Companies worldwide are looking for tangible strategies to incorporate Diversity, Equity, and Inclusion (DEI) into their HR policies. However, implementing DEI without clarity merely restricts your initiatives to ticking checklists while you continue to face disengagement and turnover.
So, how can DEI evolve to truly resonate, align with purpose, and move beyond compliance? The answer may lie in initiatives like Emiratization, with Revaluate180 leading the charge. Learn how R180’s value-aligned approach shifts DEI from slogans to behaviors that can be measured regularly in hiring, engagement, and retention.
Key Summary
- Traditional DEI frameworks are more about slogans, training, and meeting compliance.
- Traditional DEI fails when it comes to actually improving productivity, engagement, and retention.
- Purpose-driven DEI helps companies focus on their core values while also embracing regional goals, such as Emiratization.
- Learn how companies could implement both DEI and Emiratization through a value-driven and tangible framework fueled by R180’s maximize, develop, and retain model.
Why Traditional DEI Falls Short
The traditional DEI frameworks are all about representation and inclusion of employees coming from different ethnic, religious, educational, financial, and linguistic backgrounds. However, mere representation does not guarantee high productivity and engagement among employees in the company.
DEI compliance becomes successful only when employees align with a sense of purpose and belonging in the workplace, resulting in long-term engagement and retention. So, companies must craft strong DEI initiatives where employees forget their inherent diversity and build workplace relationships based on positive employee experiences and collective trust.
Revaluate180: Reimagining DEI with Purpose and Alignment
Employees joining a company are often labelled based on the backgrounds they come from. Revaluate180 helps companies eradicate diversity-inspired labelling by bringing purpose, belonging, and long-term contribution into the workplace.
Moreover, R180 redefines DEI initiatives by aligning individual purpose with organizational opportunity—transforming short-term placements into long-term engagement. Both DEI and Emiratization, when done right, aren’t about ticking quotas—they start with a shared understanding and a common values taxonomy that transcends nationality, background, and faith.
How R180 Solves Emiratization and DEI Challenges
Emiratization aims to ensure a fair representation of Emirati nationals in companies. However, both DEI and emiratization have seen high turnover, underperformance, and low engagement if not implemented with clarity.
Instead of “warm body” quota hires, R180 Curates workplaces, placing individuals in purpose-driven roles where they excel, while Retaining talent by fostering loyalty, reducing the need for frequent re-hiring cycles. R180 also Maximizes talent with development plans that identify, strengthen, and hone unconscious bias, increasing performance and productivity.
Frequent turnover can damage an employer’s brand, but R180 creates positive employee experiences, turning successful hires into stakeholders and advocates. It also tackles managerial bias, using our data and science-backed methods to help leaders create trusting, collaborative, and psychologically safe workplaces where R180 can detect misalignment before burnout and disengagement take hold.
Above all, R180 adapts to evolving regulations and uses AI to elevate the human element at scale, providing a clear ROI. Value-alignment is R180’s revolutionary effort in helping businesses embrace Emiratization, inspiring companies worldwide to come up with purpose-driven pathways to integrate DEI into their strategies.
Leveraging Cultural Differences for Team Success
A Harvard Business Review article reports research showing that cultural values within teams boost collaboration, trust, and innovation. The cultural intelligence quotient (CQ) can help organizations leverage diverse backgrounds for improved performance. Revaluate180 addresses Culture Quotient (or Cultural Intelligence) by aligning individuals with purpose-driven roles and teams to keep employees motivated and engaged to work in tailor-made roles best suited to their skillsets. This alignment yields a sense of belonging among employees, leading to meaningful contribution that drives profitability.
A Rebranding of DEI
As DEI shifts toward authenticity and impact, Emiratization offers a compelling case for nationalizing with intention. Revaluate180 helps reframe both DEI and Emiratization efforts and offers support to create legacy organizations that are generational, sustainable, and human-centric.
By focusing on value alignment, R180 is revolutionizing Emiratization and offering businesses worldwide a new way to integrate DEI into their strategies. It’s time to stop thinking of DEI as just a compliance initiative and embrace it as a purpose-driven talent strategy that drives employee fulfillment, cultural unity, and long-term business success.
Want more insights on purpose, values, and people strategy? Subscribe to This Week in Values—a quick, 3-minute read on LinkedIn bringing you insights, metrics, and stories that shape purpose-driven workplaces.
Unlock AI-Powered Hiring Analytics
Transform the way you hire with insights that create aligned, collaborative, and high-performing teams.
Smarter Hiring Decisions
Reduce Expensive Turnover
AI-Driven Insights
Optimize Team Performance
FAQs
1. What is Emiratization?
Emiratization is an initiative in the UAE to ensure Emirati nationals have a fair representation in the private sector workplaces. As of 2025, Emirati workplaces are required to annually reserve 2% of skilled roles in private companies with 50 or more employees exclusively for Emirati citizens.
2. What’s the main problem with traditional DEI?
Traditional DEI often prioritizes having the required percentage of diverse employees to meet regulatory compliance. It often overlooks matching employees to the right job roles, leading to high turnover and limited engagement.
3. How is “purpose-driven DEI” different from traditional DEI?
Purpose-driven DEI anchors measurable behaviors and outcomes by linking them with company values and policy goals. Traditional DEI is more about ticking checklists without measuring any tangible impacts on productivity and engagement.
4. How does R180 approach DEI differently?
R180 follows a value-driven approach to help individuals align on a common purpose and instill a sense of belonging in the company. Uniting over common grounds helps employees from diverse backgrounds find purpose in working together, discarding labels tagged upon them.
5. Why does cultural intelligence (CQ) matter?
Culture intelligence is a measure of how individuals remain productive in a diverse environment, showing how adaptive they are in an environment entirely different from the background that they come from. CQ helps companies plan and implement strategies for multicultural interactions and value alignment, which is crucial for implementing DEI.
