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Meet Our Frontline Team

DigiEra attracts individuals that believe in our mission, vision and values. 

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Rita Govender

Managing Consultant

Rita Govender is a Management 3.0 Agile Leadership Facilitator, Licensed Enneagram Practitioner and Transformational Coach. She has recently co-authored and published a book alongside Professor Shirley Zinn and 14 other woman Entrepreneurs called “Forgotten Women – The South African Story”.  The proceeds of this book will go to the woman entrepreneurs who have become vulnerable in business during Covid-19. Rita is a strong advocate for a comprehensive approach to learning in a digital economy and within a VUCA context. She insists on the holistic development of a learner within a continuously improving learning organisation.

Rita has over 15 years of experience in the talent management and skills development space as a leader. Her current major projects involve the training, coaching and mentoring of entrepreneurs in business. She is involved with community projects which support and encourage youth and woman in business so that they may innovate to create jobs that stimulate physical, economic and social regeneration in a rapidly evolving environment.


Bonai Ndukwana

Training Coordinator

Bonai Ndukwana has experience in leading teams, working with clients and managing projects within the skills development industry.


She has a BCom degree in Human Resource Management. Bonai believes that people are the key drivers in achieving business objectives. She encourages bespoke learning opportunities to enable people to create with a purpose.

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Voruska Ramsumar

Training Manager

Voruska has had training exposure in the contract centre industry, financial sector and the business sector. She has been in leadership roles in the last 5 years, managing training teams. She works with various SETA’s and corporate clients. She has managed projects in Soweto, Zandspruit and other various communities. She understands the profile and mindset of the unemployed youth and uses this experience to scope out projects.

A major part of her role is project delegation and project implementation. She directs the team in ensuring that the learning outcomes are reached successfully. She uses the ADDIE principle in training projects.  Voruska ensures that the logistics and budgets are in line with the project scope and that all responsible parties are aware of the deliverables. She identifies and assesses future and current training needs, drawing an overall or individualised training and development plan whilst deploying a wide variety of training methods.

About Us

DigiEra Learning is a Level 1 BBBEE people development company which has crafted learning interventions around a sound learning methodology which integrates social cognition, self-mastery and vocational skills for a holistic individual development. 

Our vision is to disrupt mindsets of our delegates so that they may recognise opportunities to innovate and create in a learning organisation.  

Our mission is to create 1 000 jobs in the next five years by crafting and delivering learning interventions that positively impact individual and company growth to innovate and create  jobs for the future way of work.  

We surround ourselves with greatness and like-minded partners who believe and share in our vision.  

Our learning tools are researched and proven to guarantee results and instil a continuous learning culture and mindset  in the delegates that we touch. 

Our Team

Our Learning Methodology

DigiEra Learning prides itself in crafting learning interventions that are pragmatic, time-efficient,  easy  to execute and measurable impact.    It is crucial that our learning interventions achieve speed to competency on the job and/or with business performance.

We, in the learning community, have collectively experienced that traditional university learning is fast becoming outdated.   It is the short and impactful training programmes that are currently most demanded.  Institutions that boast platform-based learning is becoming a standard form of learning due to its agile and fluid nature.

In addition, the Govid-19 pandemic has literally “shoved” us into the fourth industrial revolution, without even realising it.  We have experienced an inevitable change in the way we work, with some traditional jobs being automated, skills that have ceased to exist,  jobs being redesigned, job transfers and unfortunate job losses.

We are acutely aware that our current learning landscape requires that we “right-skill” our delegates to accommodate the new way of work.   McKinsey’s research indicates that by 2030, the skills needed in the workforce will be radically different from those valued today.  Mckinsey’s strategy is to mitigate organisational risk to keep abreast of workforce trends, as shown in Fig. 1

How Workforce Skills Will Shift


Based on current trends and research we have adopted a learning methodology that develops social cognition, self-mastery and vocational skills. This learning is underpinned by the current trends, models and frameworks of the future way of work. 

We co create with our clients to engineer our learning interventions to: 


  • Be agile and fluid to create a  blended learning approach to suit the investment potential of our client

  • Include learning content that have purpose and meaning.  They are built around company and individual performance outcomes and goals. 

  • Instil a learning culture and experience which embraces the lifestyle and work commitments of our delegates 

  • Understand the values, beliefs, mindset and motivators of our delegates, based on the social inequalities, life and work experiences and exposure.  This is so that we can support a healthy mindset and attitude in the learning journey 

  • Conduct pre-assessments to understand the current levels of knowledge.  This enables us to ascertain where the delegate is at and if necessary, supplement with additional initiatives to bridge the gaps

  • Conduct personality profiling assessments so that we may build on personal attributes, life skills and self-awareness for work performance and team collaboration and engagement

  • Allow for digital platforms of learning to accommodate distances 

  • Ensure that there is a culture match between the delegate and the facilitator 

  • Create a fun learning environment 

  • Embrace peer-to-peer learning and action learning to ensure that the concepts land with proper understanding and application 

  • Include post learning strategies to measure the impact of learning 

  • Create a learning progression to suit the delegates learning journey and career goals

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Our Learning Methodology
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