Team size: 7 (Legal), 4 (HR)

How can general counsel foster a corporate culture that supports ESG principles and compliance across all levels of the organisation?

Acting at the intersection of legal, compliance and HR (in my case), the general counsel plays a key role in translating ESG values into people-related processes, including recruitment, performance management, remuneration, diversity and inclusion initiatives, and employee engagement. Close cooperation with group-level functions ensures alignment of ESG standards, policies and reporting across all entities within the capital group, while allowing for appropriate adaptation to local regulatory and business requirements. By promoting consistent tone from the top, delivering targeted training, and integrating ESG considerations into risk management, internal controls and organisational culture, the general counsel helps ensure that ESG principles are applied consistently and effectively at all levels of the organisation and throughout the group.

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

To foster an inclusive work environment, we have implemented transparent policies, clear behavioural standards, and regular training addressing unconscious bias, ethics and respectful workplace conduct. We have also actively engaged employees, including members of the legal team, in the process of defining and shaping our updated corporate values, ensuring that diversity, inclusion and mutual respect are genuinely reflected in the way we work. Within the legal team, we place particular emphasis on fair workload allocation, knowledge sharing, mentoring and equal access to development opportunities, enabling team members to grow professionally regardless of seniority or personal circumstances. In close cooperation with HR and group-level initiatives, we offer comprehensive employee support measures, including parental and caregiving leave, flexible working hours aligned with family needs, workation opportunities, and initiatives supporting work–life balance. This is complemented by an open-door policy and a culture of open communication and leadership accountability, ensuring that diversity and inclusion principles are embedded in daily practices and consistently applied across the organisation.