Corporate
Diversity, Equity and Inclusion
How we hire, promote and hold ourselves accountable in one Dubai office and across our sourcing relationships.
A varied team is the result of hiring honestly. A demographic dashboard is what a company publishes when it would rather not answer the harder question.
A principal, Kaelo Global
Kaelo Global works from one Dubai office, with sourcing relationships in four Asian countries. The mix of people here is a result of how the business actually works rather than an ambition written on a page. What follows describes how we hire, how we promote and how we deal with problems in the working culture.
Our approach to diversity and inclusion is practical. Hiring decisions are made on evidence of work and written down, pay bands are documented and reviewed, and concerns about the working culture are looked at by someone outside the team involved.
We do not publish demographic dashboards. Kaelo Global DEI is an internal discipline, recorded in our annual review, and publishing numbers from a company of our size would say more about presentation than about practice.
Hiring discipline
Hiring sits with the people who will work alongside the new colleague, and decisions are made against evidence of work and written down. We do not use mass application processes run by recruiters.
Promotion and progression
Written reviews every quarter. Senior moves are made on the work rather than on length of service, and moves between activities are encouraged where the fit is real.
Pay discipline
Pay bands are documented, compared with the local market and revisited every year. Differences in pay between men and women doing the same work are reviewed internally and corrected in writing.
Working culture
Concerns are reviewed by someone outside the team involved, and findings are documented. The discipline is the same one we apply to any other operating risk.
Accessible working arrangements
Practical adjustments for people who need them, agreed with the individual instead of set by a policy written for a much larger company.
Language and communication
We work in English and across several first languages, so important decisions are written down. That helps everyone, and it matters most to colleagues working in a second language.
How it is governed
Hiring on evidence
Decisions are documented against evidence of work instead of credentials or background. Our careers page describes the process in full.
Promotion on the work
Written reviews every quarter, with a named principal responsible for each progression decision. Moves between activities are supported where the fit is genuine.
Pay reviewed every year
Pay bands documented, compared with the local market and reviewed for differences that cannot be explained by the work. Where an adjustment is warranted, it is made in writing.
Independent review of concerns
Working-culture concerns are reviewed outside the team they relate to. The whistleblower policy covers the formal channel, and informal concerns go to a senior principal outside the line.
When to come to us
- 01 You are joining us and want to understand the working-culture standards before you commit.
- 02 You are a counterparty whose own framework requires evidence from the businesses you work with.
- 03 You are a member of staff or a partner who needs to raise a concern through the independent channel.
- 04 You are an analyst or journalist with a stated purpose for understanding how we work.
What we do not do
- Publishing demographic dashboards. The internal record is documented each year, and publishing it would be presentation instead of measurement.
- Hiring to quotas. The same standard of evidence applies to every role.
- Keeping people whose conduct breaches the working-culture standard, whatever they bring in commercially.
- Advertising these policies as a recruitment line. The discipline is internal, and the evidence is how people are treated.
We do not publish these numbers as marketing.
The discipline runs internally and is documented each year for the principals. Public metrics are not part of how we work.
A varied team is an outcome, not a campaign.
We work from one Dubai office and buy from suppliers in four Asian countries. Working across those cultures every day shapes the team we build, without needing to advertise it.
Governance & policies
We share full policy documents with counterparties and regulators on request. Internal governance papers are not published on this site, and if you need one for due diligence, please ask us.
Common questions
