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?

Periods of instability or crises need to be navigated with a positive attitude and the adaptability of a strong team player. Responsiveness and customer focus must be superior, and we must show a solid legal and business judgment. To collaborate with the organisation´s resilience, we become a trusted business partner for internal clients, even in matters outside of the legal world.

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?

Differences based on gender, colour, religion, or sexual orientation cancel equality and dignity. This cancellation may not be tolerated within labour relations, meaning that it is essential for in-house lawyers to understand their role in the construction of workplaces that are safe and genuinely inclusive. A culture focused on inclusion, where team members feel respected and valued, cannot be limited to a mere declaration of principles but it needs to come along with concrete actions that educate and raise awareness, to promote understanding and commitment. Through the creation of policies, programmes and monitoring their compliance, lawyers have a world to contribute.