments with sub-par safety practices. This lack of transparency results in high worker turnover, safety emergencies, and saps workers productivity.
Quizrr Co-Founder Sophie Nordstrom explains;
“We provide tech-based training, which means that you can reach each and every worker on the factory floor—and that knowledge is retained in the factory.”
What makes Quizrr unique is its content and accessibility. Quizrr produces training quizzes that solicit worker interaction along with locally produced feature films with an educational purpose. Many of these modules and videos can be accessed through a mobile device, facilitating measurability and repeatability.
“We want to be the leader for training technology while remaining worker-centric. We’re turning complex knowledge into something really easy—and more—something that’s fun to learn about.”
Quizrr’s trainings cover legal rights, safety practices, and other essential workplace information. Available in multiple languages, with carefully researched storylines and site-specific safety information, Quizrr’s digital educational training videos and comprehension quizzes are tailored so that workers get the information they need and see themselves reflected in the materials.
Head of Product Management Sandra Granath explains:
“Quizrr is trying to create [work] environments where knowledge sharing and dialogue is encouraged. In order to create those environments, we need to reach all stakeholders within factory walls – workers, supervisors, and managers”.
Quizrr’s radical approach not only reflects their dedication to inclusivity, but it produces impressive results. In the past year, 82% of workers surveyed reported that they felt increased motivation; 65% reported a better working environment and 63% reported fewer injuries. It’s not just the most vulnerable, 64% of managerial staff reported better worker communication and 63% also reported fewer injuries.
Increase in Worker Motivation
Improved Working Environment
Fewer Worker Injuries
In the future, Quizrr expects to expand among various language groups, workplaces, professions, and among the more than 45 million migrant workers around the world.
Learn more from our conversation Quizrr by reading our Q&A:
Head of Product
Quizrr’s digital training platform enables de-risking in global supply chains by educating workers from the bottom up on business-critical topics to drive behavioral change. Our platform enables stakeholders to track progress, get actionable insights, and address pain points proactively with business partners.
Millions of workers are unaware of their basic human rights. Industry leaders need scalable, measurable tools to be able to address this concern ’bottom up’, staying centered on behavioral change effects in their supply chains.
By watching short, engaging drama films followed by quiz questions, factory workers acquire knowledge on topics such as rights, occupational health and safety and much more. Each session is stored and uploaded to a dashboard allowing brands and factory management full transparency on work force awareness and knowledge retention.
Quizrr is a digital training platform reaching all the way to worker level with ease of onboarding, customized digital training plans per factory and follow up of results online. An opportunity for brands to scale their efforts and a sharing of results with their supply chain and long term, with their end customers.
“Quizrr is a small company, but we address significant issues. We are based in Sweden, founded in 2013. We’re here to tackle workers’ rights abuses using innovation and digital tools to ensure that we can create something at scale to address these issues.”
From the product perspective, the main challenge is how we can reach the end-users with this crucial information about workers’ rights and how to use personal protective equipment (PPE). We want to answer: What is collective bargaining like? How can we reach the end-users that are so far away from consumers in the stores with this information?
“What we provide is tech-based training, which means we aim to reach each and every worker on the factory floor. That way, companies sustain knowledge in the factory and repeat it after a certain period. On top of that, this data is a result of using digital training tools. We can also report back both to the factory to ensure that they have ownership over the training they provide to workers and the sourcing companies.”
“In short, we tailor the content we produce.”
In our short educational films, we work with global organizations and local film production teams to create dialogue in local dialects to ensure that the content resonates with the target audience. In the end, our films promote the goal that everyone should have a shared terminology to create an environment where knowledge sharing and dialogue are promoted and encouraged. Our films are something we are very proud of.
We have visited factories in Bangladesh where workers who have never used technology get acquainted with it for the first time. Much of our training is offered on tablets—we’re very excited about it. Many women engaging in the training had not been allowed to use their phones belonging to their husbands. So understanding how to use the technology itself is quite empowering, but it’s also a life skills training when it comes to budget and saving how to talk about savings with your family—and with your spouse. Obviously, for many women around the world, deciding where the money goes is a huge issue.
Our product is further evolving right now due to the situation we’re in with the pandemic, where there’s even a greater need for real-time data. We need to know: What is actually happening out there? The pandemic is making it even more difficult for companies to be in control of their supply chains and to understand what risks are out there for them. So having a digital tool in their portfolio is a vital way they can their stakeholders during this pandemic.
Additionally, the pandemic forced us to think out of our normal business model a little bit. We almost always deploy through brands and their suppliers to the workers and the ownership of the training. We impose it on the employer of the workers, sort of with the pandemic.
“How do we deploy our product when all the factories were closed? we couldn’t reach the workers, so we had to evolve the core business model to incorporate a ‘community outreach’ thinking, which we had avoided before. In the end, I’m quite grateful that our circumstances challenged us to do things that might have take us a bit longer otherwise.”
We have a program in Thailand that we called ‘Move’ where we are reaching workers, especially migrant workers, wherever they are. We’re utilizing our collaboration with IOM among other organizations and companies to reach out to workers no matter who are in transit or in some way displaced. It’s an interesting approach for us because it means that we can start training workers on their rights even before they are employed or reemployed. That means we can make them aware of ethical recruitment practices and help them avoid being exploited in the first place. Before, we could only address them within the factory walls—but now we are expanding our scope, message and delivery.
In response to the pandemic, we extended the training periods for all the factories in our network. We made pieces of training relevant to the pandemic—particularly health and safety and materials from trusted sources such as the World Health Organization—free. That model is now shifting into a model to engage with organizations and companies to do this exact thing.
Research proves that most changes within companies came from reporting data and globally certifications and indicators. So, real change is related to data and reporting. We can support brands, suppliers, and organizations the same way in making changes that support social sustainability because our product produces so much data. We have so much data—data from training results—we have baseline data. There’s so much we can do with that, not only for reporting but for capacity building within factories.
We have in our product roadmap outlining inside-driven action plans based on results and, in doing that, support suppliers and organizations in making real changes in how they interact with workers.
“Not only do we bring data-driven insights from more than seven years in business, and as there’s a lot of data there that’s interesting to consider when it comes to gaps in knowledge pertaining to workers’ gender, rank, and so on. In partnership with some of our partners, we’re tying-in consumer awareness into part of this whole journey.”
If workers and managers don’t share the same language and terminology, it’s really difficult for you to solve problems. We create that kind of base knowledge from which negotiations can start. It’s part of the theory of change: Creating that common language amoung everyone on the factory floor. When we have a common language, everyone in the factory agrees on a base knowledge, for example, the responsibility of making sure that workers understand and can participate in that dialogue, and report it if it’s broken.
We already have a firm foothold in the worker engagement market, and we want to continue building that.
“We want to be the leader in our worker-centric focus that makes sure that we turn complex knowledge of complex issues into something straightforward, fun, and easy to learn about—and most importantly something that is measurable. We will remain true to our core and continue making that the foundation of the company.”
At Quizrr, we have always invited other companies and organizations to work with us.
We believe that you cannot create real change in the world if you are keeping to yourself and competing with others. We believe in staying open to collaboration. We are now working with many great organizations and huge companies—leaders in their respective fields. combining our strengths ensures that we can deliver an even better product to address risk of violating worker and human rights in your actions, and your associations, as a company.
We know our services are in demand at every level of the supply chain. There are vulnerable workers, not only in factories in Asia, but also working in janitorial services, logistics, and other industries in Europe and the United States. It’s a space we’re moving into: trainings that may more white-collar workers than we have in the past. As previously mentioned, we’re seeing a lot of migrant workers, so that too is a central focus for us in the coming years.
Thank you so much. It was a pleasure. bye. You take care!