In her role as Chief Inclusion and Diversity Officer, Dr. Shirley Knowles is dedicated to cultivating a culture of inclusion, diversity and belonging so Progress people are empowered to be their best. A transformational leader and educator, Shirley strives to positively impact the way people think, interact and collaborate across cultural, generational, racial, gender, ethnic, socioeconomic, religious and educational lines. Shirley further helps Progress foster an environment where people are free to learn, be heard and have the difficult—but respectful—conversations that make us stronger.
In the days following the inauguration of the new US President, Donald Trump, a series of executive orders were issued, targeting diversity, equity, and inclusion (DEI) programs. In an effort to understand the underlying causes of this shift, to find out if this is a trend or a clash of values, and how companies can proactively address what is happening, we spoke with Dr. Shirley Knowles, Chief Inclusion and Diversity Officer at Progress. She arrived from the USA to participate as a lecturer in the Diversity, Equity and Inclusion Academy of the Council of Women in Business in Bulgaria and the Faculty of Economics and Business Administration of Sofia University “St. Kliment Ohridski”.
Dr. Knowles, could you please comment on the recent shift in attitudes towards DEI, and whether this change has occurred suddenly or gradually?
Historically, the topic of diversity has always faced opposition, but now the voices of those with a negative attitude are louder. The names of the initiatives that are part of DEI have undergone a change.Civil rights, affirmative action, these are other words for giving people equal opportunity to succeed. The term “diversity” has unfortunately become associated with negative connotations because some people feel that if a group that has historically been marginalized and had to jump through hurdle after hurdle now gets equal access, it takes away from their own rights. I respectfully disagree with this perspective and find it puzzling that anyone would be concerned about another individual or group gaining access to privileges like education or career opportunities.
Have you observed any rejection of diversity programs in your company or in the IT industry in general?
At Progress, we have not experienced any instances of reluctance to participate or rejection of DEI initiatives. On the contrary, we are launching new ones, and more and more colleagues are getting involved on a global level.However, this is not the case across the entire IT industry. In this sector, technology is evolving at an extraordinary pace, with men with significant financial resources and vast opportunities often at the helm. These individuals may not fully realize the impact they have on many people’s lives.
What is the role of leaders in such moments?
During such times, companies that have truly embedded DEI into their values will continue to thrive, while those that have only superficially acknowledged them will face challenges. When the world was shocked by the assassination of George Floyd in 2020, there was an explosion of initiatives and corporate messages in support of equality and diversity. However, with the slightest shift in direction, some companies have revised their approach. I strongly believe that companies that do not back down, but continue to execute on their diversity goals and initiatives, will win the war for talent. These companies have also immediately experienced the economic benefits of maintaining their position. For example, the CEOs of major US brands JP Morgan and Costco have publicly expressed their support for their programs and their willingness to go to court if necessary. As a result, Costco subscriptions have surged, with even people who don’t need them signing up to show their support. These are the leadership actions that will long be remembered.
What advice would you offer to companies that are currently undecided on how to approach this issue?
I believe that companies that already have initiatives in place should continue to implement them, and those that haven’t started yet should take the first steps. It is not necessary to begin with something overly ambitious. The first steps in fostering diversity can be very small, and a company may already have diversity initiatives under its umbrella without realizing it. My advice is that you don’t have to struggle alone. There are plenty of associations and NGOs to share experiences, ideas, and resources on the topic.
Progress’ partnerships with organizations like Arete Youth and Glass Foundation are a source of inspiration that brings satisfaction to everyone involved in our collaborative projects.
