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

I have had the privilege of working at Agrana Romania as Head of the Legal Department for ten years now. Agrana Romania is part of the international Agrana group and is committed to fostering a diverse and inclusive company culture for all employees globally. The organisation strives to create a supportive and encouraging work environment that promotes growth and enables every employee to reach their full potential while eliminating all forms of discrimination in the workplace.

From a legal perspective, the goal is to ensure that this commitment is upheld to the highest standards.

At the same time, I believe that every employee, regardless of their position, has a personal responsibility for the success of diversity and inclusion efforts. How you perceive others, the way you interact with them, and your ability – and willingness – to understand that everyone has a unique background that makes them different all influence the quality of workplace relationships and contribute to business success.

This is why raising awareness, being open-minded, and valuing differences are essential. Supporting and encouraging colleagues to embrace their individuality and ensuring that the company has implemented all necessary policies and measures to prevent any form of discrimination, are key pillars of my work in diversity and inclusion.

To increase and share knowledge on diversity and inclusion, specific goals are set both within the legal team and for other employees at Agrana. These include delivering diversity and inclusion training, publishing regular columns or articles for colleagues, and organising team workshops to support underprivileged groups or to share and celebrate different perspectives.

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?  

Crises can affect any company and may have far-reaching consequences, such as a damaged reputation, unhappy customers distancing themselves from the products, financial impact, or employees leaving the organisation.

However, if an organisation invests time and resources in preparing and implementing rules to be followed in such cases, aiming to mitigate, manage, and overcome the different stages of a crisis, the crisis can be successfully managed, and damages may be prevented or at least mitigated.

Managing legal aspects during periods of instability or crises requires a proactive approach. A proper risk assessment, followed by proactive planning that includes contingency plans for various crisis scenarios (where all legal implications are considered), compliance frameworks, clear communication channels, and good collaboration with other departments through interdisciplinary teams trained for this purpose, all contribute to successfully navigating a crisis situation.

However, for the legal department to effectively contribute to the organisation’s resilience, it is important to ensure that legal efforts are not just reactive but are aligned with and supportive of overall business goals. This focuses on ensuring the legal framework for business continuity by mitigating disruptions and facilitating recovery, while also contributing to an environment where legal insights drive innovative solutions.