每一年，亚洲的女性们都在法律服务市场中阔步前行。今天，法律市场中不但涌现出了越来越多的女性合伙人，她们也在更多地承担起律所管理角色，主导着某类业务领域或区域办公室，甚至成为了某些大型律师事务所的掌舵人。
然而，虽然已经取得了诸多成绩，必须承认，在法律服务行业，我们距离真正的性别平等还有一定距离。目前尚没有亚洲地区的相关数据，但可以从其他地区的数据中获得启示。以美国为例，35%的从业律师为女性，但在合伙人阶段，这一数字下降到了20%。事实上，虽然法学院中以女学生居多，但其中只有少部分真正在律所中奋战，身居高位的更是寥寥可数。
女律师们在采访中告诉ALB，要想真正实现性别平等，身居不同层级的不同角色都需要付出努力，这其中包括最年轻的低年级律师、每位合伙人，也包括律所的领导层。
举例来说，欧华律师事务所发起了一个聚焦于性别平衡的全球项目：女性领导力联盟（Leadership Alliance for Women，LAW）。“通过创造男女性平等的环境，我们可以有力激发每个人的潜能。”欧华香港办公室管理合伙人Susheela Rivers说。
还有新加坡的TSMP Law Corporation，他们推出了一项包含各类大型活动的女性赋权企划。2019年，律所组织了“全速女导师”（Women’s Mentoring on Speed）活动，资深行业领袖和年轻律师全都参与其中。
“大型活动能触及更多人，但我们相信小型集体辅导活动也同样重要，年轻女性可以在这些活动中提出更为敏感的问题，或分享自己面临的具体挑战。”TSMP的联席管理合伙人Stefanie Yuen Thio说。
高伟绅律师事务所中有个性别平等小组“Accelerate>>>”（加速>>>）。律所诉讼和争议解决组律师Yvonne Shek说：“Accelerate>>>的任务是采取大胆行动，加速性别平等的步调，促成包容与多元化的律所文化。”
这些与前几年相比已经是极为亮眼的变化，那时候，律所对于性别平等和包容并不那么感兴趣，或者至少说并不那么聚焦于此。
“我们就支持女性发展已经进行过一阵讨论，但现在各类企划使得事情变得更为聚焦、更有目的性了，更重要的是，男律师们也作为支持者、导师或者盟友参与了进来。”年利达律师事务所香港办公室能源与基础建设律师Ying Fu说。
Rivers对此表示赞同。“性别平衡被真正提上了议事日程。大多数律所都视其为战略目标，甚至有管理层将其设置为优先级最高的目标。行动也证明了大家的决心，许多律所做出了严肃承诺。”她说。
每个人的努力
但变化不能仅取决于由上而下的努力。在创造更具包容性的律所文化方面，各个层级的律师都能有所作为。
有些人积极参与到了聚焦于性别平等的小组团体之中，还有些人鼓励女性承担更具挑战性的角色。
Michelle Ray-Jones 是Tilleke & Gibbins律师事务所知识产权业务顾问，她发现，在办公室及其他不同场合公开、直接地谈论性别不平等的现状，能够帮助我们意识到那些平时容易忽视的细节。
“我在有意识地为其他律师做出表率，我发现最有效的办法就是采取行动。”她说，“如果见到问题，就思考该如何解决。只要能帮到别人，就要不遗余力。我时刻在线，并让自己亲切和善。”
欧华律师事务所的Rivers也推崇更为直接的交流，她常鼓励其他女律师“找到自己的声音”，并且大声说出来。“只有行动才能创造出包容性的环境。举起手来，不再无动于衷，这比什么都重要。”她说。
TSMP的Yuen Thio补充说，身居高位的女律师也该帮助年轻女性清除道路上的障碍。“作为联席管理合伙人，我身边有一群给予支持的合伙人，因此我有更多余地推动创新性的企划。在这点上我很幸运。”
It takes a village: To truly achieve gender equality, many must play their part
With every passing International Women’s Day, females appear to be taking greater strides in Asia’s legal industry. There are not only more women in law firm partnerships today, but they are also increasingly attaining leadership positions, heading practices or offices, and in some cases helming fairly large-sized law firms.
However, despite the obvious progress made so far, the fact is that we are still some distance from general equality in the legal profession. Statistics from Asia are not available, but numbers from elsewhere are illustrative. In the U.S. for example, 35 percent of lawyers are women, but that number drops to 20 percent when it comes to partners. It’s apparent that despite increasing numbers of women studying law, a minority end up actually working at law firms, and even fewer attain senior ranks.
Female lawyers interviewed by ALB say that to truly achieve gender equality, a variety of people need to pitch in at different levels, from the most junior associates to individual partners, and even the broader firm leadership.
For example, DLA Piper has launched a global programme focusing on gender balance – the Leadership Alliance for Women (LAW). “Through gender equality for both men and women, we can create a powerful environment where each person’s potential can be realised,” says Susheela Rivers, Hong Kong office managing partner at DLA Piper.
And Singapore’s TSMP Law Corporation has an active women’s empowerment initiative which includes large-format events. In 2019, the firm organised Women’s Mentoring on Speed, which was attended by senior industry leaders as well as younger lawyers.
“While big events can reach a lot of people, we believe that small group mentoring is just as important, as an avenue for younger women to ask more sensitive questions and share their specific challenges,” says Stefanie Yuen Thio, joint managing partner at TSMP.
At Clifford Chance, there is a gender parity group, Accelerate>>>. Yvonne Shek, senior associate in the firm's litigation and dispute resolution group says, "Our mission at Accelerate>>> is to take bold actions to accelerate the pace of change towards gender parity and drive forward an inclusive and diverse culture."
This is a marked change from even a few years ago, when law firms were less interested in bringing about gender diversity and inclusion, or at least, less focused.
“We have been having conversations around support for progressing female talent for some time, but the initiatives have become more focused, targeted and - crucially - also involve men, as sponsors, mentors and allies,” says Ying Fu, a managing associate at Linklaters in Hong Kong who focuses on energy and infrastructure.
Rivers agrees. “Gender balance is a much higher agenda than it ever has been. It has become a strategic goal for most law firms, with boards making it a top business priority. It is also reinforced with action, with firms demonstrating a serious commitment to progress,” she says.
EACH ONE OF US
But the change cannot be top-down alone. Lawyers at every level can play their part in building a more inclusive law firm culture.
Some are contributing to this change by actively taking part in groups focused on achieving gender balance, while others are encouraging women to take up more challenging roles.
Michelle Ray-Jones, an IP practice consultant at Tilleke & Gibbins, says she finds that speaking clearly and directly about gender inequality—not just in the office, but across different spheres—helps us open our eyes to things that we may not otherwise notice.
“I make a conscious effort to set a good example as a role model to other lawyers, and I’ve found that the best way to do that is to take action,” she says. “If I see a problem, I try to fix it. If I can help others, I try to do so. I make myself available and try to be approachable.”
Clear communication is also advocated by Rivers of DLA Piper, who says that she often encourages other female lawyers to “find their voice” and use it. “To ensure a firm’s culture becomes inclusive it requires action. Putting your hand up and not sitting on the side-lines is of paramount importance to bring about action and change,” she says.
And Yuen Thio of TSMP adds that women in powerful positions should do what they can to clear the path for their juniors. “As the joint managing partner, with a very supportive set of partners, I have a lot of leeway to innovate and roll out initiatives that work. I’ve been very blessed by that.”
To contact the editorial team, please email ALBEditor@thomsonreuters.com.