More top-level roles go to women working at Asian family firms - even if they aren't relatives - than in non-family ones. But the numbers are still pretty dismal.
Within Singapore, for example, there are twice as many women on the boards of family firms, compared with non-family firms, according to data from researchers at National University of Singapore's (NUS) business school.
"The talent pool in the families is limited, and of course there are sons and daughters in equal measure. This gives the female family members the opportunity to become leaders in the family firm," Marleen Dieleman, an associate professor at NUS, told CNBC.
She noted that only around 44 percent of the women in executive roles in family firms are, in fact, members of the owning family.
"We often note that once you have one woman there, it's like a bridge to having more," she said. "If they're already used to working with gender-diverse teams, it's not such a big step to hire another female director."
Achieving gender diversity has benefits beyond simply providing equal opportunities: Multiple studies have found that companies that have more women in the top spots are more profitable than those that don't.
But before handing out any awards to family firms, the data also show that the overall number of women in executive roles is low.
In Singapore's family firms, which make up more than 60 percent of companies listed on the city-state's stock exchange, around 10 percent of directorships were held by women in 2015. Low, but still well above the non-family firms' around 7.9 percent.