Women in Legal Business - Ombretta Faggiano

Ombretta Faggiano is Chief Legal, Compliance and Sustainability Officer at ESAOTE GROUP, a global medical technology company. Her brief is among the most extensive in this report: legal, compliance, ESG strategy, AI governance, and data privacy, held as a single integrated function rather than parallel workstreams. An Executive MBA from SDA Bocconi was the inflection point that gave her the tools to connect legal and compliance frameworks directly to business objectives and sustainability commitments, and to articulate that connection to a board in terms of value creation rather than risk avoidance.

Looking at your career path, what unique leadership trait has been most instrumental in allowing you to "move the needle" within your organization?

The most instrumental trait has been my ability to cultivate an integrated strategic vision and execution approach. My Executive MBA from SDA Bocconi strengthened my understanding of core business drivers, allowing me to go beyond a purely legal viewpoint. This enables me to connect legal and compliance frameworks directly to overarching strategic business objectives, innovation pathways (especially with AI development), and sustainability goals. I don't just identify risks; I strategize how to mitigate them in a way that fuels growth, enhances operational efficiency, and creates long-term value, effectively making legal a proactive strategic partner rather than a reactive gatekeeper.

Reflecting on the past year, what is the most significant positive change you have observed regarding gender equality and female representation within the upper echelons of the Italian legal market?

Reflecting on 2025, the most significant positive change I have observed is the tangible acceleration in the number of women assuming key leadership positions within law firms (such as managing partners or heads of significant practice groups) and reaching senior counsel or General Counsel roles within companies.

This shift goes beyond incremental increases and signals a deeper cultural change across the entire legal sector. It's driven by several factors: increased pressure from clients demanding diverse legal teams, the proven business benefits of diverse leadership, and the proactive implementation of targeted diversity and inclusion programs within organizations.

Requirements stemming from the EU Pay Transparency Directive are also driving companies – both firms and companies – to scrutinize and address gender pay gaps and ensure equitable career progression, directly impacting pathways to senior roles. Additionally, in the last years, national measures aligned with the National Recovery and Resilience Plan (PNRR) have introduced incentives and certifications for companies and professional entities demonstrating commitment to gender equality, further encouraging the legal market to adopt robust D&I policies.

These legislative pressures, combined with internal initiatives like enhanced mentorship, sponsorship programs, and transparent pathways for career progression, have collectively begun to dismantle traditional barriers and foster environments where female talent is not only recognized, but actively championed into positions of power and influence across the entire Italian legal profession.

How do you personally advocate for the inclusion of more women in high-stakes decision-making?

My advocacy is multifaceted and deeply integrated into my professional roles. As Chief Sustainability Officer of Esaote Group, I champion D&I as a core component of our ESG strategy, making the business case for diversity explicit in our reporting and internal policies. Personally, I advocate by leading by example, ensuring meritocratic processes within my own teams, and actively mentoring talented women to cultivate their leadership potential and confidence. Beyond my corporate role, my pro-bono work sitting in the Governing Board of Fondazione Ave Verum ETS and with Global Thinking Foundation ETS, reinforces my commitment to creating systemic change.

In a sector historically rooted in traditional structures, what is the single most important cultural shift still required to ensure that the Italian legal business becomes a truly meritocratic environment for the next generation of women?

I believe that the required cultural shift is moving beyond tokenism and unconscious bias to a genuine and active embrace of diverse leadership styles and non-linear career paths, supported by active sponsorship. It's not enough to simply appoint women; we need to dismantle the subconscious expectations of what a leader looks like or how they should behave. This requires established leaders, particularly men, to become active sponsors and allies, investing their social capital to advocate for and elevate promising women, ensuring they gain access to critical experiences and networks. It's about fostering an environment where individual contribution and impact are the sole determinants of success, irrespective of traditional approaches and mindsets.

Success is rarely a solo journey. How has collaboration with other women (in-house or external) influenced your approach to business, and how are you paying that forward within your team?

Collaboration with other women has been invaluable. It has influenced my approach by providing diverse perspectives, a safe space for shared problem-solving, and a powerful sense of collective strength and validation. My participation in networking groups like Embawomen in SDA Bocconi, School of Management, for example, offered an enriching platform for these interactions and reinforced the power of a strong professional community.

I bring this forward within my team by actively mentoring junior female colleagues, providing them with challenging assignments and visibility. I foster an environment of open communication and mutual support, actively encourage networking and participation in industry associations (like the Association of Corporate Counsels) and other professional development programs, and advocate for their growth and development.

One "hard truth" or piece of advice for young women entering the legal profession today?

The "hard truth" is that the path is rarely linear, and perfection is an illusion. My advice: embrace continuous learning, build a diverse and authentic network to thrive through difficulties without losing hope or motivation. Trust your unique voice and judgment and never underestimate the power of your perspective to drive meaningful change!