What are the most significant cases or transactions that your legal team has recently been involved in?

The legal team is focused on digital banking, implementing fintech law, and the application of blockchain and cybersecurity as forms of transactional protection.

This is reflected in the rollout of “Chek”, a 100% digital account that allows customers to manage their money from an app. A virtual Chek Mastercard was also rolled out to make online purchases on national and international sites and in-person purchases on Android phones with NFC technology, which can be activated from the app.

All this is aimed at providing a better quality of life for the bank’s customers.

How important is choosing to work with external lawyers who align with your company’s values? are you likely to reconsider what firms you work with bases on this?

A good choice of external lawyers is essential for the proper functioning of a legal department – not only for substantial transactions, but also to fulfil our commitment to service and respect for our clients; provide service that is timely, friendly and of high quality; persist in the commitment to the rest of the Bank’s team and suppliers; correct delivery to internal customers providing hard and fast answers, which allow us to seek quick solutions to the business and transactions that we propose to carry out.

The mission of choosing an external legal team is to always ensure compliance with internal and external regulations, as well as with the values that govern our company. If our legal advisors are not aligned with these values, they will hardly contribute to Ripley’s objective. We are proud to say that all of our legal counsel not only share them but strive every day to ensure that our environment is respected, and that their counterparties do the same.

What diversity, equity and inclusion initiatives have you and your legal department been championing within your company´s endeavours?

The legal department promotes the established parameters of recruitment and selection, without distinction of gender identity, sex, age, social status, religion, sexual orientation, race, colour, marital status, labour union affiliation, political views, disability, nationality, ethnic group, or any other condition protected by law.

To this end, it promotes the hiring of people with disabilities, people in situations of disenfranchisement or discrimination, universal accessibility, avoidance of harassment at work and protection of employees, universal design, LGBT and women’s communities, migrants, ethnic or racial minorities and religious minorities.

A crucial point is the entry of senior citizens, who constitute an important group of candidates, especially for those areas that are in direct contact with customers, as they are noted for their friendliness, service orientation and high commitment to work. This is reflected in the use of various recruitment sources that ensure we reach many people, and in always approaching the “community” where we operate.