Held to Ransom

On 7 May 2021, Colonial Pipeline, the largest petroleum pipeline in the US, was shut down following a cyber attack. It remained closed for five days, causing panic buying, fuel shortages and national security soul-searching. For cybersecurity experts, the most surprising element of this episode was that a key part of US infrastructure was not brought down by the actions of a hostile state (at least directly), but by a small group of cyber-criminals deploying a devastating form of online extortion software: ransomware.

After gaining access to a company or individual’s system, the attacker will make files inaccessible in some way. At the lower end of the scale, the malicious programme may simply lock the computer, an easily fixable situation for an IT professional and no great problem for a large company. But when deployed by more sophisticated attackers, the software will encrypt the victim’s files so effectively that recovering them without the decryption key is virtually impossible.

The Colonial Pipeline ransomware attack was just one of several high-profile events that have struck ostensibly secure organisations over recent months. May 2021 also saw a ransomware attack on meat processor JBS Foods, a $53bn company that is deemed vital to US food security. The attack, which led to closure of some of the company’s facilities, was reportedly ended after an $11m ransom was paid.

While the scale and severity of recent attacks has surprised many, the growing popularity of ransomware comes as no surprise to specialists in the field.

‘My first response to the upsurge in ransomware attacks lately was that we analysts have been warning about this for over a decade, and we all predicted this was going to happen’, says David Fidler, senior fellow for cybersecurity and global health at the Council on Foreign Relations.

‘Now it’s here we have another round of gnashing of teeth, but opportunities to mitigate the danger have been missed time and time again over the intervening years.’

Fortunately, even for those who may have missed the early warning signs, hope is not lost. GC speaks to some of the leading counsel and cyber experts to find out what the rise of ransomware means for business, and what lawyers can do to help prepare their defences.

The unlocked door

The rise in attacks affecting everything from water and energy utilities to fuel distribution systems is a sign of things to come. From a cybersecurity perspective, the truly frightening aspect of these attacks is that, once systems have been compromised, there is little IT professionals can do to regain control. Bhavani Thuraisingham, Founders Chair Professor of Computer Science and the Executive Director of the Cyber Security Institute at The University of Texas at Dallas, comments:

‘When the malware enters the system, it has access to almost everything, and in a ransomware attack [hackers] will encrypt everything and demand a payment in exchange for the key to unlock the files. As of today, AES 256 encryption cannot realistically be broken with modern computing methods. Unfortunately, this means that if the attack progresses to this stage, you have really no access to anything in the system unless you get the key to decrypt the data’.

Richard Forno, senior lecturer in the University of Maryland, Baltimore County Department of Computer Science and Electrical Engineering, puts it even more succinctly: ‘If you haven’t been conducting cybersecurity best practices and a sophisticated attack takes hold of your systems, you’re screwed’.

As a result, victims of high-profile ransomware attacks have been left with little option but to pay up. In the case of Colonial Pipeline, hackers demanded a ransom payment of $4.4m in the form of bitcoin, which they promptly received in exchange for codes to unlock the company’s systems.

More troublingly, the lines of attack hackers are exploiting are not easy to defend against. For example, phishing attacks in which members of staff are fooled into downloading malicious software by seemingly genuine emails are becoming increasingly effective. This, says Forno, is increasingly dangerous given the rise of social media as a means of validating an unknown person’s identity.

‘Using artificial intelligence and machine learning, you can identify, develop and even create fake personas that are very detailed. This can allow you to make a phishing email that is much more convincing to the target, particularly if
you’re targeting a particular individual, such as the CEO of a company.

What’s more, even those who follow every reasonable security protocol and measure can, unwittingly, become a victim of the more sophisticated hacks. Increasingly, [malicious] software is being downloaded through perfectly legitimate websites via ad networks. [If a hacker] is able to compromise a content or software distribution network, malware could be injected into this such that users of a legitimate website would then be downloading malware through the network.’

React and respond – preparing for times of crisis

As the realities of new digital attack vectors and how to respond to them become increasingly evident for major corporates and their counsel, leading private practice practitioners from the WSG network share their insights and advice to help businesses prepare for the worst.

‘Ransom attacks, including larger supply chain-type attacks, continue to lead the headlines and pose a sophisticated threat to a business’s ability to operate or recover, now more than ever,’ says Batya Forsyth, partner at Hanson Bridgett and co-leader of the firm’s privacy, cybersecurity and information governance practice.

With cyberattacks increasing in frequency, severity and variety, the need for general counsel and their teams to be prepared to react and respond accordingly has fast become a business imperative, irrespective of company size or sector.

‘A response plan should set the expectations high for the organisation,’ says John Babione, a partner at Dinsmore & Shohl LLP.
‘Responding effectively to security incidents and potential data breaches should be emphasised as critical to the success, and in some cases survival, of the organisation.’

Exactly what a response plan looks like will be different for every organisation, with individual risk factors and tolerances both likely to heavily influence the final plan and procedures. However, the experts we spoke to agree on several common elements that featured in successful response plans.

‘A good security response plan sets forth a process that is easy to understand at all team levels – from general staff to general counsel – and functions well across a variety of attack scenarios,’ says Forsyth.

‘Most importantly, the plan must explain how the plan gets triggered, who makes that decision, who needs to know about that decision and the first next step for the team.’

Getting buy-in from the wider organisation and ensuring that everyone understands their individual roles in times of crisis were also seen as essential parts of successfully managing a response, with time often a critical but limited commodity in any attack scenario.
‘The plan should enlist all affected personnel as partners in a team effort in which everyone knows their daily efforts and diligence on the front line are valuable and needed,’ says Babione.

This engagement though, shouldn’t be limited to times of crisis says Babione, who instead advocates for an always-on approach to monitoring for threats and being prepared to respond – an approach that emphasises mitigation as much as it does preparedness.

‘To do this, the day-to-day IT environment, applications and tools must support and encourage employees to be watchdogs, looking for trouble and reporting it up the chain of command,’ he explains.

‘This engagement of the workforce and management as the hands and feet of the response plan turn the plan from a piece of paper into what it needs to be – the means by which the organisation can respond quickly to incidents to prevent them from turning into a data breach or other harmful cyberattack.’

This type of attack, say the cybersecurity experts interviewed for this report, has already been detected on some of the world’s largest website, often with little or no awareness among their users.

Adds Thuraisingham: ‘Ransomware spares no one. It could attack an 80-year-old great grandmother, a major financial company or even critical infrastructure. With that said, the more pain the attacker causes, the more publicity they get and the more money they can extort; sectors that allow them to cause maximum damage may therefore be more vulnerable. These will include major hospitals, government organisations and, especially, financial companies.’

Of course, cyber experts are aware that ransomware attacks are now big news, and that reporting biases undoubtedly skew toward them. Even so, says David Fidler, senior fellow for cybersecurity and global health at the Council on Foreign Relations, the underlying reality is that such incidents are on the rise. In fact, says Fidler, the true extent of the problem has probably been under-reported.

‘There has been an increase in ransomware attacks, and that increase has been felt across the entire corporate sector in North America and beyond. Beyond this, there is a large number of institutions – typically hospitals or
other bodies that hold large volumes of data – that have been victims of ransomware attacks without the public or media ever becoming aware of it. So the problem is growing and the scale of the problem is perhaps larger than one would imagine.’

The GCs who came in from the cold

From the perspective of the US government, ransomware is a clear and present danger. The increase in the size, sophistication and public awareness of these attacks, as well as their ability to damage critical infrastructure, puts general counsel on the fault line of what, for some organisations, will be the most important challenge of the coming months.

‘The connection between criminal ransomware attacks and how the United States government perceives our adversaries as providing havens for cyber criminals is key’, says Fiddler.

The government has already accused Russia and China of tacitly allowing cyber criminals targeting US companies to operate free of constraints. We’re seeing movement toward more offensive actions on the part of the US government aimed at cyber-criminal organisations based in potentially hostile territories because, clearly, our defences are not effective in preventing these attacks.

If the government does move in that direction, that is a much more dangerous context for businesses to be in, because we do not know cyber-criminal groups are going to respond. They could become even more sophisticated and try to test how much further we’re willing to escalate’.

The thought that corporations might unwittingly get caught in this cat-and-mouse game of testing and defending critical infrastructure is no longer an abstract item on the risk agenda. Even smaller companies that are not deemed essential parts of the US economy now face the prospect of becoming collateral damage in the tit-for-tat exchanges brought on by the escalation of opportunities for cyber attacks and the escalation of deterrence by punishment.

‘For GCs, understanding the potential threat is key’, adds Fidler. ‘Understanding what the threats are from this potential escalation on the part of the government may help persuade the C-suite of the need to make more investments in their own cyber defence.’

Of course, only a minority of companies will fall victim to the most serious of incidents, but indirectly almost every single organisation will end up paying the price, whether through increased demands on security and compliance or changes to their relationships with customers and commercial partners.

Insurance has long been one of the major tools used by corporates to mitigate their exposure to cyber risk, but as the number of cyber-related insurance pay-outs topping seven figures grows, policies are being hastily rewritten.

‘[Last year] was an unprecedented year for ransomware attacks and the payment of related insurance claims’, notes Lavonne Hopkins, senior managing legal director for security, resilience and digital at Dell. ‘As a result, the cybersecurity insurance market is hardening as insurers revaluate how to keep their cyber insurance offers profitable.

I have observed that insurers are focusing more on evaluating organisational cybersecurity maturity and preparedness when making coverage decisions and determining premiums and deductibles. We can only expect this trend to increase. Organisations should start to prepare for a future that potentially excludes ransomware coverage from cyber liability policies and requires self-insurance models.’

A worrying thought. And even those who can find suitable policies should not be complacent against the threat, says Thuraisingham.

‘Certain insurers are now offering specific products that cover the threat of ransomware attacks but relying on this can be extremely risky. To activate the coverage a company must first lose its data in a ransomware attack; only then will the insurer release funds to pay the ransom.

This is obviously not ideal, as the protection offered does not typically compensate for the reputational damage or staff costs associated with the incident. I would advise taking all the preventive measures you can before relying on insurance.’

The price of this sort of ‘kidnap insurance’ coverage is also likely to increase markedly as insurers keep a watchful eye on cybersecurity developments. A report issued recently by Hiscox, an Anglo-Bermudan insurance provider that specialises in niche categories of risk, noted insurers faced a 50% year-on-year increase in pay-outs for cyber-related policies, with ransomware attacks accounting for the biggest contributor to this growth.

Outsmarting the hackers

Even the most generous insurance policy can only be triggered once a cyber attack has taken place, by which time financial compensation alone may not be enough to repair the damage. For general counsel, the only real way to defend against risk is to go on the attack.

David Mace Roberts, general counsel of transport information systems provider Electronic Transaction Consultants (ETC), has been working to keep one step ahead of cyber attackers for many years. For Roberts, the most notable feature of a good cyber risk plan is that it looks unlike anything else on the market.

‘A lot of companies will pull up a one-size-fits-all cyber response plan, but that’s really not good enough. A bespoke cyber response plan needs to be custom crafted for both you and your industry.

Thuraisingham echoes Roberts’ comments. ‘Just as with health concerns, the best method is prevention. Protect all your systems, data and processes so that the attackers cannot gain access in the first place. Perhaps most important, companies that do not mandate backups and do not have extremely stringent security policies are most in danger. Do continuous backups of data and processes. I cannot emphasise proper backup procedures enough’.

Indeed, as Richard Forno notes, none of these measures are difficult to implement, but business has tended to ignore expert advice for too long.

‘The problem I see is that a lot of companies and governments of all sizes fail to do basic cybersecurity best practices, things that we in the industry and academia have been urging people to do for 20, 30, 40 years. This can be things as simple as having a really strong password or using multiple forms of authentication for critical or sensitive systems’.

The most important aspect of effective defence against a ransomware attack, however, comes with employee training. Human error is overwhelmingly likely to be the biggest weakness in a cybersecurity defence package, as well as the first thing a criminal group will look to exploit. To guard against this, says Roberts, the only option is to train relentlessly, ‘If you only train once a year then training loses its impact and offers minimal protection.’

Lavonne Hopkins of Dell agrees. ‘Unfortunately, ransomware most frequently originates from human error, and over half of ransomware victims suffer repeat attacks. Training and education are critical to ensure a comprehensive cyber preparedness strategy and prevent these ransomware attacks. Organisations should mandate cybersecurity training, including phishing training, for all employees and contractor. Employees are the first line of defence and need to be equipped with the knowledge to help prevent an attack’.

Before any of the above can take place, senior management needs to take the risk to business from cyber attack seriously. As Thuraisingham notes, it is all too common to encounter business leaders who consider cyber strategy as a matter for IT professionals.

‘When you’ve hired the best risk analysts and cyber teams money can buy it is very easy to conclude that you’ve done everything you can. This is fundamentally wrong. Businesses will always be vulnerable to these attacks, so there needs to be a constant awareness of just how serious the consequences can be.’

Unfortunately, awareness of cyber risk as among the c-suite seems to remain limited. Our survey of over 200 general and corporate counsel in North America revealed that while legal teams felt there was a very high risk of cybersecurity breaches to their organisations, fewer than half were actively involved in shaping cybersecurity risk planning.

For many organisations, it may come back to haunt them. As Roberts concludes, ‘If you are a senior member of a public company, you’d do well to look at the SEC, the NYSE and NASDAQ who are all really pushing cybersecurity. Do you want this on the front page of the Wall Street Journal or the Washington Post? Do you want to have to answer to the boards, or to the securities regulators? If not, then taking the risk seriously now is the best defence.’

The red pill: How legal teams are embracing the freedom to be replaced

In 1954, The Westinghouse Electric Corporation unveiled the world’s first colour TV. With a price-tag of $1,295 – or nearly $20,000 in today’s money – the H840CK15 was the type of luxury purchase that stood as a solid signifier of economic success.

‘I grew up in a world where lawyers were among the few middle-class professionals who could afford the latest technology’, comments one senior lawyer at a large multinational bank.

‘Now, we are among the few middle-class professionals that ignore technology. It’s a strange thing that so many lawyers have chosen to overlook the transformative power tech has had on the world of work, and I am part of a growing number of in-house professionals that seeks to address the oversight.’

To rephrase the problem – well-known in economics – why does the cost of technology consistently fall relative to the rate of inflation while the cost of services, encompassing everything from healthcare to education continues to rise?

The answer, in short, is that machines cannot (yet) do what humans do. What machines can do, however, are the things humans do not want to do. From this perspective, technology is not a threat but an opportunity. It allows lawyers to move higher up the value chain. And, let’s be honest, no one wants to be stuck doing low-level work.

‘Lawyers are afraid of technology taking their jobs’, comments Lisa Marcuzzi, general counsel and country counsel for ArcelorMittal Dofasco in Canada. ‘But I don’t know of a single lawyer that feels unhappy that they will have to give up reviewing NDAs or sales agreements. As far as I can see, technology will free lawyers to do the jobs they trained for.’

The wider in-house legal community in the US and Canada clearly agrees. While 90% of respondents felt that technology had disrupted the legal profession over the last five years, and nearly all (97%) felt it would do so over the next five years, over three quarters (76%) said this disruption was a positive outcome for the legal profession.

Far from fearing tech, in-house lawyers are waking up to the freedom it can grant them – 87% of those we surveyed said their wider teams were receptive to the use of technology, while 78% said their businesses were supportive of finding new ways to work.

This widespread optimism, many respondents pointed out, was based on direct experience of available technologies. ‘I spent many years reviewing and negotiating documents that were up to 100 pages long’, commented one general counsel in the finance sector. ‘Typically, 90% of that document would either be boilerplate or unnecessary. If I add up the time I have spent reviewing superfluous material and account for cost then it comes to a shocking level of waste.’

In short, corporate counsel are looking forward to the freedom tech will grant them, and few fear their jobs are at risk. As one respondent commented, ‘The idea that lawyers will be replaced is just not realistic. Imagine a Fortune 500 company dismissing its legal team and saying, “we’ll just rely on technology to do all this stuff.” It won’t happen – it would be insane.’

What will happen is a continuation of the trends that have been in play for several years. The in-house legal team will move closer to the time-critical or economically important aspects of the business, law firms will be brought in to help with the types of matters where it just doesn’t make economic sense to employ a team of internal specialists, and technology will be used to remove a lot of the work that was never strictly legal work in the first place.

Eleanor Lacey, head of legal and general counsel for work management platform Asana, comments: ‘In the knowledge sector, tech never works by replacing people. It works by augmenting people and freeing them up to work on higher-value matters.’

‘There is a great sense of freedom now that we as corporate legal teams can really solve a lot of the problems we have seen time and again by introducing often inexpensive tech fixes. It’s a great time to be working in the legal industry. Anyone who says otherwise is just not seeing the big picture.’

Moving up the value curve

What are the grounds for this optimism?

Let’s take the single most important item an in-house lawyer deals with – the contract. Lawyers deal with contracts. Lots of contracts. So too do their employers. As Chris Young, general counsel for digital contracting platform Ironclad, puts it, ‘At a basic level, all lawyers are contracts lawyers and all the businesses they serve are contracts businesses. It’s the most fundamental unit that commerce is based on.’

In this contract-driven world, the central hub for contract review runs through the legal department. When a business grows, how does its legal department choose to scale? Does it add bodies, or does it use technology to scale up and meet demand?

For the last several decades, the answer to that question would have been the former. General counsel had one demand above all else: more staff. As our survey of legal teams in the US and Canada shows, attitudes are changing, and the answer is increasingly likely to be “new ways of working”.

Central to the evolving skillset of the in-house counsel is getting comfortable with communication. Those we surveyed were clear: documentation can be automated, and any lawyer who is essentially reading a document aloud can be replaced at will. But that, many feel, is a good thing. The rise of legal tech means the in-house team can finally sound like the rest of the company.

‘We don’t need to tell business, “The documents say this”’, comments one respondent, senior counsel at a large US medical services provider. ‘Any literate person can see what the documents say. We’re guardians of nothing but the obvious if we tell them what they can read for themselves.

‘That’s great – being freed from routine tasks is not a case of lawyers being replaced. It’s a case of lawyers being able to use their skills for the benefit of business. We should embrace it. Lawyers have been trained to do some very sophisticated work, but large parts of the contracting process are not that work. If we can relegate that to a system or use technology to complete it then we are going to have a lot more time to do the work that is expected of business leaders. The days of pushing paper around may finally be over.’

Schrödinger’s Tech: Opening the box on law firms’ use of technology

Chris Young, general counsel for digital contracting platform Ironclad notes that ‘In-house teams used to ask their law firms about technology. Now it’s the reverse. GCs are encouraging their firms to adopt technology, and firms are hearing about the most useful software and tools from their customers.’

For many firms, this will come as unpleasant news. But there is an upside. As Young points out, ‘In-house lawyers will always need law firms, and the industry won’t be transformed by one side alone. The more forward-thinking law firms should see this moment of change as an opportunity to gain a competitive advantage and become a true strategic partner to their clients.’

Judging by the results of our survey, it is an opportunity many have failed to grasp. Under half (45%) of the more than 200 senior counsel we polled for this report said their firms were using technology to deliver legal services and solutions, while a similar number (41%) were unsure how their external firms were resourcing matters.

As one respondent noted, ‘Knowing what goes on at a lot of firms is a game of Schrödinger’s Cat. They may be using some pretty sophisticated software to bulk process our matters, but they are unlikely to tell us about it unless we push them.’

This lack of transparency was widely cited as a source of frustration. Indeed, nearly three quarters (74%) of those we spoke to said they were not satisfied with their firms when it came to technology.

Law firms should take note: 88% of legal teams said it was important that their law firms kept up with developments in technology, with 32% saying it was crucial for them to do so.

We should not place the blame entirely on law firms here. In-house lawyers may complain that their firms behind the curve, but fewer than half (44%) are asking about their external advisers’ use of technology when undertaking
panel reviews.

With so many GCs either unsure of or dissatisfied with their firms’ use of technology, it is no surprise to see that few are looking to them as a source of inspiration. Just over a third of respondents (38%) said they now looked to their firms for guidance when it came to finding or implementing legal technologies, while under a quarter (23%) reported having been advised by their firms on the use of specialist legal technology. Only 21% of respondents said their firms had offered to share technology with them.

This, for some GCs, has been a dealbreaker. ‘One of the factors that motivated me to change firms was the lack of use of technology by my old external firm’, comments the general counsel of a large commodities business.

Of course, the technology used by law firms is often very different to the technology needed by corporate legal teams. Firms tend to operate in scales and volumes that are far beyond the requirements of their clients, making tech transfer a far from simple matter.

Even so, it may trouble those in private practice to know that legal teams are beginning to look for solutions elsewhere. Almost half (47%) of those surveyed said use of technology within the legal team had already impacted their relationships with external firms.

The good news? Law firms that take a proactive approach are winning clients. As Michael Shour, general counsel and secretary of Banyan Software, concludes:

‘If a firm is wise to the implementation of appropriate technology solutions, it can allow them to complete tasks more efficiently and cost-effectively. When I see a firm doing things like this, I can’t help but appreciate that they are driving efficiently for their clients and am impressed that they are on top of things – and that can only be a good thing for business.’

Foreword: Ramon Ignacio Moyano

From all of us here at World Services Group, it is my pleasure to welcome you to the fourth edition in our series of GC Special Reports, examining the impact and influence that technology continues to have on legal practice.

The past two years have seen the legal profession impacted by technology more than any other period in history, a fact of course driven not by a single seismic innovation, but rather by necessity. And by all accounts – as the pages that follow in this report detail – both in-house and private practice teams alike have thrived, as our collective work environments, habits and processes have shifted, in almost every case, literally overnight.

But amongst the litany of success stories that have emerged, so too did several material challenges faced by businesses as a direct result of these shifts in our professional lives – challenges that are sure to shape the face of the profession for years to come. Data privacy, protection and integrity, cybersecurity, as well as of course, specialist legal technology, are near-universal issues faced by enterprises – and more specifically – their legal departments.

As corporate leaders, general counsel and their teams will be on the front lines during this transition, charged with both setting the rules of engagement for their business and guiding the wider organisation throughout a period that is likely to be characterised as much for its upheaval as it is for the evolution it represents.

At World Services Group, our membership have made it clear that they not only want to be a part of this change – they want to be in a position to lead it. Collectively, we strive to be part of the solution to the issues facing our industry and profession at large and together, we have an opportunity to affect positive change for the profession as a whole.

With an international mandate and broad sectoral representation at World Services Group – in addition to a forward-looking digital prospectus – our network is in an ideal position to capitalise on the bold digital transformation set to define what it means to be a successful legal department in this new digital age.

I would like to extend my sincere thanks to all of those in the legal community who continue to contribute to the ongoing success of this series. By sharing the benefit of your own experiences and actively engaging in discourse around these pertinent issues for the wider profession, collectively, we can chart a brighter future for the lawyers of today and tomorrow.

Ramon Ignacio Moyano
Chairman
World Services Group

Partner
Beccar Varela

Running to stay still: How North American legal teams are using technology

Apple, Amazon, Facebook, Google, Microsoft, Netflix – the last year and a half has been hard, but without these familiar names it would have been unthinkable.

Ever since Bill Hewlett and David Packard founded HP in a Palo Alto garage in 1937, the young and tech-smart have been engines of economic growth across the US. Pandemic aside, the S&P 500 is surging at an all-time high, with companies in the tech sector proving to be the safest bet.
Five of the above listed companies alone – Apple, Amazon, Facebook, Microsoft and Google-parent Alphabet – already represent over 20% of the S&P 500’s total market cap. With the pandemic-induced shift to e-commerce and remote working, it is a trend that is unlikely to end any time soon.

Surely in the US, with an economy skewed heavily toward innovation and a premium placed on doing things better, faster and smarter, the lawyers must be doing things differently? Well, not quite. For all the talk of a quiet revolution taking place in the corporate legal teams of US and Canadian blue chips, the reality is much more complicated.

To make sense of it all, GC magazine teamed up with World Services Group to get the inside story on legal tech in North America. Drawing on a detailed survey of over 200 general and senior counsel working at a variety of companies across both the US and Canada – including many of the global leaders in their sectors – our findings show that tech has not been quite the disrupter many predicted. Yet…

Stacking it up

In spite of the advantages legal teams in the US and Canada have when it comes to the availability of legal tech, many feel they are no further ahead in their adoption of new ways of working.

Fewer than half of respondents to our survey (46%) felt that their teams were in a good place to capitalise on technology compared to their peers. Even more surprisingly, legal teams in the tech sector were just as likely to struggle as those in other industries. Just under two thirds (60%) of respondents working for technology businesses felt confident that they benchmarked favourably in their use of legal tech. In fact, across all the sectors surveyed, those employed in the tech industry (broadly defined) were among the least likely to feel that their use of technology was adequate.

Of course, they were also the most likely to be aware of the technological shortcomings of the legal team. As Liz Benegas, GC of enterprise management software provider Totango, comments:

‘When you’re in an environment that really pushes technology as a solution to business problems, you can find yourself asking a lot more questions about how you approach your own work. That can lead to a lot of new ideas, but it also puts you under pressure to bring your “A” game to everything you do.’
Another respondent, senior counsel at a global technology business, gave an even simpler answer: change is hard, particularly when it comes to tech.
‘[Our company] is generally seen to be at the forefront when it comes to bringing tech to market, and I would say we are way ahead of the curve in terms of our own use [within the legal team].

But still, large parts of what we do are built onto a tech stack that has been around for years. When we look to introduce a new contracting system or cloud-based technology we can’t just assume it will work well with what we have in place. I would imagine these problems only increase when you’ve got an older or more complicated stack to deal with.’

Plus ça change

For many general counsel the first year of working in-house comes as an epiphany. The experience of working at a law firm had shown them a world where partners and associates – often some of the most capable, knowledgeable and dedicated people they had ever known – were forced to work in an environment that either did not seem to support them or that actively worked against them by making highly-qualified people undertake work in an absurdly inefficient fashion. After making the move in-house, the realisation comes: “It’s not the law firms, it’s the lawyers”.

The average GC continues to have the same worries that their team is behaving in an inefficient or technologically unsophisticated way. The central problem, as one senior counsel at a global entertainment and media company observed, is how to continue to deliver value while eliminating bottlenecks. ‘Lawyers will not be replaced by technology, just as doctors will not be replaced by technology. The problem we must solve is how we get rid of bad habits while retaining the good ones. That is something we are only just starting to find answers to.’

The problem with technology, respondents to our survey agreed, is not having too little of it. It is having too many resources that are not used properly. Legal teams in North America are, for the most part, able to access the tools and systems they want. In fact, nearly all of those we surveyed (97%) reported that their legal functions were using more technology now compared to five years ago, with well over half (58%) saying they were using significantly more tech.

But having access to technology is only ever a partial solution to the problem of efficiency. Knowing what to do with it is just as important, and it is often not within the skillset of GCs to make sure a department is joined up when it comes to its use of technology.

Our survey shows North America’s in-house lawyers are less worried about technology than they are about their profession’s ability to use it effectively. Fewer than half (48%) of those polled said they were confident in their team’s ability to harness tech effectively.

Positive externalities

If anything is likely to push legal teams to adopt technology, it will be a global pandemic that has forced large numbers of businesses to shift to remote work. The first challenge for many legal teams when the call to work from home was issued was the realisation that existing ways of tracking and managing work were no longer going to cut it. Knowing what the team is doing can be relatively simple when most of its members are sitting in the same office. Asking, “What are you busy with right now?” over Zoom is not entirely practical.

While it is no surprise to see that 67% of those surveyed said their businesses had ramped up investments in tech as a result of the pandemic, the direct – and, many suspect, lasting – change this has had on the way legal teams handle work is something that caught a number of respondents off guard.

Nearly four fifths (78%) of respondents reported making greater use of technologies such as Zoom and Teams to keep their departments functioning during lockdown, while nearly half (48%) had moved their work onto platforms shared with the rest of the business to make handling matters more effective.

‘What Covid really did’, comments one general counsel for a medium-sized US software company, ‘was shine a light on how poorly aligned a lot of departments were across the business. It forced us to move from a situation where everyone had developed their own practices and habits – either as a team or as an individual – to a situation where we all had to move in lockstep to keep the planes from falling out the sky.’

But finding new ways to manage workflows is only the start of it. When nobody can leave their house, getting documents signed is a problem. Except it is not. As many legal teams have come to realise, the problem was relying on ways of thinking and acting that had already outlived their utility.

By forcing teams to rethink the ways in which legal work is completed, Covid has given impetus to a far more radical transformation in the in-house legal function. Nearly a quarter (24%) of the teams surveyed said that they had already redesigned their processes to cope with lockdown, and the results have been positive. As one respondent, director and assistant general counsel for a US-headquartered multinational consumer goods corporation, put it: ‘Having to serve business remotely was probably the best thing that ever happened to us.’

‘With the call to “work from home where possible” we had to take a step back and think about what it actually means to support the various divisions of our business. That was a moment of crisis, but it was also a period of productive reflection.

Instead of automatically following the same steps each time without ever thinking about outcomes, we had to think about what the intended outcomes were and plot the best path to them. Sure, we still have to process sales requests, but do we need people to do it, or is there some better way of getting to the same point?’

Now, as many lawyers return to the office, there is a feeling that legal work will never be quite the same as before. As Michael Shour, GC and secretary for Banyan Software, comments, ‘Especially with the Covid pandemic, it just makes so much sense for a lot of this stuff to move online. Whether it’s sharing information with colleagues or signing documents, we have seen how easy it is to digitise this type of thing and it will be very difficult to unlearn those lessons and go back to the old ways of working.’

Risk, Litigation and GC Evolution Report 2021

Following on from our highly informative Risk and Litigation Report 2019, GC has partnered with Freeths once more to gather the opinions of over 100 general and senior counsel across the UK and Europe, to see how their approach to risk and litigation management has changed over a period that has tested even the most accomplished legal leaders. While undoubtedly a challenge, the Covid-19 pandemic also gave in-house counsel the chance to show their businesses just how useful they can be in a crisis; we also took the opportunity to examine how true this was, and how far the general counsel role has grown over recent months in response. Finally, our survey asked how legal teams felt they dealt with the lockdowns and subsequent shift to remote working.

Download and read the report offline.

James Hartley

This partnership project with GC magazine is a valuable opportunity for Freeths to engage with senior in-house legal colleagues and to pool the latest thinking on how best to create value, in the face of ever increasing litigation and regulatory risks.

We’re fascinated to see this survey data, which aligns with what we’re seeing through our risk advisory work. We see more businesses focusing on preparing for unforeseen, high impact, strategic risks, which have the potential to materially disrupt the business. On the positive side, this data also highlights an increasing awareness that the more sophisticated approaches to legal risk management are starting to emerge as factors which have the potential to enhance business value and give a competitive edge. Undoubtedly, the pandemic and Brexit have played their part in this heightened risk awareness.

There are plenty of theories on how GCs can convert risk into opportunity and create value for the business – but how are GCs actually achieving these things in the real, commercial world?

This survey data, webinar, and the roundtable discussions that will follow, should give us all a fascinating insight into how successful GCs are in achieving results, despite the risks and pressures.

Working with GCs to convert that insight into proactive risk management strategies is something we excel at here at Freeths.

James Hartley, Partner and National Head of Dispute Resolution

(Hartley is recognised as a leading individual by The Legal 500 in the fields of commercial litigation and dispute resolution. He uses his litigation experience to help clients undertake and implement complex risk management strategies, most notably in the recent successful claim against the Post Office.)

Download the report

Risk & Litigation Management

Risk and litigation management has become an essential skill for GCs. Boards are increasingly focused on preempting and minimising disputes and, as one respondent put it, ‘the responsible management of regulatory and compliance risks is a genuine competitive advantage that our management is acutely aware of’. Given the fact that the business landscape has changed so radically since the previous report, and that management varies across firms in different jurisdictions, GC took a fresh look at how general counsel now tend to deal with risk and litigation.

Our survey demonstrates just how important risk and litigation management strategies have become to corporate legal teams; all respondents said litigation risks and transactional risks, including contracts and projects, were part of their overall responsibilities. But the legal support they provide does not extend into other business areas, and GCs are not always aligned with their boards when it comes to the definition of risk. While only a third of respondents said that environment, social and governance (ESG) and corporate social responsibility (CSR) were part of their main responsibilities, all agreed that these areas are increasingly important business value metrics with an associated risk profile that in-house counsel are well-placed to manage.

Have the remarkable circumstances of the past 18 months given the impetus needed for a radical shake-up of how GCs are approaching their risk and litigation management, or is it business as usual? Based on the results of our survey, the latter is a more accurate statement; 60% of respondents stated that the events of the pandemic have not changed the order in which they prioritise the risks to the business. Of the remaining 40%, quite a number said their risk and litigation management has led to rigorous cost/benefit analysis in order to keep costs low; for example, one GC stated that the ‘challenging economic period requires us to now analyse, in detail, every single opportunity to save money’. Others pointed to changes such as placing greater emphasis on risks related to the pandemic, for instance prioritising the well-being of customers and colleagues.

While in-house legal departments are happy to manage risk internally, and in the main feel competent to do so, almost half of the respondents said they would benefit from external law firms providing more sophisticated and bespoke litigation risk advisory services as well as, if it was offered, dedicated financial cost/benefit analysis. For legal services providers who take pride in their risk advisory services, this may indicate an opportunity.

It also suggests that respondents are aware that improvements can be made in their corporate risk management, and the survey offers some insight into where these improvements can be made. 28% of respondents stated that they are reactive rather than proactive in terms of their risk management, while others were concerned that the many moving parts of their organisations are not working as one; 16% reported their risk management response to be wholly un-holistic in its approach.

Freeths Comment

‘We’re certainly seeing within our Dispute Advisory practice a growing awareness among corporates that decisions around litigation and regulatory situations need to be viewed as investment decisions – requiring cost/benefit analysis, and outcome scenario planning, that can be presented clearly and decisively to boards’. – James Hartley, Head of Dispute Resolution, Freeths

Creating Value

General counsel are now more likely than ever before to view their risk and litigation work in business terms and are expert at explaining this to other stakeholders within the business. As one GC eloquently put it, ‘Taking a sensible approach to risk, and having a mitigation strategy, enables the business to also take on appropriate risk, which can generate returns. All businesses take on a degree of risk and the key is finding the right balance to optimise these opportunities in order to not lose out to competitors’.

Other GCs agreed, with many focusing on how the ability to assess the merits and demerits of a case in its early stages allows for a cheaper resolution. As another GC stated, ‘from a cost perspective, gaining an early view of potential risks allows commercial decisions to be made well before expenses are incurred’. Others mentioned that being able to predict – somewhat – the cost that a case might incur as being a major boon to business-legal team relations, as the corporate side often appreciate being given a ball-park figure to be able to base their strategy around. Others still mentioned the importance of being able to avoid adverse consequences like claims and fines, and how effective mitigation efforts can also improve their company’s knowledge of the legal landscape and contribute to the good reputation of the company.

We asked respondents to score four metrics out of ten for how far they allowed them to demonstrate positive contribution to the growth and value of their business: enhancing the legal and regulatory risk profile of the business; horizon-scanning to predict and neutralise legal and regulatory risks to growth and profitability; quantifiable financial savings achieved through proactive, decisive and strategic resolution of issues and obstacles; and generating cash through the monetisation of meritorious claims or litigation by deploying external litigation funding solutions. This, also, demonstrates that general counsel still see their main contribution to the business’ bottom line to be as cost-avoiders rather than revenue-makers themselves. ‘Generating cash through the monetisation of meritorious claims or litigation by deploying external litigation funding solutions’ achieved far and away the lowest average score out of ten: 3.3. The other options, ‘legal and regulatory risk profile enhancement’, ‘horizon-scanning’ and ‘proactive, decisive and strategic resolution of issues’ received generally high average scores; 7.9, 7.3 and 7.1 respectively.

So much for the theoretical side, but how have in-house counsel actually been performing when it comes to avoiding risks before they develop? On the evidence of GC’s survey, one positive conclusion that can be made is that the in-house teams that have managed risk in a conscientious and responsible way over the last 18 months have been noticed and supported by their companies; more than half of respondents said that the pandemic has not impacted how adequately resourced their teams are. In a similar vein, 62% of respondents have not considered financing options to improve their litigation and regulatory risk management.

From Risk to Opportunity

Sixteen months after the order to work from home where possible, many of us have forgotten just how profound a shift in working practices it has been. But it is worth considering whether the changing approach to risk management within legal teams is part of a broader ‘post-pandemic’ shift in the way businesses are looking to safeguard long term stability. Intuitively, it seems that general counsel, given their risk management expertise and the analytical skills given to them by their legal training, could have been seen as ideal personnel to lean on for companies under the circumstances. The data appears to bear this out; almost half of respondents stated their greatest challenge of the past 12 months was increased responsibility, while only 15% answered that their role has not appreciably changed. This trend remained approximately the same across legal teams of vastly different sizes, indicating that general counsel at companies of all sizes have been relied on to fight fires for their companies in their hours of need. That they have been fighting fires is evidenced in the report as well; roughly four fifths of respondents reported they have been involved in litigation or regulatory activity over the past year.

But how exactly have in-house counsel seen their risk management and prevention responsibilities grow over the past year? A shade under half of those surveyed noted the greatest change in their responsibilities as an increased emphasis on unforeseeable or unpredictable risks; undoubtedly the Covid pandemic has shaken the business world into taking such threats more seriously. Interestingly ‘increased time with the board or taking on a board position’ was the second most popular way in which respondents have seen their responsibilities increase. Clearly, a significant minority of in-house counsel have raised their profile within their companies who have trusted them to safeguard them in a difficult business environment.

Those that weren’t afforded this increased level of face-to-face time with the board probably feel as though they should have been. An overwhelming majority of respondents, 93%, believe they work best as a combination businessperson and lawyer rather than as a lawyer first and foremost. With that said, most benefit from something of a separation of power with the board; 57% believe they work better as an independent advisor at arms-length rather than a fully-fledged member of the board.

Freeths Comment

‘In my experience, lawyers who are seen by boards as those who “grasp the nettle” in difficult litigation and regulatory situations, and who shape a strategy so as to gain some control, are the ones who are seen as highly valuable in the business – this applies to both internal and external legal teams’. – James Hartley, Head of Dispute Resolution, Freeths

Lessons Learned

The Covid-19 pandemic was an unprecedented business challenge that came at a time when uncertainty already gripped a UK business scene which was trying to get its head around the ramifications of leaving the European Union. That these should have changed the way in-house counsel operate seems elementary, but what have they meant in terms of how much legal work is outsourced vs kept in-house? Legal providers can take heart from the fact that results were even; half of respondents to GC said they would send a greater proportion of their legal work externally while the remainder said they would grow their in-house team in response. There is an interesting caveat to this, though; larger companies are far more likely to be relying on their in-house teams going forward. Of respondents with the largest in-house legal teams comprising over 25 members, two thirds reported they will be growing their in-house legal team as opposed to sending more work to firms. The thinking behind this tends to be based on cost. As one respondent put it, ‘While decisions will always be taken depending on work type, carrying out more work in-house generally tends to be more cost effective’.

Away from the nuts and bolts of specifically legal concerns, the day-to-day life of the average general counsel has changed markedly over the course of the pandemic and subsequent lockdowns. For most, the greatest change of all has been the need to work remotely for long periods. While there are perks to working from home, for example a decrease in commuting, greater flexibility and a better work and life balance, it does come with issues. The lack of face-to-face conversations and the drop in productivity some feel comes with not being supervised are perhaps chief among these. How do in-house lawyers feel the move to remote working has been, then? As it turns out, only roughly one in ten respondents reported a decrease in productivity when working away from the office. While this tenth of respondents may be facing obstacles in home working, such as an increase in distractions or lacking a good working environment, this does seem to be a resounding endorsement for remote working. Working from home does not appear to be hindering productivity noticeably, which more than explains why some employers are looking at making this a permanent change in the future.

The Covid pandemic and subsequent lockdowns were – hopefully – a once-in-a-lifetime business challenge that caught the vast majority of general counsel off-guard. How does the average general counsel feel they met the challenge? To find out, GC’s survey also asked the million-dollar question: would they have done anything differently about their strategy during the lockdown period if they were able to have the time over? Several responses focused on measures such as moving earlier, acting more proactively and being more conscious of how the pandemic would impact the demands of work. For example, as one GC put it, ‘[we would have] sped up getting the technology in place to permit home working at the beginning of the crisis’. Likewise, another stated ‘Planning for negotiating agreements with landlords on rent levels and review of office use’. In the main, though, respondents were pleased with how they handled the situation, and proud of how their teams rose to the challenge. ‘We identified the seriousness of the problem early’, recalls one GC, ‘and sent our employees into home working before companies were asked to do so by government. We even saw a boost in productivity soon after home working, and, now, we’re ready for the return to the office’.

Freeths Comment

‘Recalibrating resilience plans in light of the events over the last two years is now high on the corporate agenda, with more focus now on identifying and evaluating major shocks – including litigation and regulation – which might disrupt strategic objectives.’ – James Hartley, Head of Dispute Resolution, Freeths

LExOpensource: practical solutions for GCs by GCs

It is no secret, this year has been particularly challenging for general counsel the world round. Economic instability coupled with lockdowns and movement restrictions have hampered businesses, slowed trade, impacted production, and disrupted supply chains.

The Legal 500 in partnership with LEx360, is proud to announce “LExOpensource: practical solutions for GCs by GCs”, a series of interactive workshops that will equip general counsel and the teams they manage with the skills to confidently take on challenges within a post-pandemic world.

During times of uncertainty, corporate boards and management teams rely on their legal departments for guidance. GCs are expected to not only be legal advisors but also strategic business partners to the companies they guide. Over six sessions we will focus on the business of law from a thought leadership perspective.

We will evaluate key topics such as:

  • strategic planning
  • financial management
  • vendor management
  • data analysis
  • technology procurement and implementation

No subject is out of bounds as all in attendance will adhere to Chatham House rules. Our first session will cover ‘The right people, doing the right work.’ GCs today bring more to the table than just their legal expertise and knowing how to delegate and manage a team is pivotal to meeting business goals.

If you are a GC or part of a corporate in-house team, you cannot afford not to be part of the discussion. “LExOpensource: practical solutions for GCs by GCs” provides the exclusive opportunity for you to connect with other leading in-house professionals in a safe and interactive environment.

Become part of the discussion, by registering to our workshop here.

Moving the needle on progress

In no uncertain terms, 2020 has truly been a year of reckoning for the US: Donald Trump is vying for a second term in the White House. Tragic killings of black civilians at the hands of white law enforcement provoke widespread outrage and demands to ‘defund the police’. A deadly global pandemic is ruining lives and upending the economy, and the President suggests intravenous disinfectant may be the cure.

As the year’s events exceed even the sharpest satire, and with the country at its most divided in living memory, to the average onlooker it may appear impossible to envision anyone making inroads to promote tolerance, mutual respect, diversity or inclusion. On the contrary, such widespread discontent has compelled individuals and companies alike to double down on their commitment to equality, take pause to examine their attitudes to race, to gender, and to any traditionally ‘othered’ group in society, and ultimately to take bold and meaningful actions to combat injustice.

The legal industry has been no exception to this call for action, as diversity and inclusion has shifted from a mere extra-curricular endeavour to an unquestionable expectation from colleagues, business leaders, and clients alike. As the last few years have seen the juncture of corporate strategy and social justice go mainstream, is corporate America entering a new era of social consciousness that is meaningful beyond profit and loss? And, if so, how are legal departments playing their part and taking action?

In a series of exclusive interviews, the legal thought-leaders spearheading D&I in the US speak to GC about the new initiatives shaking up the industry, the value of a diverse team, and how minority GCs who’ve paved the way are inspiring the diverse talent of today.

“If everyone is moving forward together, then success takes care of itself.” The timeless words of Henry Ford ring as true today as they did a century ago, a timely reminder that progress is a necessarily collective endeavour.
Indeed, collaboration is the modus operandi of Diversity Lab, the undisputed stalwart and main facilitator of D&I initiatives in the US legal field. As its name suggests, Diversity Lab takes a science-based approach to monitoring and enhancing D&I through the use of metrics, behavioural data, and design-thinking. New initiatives are formulated in ‘hackathons’, with the best ideas then piloted in law firms and legal departments across the country. In the US, D&I has not been approached in such an analytic fashion before; it is this cutting-edge strategy, coupled with a culture of teamwork and collective success, that has law firms and in-house departments flocking to work with the group.

Through a roster of joint initiatives and partnerships, Diversity Lab’s programmes cut across conventional competitive boundaries, ensuring that no matter what path aspiring lawyers take, they will be supported, encouraged, and accepted throughout. Drawing on the success of programmes like the Mansfield Rule (now available to in-house departments from last Summer) and the On-Ramp Fellowship, Move The Needle is Diversity Lab’s latest project.

“It’s our pull-all-the levers, let’s-see-if-we-can-really-make-a-change programme,” says Leila Hock, Diversity Lab’s director of legal department partnerships. “The idea for Move The Needle came about when we were all talking about every struggle that a diverse lawyer has, starting from law school up until maybe they’re managing partner – what are all the struggles and feelings they’re going through? We can’t solve this problem by focusing on one part of the career path or pipeline; they really all work together.”
Hoping to drive progress across the career spectrum, five of the country’s top law firms have invested $5 million to fund experimental approaches to D&I over the next five years. MTN’s 28 founding general counsel will also work with these firms, while also piloting these new initiatives within their own legal departments and with external counsel.

“We found five brave, trailblazing firms that were willing to work with us to pull all the levers across different areas, look at their practice groups individually, and see what, from a talent perspective, each group needed to retain and attract diverse lawyers,” explains Hock. “We’re working very closely with them to implement all of our pilots. They’re our ‘lab’ right now to test a lot of our new initiatives, report back and see how they work and make adjustments. Our strong hope is that much of what we implement with them will work and help them achieve their goals, and we’ll then be able to disseminate them more broadly into the legal market.”

Many hands make D&I work

For many of MTN’s founding GCs, the biggest draw is its uniquely experimental nature which fosters innovation in a way that many firms or in-house departments couldn’t – or wouldn’t – do alone, especially when it comes to financing. “One of the things that attracted me to Move The Needle is that it focuses on the relationship between the client – being me, the in-house lawyer – and the law firm. I think that’s a tremendous area of opportunity,” says Laura Quatela, Senior VP and CLO at Lenovo and MTN founding GC. “I’m sure some ideas will work, others will be utter failures, but the law firms, to their everlasting credit, have committed big bucks to fund this experimentation over the next several years. That’s really what was needed, because we have tight budgets, law firms have profitability targets, so I think the funding was necessary and will hopefully help us, in fact, move the needle.”

Hock agrees: “My guess is the talent leads or D&I leads within Move The Needle firms feel like they have a lot more leeway to do their job. Not only do they have the money that they’ve committed, they also have us at Diversity Lab and the entire team helping them achieve their goals, but they also have each other. One of the big pillars of the Move The Needle fund is collaboration in a way that collaboration in the legal industry hasn’t happened before, which is across firms. They’re talking and brainstorming with, technically, their competitors, and I think we’re seeing a lot of growth and learning from that, for sure.”

So, with the knowledgeable support of Diversity Lab, the backing of legal leaders at firms and in-house, and a much-needed cash injection, what has MTN been able to achieve so far? “We’re at the point now where we’re whittling down the ideas to some initiatives that we all want to line up behind,” explains Quatela. “One of the things we’ve talked about doing is a combined law firm/in-house summer programme, where interns or clerks have the opportunity to experience both early in their training. They can start to make the important decisions, like, where do I really want to end up? Which of these backdrops will cater to my own personal objectives?

“Through MTN, I’m personally trying to focus on the ‘off-ramp’. Both law firms and in-house experience this off-ramp of particularly women and underrepresented minorities who, when they get to year five or six, when they could really start to be positioned for leadership, and they leave. Why is that? It happens with such regularity in the legal profession. What are we not doing for these folks? Part of it, I think, is belonging, creating an inclusive culture, but what else is there? How can we incentivise people to stay off the exit ramp? For me, Move The Needle will give us an opportunity to try some things in that regard, that will hopefully make a difference.”

Another way MTN has sought to enhance progression opportunities for diverse attorneys is through piloting a mentoring programme between high-potential associates and GCs. “We’re mentoring them to understand what works well in a pitch, what doesn’t work well, how can we get more engaged on certain matters, inviting them to meet with my direct reports so we can talk about the issues that we face, and whether or not there are opportunities for that person’s firm to get engaged,” explains Rishi Varma, founding GC from HP Enterprise. “It starts creating a connection that results in an engagement, and results in origination credit. That diverse attorney at that law firm is then viewed as somebody who will carry that client forward, and hopefully as they become a partner, a senior partner, a managing partner, they carry that forward. We think about metrics from a diversity perspective, but it’s important to recognise the different obstacles beneath those metrics.”

He who pays the piper calls the tune

As figures from the ACC show that corporate legal departments spent an average of $9.7 million on outside counsel in 2018, the purchasing power that US in-house departments can wield in the name of D&I is significant. Diversity Lab and the Move The Needle GCs have been quick to realise this fact, which is particularly salient when contracting external counsel.

For fellow founding GCs, U.S Bancorp’s Jim Chosy and Hannah Gordon of the San Francisco 49ers, Move The Needle has provided opportunities to open dialogue on D&I with external counsel, ensuring that diversity metrics are front and centre when deciding which firms to contract. “In-house legal departments have big role to play in positively influencing diversity with outside counsel,” says Chosy. “Given our purchasing power, we’re able to drive change and I feel an obligation to do this with our law firms, which we consider an extension of our own in-house function. We do this in several ways, including as I’ve mentioned with the Mansfield Rule, the Move the Needle Fund, and our Spotlight on Talent program. We also request and measure diversity data from our law firms to help drive hiring decisions, and last year presented our first U.S. Bank “Invested in Diversity” award, in recognition of firms’ efforts and success with diversity.”

“Move The Needle is a helpful tool for all of us who would like to ensure that we are acting really responsibly in the way that we seek and select outside counsel,” says Gordon. “We’ve had conversations with existing counsel about the importance of diversity to us, and I think the positive we’re seeing out of that is that outside counsel does listen, and does pay attention to how they staff your cases. I think there’s two things that all of us are looking at when it comes to this issue. One is, what are the overall demographics and statistics of a firm? Then secondly, who is actually the staff on your particular matter? Both of those are important.”

Varma is also acutely aware of GCs’ pivotal role in reading deeper into diversity statistics. “One of the reasons I became a founding member of Move The Needle as a general counsel was, it’s my problem. I’m the one who’s hiring outside counsel, so it’s important to recognise that there are many obstacles to improving that diversity, starting with how people get credit and how people move through the ranks of those law firms. You cannot just look at the numbers at the firm, or the numbers on my matter – you have to look at the quality of the representation you get. If I had a firm working on a matter, and I saw consistently that they had about 10 to 15% of the representation that was diverse, that could be good, or they could have somebody who is diverse at the very top level, but the people doing a significant majority of the work are not as diverse.”

Far from a trite marketing exercise, research from Deloitte confirms that companies who can unlock the collective potential of diverse teams can expect to see innovation increase by around 20%, with risk falling by 30%. Simply hiring a diverse array of people, however, is not enough to achieve these results: while diversity is the bricks that build a team, inclusion is the mortar that bonds teams and ensures members feel a sense of authentic belonging.

Moving the goal posts

Plans to mitigate sources of investigatory risk and respond when an investigation does occur must change according to the risk profile of the business. Between novel technologies, evolving sensibilities and seismic shifts within industry, regulators and investigatory bodies are changing focus regularly. So too are business attitudes toward risk changing.

Generally speaking, when asked how the risk profile of their business has changed over the past five years, 53% of in-house counsel said it had at least somewhat increased. When asked to look ahead at the next five years, 26% felt that the risk profile of their business would significantly increase over the next five years, with 61% feeling that there would be at least a slight increase in their business’ risk profile.

When looking at changing risk profiles, data breaches are a good example: it wasn’t so long ago that the range of companies that rely on the collection and use of data was limited. Now, data has pervaded nearly every aspect of commerce. Retail stores that may historically have collected very little personal data now capture all manner of information at the point of sale for loyalty programmes, not to mention the continued recission of relatively anonymous brick-and-mortar buying in favour of online shopping.

To go back further, increasingly globalised markets and supply chains have largely informed recent interest in modern slavery. Modern slavery regimes set an expectation that companies must not hide behind the strongest link in the compliance chain, instead being held accountable for the weakest link: a company in the United Kingdom may be perfectly above-board in a foreign jurisdiction, but regulators now hold those companies to the standard of UK law for their actions in jurisdictions further up the supply chain, where protections against abuse and exploitation are not as strong.

Reading the room

GC surveyed top in-house counsel from across the world, asking participants to rate their organisation’s current risk levels on a scale of 1 to 5, 1 being the lowest risk, and 5 the highest. The responses were broken up into the following categories:

  • Accounting fraud
  • Antitrust/price-fixing
  • Bribery and corruption
  • Compliance/due diligence
  • Cybersecurity and data privacy
  • Environmental regulatory
  • Money laundering
  • Sanctions evasion
  • Securities/commodities fraud
  • Tax evasion
  • Trade/foreign investment violations

Cybersecurity and data privacy risks were rated as the highest concern by survey respondents, both in terms of the risk they currently pose to businesses and how that risk was expected to change in the next five years. Cybersecurity and data privacy risks were rated at an average of 4.48/5 currently, which ballooned to 4.75 when respondents were asked to look ahead at the next five years.

Compliance and due diligence are also top of GCs’ minds – both when speaking about their organisation’s current level of risk and when looking ahead to how this might change over the next five years – coming in at an average rating of 4.27 with an expected increase of 0.22 to 4.49 in the next five years.

 

On average, nearly every category is expected to become more risky over the next five years. Bribery and corruption risks polled the biggest jump, increasing by 0.32 points on the survey’s five-point scale.

Risking it online

With cybersecurity and data privacy almost unanimously rated as the most pressing risks for GCs both currently and in the coming years, many of the in-house counsel surveyed and interviewed for this report had much to say on the subject.

‘Cyber threats form one of the biggest security risks of the 21st century,’ said Ritankar Sahu, general counsel and head of compliance for the Maxpower Group, operating throughout Southeast Asia and the Middle East.

‘Most Fortune 500 companies have been victims to some form of cyberattack leading to economic damage ranging from a few thousand to a few billion dollars. Cyber-attacks have increased dramatically in the last few months amidst the pandemic.’

Until relatively recently, it might have made sense to talk about cybersecurity and data privacy in terms of specific sectors, but the adoption of mobile platforms and cloud services – be they for internal operations, customer interactions, or both – has made cybersecurity everybody’s problem. In fact, the sector in which a given survey respondent is working had virtually no impact on their perception of cybersecurity and data privacy as a risk: GCs working for manufacturing companies were just as worried as those working for healthcare providers.

This is something that Seshani Bala, general counsel at Chartered Accountants of Australia and New Zealand, has seen personally.

‘Another big challenge is that we are trying to give customers and members a personalised experience, and to make data-driven decisions as a business,’ says Bala.

‘So, we are collecting more data to focus on that personalised, segmented experience. That increases the potential privacy risks in the event of a data breach. The penalties are very high under GDPR and Australian law. We are now seeing other countries move to a mandatory notification system that is in line with GDPR standards, and this poses greater pressure on organisations to make sure they have robust policies and procedures to quickly comply with those notification requirements.’

‘With the rapid development of online services, the risks associated with data storage and cybersecurity will develop,’ agrees Roman Kuznetsov, legal manager at WILO RUS.

Bala has worked closely with stakeholders in the wider business to make sure data protection policies are both clearly understood and rigorously enforced.

‘Once we have made sense of that, we can then drive processes and controls to reduce risk in that space. We partner very closely with our IT team. I think that has probably been the biggest change I have seen the last 12 to 24 months. I think Legal and IT need to be best of friends in-house, and you really need an integrated approach to effectively manage risk in that space.’

‘Before moving to a digital solution, I think it is really key to understand how each platform stores, secures and moves data. Mapping out that data flow process and understanding the data risks and data journey, as well as how it integrates with other platforms or plug-ins in other locations is important. It’s a given that digital solutions need to comply with applicable privacy laws but legal technology solutions also need to appropriately protect legal privilege, corporate record holding, and in-house destruction and recovery policies.’

Modern working

While the large difference between current risk and expected risk over the next five years is undoubtedly a reflection of an increasingly data-driven world, the effects of the COVID-19 pandemic will certainly also be playing a role. With home working becoming near-ubiquitous over the past few months, the volume of data being transmitted – either from workstation to workstation, colleague to colleague or business to customer (and vice versa) – is at an all-time high. This, too, means that the scope for bad actors to gain access to confidential data is also higher than ever.

‘The effects of the pandemic, and the current situation the world is in, pose several challenges for us in terms of rearranging our fraud agenda,’ says Gustavo Sáchica, chief legal and compliance officer at Allianz in Colombia.

‘In-house legal counsel need to anticipate the possibilities of fraud under pandemic circumstances. At Allianz, we have measured and stressed our risk tests in order to consider as many possibilities as possible.’

‘Due to Covid-19, increased working from home has resulted in a rise of remotely-accessed work platforms and digital ecosystems,’ says Sahu.

‘Enterprises still have lots to do before they can claim that they are breach-proof.’

‘This has made us highly dependent on technology which in turn has exposed us to more sophisticated cyber threats. For MAXpower, this has not been much different. Our fleet of gas engines are spread across remote sites in South Asia, and given applicable travel restrictions, we have had to rely extensively on our cloud based technology platform which lets us track ‘live’ operating performance, profitability and emissions from a centralised asset dashboard. The technology also lets us engage in predictive analytics and gives us valuable fleet-level insights.’

‘From a risk management perspective, I think the industry view is that enterprises still have lots to do before they can claim that they are breach-proof. MAXpower’s exposure is no less than other similarly placed power producers in the market.’

‘We constantly strive to make our systems less vulnerable to digital threats. As general counsel, I recognise that we are not breach-proof and regularly engage in conversations with our operations folks trying to gauge whether we are doing enough.’

For some in-house counsel worried about what the future might hold for their cybersecurity efforts, the risk is already eventuating.

‘We have also seen our mail servers being the victim of ransomware attacks and we have had to strengthen our firewalls,’ explains Sahu. ‘In the months to come, I am certain that companies will allocate more budget and resources to address cybersecurity risks, and I do see a rise in procurement of cybersecurity insurance coverage.’

Regulators

The interaction between the regulators’ attitudes to risk and the reality on the ground for in-house counsel is complicated. In some instances, regulators are leading the charge by focusing on an area of concern and proactively shoring up the relevant protections, or cracking down on non-compliant entities. On the other hand, regulators may have fallen behind the in-house community in how they approach these areas of concern. In this way, regulators can make a company’s compliance journey both easier and more difficult.

‘Increased oversight by regulators is reshaping the way we approach risk.’

Khaled Shivji, chief legal officer at the UAE’s Moro Hub, highlights this point. ‘In order to reduce the regulatory cost of compliance, we would be grateful to see more proactive guidance from regulators and prosecutors about the kinds of risks they believe are rated by the national and state governments as risks that, if not tackled, will diminish the country’s overall international rankings concerning white-collar crime.’

‘Increased oversight by regulators is reshaping the way we approach risk,’ agrees Armando Cruz, director at KPMG in Mexico.

And as with everything, this dynamic between regulators and the market is being redefined by COVID-19, according to Maria Alvear, general counsel at Chile’s GASVALPO.

‘In my view, the whole landscape will change after COVID-19 crisis lowers its impact. It will probably remain within us for a while and that encourages us to change our old ways of working and doing business, including regulatory risk management.

‘Regulatory risk management has been very challenging during these months, with several regulations being issued due to COVID, so it’s hard to keep up-to-date and perform accordingly. I guess this uncertainty that we are facing will remain; sticking to regulatory compliance will become more important than it is today to avoid a situation where lack of control and uncertainty give space for corruption to enter the business.’

Foreword: Latham & Watkins LLP

For companies and their general counsel – as with the rest of the world, generally – 2020 presented unique challenges. As we move through 2021, organisations of all sizes and across all industries face unprecedented forms of scrutiny, liability, and potential “bet-the-company” penalties for misconduct by US and other international regulators.

In response to the COVID-19 pandemic, governments worldwide have distributed significant amounts of emergency relief funds to help manage the pandemic and mitigate its impact on individuals and businesses. Over the course of the last year, the United States, for example, has passed the largest spending measures ever enacted, providing more than five trillion dollars in aid through multiple stimulus bills and more is being proposed. Those relief funds include oversight mechanisms based upon TARP that seek to combat potential fraud, waste, and abuse on behalf of fund recipients, paving new avenues for regulatory scrutiny.

In June 2020, the US Department of Justice (DOJ) issued updates to its Evaluation of Corporate Compliance Programs as part of its overall framework that prosecutors should consider in conducting corporate investigations. That framework will apply to COVID-related investigations. It also provides insight for GCs of corporations seeking to develop and implement a best-in-class compliance program. Among its recommendations, the guidance encourages companies to leverage technology and engage with compliance data real-time – a clear signal to businesses of the importance of data management and security in building a robust compliance program.

Additionally, although robust white collar enforcement has continued in a number of areas over the past four years, the 2020 US Presidential election will usher in a new administration that will likely adjust its regulatory and enforcement priorities on several fronts. With new leadership, financial regulators – including the DOJ and US Securities and Exchange Commission – are poised to take more aggressive stances to combat alleged corporate wrongdoing.

It is no surprise, therefore, that global general counsel are expressing heightened concern over these new and emerging challenges. To gain more direct insight into these issues, Latham & Watkins is delighted to partner with GC Magazine and The Legal 500 in their inaugural “Under Investigation: A GC Guide to White Collar and Sanctions Trends in 2021” to ask GCs about their top regulatory challenges. The following responses offer a snapshot into the concerns and risks GCs around the world have identified as top-of-mind in this evolving regulatory climate.

Douglas Greenburg
Benjamin Naftalis
Nathan Seltzer

Global Chairs, White Collar Defense & Investigations, Latham & Watkins LLP