Empowering women and achieving gender equality are not just moral imperatives-they are global development goals. As one of the United Nations’ Sustainable Development Goals (SDG 5), the issue of gender equality has long been a key priority on ASEAN’s agenda. Since the 1988 Declaration on the Advancement of Women, and more recently through the 2022 Declaration on Promoting Women Entrepreneurship and the ASEAN Community Vision 2025, ASEAN has reaffirmed its commitment to women’s empowerment. Despite the growth in female labor force participation, women remain underrepresented in leadership roles in both business and politics across the region.

Interestingly, ASEAN has a relatively high share of female-led firms compared to other regions-but here is the paradox: their performance, measured in labor productivity, tends to fall below the overall average, and even more so compared to other regions. That raised a critical question: Can digital quotient, as a measure of firms’ familiarity with and engagement in digital technologies, help close this productivity gap?

This study offers both quantitative and qualitative evidence in response. In Chapter 2, we conduct descriptive and econometric analyses using World Bank data-including Gender Statistics; Women, Business and the Law; and the Enterprise Surveys-focused on Indonesia, Philippines, and Vietnam. The data reveal that male workers are generally more active and stable in economic participation. Male managers have greater access to digital and financial tools. Firms with digital engagement (i.e., having a website or using social media) report higher sales, while female-led firms show lower sales. Notably, female-led firms that are digitally active outperform their non-digital counterparts-offering a hint that digital quotient might be part of the solution. We go on to detail the empirical modeling using the World Bank Enterprise Survey to estimate labor productivity. A Cobb–Douglas production function is specified, with digital quotient and female leadership as key variables. OLS and quantile regressions show a significant negative association between female leadership and labor productivity, and a significant positive association between digital quotient and labor productivity. Importantly, the coefficient on digital quotient is large enough to offset the negative effect of female leadership in some contexts. However, the interaction term between digital quotient and female leadership is not statistically significant-suggesting that digital quotient may compensate for, but not amplify, labor productivity in female-led firms. Robustness checks using winsorized data, and propensity score matching confirm these results.

In Chapter 3, we turn to real-world voices-via expert consultations and interviews with business leaders-to understand how digital quotient affects female-led firms. Motivations for digitalization ranged from surviving the COVID-19 downturn to expanding sales and strengthening innovation. Many firms relied on support from governments, NGOs, and donor programs. Most leveraged social media and e-commerce platforms, reporting increased sales, wider product portfolios, and better customer engagement. However, digital quotient was also associated with certain challenges, including technical issues, cybersecurity risks, and even unintended shifts in business models.

Finally, this study offers policy implications tailored for ASEAN. Governments should promote digital literacy and quotient, support inclusive digital tools, and amplify success stories to inspire others. Regional efforts should aim to build localized digital quotient indicators and foster programs that reflect ASEAN’s unique entrepreneurial landscape.