Reduce human bias and random nature of assessing human capital through the use of a systematic and unbiased methodology
Achieving Excellence
and Diversity in the
Executive-Suite
and Boardroom
We measure Leadership Readiness for the Executive-Suite and Board.
Our SaaS-based predictive simulations minimize bias and measure prospects against a benchmark of accomplished and diverse Executives.

The Diversity and Talent Challenge
at the Executive-Suite and Boardroom
Social, legislative and regulatory forces have caused the corporate world to recognize bias and commit to diversity hiring at the Executive-Suite and in the Boardroom. These commitments are not being met and pressure is mounting.
Companies are recognizing that diversity at the Executive-Suite and Board level is an asset and has been proven to be connected to more competitive companies.
The War on Talent is here and there is not a sufficient pipeline of experienced, and diverse people to meet the demand​​​​.
At the Executive-Suite and Board level, companies focus on hiring experienced prospects and there is not a sufficient pipeline of experienced, diverse prospects to meet demand.
‍
(Axios, Mckinsey &Â Co., 2021)
Diversity at the Executive - Suite and Board level are not meeting recently targeted numbers.
(The Globe and Mail; Spencer Stuart, 2021)
Companies are not comfortable taking the risk of hiring prospects at the Executive-Suite or Board who are not proven experienced leaders in those positions.
There is not an unbiased, predictive, cost-efficient assessment solution to reveal Leadership Readiness of prospects who lack experience at the Executive-Suite and Board.

Diversity
Social, legislative and regulatory forces have caused the corporate world to recognize bias and commit to diversity hiring at the Executive-Suite and in the Boardroom. These commitments are not being met and pressure is mounting.
Competitiveness
Companies are recognizing that diversity at the Executive-Suite and Board level is an asset and has been proven to be connected to more competitive companies.
War on Talent
The War on Talent is here and there is not a sufficient pipeline of experienced, and diverse people to meet the demand​​​​.

Insufficient Pipeline
At the Executive-Suite and Board level, companies focus on hiring experienced prospects and there is not a sufficient pipeline of experienced, diverse prospects to meet demand.
‍
(Axios, Mckinsey &Â Co., 2021)

Missing Targets
Diversity at the Executive - Suite and Board level are not meeting recently targeted numbers.
(The Globe and Mail; Spencer Stuart, 2021)

Risk Aversion
Companies are not comfortable taking the risk of hiring prospects at the Executive-Suite or Board who are not proven experienced leaders in those positions.

Lack of a Solution
There is not an unbiased, predictive, cost-efficient assessment solution to reveal Leadership Readiness of prospects who lack experience at the Executive-Suite and Board.
What is System-3?
System–3’s objective is to improve the successful selection of outstanding and diverse Executive and Board Talent. To accomplish this, we minimize the inherent bias in the assessment and selection process and predictively identify prospects who might lack the experience but can and will perform.
‍Here's how we do it:
- Prospects go through a one-hour online simulation, responding to real-life business challenges and making difficult decisions. Simulations are a proven methodology to accurately and powerfully predict human behaviour.
- We measure prospects for essential unbiased leadership competencies and not only for past experience: We’ve been taught to believe that leadership potential is best predicted by past experience. But today, in our equity-seeking, non-linear and disrupted world, past success can no longer be overly relied upon as predictive of future success. Focusing on past experience alone reinforces bias, and precludes the development, promotion and recruitment of diverse and up-and-coming deserving prospects.
- We measure prospects against a benchmark of accomplished and diverse Executives and Board Members: We identify if prospects have the requisite competencies AND measure how prospects’ performance compares to the best.
- Finally, the performance of prospects is calculated and reported in our Analytics Dashboard, informed by our models and Machine Learning – thereby minimizing the bias inherent in human judgement: According to Daniel Kahneman in his best-selling book Noise: A Flaw in Human Judgment, “simple mechanical rules were generally superior to human judgment”.
System-3 has developed a systematic methodology, rooted in science, that produces objective data to evaluate prospects and mitigate the bias inherent in the assessment process.
