This week, we interviewed SIN Sokanha, newly appointed partner at Bun & Associates. Read on to find out how Sokanha moved from junior roles all the way to the top of the firm and hear her advice for young women professionals in Cambodia!

EuroCham: Since we are celebrating International Women’s Day this week, could you tell us a little about your inspirational journey to the top of Bun and Associates?

Sokanha: I  would like to thank Eurocham for this invitation, in particular as we celebrate ‘International Women’s Day’.  I hope that my story will inspire young women who are embarking on their  career, and other women who are either rejoining the workforce or considering a change in their career path.

My first job was in Phnom Penh as a project assistant with  ‘East West Management Institute’ or EWMI, a development agency funded by USAID.  As a fresh graduate, with a Bachelor of Arts degree, I was working for an American attorney. She was a remarkable, and highly talented, woman. Within a few months of starting my job, I knew I wanted to be a lawyer. I applied and was accepted into the ELBBL program at the Royal University of Law and Economics. So, I found myself working at my full-time job during the day and studying each night.  

Following graduation, I was awarded a scholarship by the Japanese Government for a Master’s degree at the Graduate School of Law, Nagoya University, Japan. As if by fate, the title of my thesis was  ‘A Comparative Analysis of the Effectiveness of Legal Quotas for Women in the Parliaments of Cambodia, France and Belgium’. Researching this topic opened my eyes to the gender-based nature of many societies, both Asian and Western.

The former COO of PepsiCo, Grace Puma, put it well when she wrote in her new book, ‘Career Forward: Strategies from Women Who’ve Made It’:

‘It’s not good enough to be good at your job. That’s the cost of admission. It’s about consistently choosing to set a course to reach your aspirations in your career. That includes making career decisions and building capabilities.’

She goes on to say that developing one’s career is about taking a long-term perspective and making that your priority. So, when I joined Bun & Associates, I made a commitment to myself that I would be the first female partner in the firm. As a trainee I was the most junior person in the entire firm but I held true to my dream, never losing sight for one moment of my goal. Over the next ten years I worked my way up the ladder, being promoted to associate, Senior associate and Of Counsel.

The road to partnership in any profession is challenging. It involves a tremendous amount of hard work and sacrifice.  It is certainly not a journey for the faint hearted! To be successful you must gain the confidence of your clients, for them to treat you as their trusted adviser. When you are young, and particularly if you are a woman, it takes more effort to earn that trust.

The support of your family, friends and colleagues is essential. finding a mentor, and coaches, are also important in providing the guidance and encouragement you will need.  Without their support, I would not be where I am today.

EuroCham: What advice do you have for young female professionals as they attempt to rise through the ranks in male-dominated industries?

Sokanha:  Keeping your sense of humour is vital, as is resilience. This advice goes to everyone as they are promoted: you must love what you do, for it is the only way to reach your goals and your dreams. You will face many challenges and setbacks, but you must take these as lessons, as opportunities to grow and acquire new skills.  

As women we must have the confidence to stand up for ourselves, making sure our voices are heard. Always courteous, of course, as befits all professionals, but resolute and prepared to make a stand.

EuroCham: What are some new ideas or plans you’d like to implement in your new role?

Sokanha: My first plan is to establish formal training programs, with a particular focus on leadership skills and business management. Law degrees are designed to train lawyers, not necessarily managers, and this is one area I am keen to redress!

Bun & Associates is already an outstanding example of inclusivity and gender equality, with females comprising over half of our senior management team. I want our female, and male, colleagues to benefit from further training, as part of a life-long learning program.

The next task I have set myself is to begin succession planning. I realise that this may seem premature, having just been promoted to the partnership, but these things take time! I want to ensure more women can reach their goals and inspire the next generation to follow suit.

I am a firm believer in open, regular dialogue with my colleagues, creating a ‘safe space’ where they can voice any concerns and discuss the challenges they face in the workplace.

My firm is already acknowledged as one of the leading ‘Employers of Choice’. I want to build on this foundation and cement our position as the ‘Employer of Choice’ in Cambodia. So,  in addition to our existing ‘Lunch Buddy’ and ‘Quarterly Check-In’ programs, I will hold regular one-on-one meetings, team discussions and host lunches and dinners with staff from all levels across the firm.

I take the pastoral aspects of a partner’s role very seriously. Law firms are hierarchical, and it is important that women in particular are supported as they begin their careers.

Encouragement in the early days of a young lawyer’s career pays dividends in the future, as we help to develop mature, confident and able practitioners and managers.

EuroCham: What do you think needs to be done in Cambodia to help ensure more females have access to higher-paying and higher-status jobs?

Sokanha: Access to higher education is the absolute priority. It is vital that avenues are created, and women actively encouraged, to pursue higher education. This includes both students seeking entry directly from secondary school, and mature age students hoping to enhance their skills.

Universities themselves play a vital role in encouraging diversity and inclusivity and reducing gender stereotyping. Olga Ivanova leads the Innovation & Development team at GBSB Global Business School in Madrid. She notes that:

‘With an equal male-to-female student ratio, the classrooms create a truly diverse, all-inclusive learning environment” where women have the same opportunities as men.’

I have a number of suggestions on how we might progress this issue. The first is a joint public/private sector initiative. Government departments and agencies, and private organisations, should be encouraged to offer scholarships, bursaries, fee-relief and other financial support to enable women to continue their studies, both in Cambodia and overseas. Tax incentives, or tax relief, could be offered as an incentive to encourage private sector support, which Cambodia is underway in implementing these policies. Direct support to universities by private organisations is another option, by establishing chairs for Women’s Studies, prizes for academic excellence and research grants.

If further encouragement is needed, the recent “Talent Net Mercer Total Remuneration” shows that salaries and general compensation in professions including engineering, law and science are now highly competitive![1].

Our current government is also taking a leadership role by actively encouraging women to apply for high-ranking positions in the civil service and administration. Governments around the world should follow the Cambodian example, by setting the agenda and encouraging the private sector to follow suit. 

EuroCham: What are some initiatives or programs this firm has in place to promote gender equality in the workplace?

Sokanha: As I have mentioned, Bun & Associates is already an ‘Employer of Choice’. We have achieved this accolade by creating a workplace that fosters diversity, equality, inclusivity and work-life balance.

My firm acknowledges the contribution made by women to the success of our business. I take great pride when I note that half of all our employees are female. Indeed, more than half of our Senior Management team, including senior fee-earners and business managers are women. Not only is this a concrete demonstration of our commitment to diversity and gender equality, but it provides positive role models for younger women who aspire to leadership roles.

Building on these success stories, and accelerating the pace of change, requires energy and commitment.  We have introduced a number of policies to ensure women’s voices and views are heard, and they are actively involved in setting that agenda and implementing the new policies.   

Recent initiatives include a ‘Working-from-Home’ policy for mothers. This acknowledges the need to provide support for women to balance their professional and personal lives. And we have not stopped there. We also appreciate the importance of sharing the responsibilities of raising and caring for families. Once again, the firm is ahead of the market in offering paternity benefits to enable husbands to contribute to their families’ lives.

And last but not least: we celebrate Women’s Rights Day every year!