Diversity, Equity & Inclusion at TalentIQ

TalentIQ is a specialist ERP staffing and talent consultancy operating across the Gulf Cooperation Council (GCC). We believe that inclusive sourcing leads to better enterprise outcomes: broader candidate pools, stronger project teams, and fairer access to the region's most important technology transformations.

What we believe

Diversity is not a checkbox. It is a business advantage in a region where ERP programmes are delivered by people from dozens of countries, working inside multinational and government organisations. We are committed to making our recruitment process — and the client conversations we influence — fairer, more transparent, and more accessible.

How we put it into practice

Inclusive Sourcing

We recruit across nationalities, industries, and career paths. A candidate's passport, age, or non-linear career history is never a substitute for verified ERP skills and project experience.

Equity in Process & Pay

Shortlists are built from the same evaluation criteria for every candidate. Contract rates and employment terms are set by role, capability, and market benchmarks — not by background.

Accessibility & Belonging

We promote flexible engagement models so caregivers, returning professionals, and candidates with accessibility needs can take part in GCC enterprise IT projects.

Training & Accountability

Our delivery team is trained to recognise unconscious bias in screening, interviewing, and client conversations. DEI is part of how we measure quality, not a separate initiative.

GCC Context

We work across six Gulf nations, each with its own labour norms and cultural expectations. Our compliance and operations team ensures local law is respected while inclusive principles guide our decisions.

Continuous Disclosure

We review this commitment annually and publish updates on this page. We welcome feedback from candidates, clients, and partners on how we can do better.

Inclusive sourcing

We build candidate pipelines across the full range of GCC talent markets. We evaluate applicants on verified platform skills, implementation track record, certifications, and references — never on nationality, age, gender, religion, or career breaks. Where clients ask for restrictive criteria, we challenge them when they are not justified by the role.

Equity in pay and process

Contract rates, salary benchmarks, and employment terms are set by role, skill level, and market data. Our operations team applies the same compliance and payroll standards to every engagement, and we do not accept discriminatory differentials that cannot be explained by role requirements.

Accessibility and flexible engagement

We promote remote, hybrid, and fixed-term contract models where the client mandate allows it. This opens enterprise IT work to caregivers, professionals returning after a career break, and candidates who need location flexibility. We also make reasonable adjustments to our interview and onboarding process on request.

Training and accountability

Our consultants and resourcing team receive guidance on recognising unconscious bias in job descriptions, shortlists, and client briefings. DEI metrics are reviewed as part of our quality assurance, not as a separate reporting line. We listen to candidate feedback and act on it.

Reporting and feedback

We review this commitment at least annually and publish updates on this page. We welcome input from candidates, clients, and partners. If you have a concern, a suggestion, or a question about how we apply these principles, please contact us at resumes@talentiq.me.

LinkedIn commitment

This page supports TalentIQ's LinkedIn Company Page commitment to Diversity, Equity, and Inclusion. It serves as our public statement of intent and will be updated as our programmes mature.

LinkedIn commitment description: "TalentIQ recruits ERP talent across the GCC, and we believe inclusive sourcing leads to better enterprise outcomes. We build a diverse candidate pipeline by recruiting across nationalities, industries, and career paths, and we evaluate candidates on verified skills and project experience rather than background alone. Our consultants and clients are supported by clear, consistent processes for pay, mobility, and contract terms, and we are actively training our delivery team to recognise and reduce bias in screening and shortlisting. We also promote flexible engagement models so caregivers, returning professionals, and candidates with non-linear career paths can participate in enterprise IT projects. DEI is not a separate initiative for us; it is how we deliver the right consultant to the right GCC programme."