Who defines the meaning of success in the legal sector? Is it dictated by traditional rules, or steered by oneself? In celebration of International Women’s Day, six female lawyers speak to China Business Law Journal about their experiences of reaching the top of the profession.
From their perspective, the success of women is not determined solely by the environment, but is shaped by their choices and actions. The path of development for female lawyers is about how to take the initiative and create opportunities for themselves, rather than waiting for a fairer environment.
Despite their varied paths towards success, they all firmly believe that female lawyers should not be easily swayed by others from either career advancement, or from spending time with their families.
When encountering difficult colleagues or clients, they say female lawyers should speak up for themselves without fearing bias or retribution.
“I think it’s good to celebrate International Women’s Day, but it should not just be an appeal to the male’s world to be friendlier or more helpful to women. Instead, it should be a reminder to us: What are you going to do about your own life?” says Yang Yuhua, the founder of UK-based Thornhill Legal who has worked in London, New York, Beijing and Hong Kong.
Power of men and women in law
In many law firms, while women take up a larger proportion among junior associates, they have less seats at partner level. Does this mean it is more difficult for women to secure a place at management level?
Since the partnership system in Chinese law firms has only been in place for about 30 years, the founding partner of Jia Yuan Law Offices, Yan Yu, says many firms are still being managed by their first-generation founders. She says China is still catching up to developed countries when it comes to the development of female decision makers and managers in the legal sector.
Yan thinks that women should take the initiative to improve their management skills, and not just rely on the professional abilities that they have already acquired.
In 2000, Yan and three partners founded Jia Yuan, when China was on the cusp of rapid economic growth. Seven years later, the founding partner began to feel the need for a better understanding of the firm’s operational issues, which led her to pursue a master’s degree in business administration. The move elevated her ability as a leader.
“Your growth in a managerial position is dedicated by your ability to learn and willingness in learning,” she says. “Leaders who lack macro and long-term vision and goals are particularly prone to losing their way, and leadership ability.”
However, Jundu Law Firm’s founding partner, Tan Jinghui, believes the gender gap in Chinese law firm leadership is not so prominent because many law firms are today being led by women. She says that a female lawyer’s ability to become a leading partner now depends on her level of professionalism and ambition.
“If you can excel in three aspects – precision, diligence and ambition – you will win the recognition of your peers,” she says.
Unlike most law firms, Yang’s London-based Thornhill Legal boasts an all-female team, which she says is just a coincidence, believing the team still needs diversity. She welcomes more men to join the firm and bring in their unique perspective to the team.
The legal industry is still dominated by men, especially at the decision-making level, and Yang believes that this is certainly a common phenomenon, but it may not be the deep-seated reason for women’s dissatisfaction in the workplace. “If others do not provide me with more opportunities in a fairer environment, then I must create an environment and opportunities for myself,” she adds.
Johnson Stokes & Master’s partner Jasmine Chiu is also co-chair of the firm’s Asia Women’s Network, RAW (Retain and Advance Women). She says female leaders in law should acknowledge that they are a minority, “otherwise there would not be a disparity where most juniors in a law firm are women, but at partner level this proportion is much lower”.
Chiu says that by acknowledging that women are a minority in leadership positions, female lawyers become more motivated to seek support from mentors and colleagues. They are then able to inspire younger lawyers, after gaining empowerment from their peers.
To this end, support from male lawyers plays a key role in women’s advancement at work. “Gender equality in companies can only be promoted from the top down,” says Chiu. “If the senior management is male-dominated, it is inevitable that you will need their support.”
She encourages male lawyers to push for gender equality and gives three suggestions on how they can become “male allies”.
First is self-awareness, thinking about whether they are part of a group that can make improvements in a law firm. If so, acknowledge that they have the power to change and push for gender equality.
Next is self-empowerment, realising that gender equality includes them and that they can also voice their needs and empower themselves.
Finally, they can empower others by giving credit where credit is due.
Family roles
According to a 2023 survey conducted by Hong Kong-based non-profit Women in Law in conjunction with Mayer Brown, polling more than 300 male and female lawyers in Hong Kong, 38% of female lawyers expressed that they felt left out from career opportunities due to their gender or care responsibilities.
Chiu says she heard biased and negative comments from some of her colleagues after her children were born, one when she was a junior associate and another when she was a senior associate. She says: “Because of people’s presumptions, I was shaken and thought, ‘should I stay in private practice? Am I going to achieve a work-life balance after I have a family?’”
Chiu encourages female lawyers to listen to their own voices, not the negative views of others.
Tan, of JunDu, says the firm has been helping female lawyers who are mothers to re-enter the workforce by providing them with flexible working hours.
At the same time, male lawyers’ pressure to support their families is also a factor to consider. “When we address gender inequality issues in the legal industry, we shouldn’t overlook the needs of the other gender,” says Chiu.
Be assertive and take control
Angell Xi, a Shanghai-based partner at Jingtian & Gongcheng with decades of experience as a general counsel and external lawyer, encourages female lawyers to stand firm and remain professional in the face of opposing opinions.
Xi was formerly the head of a company’s legal department, and she recalls she once had an argument with the CEO of that company’s business division over compliance issues in a deal.
Xi says she felt pressured but did not compromise. “I prepared for the worst, even if it meant that I had to leave the company, I would stand firm on compliance,” she says. “No matter if he slammed the table or threatened me, even if everyone else sided with him, I would not abandon my stance, or my responsibilities as the company’s lawyer.”
When faced with such unreasonable demands, she advises her peers to refuse politely and stand firm to their ground.
When it comes to charged and competitive legal environments, Soong I-ping, a partner at Linklaters and highly regarded derivatives lawyer, operates in rare air. She reminds female lawyers that it is completely fine to take a break when feeling the pressure. “Take a deep breath, and take it one small step at a time,” she says. “Nothing needs to be done absolutely perfectly, and your best is good enough.”
Soong shares that her path to becoming a partner was longer than most. She started as a part-time senior associate as she wanted to spend more time with her family and enjoy her favourite pastime, riding horses.
Even while working part-time, Soong was promoted to counsel. She later turned full-time and was promoted to partner after her son had grown up.
“While my career path is not unique to being female, many women would welcome this flexibility,” says Soong. “Certainly in Asia, finding an employer broad-minded enough to encourage other career pathways is a challenge shared by many women.”
Chiu says all lawyers should take care of their mental and physical wellbeing and not measure their success against others, instead focusing on their own journey.
