Inspiring Women in Law - Interview with Cecilia Mairal  

’It is essential to develop clear and specific policies that promote diversity and inclusion’

Latin Counsel has talked to Marval, O’Farrell & Mairal partner Cecilia Mairal about the evolution of diversity at the elite Argentinean firm since the implementation of its successful Diversity Committee several years ago.

Cecilia, one of the most prominent partners in the Banking & Finance practice in Argentina, has been committed to diversity, equity and inclusion (DEI) since she started at Marval more than two decades ago. Her background includes an LLM at Harvard Law School and experience at Linklaters in London and New York.

During the conversation, Cecilia shared concrete actions and initiatives successfully carried out by the Diversity Committee, which can serve as inspiration for companies and institutions seeking to integrate diversity and inclusion into their strategy. Despite the progress made, she recognises that there is still much to be done in this area.

Mairal has been consistently recognised by prestigious international publications, such as Chambers & Partners, which describes her as an ‘excellent lawyer’, and she has been awarded as the Best Finance Lawyer in Latin America during the Americas Women in Business Awards, organised by Euromoney.

Latin Counsel: How would you define Marval’s DEI strategy in three words?

Cecilia Mairal: Commitment, Inclusion, Innovation.

LC: What are the concerns that members of Marval’s Diversity and Inclusion Committee often bring to the table? Are there any recurring themes?

CM: Common concerns include sustaining the progress made, the organisation’s permeability with the implementation of inclusive policies and the elimination of any form of discrimination.

Issues related to the representativeness of diverse teams, appreciation of multiple voices in decision-making and situations related to the prevention of workplace and sexual harassment are discussed and debated. The aim is to promote and ensure a safe and respectful working environment for all members.

LC: What were the latest initiatives you have led on IED within the firm, and what was the feedback you received on them?

CM: Some of the latest initiatives include:
- After office as part of LGBTQ+ month: (27 June 2024).
- ‘Exploring unconscious biases’: Virtual meeting to analyse how unconscious biases influence the work environment (28 June 2024).
- Internal communication on LGBT+ Pride Day: Sharing the journey of the past years (28 June 2023).
- D&I LGBT+ immersive experience: Activity to promote empathy and reflection on diverse realities (22 June 2023).

The feedback we have received has been positive. Year after year we have had a sustained high participation and engagement of the members of the firm in these issues and in the activities proposed by the Diversity Committee and the LGBTQ+ Interest Group.

LC: What alliances with external entities and networks have helped you to drive a better DEI strategy?

CM: One outstanding partnership is with R.E.D. Di Tella, a university D&I network of 65 companies that conducts activities and research on diversity and inclusion issues.
It is undoubtedly a valuable alliance that allows us to strengthen and promote new training and exchange actions with other companies and institutions.

LC: You worked together with Thomson Reuters Argentina and the NGO ELA on an important report on laws related to violence and harassment in the workplace. What do you highlight about this project?

CM: The Thomson Reuters Foundation chose Marval O’Farrell Mairal to represent Argentina and to be the international coordinator of a report on laws related to violence and harassment in the workplace. This report includes a detailed description of the situation in Argentina, Uruguay, Brazil, Bolivia, Colombia, Chile, Ecuador, Mexico, Paraguay, Peru and Venezuela. The report analyses the implementation of the International Labour Organization (ILO) Convention 190 in eleven Latin American countries and is an initiative of ELA (Equipo Latinoamericano de Justicia y Género), a non-profit organisation working to promote women’s human rights and gender equality in Latin America.
The Thomson Reuters Foundation and ELA chose Marval O’Farrell Mairal because of the experience of its members, who had already participated in other international research projects. Marval’s role as international coordinator was to organise, supervise, review and assemble the reports prepared by each of the collaborating firms.
The final version of the report is still awaiting publication. The work was carried out by members of the Pro Bono team together with the Women’s team of the Diversity and Inclusion Committee, including associates Julieta Altamirano, Jazmín Ailén Eroles, Paola Forchiassin, María Victoria Gonzalez and Rocio M.

LC: While awareness of IED issues is growing at business, social and legal levels, there is still a lot of work to be done. What do you think are the areas that need to be addressed most urgently?

CM: It is crucial to address with greater urgency the implementation and sustainability of inclusive policies, ensuring not only their implementation, but also their application and constant updating, reflecting the current dynamic context.
For sustainability and outreach in the organisation, it is vital to provide training spaces and tools to identify and combat unconscious biases that can affect hiring decisions, promotion and the work environment in general.
In addition, it is key to create and strengthen specific programmes that promote actions in: Gender, LGBTQ+, people with disabilities, religion and generations, ensuring that there is representation of them in teams, participation and appreciation of them and having equal opportunities to grow and develop within the organisation.

LC: What advice would you give to other colleagues or organisations that want to improve their policies and actions for diversity, equity and inclusion?

CM: My advice would be to ensure that senior management is committed to and actively supports DEI initiatives. It is essential to have support from the leadership team, develop clear and specific policies that promote diversity and inclusion, and ensure that all employees know and understand them. Implement regular training programmes for all employees on diversity, equity and inclusion issues.
In addition, it is important to create an environment where all employees feel safe and supported to express their authenticity as well as their concerns and suggestions related to DEI.
Finally, set targets and indicators to chart the course and measure the progress of DEI initiatives. It is key to be willing to adjust strategies as necessary to achieve the desired objectives.
Actions that will undoubtedly not only promote a more inclusive and equitable work environment, but will also benefit the organisation by tapping into a diversity of perspectives and experiences that also reflects the diversity of its customers and market.

Learn more about Cecilia Mairal