In a legal landscape increasingly shaped by female talent, Asian Legal Business (ALB) presents its fourth annual ranking of the Top 15 Female Lawyers in Asia, showcasing the remarkable achievements and contributions of women in the legal profession across the region. As we celebrate these outstanding women, we delve into their unique perspectives, exploring the challenges they've overcome, the impact of their leadership, and the evolving role of women in shaping the future of Asia's legal market.

 

 

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Click below to read the Q&As with some of the ranked lawyers:

• Setsuko Yufu
• Ms. Nguyen Truc Hien
• Blossom Hing
• Atty. Benedicta Du-Baladad

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Over the past few decades, the number of female lawyers in Asia has surged, reflecting broader societal changes and an increasing recognition of the value women bring to the legal field. Female lawyers are increasingly taking on leadership positions and are recognised for their expertise in complex legal matters, from corporate governance to intellectual property law. Their participation in high-profile cases and significant transactions demonstrates their capabilities and the trust clients place in them.

In its fourth annual ranking, ALB highlights outstanding women lawyers across Asia who have made significant contributions amidst this dynamic legal landscape. From over 155 submissions across 13 Asian jurisdictions, we’ve selected 15 female attorneys who have consistently demonstrated excellence in their work, setting remarkable standards within their specific legal domains. These lawyers have earned accolades not only from their peers and superiors but also from their clients. 

As we celebrate the achievements of the top female lawyers in Asia, it is essential to recognise both their strengths and the challenges they face in this evolving environment and understand their story and the unique perspectives they bring to our legal market.

We speak to five of ALB’s top female lawyers in Asia on the role of societal and cultural norms in career progression, the challenges they faced climbing up the ladder, the role of technology in enabling their careers, the impact of female leadership in law firms and strategies law firms can implement to create a more inclusive culture for women in the legal workplace.

IMPACT OF FEMALE LEADERSHIP ON LAW FIRM CULTURE

Benedicta Du-Baladad, the founder and chief executive officer of Philippines-based BDB Law says, “Women leaders bring unique perspectives and approaches to problem-solving, decision-making, and client relations, which greatly enhance a firm's overall performance and innovation. In addition, female leaders who are highly visible in their positions serve as influential role models and mentors.”

Mayuree Sapsutthiporn, partner and head of the China practice at Thai law firm Kudun & Partners says, “As the first female partner and the only female equity partner at KAP, I strive to instil a strong sense of KAP culture that balances fairness, performance-driven practices, and strong empathy. Leveraging my strengths in compromising and active listening, I work to understand and bridge the various factions within the firm. Building trust is crucial, so I spend time with each faction, ensuring they see that the changes I am implementing are meant to support and benefit them.”

Setsuko Yufu, senior partner at Japanese law firm Atsumi & Sakai, says, “Nowadays, people are well aware that the involvement of women leaders allows for different perspectives on issues and diversified eyes effectively yield more creative decisions. However, unfortunately, people have not yet achieved proficiency in fostering women leaders during the ordinary course of business.”

IMPACT OF SOCIETAL AND CULTURAL NORMS ON CAREER PROGRESSION

Nguyen Truc Hien, partner and director at top Vietnamese law firm VILAF says, “Traditional roles often place women as primary caregivers, creating challenges in balancing family and professional responsibilities. This can limit career advancement opportunities due to the perceived need for women to prioritise family over work. Additionally, cultural norms sometimes undervalue women's contributions in the workplace, leading to fewer leadership opportunities and slower career progression. Despite these challenges, many Vietnamese women are breaking these barriers, supported by progressive policies and a growing emphasis on gender equality.”

Blossom Hing, Singapore-based director at Drew & Napier adds, “It is not uncommon for the number of females to exceed the number of male applicants to law school and also when they enter into the legal profession. So at a junior level, there is often parity or even more men than women who enter the profession. But as young lawyers progress in their careers, the number of women lawyers who hold senior positions tends to decrease in comparison to their male counterparts. It is therefore important for senior female lawyers to constantly lean in to be role models for the younger generations.”

Du-Baladad at BDB Law echoes the sentiment and adds, “As in many jurisdictions, the legal profession in the Philippines has historically been predominantly male, shaped by societal expectations and traditional gender roles that the legal profession is reserved for men. Thanks to the many strong female lawyers with strong resolve to remove those gender biases, it has been proven that gender equality can be practiced in the legal profession. I remember being asked by a reporter how I broke the glass ceiling in a male-dominated legal profession. My answer was, “There was no glass ceiling to break, and if there was, I would have created a big hole so that others who follow after me will find it simple to enter,” she adds.

Yufu at A&S says that, “surprisingly, societal expectations and cultural norms have exerted no appreciable impact on the career progression of women in Japanese business society, especially among large corporations. My experience also shows that women’s career progression would not be affected by gender stereotypes and norms.  However, it is true that from time to time when I am introduced to a client as the person in charge of a matter, the client might appear to be disappointed or surprised. Often I have been asked, “Have you been working late? Is your family all right?” However, when I successfully completed a difficult negotiation during the course of my work, the attitude changed drastically, and such clients frequently return to ask me for advice.”

ROLE OF TECHNOLOGY

Nguyen at VILAF says, “Technology enables remote work and flexible schedules, enhances efficiency with AI-driven tools, and breaks down geographical barriers. Online platforms facilitate continuous learning, networking, and mentorship, empowering women to advance their careers. Additionally, technology promotes diversity and inclusion by providing data-driven insights to address disparities. By leveraging these advancements, women lawyers can overcome traditional barriers and lead with innovation in the future legal landscape.”

Yufu at Atsumi & Sakai adds, “Digital technologies such as DX solutions and AI tools can help clients save time and money, and lawyers save time, e.g., for due diligence in M&A transactions and document review when conducting internal investigations. Time-saving tools will be highly welcomed, especially by female lawyers who face burdens of family affairs.”

CHALLENGES THEN AND NOW

Mayuree at Kudun says young female lawyers—and even young female partners—face two significant challenges today:

“First, IT literacy and the ability to leverage emerging AI and machine learning tools are areas where many young female lawyers lag behind. Although it's a stereotype, I’ve observed that females are generally less inclined and proficient in IT. For instance, I see about half of my male Thai colleagues leveraging and training Large Language Model (LLM), whereas none of my female colleagues have harnessed its power yet.

Second, dealing with overseas clients, particularly in male-dominated cultures like North Asia countries, presents another challenge. When I started my career, most clients were Thai or Thai-headquartered global MNCs, so this issue was less pronounced. However, since taking the helm of our China practice six years ago, I’ve observed that nearly all my counterparts are from SOEs or large private companies. Given the cultural emphasis on relationship building, trust-building activities often exclude women from excelling.”

Yufu at A&S recalls, “When I tried to get a job at a law firm handling international corporate legal affairs as the first step in my career as a lawyer, quite a few firms directly told me that they do not hire women. However, I was nevertheless able to get a job at a prominent law firm because a male lawyer who was my instructor at the Legal Training and Research Institute convinced that law firm that “nowadays, there is not a prestigious firm without at least one female lawyer”. Today, this is no longer the case at all, and law firms tend to hire lawyers regardless of gender, seeking talented lawyers. The legal profession is becoming more diverse with an increasing number of different career paths.”

Hing at Drew & Napier says Singapore is quite the exception to the norm. “I am incredibly lucky to have had fair and supportive bosses and mentors who gave me opportunities to prove myself. They did not treat me any differently from my male colleagues. I learnt from them that so long as I worked hard and met their expectations, I was entitled to a seat at the table. I believe that the legal profession in Singapore continues to provide the same level playing field to young lawyers, regardless of whether they are men or women.”

Nguyen ay VILAF points out challenges that female lawyers in Vietnam face today. “They have to deal with increased competition, as more graduates enter the market with fewer job openings. They have to balance long hours and high expectations with their personal and family life, which can be stressful and exhausting. They have to adapt to the rapid changes in technology, which require constant learning and updating of skills. They have to overcome implicit bias and gender stereotypes, which can affect their performance, evaluation, and promotion. They have to build a strong professional network, which can be difficult when they face barriers to access established circles of influence, often dominated by more senior and male lawyers.”

STRATEGIES FOR THE FUTURE

Nguyen, Du-Baladad and Yufu all agree that to create a better environment for female lawyers in the workplace, law firms across the board must implement strategies to improve and maintain diversity in hiring, job assignment, promotion and work-life balance are key.

Nguyen says actively recruiting from a broad talent pool, strong mentorship programs, flexible working policies, anti-bias training, transparent advancement paths and supportive networks go a long way in growing female representation in the profession.

Du-Baladad adds, “Offering flexible work arrangements and implementing family-friendly policies is essential for creating a thriving workplace. It is crucial to promote growth and success by providing equal access to career development opportunities, including high-profile cases and leadership training programs. Regularly reviewing and addressing pay equity and promotion practices is essential for maintaining a fair and inclusive work environment.”