The candidate must have excellent communication and negotiation skills. ability to design and conclude trade agreements independently and effectively; Strong organizational and interpersonal skills, human resources management, including the ability to work effectively with the business team and senior management team; proactive, with excellent research and analytical skills and should be able to exercise judgment and discretion to speak effectively on legal issues; should keep abreast of all applicable laws and laws. The position requires a law degree and understanding and two years of professional experience in corporate and securities law concepts and corporate governance in Finland and in an international environment. A basic understanding of financial information is beneficial. Nassib Abou-Khalil also discusses the new legal team diversity dashboard for expert firms and areas where internal leaders should start improving diversity in the industry. Personal skills include attention to detail and deadlines, good problem-solving and project management skills, and effective communication between internal stakeholders and project teams. Strong computer skills are required. A good knowledge of Finnish and English, as well as legal and financial terminology, is also a prerequisite for these positions and other languages are an asset. I feel responsible to the LGBT+ community. I`ve been fortunate to be successful in my career, but I`ve also experienced some of the challenges that many LGBT+ people face, such as at work, with your family and friends. Yes, times have changed and things have evolved, but they have not changed much.

The fighting is still there. Things have improved, but we cannot talk about absolute equality. And when we look at the global workplace, I`m even less sure we have any reason to be complacent. I felt a sense of duty and responsibility to be active in the LGBT+ space. Nevertheless, our LGBT+ initiatives are important for everyone. I want everyone on my team to feel that they can be themselves and contribute to their full capabilities by contributing to Nokia`s success. When I took on the role of Chief Legal Officer, I was sure that everyone expected me to appoint someone from my executive team to one of the key roles in my organization. To everyone`s surprise, I hired someone from elsewhere in the organization. She joined my leadership team and generated such a positive response from the team that the number of applications multiplied the next time there were vacancies and I applied for people from all areas of the organization. This type of open environment encourages people to engage, apply for jobs, and become more visible in the organization by taking on leadership roles. Education, requirements and qualifications (reference level). Companies in Europe, and especially in the US, tend to have more I&D infrastructure.

There are certainly other organizations — like the Diversity Lab and the Minority Corporate Counsel Association — that are helping to move the conversation forward. Typically, key initiatives focused exclusively on U.S. companies or U.S. offices of multinational corporations. The next step is to ensure that we have truly global initiatives that recognize the different conversations at the local level. Therefore, we want to work with Diversity Lab and pilot the Mansfield 2.0 rules, which can be measured against our global activities. This will help us develop the manual for this certification, which applies to global companies. However, I wanted the program to be more than just a leader who goes out and speaks. In the second phase of the program, which we launched last November, we seek to offer something positive to our leaders at Nokia and give opportunities to our leaders by focusing on development, providing mentorship and networking opportunities, and creating the opportunity to design, develop and implement a project sponsored by one of Nokia`s leading companies. Members of Nokia`s LGBT+ community will connect with external and internal people from our customer network, suppliers, the recruitment community and some of our own leaders to talk about what it means to be an “out” leader and develop your career.

We hope this will help participants develop their leadership skills and provide them with an opportunity for mentorship from a senior executive in the organization to help them develop and grow. It will also give them the opportunity to be visible in the organization by profiling them in our internal communication, giving them the opportunity to develop and implement this project. Legal teams can have a significant impact on setting the inclusion and diversity agenda. The role we play in our businesses, our influence, our ability to make decisions and the fact that we are involved in many discussions and meaningfully integrated into the company mean that we are uniquely positioned to influence the wider culture. A year ago, we became the first global multinational to join the Minority Corporate Counsel Association. We are trying to take some of our initiatives and export them outside the United States to bring them to life on a much more global stage. As with many of our initiatives, the goal is to work with thought leaders, adopt established policies and frameworks, and see how we can work together to expand their reach. Nokia recently launched its diversity dashboard for panel companies.

What was the motivation behind this? · Very independent and motivated. Influences others to support decisions. Develop and apply innovative approaches to complex or rare problems. · Proactive search for learning and development opportunities to grow and grow the team The candidate should have an excellent academic background with a law degree from a prestigious university/institution. He/she must be qualified in India with at least 10 years of experience in corporate commercial law. It would be better to get involved in the telecommunications sector. Corporate diversity initiatives are a journey that typically starts with addressing a specific issue, such as improving gender diversity, before gradually expanding to ethnic and racial minorities, people with disabilities, age differences and other forms of diversity. I`m interested in all aspects of diversity, but being gay = I wanted to drive I&D at Nokia to include our LGBT+ communities. An example of this work was helping Nokia`s LGBT+ Employee Resource Group launch the OUT Leaders program. By acting as an “out” leader and making myself visible within the organization, I help draw attention to the fact that you can be yourself and be involved at Nokia. Shortly after the initiative was launched, I was appointed General Counsel, which I see as a very positive message to our management and the company.

· Proven experience in stakeholder management with the ability to interact and integrate effectively and professionally at all levels of the organization I am deeply grateful to MCCA and the Diversity Lab for their support and partnership with Nokia, as well as the entire Nokia legal and compliance team, for believing in and championing our I&D initiatives. · Formulation of operational guidelines to support sales teams Of course, this also applies to the way we work with law firms. Since we are looking at I&D from an inside-out perspective, I will reassess how we work with outside lawyers and our expert firms. In my role as Chief Legal Officer, the immediate step for me is to develop measurable inclusion and diversity criteria that we expect from our external advisors when they work with us. We are thinking very seriously about what exactly we are asking of our law firms and how we can measure it. Our goal is not just to talk about things, but to do things. · Aims for a work environment that encourages teamwork and innovation. As the project matures, it evolves from an ambitious idea to something that truly gives members of the LGBT+ community the tools and platform to succeed, learn to be a role model, and inspire others at Nokia. We want to strengthen the atmosphere in which Nokia is a preferred employer for the LGBT+ community, that this community is encouraged to succeed within Nokia and that Nokia takes seriously the development of the LGBT+ community. As Chief Legal Officer, I believe inclusion is fundamental.