‘Queen Bee Syndrome’ Explained
Let’s dive into corporate culture and discuss this recent trend.
The era of fourth-wave feminism, the development of women’s leadership, and the representation of minorities around the world. We are moving away from subjective canons about standards of beauty, work rhythm, parenthood, and social life in general. We are discovering new boundaries for ourselves, where there is a place for everyone, and where we feel unity. I would continue this wonderful monologue about the development of society, but everything is not so simple and bright. Despite constant conversations about equality, intersectionality, body positivity, and other related topics, there are still issues that require our undivided attention.
So, in 2021, women occupied about 52% of management positions in the United States. Since the COVID pandemic, women have created about a third of all new businesses, and according to 2019 data, only 20% of females held seats on the board of directors. Women are now increasingly involved in the corporate sector, developing new trends and bringing expanded ideas to improve companies. However, recently, the term ‘Queen Bee Syndrome’ has been heard more and more often.
What is this phenomenon? Let’s figure it out.
Roots from history
The name was coined by social psychologist Carol Tavris back in the 1970s to describe women who have achieved high positions in the workplace, in fields that are mostly occupied by men. Women leaders try to keep their distance, maintain subordination, and do not allow emotionality in their behavior. They may also be cynical about colleagues and employees of lower status, reinforcing the idea of their superiority and dominance in the company. Subsequently, the psychologist expressed serious concern about the correct understanding of the phenomenon, since female leadership is a very broad concept that can take various forms and is not necessarily associated with misogyny.
The reasons for this behavior lie in the same stereotypical categories about modern society. Thus, back in 2011, researchers at Utrecht University found that women who experienced the most frequent cases of gender discrimination at the beginning of their careers were later more likely to exhibit ‘Queen Bee’ qualities. Moreover, such behavior is reinforced as a way of protecting and maintaining one’s place, because more skilled competitors may take it.
Media influence
The best example I can think of is Miranda Priestly from ‘The Devil Wears Prada’.
‘I Had Hope. Anyway, You Ended Up Disappointing Me More Than Any Of The Other Silly Girls’.
We saw power, strength and the very leadership that we were not initially given to the full extent. Yes, the film was a huge advertisement for the fashion industry. Many girls wanted to be like Miranda (or, at least, like Emily), to be this self-sufficient editor-in-chief with a Starbucks latte and a bunch of tasks for the day. On the one hand, the trend towards productivity and self-realization has indeed given millions the opportunity to reconsider their principles and come out of the shadows. On the other hand, we are faced with the problem of discrimination from those who are higher than us in the industry, and as I said earlier, these can also be women. Hence, The Workplace Bullying Institute found in 2017 that in 80% of cases, women are bullied at work by other women. And, sadly, since then, the situation has not changed much. Even though in general we are less prone to bullying, if the aggression is present, it is in relation to other females in 68% of situations. Social surveys show that people’s assessment of leadership is rather one-sided. For example, a powerful man in the role of CEO is the top person, because he has become so successful and has the right to dictate terms. And the same powerful woman who has made her way through long and hard work is characterized as ‘dissatisfied’ or most likely ‘unhappy in her personal life’.
Multiculturalism and the role of the region
Of course, leadership style is influenced by culture, territory, and national aspects. Therefore, it is quite difficult to see the full picture. Namely, in Western countries, women can be more strict and directive in their positioning; in Arab cultures and Eastern countries, this approach is less welcomed, and the soft power method may be used.
There is a classification based on leadership style, which is divided into assertive and reserved. The first is about the active promotion of your ideas and a certain aggressiveness in the approach. The second is about a more empathic and progressive view, taking into account the opinions of others and weighing all the facts. For example, according to surveys among citizens of various countries in 2015, when asked, ‘Who would you like to see have an assertive approach?’
The following answers were given:
- China: 32% in women, 90% in men;
- India: 44% in women, 82% in men;
- Russia: 27% in women, 59% in men.
In other words, society still views women as soft leaders, and showing strength is perceived in a negative light. Hence, we have a picture of ‘Queen Bee’ Syndrome.
Last point
From all of the above, there is not necessarily something wrong with women. On the contrary, the problem lies in society and its development. It is important not to change the female population, but to change the assessment of actions and the surrounding stigmatization. That’s why we introduce new trends, that’s why we try to delve deeper into the globalization agenda and strive to get to know ourselves and the people around us.
Women’s leadership can be different. Soft, rough, progressive, or expressive. It is crucial to observe moral principles and strive to improve the world, not destroy it.
