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 organization’s resilience.?

Recent global changes, including the pandemic, geopolitical conflicts, and environmental challenges, have underscored the need for companies and their legal departments to be prepared for uncertainty and emerge stronger.

In my experience, managing legal matters during instability requires a deep understanding of the business, a clear grasp of the company’s strategy, and recognition of the legal department as a key business partner. As General Counsel, my strategy focuses on three key areas: identifying and mitigating major risks, fostering cross-functional collaboration with departments like operations, HR, and finance, and encouraging my team to be adaptable, resilient, and innovative in response to change.

Success isn’t just about having contingency plans but also about the agility to adapt quickly as business needs evolve. At Veltis Latam, which provides industrial services primarily to the mining industry through its three operating companies—Steel, Berliam, and Walvis—we recognize that thriving under changing circumstances is essential. Resilience not only ensures operational continuity but also enables us to capitalize on opportunities when competitors may be less prepared. This approach is critical across the company, with the legal department playing a strategic role in supporting these efforts.

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? 

In my legal department, diversity across various dimensions—religion, nationality, age, race, sexual orientation, gender, and social status—brings valuable perspectives that enrich our company. However, I emphasise that diversity alone isn’t enough; true inclusivity involves creating a culture where everyone feels comfortable being themselves in a respectful environment. To prioritize diversity and inclusion, I foster a culture of open communication and respect for different viewpoints, which has helped me create safe spaces for team members to share feedback and raise concerns. Our legal department is diverse, with members from various backgrounds and a balanced gender representation. We also make it a point to hire external firms and service providers who share our commitment to inclusion.

As General Counsel, I lead several initiatives to cultivate a more inclusive workplace. We implement proactive measures to attract diverse candidates, reaching out to a broad range of organizations and universities, crafting inclusive job descriptions, and ensuring at least one female finalist in every hiring process. We also provide ongoing training to increase awareness of unconscious bias and promote diversity. Additionally, we are actively working to increase female participation in our mining fields and create inclusive spaces for them.

Furthermore, we promote affinity groups within the company, offering employees the opportunity to connect and share experiences. Last year, we hosted events where women discussed the challenges they face as working mothers, helping to foster a supportive environment.