What Is Queen Bee Syndrome?
Queen Bee Syndrome refers to a workplace phenomenon in which a woman in a position of authority treats female subordinates more harshly or competitively than male colleagues, often distancing herself from other women and undermining their career progression. This pattern frequently appears in environments where women are underrepresented at senior levels, prompting some to adopt distancing behaviours and favour collaboration with male peers over female colleagues. The result can be reduced support, mentorship or advancement opportunities for junior women, perpetuating subtle but meaningful gender-based barriers.
Why Queen Bee Syndrome Matters in HR and Organisational Culture
Queen Bee Syndrome undermines efforts toward equality, inclusion and trust in the workplace. It can damage morale among women, erode solidarity, and inhibit the development of female talent pools. For organisations attempting to build diverse leadership pipelines, unchecked Queen Bee behaviours may weaken retention, reduce engagement and hinder the long-term goal of meaningful gender balance. Recognising this phenomenon helps HR teams and leaders safeguard equitable career development and foster a supportive environment.
Common Signs and Dynamics of Queen Bee Behaviour
- Reluctance to mentor or support female subordinates — Avoiding mentorship, refusing to sponsor promotions or share knowledge with other women.
- Critical or harsher evaluation of women — Holding women to stricter standards, being quick to judge errors, while showing more leniency toward men.
- Exclusion from opportunities or networks — Steering high-visibility projects, roles or promotions toward men, limiting women’s access to career-building experiences.
- Distancing from femininity and aligning with male-dominated norms — Adopting “masculine” leadership styles, reinforcing that success demands competition rather than collaboration among women.
Addressing Queen Bee Syndrome proactively helps organisations build a culture of fairness, trust and support — enabling all employees, regardless of gender, to grow and thrive. This contributes to healthier teams, more inclusive leadership pipelines and stronger overall organisational performance.
