Women in Legal Business - Cristina D'Onorio

Cristina D’Onorio leads legal for Belmond’s Southern European portfolio, a collection of luxury hotels, trains, and river cruises that includes some of the most storied properties in Italy and the Mediterranean. The hospitality context shapes everything about how she practices law. Decisions that affect guest experience, brand integrity, and operational excellence cannot be handled through pure legal formalism. They require the combination she brings to every client relationship: resolve where resolve is needed, and a genuine orientation toward listening where listening is what the situation demands.

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

The trait that has enabled me to 'move the needle' throughout my professional experience both in the private practice and in-house, is an approach I would define as robust and resolute, yet intrinsically gentle and deeply oriented towards listening. My management style is founded on the availability to listen and understand the actual business needs, by immersing myself in operational dynamics to offer support that combines my legal expertise with the team's demands for timelines and results. A concrete example of this continuous business support include the organization of weekly dedicated catch-ups with each hotel property General Manager, where they can consult with me and share strategies or validate decisions as well as with key stakeholders. This fosters trust and guarantees that every legal decision is always aligned with the group's strategic objectives.

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 the past year, the most significant change I have observed regarding gender equality and female representation at the top echelons of the Italian legal market is the growing focus on and adoption of certifications for equal opportunities in the workplace. Following international standards such as UNI/PdR 125:2022, ISO30415, ISO53800, or UNI/PdR 159:2024, an increasing number of companies are structuring themselves to integrate gender equality principles and obtain international recognitions. Also, one cannot fail to mention the EU Directive 2023/970 on Pay Transparency that will officially enter into force on June 7, 2026, introducing new and significant obligations for companies, including an Analysis and communication of the gender pay gap; a greater transparency in recruitment, promotion, and salary management processes; the right of workers to know the remuneration criteria applied; the sanctions in case of non-compliance. Alongside these obligations, the Directive represents a concrete opportunity for companies to strengthen their reputation, attract new talents, and improve the internal working environment.

However, I believe it is crucial that all these certifications and obligations are effectively met  in daily work contexts, and not merely remain a manifesto to make a workplace more appealing; it is essential that the corporate policies and these new principles of law translate into real cultural and operational change.

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

I have always believed in the female participation in work teams, as the diversity of thought and approach - intrinsically brought by female presence - enriches discussions and leads to more robust decisions. In my professional journey, both in private practice and in-house, I have consistently found greater cohesion within work teams predominantly composed of women. This aligns with numerous studies demonstrating that women often excel in crucial soft skills for managing challenges and critical issues, such as collaborative negotiation, empathy in managing teams and stakeholders, resilience in the face of obstacles, and the ability to multitask effectively. In a sector like ours, where legal precision must combine with commercial and relational sensitivity, these competencies are not just an 'advantage,' but a distinctive factor that improves risk management and overall performance.

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?

The most important cultural shift is the recognition and valorization of diverse leadership styles, which must rely on a solid foundation of soft skills and a real and concrete capacity for inclusion. We must overcome the tendency to reward a single 'traditional' leadership model, often characterized by pure assertiveness or aggression, and embrace an approach more based on listening, empathy, negotiation, and the ability to build consensus. Effective inclusion is realized when all viewpoints – those of women, minorities, different generations – are not only heard, but actively sought out and integrated into strategic decisions, creating an environment where cross-functional perspectives across various business units are considered an invaluable resource for innovation and organizational resilience.

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?

The working environment I am immersed in is extraordinarily rich in female representation in key sectors such as marketing, revenue management, sales, and finance, as well as, of course, my legal department. This broad and widespread female presence, often in leadership roles, offers opportunities for constant and daily comparison and exchange that profoundly enrich my approach to business. The naturalness with which these interactions develop facilitates the creation of internal networks and support systems that go far beyond mere professional collaboration. Often, these relationships blossom into genuine friendships, mutual esteem, and deep solidarity, creating a work environment that values mutual support and the exchange of experiences, allowing us to face challenges with a broader perspective and constant backing. This virtuous ecosystem is, in my opinion, the best way to 'pay it forward' the value of collaboration and networking, concretely demonstrating the benefits of an inclusive culture.

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

A hard truth is that we live in a competitive world, often detached from the values that should underpin respect and inclusion, and this pushes the goal of gender equality further away. During your professional path don’t stop looking for a workplace that nurtures an inclusive environment where everyone feels valued, empowered, and is equipped with resources and tools they need to grow in their career.