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?

Managing legal aspects during periods of instability or crises requires a proactive, strategic, and flexible approach. Conducting risk assessments to identify potential legal vulnerabilities and establishing a multidisciplinary crisis management team to guarantees a coordinated response to crises. Staying updated with legal and regulatory changes allows companies to promptly adjust policies and new contracts to maintain compliance. Legal teams should review contracts, engage alternative suppliers, and communicate mitigation steps, developing long-term strategies for diversifying supply chains and reducing future risks. Contractual flexibility, such as force majeure, suspension, or termination of obligations, allows companies to mitigate risks associated with unforeseen events, geopolitical instability, or natural disasters. Protecting intellectual property prevents unauthorized use and maintains a competitive advantage. Open communication with external stakeholders, including customers and suppliers, as well as executive leadership, key business units, and employees, ensures everyone is informed and aligned, maintaining trust and reputation. Developing a strategic roadmap that aligns legal approaches with business strategies by running various scenarios to assess impacts on business continuity, operations, and reputation is a key part of proactive risk management and mitigating risks. Maintaining business continuity and workforce stability involves implementing new forms of work, supporting employees with mental health resources and flexible work arrangements, and conducting regular training for employees to maintain trust. Learning from past experiences is essential for continuous improvement in handling future crises. Conducting thorough reviews of crisis responses to identify improvements and updating policies based on lessons learned is part of this process. Providing continuous education on crisis management ensures ongoing preparedness.

ABB is prioritising diversity and inclusion and have had integrated strategic initiatives and continuous efforts to create a more inclusive and equitable work environment. Establishing a robust diversity and inclusion policy that outlines the commitment to fostering an inclusive workplace with core values that are communicated clearly to all employees and as the foundation for all initiatives. Training and education on diversity, inclusion, and unconscious bias help employees to understand the importance of D&I and equip them with the tools to support an inclusive culture. Inclusive hiring practices that promote diversity by using gender-neutral language in job descriptions, ensuring diverse candidate pools, and using blind recruitment techniques to minimize bias. Inclusive culture by encouraging open communication and creating safe spaces for dialogue. Encouraging employees to voice their ideas and concerns. Providing forums where employees can discuss D&I issues without fear of retribution. Acknowledging and celebrating diverse cultures and contributions. Zero tolerance in any form of harassment and retaliation regarding diversity. Promotes diversity and inclusion through global network of diversity, equity, and inclusion employee resource groups that seek to promote an environment of acceptance and inclusion for the differences that make us unique celebrating diverse cultures and contributions.