Team size: 38

What are the key projects that you have been involved in over the past 12 months?

The Speak Up Culture campaign, of which highlights in last 12 months: Women Utilities Network webinar, recorded interview with Oxfam Whistleblower, Helen Evans, for International Whistleblower Day, combined with Neurodiverse Network lead, working with HR colleagues on Active Bystander training – resulting in more matters raised and more effectively investigated.

I was also involved in the procurement and implementation of contract review and creation tool with an AI element.

I am a Menopause Working Group Sponsor. In the last twelve months, I was involved in a session with an MP on workplace support, obtained a Menopause Friendly Accreditation and Long-Term Impact Award, and we are about to expand to E.ON Group wide.

I am a member of our internal AI Council, which includes reviewing AI regulation to ensure safe and confident use of all AI tools available to colleagues and a regular speaker at external events, particularly on thought leadership on the use of AI and future of the legal profession (including the Law Society).

What do you think are the most important attributes for a modern in-house counsel to possess?

Finding pragmatic solutions to achieving business objectives and the ability to explain complex legal principles in simple terms, especially in an ever-increasingly regulated environment where legal frameworks struggle to keep up with the speed of progress.

In-house counsel need the flexibility to adapt to the increasingly changing environment – constantly keeping ways of working under review by embracing technology and AI and the changing mindset of our workforce.

An innovation mindset is essential, as is embracing cross disciplinary models and teams and the ability to attract and retain the right talent for the organisation to work as part of the business towards growth objectives.

Role modelling company values and demonstrating our employee value proposition as real rather than abstract is even more important in a world of social media and fake news.

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

We set up our own team-wide ESG group, one of the first teams to adopt the company-wide Climate Action plan concept and working closely with colleagues in our ESG and Supply Chain teams to further ESG objectives (including accurate reporting and setting up questionnaire and contract clauses for supplier contracts).

I am a role model and support D&I initiatives and Speak Up campaign and ensuring all issues raised are acted upon.

Compliance advice needs to remain adaptable as the law usually behind societal changes requiring need to determine what is the right for the organisation in accordance with company values, more of a moral steer rather than purely legal as law might not fit the circumstances.

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

I enable and encourage flexible working (part time, different working patterns and compressed hours), which applies to 30 of the team. All team members are encouraged to join company-wide support networks on Women’s progress, Fertility, Racial equality, LGBTQ+, Neurodiverse and Disability support – to name a few. Personally, I am sponsor to E.ON UK Menopause working group and leading the Speak up campaign.