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Queen bees: Do women hinder the progress of other women? | Queen bees: Do women hinder the progress of other women? |
(about 1 hour later) | |
"Women leaders are role models and mentors to other women and girls." | "Women leaders are role models and mentors to other women and girls." |
That was the claim made in a recent Deloitte study looking at the number of women in leadership roles around the world. | That was the claim made in a recent Deloitte study looking at the number of women in leadership roles around the world. |
But what if the opposite was true? | But what if the opposite was true? |
Instead of acting as mentors could successful female bosses be pulling up the ladder behind them because they perceive other women as a threat? | Instead of acting as mentors could successful female bosses be pulling up the ladder behind them because they perceive other women as a threat? |
This is the theory known as queen bee syndrome. | This is the theory known as queen bee syndrome. |
First defined by psychologists at the University of Michigan in 1973, queen bee syndrome describes a woman in a position of authority in a male-dominated environment who treats subordinates more critically if they are female. | First defined by psychologists at the University of Michigan in 1973, queen bee syndrome describes a woman in a position of authority in a male-dominated environment who treats subordinates more critically if they are female. |
Prof Dame Sally Davies, England's first female chief medical officer, used the term in 2014 when describing her own experiences in the health sector. | Prof Dame Sally Davies, England's first female chief medical officer, used the term in 2014 when describing her own experiences in the health sector. |
"I saw it particularly in medicine - queen bees preening and enjoying being the only woman," she said. | "I saw it particularly in medicine - queen bees preening and enjoying being the only woman," she said. |
Margaret Thatcher, the UK's first female prime minister, has been described as a queen bee for not promoting or furthering the careers of women in her cabinet. | Margaret Thatcher, the UK's first female prime minister, has been described as a queen bee for not promoting or furthering the careers of women in her cabinet. |
In recent decades, there has been substantial increase in the number of women in work. But when it comes to rising to the top, women remain under-represented at board level. | In recent decades, there has been substantial increase in the number of women in work. But when it comes to rising to the top, women remain under-represented at board level. |
Deloitte's study looked at 7,000 companies in 44 countries and found women made up just 15% of corporate boards around the world. | Deloitte's study looked at 7,000 companies in 44 countries and found women made up just 15% of corporate boards around the world. |
In the UK progress is being made, albeit slowly. The number of FTSE 100 companies where women make up 33% of their boards increased from 19% to 28% in the past year. | In the UK progress is being made, albeit slowly. The number of FTSE 100 companies where women make up 33% of their boards increased from 19% to 28% in the past year. |
So is queen bee behaviour hindering women's progress? | So is queen bee behaviour hindering women's progress? |
Opinion on the subject is divided. | Opinion on the subject is divided. |
Evolution | Evolution |
One recent study in the US argues the phenomenon does exist. | One recent study in the US argues the phenomenon does exist. |
Prof Joyce Benenson, a psychologist based at Emmanuel College in the US, carried out an experiment in which volunteers were asked to split money with a fictitious same-sex partner. | Prof Joyce Benenson, a psychologist based at Emmanuel College in the US, carried out an experiment in which volunteers were asked to split money with a fictitious same-sex partner. |
The leader could keep as much or as little money as he or she wanted. | The leader could keep as much or as little money as he or she wanted. |
Prof Benenson found that the high status men were consistently more willing to reward their lower status colleagues than the high status women. | Prof Benenson found that the high status men were consistently more willing to reward their lower status colleagues than the high status women. |
She says the findings are indicative of queen bee behaviour and that "women have a really hard time competing with other women". | She says the findings are indicative of queen bee behaviour and that "women have a really hard time competing with other women". |
So why were the women less generous to other women? | So why were the women less generous to other women? |
Prof Benenson puts it down to evolution, saying women are not used to forming tight same-sex groups in the way that men are. | Prof Benenson puts it down to evolution, saying women are not used to forming tight same-sex groups in the way that men are. |
This goes back to a time, she says, when females had to compete for mates and for resources for their children. | This goes back to a time, she says, when females had to compete for mates and for resources for their children. |
Prof Benenson acknowledges that her research has been controversial. | Prof Benenson acknowledges that her research has been controversial. |
When asked about the reaction from the academic community, she says: "Completely negative. | When asked about the reaction from the academic community, she says: "Completely negative. |
"It's hard for me but I try to be objective. I would like women to do better." | "It's hard for me but I try to be objective. I would like women to do better." |
'I'm not like the other women' | 'I'm not like the other women' |
While Prof Benenson believes women have evolved to behave in certain ways, other academics argue that queen bee behaviour - where it does exist - is actually a product of discrimination perpetuated by men. | While Prof Benenson believes women have evolved to behave in certain ways, other academics argue that queen bee behaviour - where it does exist - is actually a product of discrimination perpetuated by men. |
Naomi Ellemers, a professor from Utrecht University in the Netherlands, has been researching gender inequality in the workplace for 20 years. | Naomi Ellemers, a professor from Utrecht University in the Netherlands, has been researching gender inequality in the workplace for 20 years. |
She says queen bee syndrome is an unhelpful label because the term suggests women are the problem. | She says queen bee syndrome is an unhelpful label because the term suggests women are the problem. |
"It's not a case of women hindering other women and men can't do anything about it," she says. | "It's not a case of women hindering other women and men can't do anything about it," she says. |
Prof Ellemers says queen bee behaviour is a response to sexism, where some women try to distance themselves from other women. | Prof Ellemers says queen bee behaviour is a response to sexism, where some women try to distance themselves from other women. |
In 2011, Prof Ellemers and her colleagues carried out a study asking Dutch policewomen to recall specific experiences of being discriminated against. | In 2011, Prof Ellemers and her colleagues carried out a study asking Dutch policewomen to recall specific experiences of being discriminated against. |
They found that being reminded of gender discrimination prompted participants to downplay the sexism they had experienced. | They found that being reminded of gender discrimination prompted participants to downplay the sexism they had experienced. |
It also triggered queen bee behaviour among policewomen who identified weakly with other women at work. | It also triggered queen bee behaviour among policewomen who identified weakly with other women at work. |
"They are being taught to be successful in the organisation you need to adopt male characteristics," Prof Ellemers says. | "They are being taught to be successful in the organisation you need to adopt male characteristics," Prof Ellemers says. |
"They cope with gender bias by demonstrating they are different from other women." | "They cope with gender bias by demonstrating they are different from other women." |
These women use phrases such as: "I'm not like the other women, I'm much more ambitious." | These women use phrases such as: "I'm not like the other women, I'm much more ambitious." |
Prof Ellemers calls this "self-group distancing" - a response that is also found among other groups that are under-represented at work - and argues queen bee syndrome is a product of gender stereotyping. | Prof Ellemers calls this "self-group distancing" - a response that is also found among other groups that are under-represented at work - and argues queen bee syndrome is a product of gender stereotyping. |
Brenda Trenowden, head of financial institutions Europe at ANZ bank and the global chair of the 30% Club, a campaign seeking to increase the representation of women on boards around the world, dismisses queen bee syndrome entirely. | Brenda Trenowden, head of financial institutions Europe at ANZ bank and the global chair of the 30% Club, a campaign seeking to increase the representation of women on boards around the world, dismisses queen bee syndrome entirely. |
"It's a big red herring," she says. | "It's a big red herring," she says. |
'Women dressed like the men' | 'Women dressed like the men' |
Male-dominated companies, she says, need to recognise the leadership traits that women can bring, such as collaboration and empathy. | Male-dominated companies, she says, need to recognise the leadership traits that women can bring, such as collaboration and empathy. |
The culture is changing but slowly, according to Ms Trenowden. | The culture is changing but slowly, according to Ms Trenowden. |
She says: "15 or 20 years ago women dressed like the men. I wore a woman's navy business suit, a white blouse and a red scarf because you needed to fit into the landscape. | |
"Women now wear dresses and bright colours; they've realised they don't need to be like men anymore." | "Women now wear dresses and bright colours; they've realised they don't need to be like men anymore." |
In 2015, researchers at Columbia Business School and the University of Maryland's business school carried out a study of America's 1,500 biggest companies. | In 2015, researchers at Columbia Business School and the University of Maryland's business school carried out a study of America's 1,500 biggest companies. |
They wanted to know why women were under-represented in the top tiers of management. | They wanted to know why women were under-represented in the top tiers of management. |
They discovered when a woman had been appointed as a chief executive, other women were more likely to be promoted to senior positions. | They discovered when a woman had been appointed as a chief executive, other women were more likely to be promoted to senior positions. |
But when a company was headed by a man, it was much harder for more than one woman to make it into senior management. | But when a company was headed by a man, it was much harder for more than one woman to make it into senior management. |
The research found that the probability of a second woman becoming a senior manager fell by 51% when the chief executive was male. | The research found that the probability of a second woman becoming a senior manager fell by 51% when the chief executive was male. |
The study argued an "implicit quota" was to blame. | The study argued an "implicit quota" was to blame. |
It found that male-dominated leadership teams felt pressure to increase women's representation and would make an effort to have a small number of women in top management. | It found that male-dominated leadership teams felt pressure to increase women's representation and would make an effort to have a small number of women in top management. |
Losing its sting | Losing its sting |
Queen bee syndrome is a controversial subject. | Queen bee syndrome is a controversial subject. |
The theory seeks to establish a cause and effect relationship between perceived female behaviour traits and the lack of representation at the top of management. | The theory seeks to establish a cause and effect relationship between perceived female behaviour traits and the lack of representation at the top of management. |
In doing so it makes sweeping generalisations about the way all women behave. | In doing so it makes sweeping generalisations about the way all women behave. |
This is a very difficult link to prove. It also ignores the role that men may play. | This is a very difficult link to prove. It also ignores the role that men may play. |
The very existence of the term is perhaps one of many examples of sexism at work. | The very existence of the term is perhaps one of many examples of sexism at work. |
As Sheryl Sandberg, Facebook's chief operating officer, observed last year: "Women aren't any meaner to women than men are to one another. Women are just expected to be nicer". | As Sheryl Sandberg, Facebook's chief operating officer, observed last year: "Women aren't any meaner to women than men are to one another. Women are just expected to be nicer". |
Most research suggests that since the concept first gained traction in the 1970s, queen bee syndrome has lost its sting. | Most research suggests that since the concept first gained traction in the 1970s, queen bee syndrome has lost its sting. |
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