Legal director: South, West and Central Africa | Diageo
Viwe Soga
Legal director: South, West and Central Africa | Diageo
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?
The Diageo SWC legal strategy focuses on proactive risk management and adapting legal frameworks dynamically. For example, we swiftly assess emerging risks and adjust strategies for market expansions, regulatory changes, or supply chain challenges to minimise disruptions. Our legal advice is fully aligned with business objectives, enabling growth while protecting the organisation.
By embedding “Diageo dial-up” behaviours, such as “Act like an Owner” and “Bold in Execution,” we support transformation efforts, including market share growth and gender balance initiatives. This ensures that legal strategies not only respond to crises but also drive business continuity and resilience in line with Diageo’s broader goals.
Recent transactions have included a large-scale consolidation of various markets across Anglophone, Francophone, and Lusophone Africa into a single region. I have also been involved in engaging with competition authorities in an ongoing competition investigation spanning multiple markets in West and Central Africa. Additionally, I have worked on concluding complex, multi-jurisdictional manufacturing and distribution agreements with partners across these regions. Another significant matter has been defending a Supreme Court of Appeal challenge brought by the South African Revenue Service in a major excise tax dispute.
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 our function, diversity extends beyond demographics to encompass varied perspectives, working styles, and personal motivations, fostering a culture where different opinions are valued. We prioritise inclusion by creating an environment where everyone feels secure to be their authentic selves at work. As a result, our department has consistently achieved 100% engagement scores in our internal employee experience survey for several consecutive years. This global survey measures team engagement, psychological safety, and workplace inclusiveness across Diageo’s markets. At the heart of our approach is a deep commitment to valuing our people, reinforced through initiatives such as inclusive leadership training and structured feedback processes, ensuring that all voices contribute to shaping our legal strategy and decision-making.
How do you manage and motivate your legal team to ensure high performance and professional growth?
Fundamentally, by respecting and treating each professional as an individual. We undertook Enneagram personality profiling with a clinical psychologist, which not only deepened our understanding of each other’s unique traits but also strengthened team interaction and trust. Building on these insights, our individual development plans have become more comprehensive and tailored. By prioritising each team member’s growth, we cultivate a culture of high engagement, which in turn drives high performance.
Legal and corporate security director – South, West and Central Africa | Diageo
Regional director of legal, brand protection, privacy and corporate security
Diageo
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Regional director of legal, brand protection, privacy and corporate security
Diageo
View Powerlist