Team size: 50

How do you approach managing legal aspects during periods of instability or crises, and how does your legal strategy align with the broader business strategy to ensure the organisation’s resilience?

During periods of instability or crises, managing legal aspects becomes paramount for ensuring an organisation’s resilience. To address this, my approach involves a combination of proactive measures and agile responsiveness to the evolving situation.   

Firstly, I prioritise risk assessment and mitigation. This involves closely monitoring legal developments relevant to the crisis, whether they pertain to regulatory changes, contractual obligations, or liability concerns. By staying abreast of these developments, I can anticipate potential legal challenges and take pre-emptive actions to minimise their impact on the organisation.

Secondly, clear communication and collaboration are essential. I ensure that legal considerations are integrated into the broader crisis management framework, working closely with cross-functional teams to align legal strategy with business objectives. By fostering open dialogue and providing timely legal guidance, we can make informed decisions that support the organisation’s resilience. 

Thirdly, flexibility and adaptability are key principles guiding my legal strategy during periods of instability. This may involve revisiting existing contracts and agreements to identify potential areas of vulnerability, renegotiating terms where necessary, or exploring alternative dispute resolution mechanisms to resolve conflicts efficiently.

Furthermore, I prioritise compliance and ethics as foundational pillars of our legal approach. By upholding high standards of integrity and accountability, we not only mitigate legal risks but also bolster the organisation’s reputation and credibility amidst uncertainty. 

Ultimately, my goal is to ensure that our legal strategy aligns seamlessly with the broader business strategy, enabling the organisation to navigate challenges with agility and resilience. By proactively addressing legal risks, fostering collaboration, and upholding ethical standards, we can position the organisation for long-term success even in the face of instability or crises.

How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment?

Prioritising diversity and inclusion within the legal department is not just a moral imperative; it is also essential for fostering creativity, innovation, and overall success. To ensure that diversity and inclusion are at the forefront of our legal department’s priorities, we have implemented a range of initiatives aimed at fostering a more inclusive and equitable work environment.

First and foremost, we have established clear diversity and inclusion goals and metrics to measure our progress. This includes tracking demographic data within the legal department, such as gender, race, ethnicity, and other relevant characteristics, to identify areas for improvement and ensure accountability.

Additionally, we have implemented unconscious bias training for all members of the legal team. By raising awareness of unconscious biases and providing strategies for mitigating their impact, we empower our team members to make more inclusive decisions in their day-to-day work. 

Furthermore, we actively seek out diverse talent when recruiting for new positions within the legal department. This includes partnering with diverse organisations and networks, attending recruitment events specifically targeted towards underrepresented groups, and implementing blind recruitment practices to minimise bias in the hiring process. 

Once hired, we prioritise creating an inclusive culture where all team members feel valued, respected, and empowered to succeed. This includes promoting open communication, providing opportunities for professional development and advancement, and fostering a sense of belonging through employee resource groups and affinity networks.

Moreover, we regularly review our policies and practices to ensure they are inclusive and equitable. This includes policies related to flexible work arrangements, parental leave, accommodations for disabilities, and other areas where bias or discrimination may arise. 

In addition to these ongoing initiatives, we also celebrate and recognise the contributions of diverse team members through various channels, such as awards programs, spotlight features, and inclusive events.

Overall, prioritising diversity and inclusion within the legal department requires a comprehensive and multifaceted approach. By setting clear goals, providing training and support, recruiting diverse talent, fostering an inclusive culture, reviewing policies and practices, and celebrating diversity, we can create a more equitable and successful work environment for all members of the legal team.