Team size: 19 in Latin America

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?

In navigating during periods of instability or crises, especially in today’s geopolitical landscape, it’s crucial to adopt a proactive and adaptable approach.

Our legal strategy must be closely aligned with the broader business strategy. Besides that, both the team and the strategy must be flexible in order to ensure resilience regarding the current global scenario, that is shifting into a disruptive manner.

For instance, fluctuations in commercial tariffs demands a robust legal framework, which can include adaptable contract templates, that can accommodate rapid changes in the operational environment.

Another aspect is the impact of climatic change on agribusiness sector that is key driver to strategy definitions and to develop legal documents that foresees different situations and remedies.

Another challenge is the supply chain sustainability and traceability, for example, the complexities of the EU Regulations on Due Diligence (EURD).

As legal team, our role extends beyond compliance: we lead discussions on developing strategies that preventively address those challenges.

By ensuring that our agreements and legal advice is flexible and adaptable, we position the organisation not just to survive but to thrive through uncertainty.

Thus, our legal strategy directly supports the organisation’s resilience, aligning with broader goals while fostering a culture of agility and foresight, mitigating future risks.

What are the major cases or transactions you have been involved in recently?

The legal department was engaged by the business to provide guidance in a case involving Taxes in LATAM regarding the CAFTA free trade treaty agreement between the United States and some Central American Countries.

The tax benefit was one of the main reasons why ADM decided to expand our activities in LATAM and the legal opinion is very important to guide the best decision and strategy for the business in this case.

What emerging technologies do you see as having the most significant impact on the legal profession in the near future, and how do you stay updated on these developments?

In the near future, several emerging technologies shall have a significant impact on the legal profession.

Among these, artificial intelligence (AI) stand out as a transformative force. These technologies offer capabilities to automatise routine tasks such as document review and legal research, allowing legal professionals to focus on higher-level strategic thinking and client engagement.

To stay updated on these developments, ADM Legal Department prioritises continuous learning within the legal tech community. Furthermore, I encourage my team to pursue relevant tools and trainings to ensure we are well-equipped to leverage these technologies effectively.

By fostering an innovative mindset and collaborating with technology partners, we can anticipate changes in the legal landscape and adapt our practices accordingly, ensuring that our team remains at the forefront of the profession.

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?

Prioritising diversity and inclusion within the legal department is a strategic advantage that enhances our effectiveness and innovation. In ADM we strive to create a more inclusive and equitable work environment through several key initiatives.

ADM has established diversity and inclusion ERGs, responsible for developing and implementing strategies to promote a diverse workplace for woman, disabled employees, Afro-descendants and LGBTQIA+.

I am the global sponsor of Pride LATAM ERG and the main purpose is to make ADM a company where LGBTQIA+ colleagues can be themselves and feel empowered to develop their full potential, having the confidence and authority to pursue their goals and talents.

ERGs in ADM also influence hiring practices, ensuring that ADM is inclusive and that we can attract a diverse pool of candidates.

It is important to mention that, in ADM we have implemented mentorship programs that pair junior colleagues from diverse backgrounds with senior leaders. The initiative fosters career development and provides valuable guidance, stimulating a culture of support and growth.

Additionally, in the legal department we participate in training sessions focused on unconscious bias and inclusive behaviors. These trainings raise awareness and equip our team with tools to create a respectful and collaborative work environment.

Finally, we encourage open dialogue about diversity and inclusion within our department. This includes hosting discussions where team members can share experiences and challenges, allowing us to learn from one another and continuously improve our approach.

By embedding diversity and inclusion into our core values and operations, we are committed to creating a workplace where everyone feels valued and empowered to contribute their unique perspectives, bringing innovative solutions to the business.