Awair suite of assessment tools support impartial selection, giving our clients the ability to recruit and develop the right talent for their business based on behavioral tendencies, motivational/cultural synergies and nothing else.  In addition, this approach to Diversity & Inclusion involves using powerful assessment tools to help clients better understand areas of implicit bias and foster more inclusive leadership environments.

However, our thought leadership (in the area of associated implicit bias) extends far beyond assessment products which introduce no adverse impact for employee selection or development. We utilize psychometric tools, alongside a proprietary model of implicit bias, to map individual models of implicit bias.  This insight raises leaders’ strategic self-awareness and provides the tangible information required by leaders to proactively create more inclusive environments and benefit from the many facets of human diversity.

Our approach

We utilize psychometric tools, alongside a proprietary model of implicit bias, to map individual models of implicit bias.  This insight raises leaders’ strategic self-awareness and provides the tangible information required by leaders to proactively create more inclusive environments and benefit from the many facets of human diversity.

This approach has been developed empirically by 3 Minute Mile over decades of research into human cognitive/emotional biases complimenting their own in-depth expertise in this field, it can map the topography of personal implicit biases. 3 Minute Mile has drawn on leading research with clients to define how more effective leadership in the area of Diversity & Inclusion leads to successful organizational outcomes.

3 Minute Mile’s Twin-Track approach allows us to coach and develop highly relevant and individualized inclusive leadership behaviors. Leadership Development and Programs of Executive Coaching focus effort and attention on Lead Indicators (inclusive behaviors and team environments, decision-making – regarding people and strategy – which best support clients’ overall operational outcomes), rather than, Lag Metrics (employee demographics and obligatory percentages).