Queen Bee Syndrome: Fact or Fiction in Modern Workplaces?
As a young, working mother navigating the corporate world, I was shocked when I experienced the bewildering sting of the "Queen Bee" syndrome firsthand.
Happily married and socially active, I had a second child on the way and a great relationship with my female boss. Everything was going great. I was working as a subcontractor for a large, well-established company.
My superior, a woman I admired immensely for being so successful at our age, was rising fast through the ranks, eventually reaching the very top in a male-dominated industry. Before she was promoted to the chief position, we socialized outside of work, attended yoga, grabbed quick midday lunches, and even attended a Lady Gaga concert together. At work, we shared our troubles and woes over coffee, resolved problems together, and generally collaborated easily. She communicated what needed to be done with me in a relatively stress-free and non-condescending manner.
One day, out of the blue, she called me into her office and canceled my contract, giving me my marching orders. I was dumbfounded. What had I done? Where had I gone wrong? Only a few days before this incident, she’d attended my massive birthday party at our work premises, gave me a stunning birthday present, hugged me, and wished me all the best for my future. Then she took it all away and left me reeling.
My colleagues (mostly men) offered their "expert" opinions, suggesting I had flaunted my personal life – my husband, my child, my pregnancy – in front of a childless, unmarried woman, provoking her jealousy and ultimately, her retaliation. My colleagues seemed surprised that I didn't see it coming.
It was at this point that I became aware of the ‘Queen Bee’ syndrome. It is a real phenomenon with tons of scientific research behind it.
What is Queen Bee syndrome?
Queen Bee syndrome is a term used to describe women professionals who rise through the ranks and then alienate more junior women, because of the threat they pose to this newly achieved position.
They become heartless drones (like Meryl Streep in Devil Wears Prada) and pretty much make work utterly miserable for their female subordinates. Once they obtain power, these Queen bees exercise their might, not just through holding their female employees back, but also in some extreme cases, resorting to what can only be classified as harassment in the workplace.
Jennifer Aniston has also noted this phenomenon in her career. She states that she is often treated worse by her female than male colleagues and recounts numerous instances where she was sidelined and bullied by women.
It turns out that this is a worldwide phenomenon, familiar to masses of women in the corporate world. To shed more light on this distressing phenomenon, University of Arizona professor, Alison Gabriel, conducted an extensive survey, analyzing workplace interactions between men and women. The study revealed that women are more likely to feel mistreated by their female colleagues than their male counterparts – as Jennifer Aniston experienced.
Decoding the Queen Bee:
Queen Bee syndrome is characterized by:
Alienation and Bullying: Creating a hostile work environment for female subordinates through exclusion, micromanagement, and verbal abuse.
Sabotage: Actively hindering the career advancement of junior women by withholding opportunities, giving negative feedback, or blocking promotions.
Gatekeeping: Maintaining a tight grip on power and resources, preventing other women from accessing them.
How does this affect employee wellbeing?
The research is a mixed bag. Studies have shown conflicting evidence regarding the prevalence of the Queen Bee syndrome in today's workplace.
Evidence Supporting the Phenomenon: Research by Professor Alison Gabriel at the University of Arizona revealed that women are more likely to experience workplace incivility from female colleagues than male colleagues. This can lead to decreased job satisfaction, increased turnover, and significant financial costs for organizations (estimated at $14,000 per employee lost).
Evidence Challenging the Phenomenon: Conversely, research by Sheryl Sandberg (Facebook COO) and Adam Grant (University of Pennsylvania professor) suggests that the Queen Bee theory may be outdated. They found that women in leadership positions often create more opportunities for other women, leading to faster promotions and increased mentorship.
I was very interested in the part of this research which focused on the individual employee's health, as I was traumatized by the experience. Being pregnant, I was already feeling ravaged by the rollercoaster of pregnancy hormones, and this incident wreaked havoc with my emotional health.
What causes the Queen Bee syndrome? Internalized Misogyny and Systemic Inequality
So, what explains these conflicting findings? The answer likely lies in a complex interplay of factors, including:
Internalized Misogyny: Women who have navigated male-dominated workplaces may have internalized societal biases and stereotypes about female competence and leadership, leading them to perpetuate these biases against other women.
Systemic Inequality: When opportunities for women in leadership are limited, a scarcity mindset can emerge, leading some women to protect their positions by hindering the progress of others.
Psychological Toll on Women Leaders: Newer research highlights that some women labeled as "Queen Bees" may be acting out of chronic stress, burnout, or pressure to conform to male-dominated corporate norms rather than pure malice.
Generational Shifts: Younger generations of women may be more likely to support and mentor each other, challenging the traditional Queen Bee archetype. A 2021 Study in The Leadership Quarterly revealed that women leaders in collaborative environments were more likely to actively help one another out.
How do you deal with Queen Bee syndrome?
Now that I had a bit more insight into what may have caused my own demise, I was more equipped to find possible solutions:
Kathy Caprino, bestselling author and career coach, suggests that you nip it in the bud. This method is more suitable if the female co-worker you are experiencing problems with is a peer and not a superior. This method is useful if, on picking up the first signs of a Queen Bee, you discuss it non-judgmentally and with positive language. For example: "I respect you and appreciate your input, but I have noticed this issue between us. I want to work it out as I would like us to have a good working relationship. What can we do to make that happen?" This approach allows all parties to create an adequate strategy to address the issue. If this does not seem plausible or doesn't work, approaching the human resource department or a superior may be the next appropriate step.
Research on this phenomenon has raised significant awareness to highlight the problem in the corporate world. It is now well-recognized, and many companies have designed policies to address this unsavory behavior in their ranks. Reframing the organizational culture more positively will help employees overcome these hurdles and guarantee sustainability and progress. This approach includes making personnel aware of the Queen Bee phenomenon and providing training to help people adequately deal with it. Paula Parfit, a business development executive, finds that one of the most successful strategies is a female mentorship program. Successful pairings facilitate growth, strengthen professional relationships, encourage communication, and set an excellent example for the rest of the employees. If you are experiencing these issues at work, you may suggest such a program to your human resource department.
Quick Tips to Combat The Queen Bee
While the Queen Bee syndrome may not be as pervasive as once thought, it's crucial to address it when it occurs. Strategies include:
Early Intervention: Address problematic behavior directly and constructively with the individual, if possible.
HR Involvement: If direct communication fails, involve HR to mediate and address the issue formally.
Mentorship Programs: Establish formal mentorship programs to foster supportive relationships between women at all levels.
Sponsorship Programs: Newer insights suggest that structured sponsorship, where senior leaders actively advocate for junior women, is one of the most effective ways to break down barriers and reduce toxic behavior.
Cultural Transformation: Promote a workplace culture that values diversity, equity, and inclusion, and actively challenges gender bias.
The Power of Female Solidarity
Ultimately, overcoming Queen Bee syndrome requires a shift in mindset. Women supporting and empowering each other is essential for creating a truly inclusive and equitable workplace. As Sandberg and Grant's research suggests, women in leadership positions can be powerful allies for other women, driving positive change and creating a more supportive environment for everyone.
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Description text gGabriel, A., Butts, M., Zhenyu, Y., Rosen, R. & Sliter, M.(2020). A Further Understanding Incivility in the Workplace: The Effects of Gender, Agency, and Communion.
Goldsmith, C. (2018). Taking The Sting Out Of Queen Bees. European CEO.
Settembre, J. (2018). What Do You Do When You Work For A Queen Bee. MarketWatch.
Parfitt, P. (2015). Three Things Holding Women Back At Work. The Guardian.
Sandberg, S., & Grant, A. (2016). Sheryl Sandberg on the Myth of the Catty Woman. The New York Times.
Bhalerao, Y. P. (2019). Is It Women Who Hold Other Women Down At Workplace, Or A Mindset? SheThePeople.
Mathur-Helm, B. (2011). Experiences with Queen Bees: A South African study exploring the reluctance of women executives to promote other women in the workplace. South African Journal of Business Management.oes here
