Since DEI initiatives address big problems, it only makes sense to approach things with a big solution - but it needs to be a sustainable one. The reframe52 app coaches you and your company through 52 weeks of bite-sized lessons that build upon each other. Our unique curriculum is based on the science of microlearning, and is scaffolded in long-term strategies to enhance cultural awareness and address DEI education beyond big buzzwords or one-time professional development training sessions, speakers, or in-services.
Let our self-paced app guide you through short bursts of relevant, concise, and engaging introspective work and practice exercises that foster equitable collaboration, interconnection, and accountability both for your team as a whole, and on the part of the individuals who show up to work each day.
reframe52’s peer-reviewed, proprietary curriculum moves participants from what they can do now to what they will be able to do later in manageable steps over the course of 52 weeks.
Diversity, equity, and inclusion (DEI) initiatives are plentiful, and many of these offer important and timely lessons. However, many companies approach DEI initiatives with one-time empowerment solutions that don’t factor in the sustainability necessary to have lasting impacts. If learning is not reinforced after short trainings or workshops, employees can forget large portions of what they learned (Murre & Dros, 2015).
Our curriculum implements microlearning - the practice of dividing content or activities into bite-sized chunks. According to RPS research, it improves focus and supports long-term retention by up to 80%.
Considering that employees in today’s workforce are shown to have just 1% of their time available for learning and development, microlearning is a great fit.
Psychological studies on memory retention have shown that spaced repetition leads to better retention of information rather than massed repetition (Cepeda et al., 2006; Roediger & Karpicke, 2006; and Kornell et al., 2009).
Our curriculum is accessible and self-paced.
The curriculum is timely and relevant, written by two amazing educators trained in social sciences, the arts, and humanities disciplines. They draw on cutting edge research, artistic endeavors, and address global issues in a range of lessons and activities.
Our curriculum can be downloaded via the reframe52 app to a smartphone or tablet, providing all employees in your organization with a DEI toolbox that fits in their pockets and be done on-the-go or between commitments, wherever they are.
Learners in reframe52’s program can complete and revisit each section on their own time at their own pace and as needed. This flexibility accommodates not only the packed schedules of today’s employees, but also the needs of all learners. Learning management systems that are rigid in structure can be hard to complete, and are not always accessible in format or design.
Learners can complete their weekly lessons when they are ready, giving them time to reflect on and to digest difficult or complex concepts without being overwhelmed by large amounts of content.
Our lesson plans are scaffolded.
Our program is intentionally structured to build progressively as participants define, access, and strengthen new DEI concepts, skills, and frameworks. Each of our four 13-week modules constructs, develops, and stretches skill sets in DEI-related issues and concepts that are implemented and expanded upon in the next unit - all at each individual's own pace.
As this long-term work evolves, our learners will reframe perspectives on:
themselves as individuals with unique, intersecting identities
the diverse communities they work and live within
the intricacies of the institutions that are meant to serve these communities.
Additionally, our program invites learners to work towards active participation.
Our work is structured to work towards what Paulo Friere calls critical consciousness - the ability to recognize oppressive social forces shaping society and to take action against them.
Critical consciousness includes social analysis (naming and analyzing the forces that contribute to inequity and inequality) political agency (the belief that one has the capacity to affect social change), and social action (a range of activities that individuals participate in to disrupt oppression).
As reframe52’s app utilizes the science of microlearning to foster a culture of continuous learning and critical consciousness in your workplace, it commands a shift in lifestyle, leading to measurable changes within your company where staff proceed inclusively and create belonging.
reframe52 moves our clients from allies, to co-conspirators, to creators of sustainable action both in their workplaces and in the world. Let’s step back & see more.
SOURCES
https://www.shiftelearning.com/blog/numbers-dont-lie-why-bite-sized-learning-is-better-for-your-learners-and-you-too
https://www.linkedin.com/pulse/part-ii-microlearning-candy-brain-world-learning-small-anne-olderog/
Freire, P. 1921-1997(2000). Pedagogy of the Oppressed. Continuum; Watts, R.J., Diemer, M.A., & Voight, A.M. (2011). Critical consciousness: Current status and future directions. New Directions for Child and Adolescent Development, 2011 , 134(43-57); Smith, K. (2020, September 24). Cultivating Critical Consciousness in the Classroom. Facing Today: A Facing History Blog. https://facingtoday.facinghistory.org/cultivating-critical-consciousness-in-the-classroom
https://www.softwareadvice.com/resources/top-lms-features-employee-engagement/
Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 71(4), 589-617.
Cox, T. & Blake, S. (1991). Managing Cultural Diversity: Implications for Organizational Competitiveness. Academy of Management Executive, 5(3), 45-56.
McKinsey & Company. (2020). Diversity wins: How inclusion matters.
Murre, J. M., & Dros, J. (2015). Replication and Analysis of Ebbinghaus' Forgetting Curve. PloS one, 10(7), e0120644. https://doi.org/10.1371/journal.pone.0120644
Carey, B. (2015). How we learn: the surprising truth about when, where, and why it happens. Random House Trade Paperbacks.
Smolen, P., Zhang, Y., & Byrne, J. H. (2016). The right time to learn: mechanisms and optimization of spaced learning. Nature Reviews Neuroscience, 17(2), 77.
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