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'''Queen Bee Syndrome''' is a phenomenon often observed in the workplace, where a woman in a position of authority views or treats subordinates more critically if they are female. This term was coined by G.L. Staines, T.E. Jayaratne, and C. Tavris in 1973.

== Overview ==

The [[Queen Bee Syndrome]] is a term used to describe a woman who has achieved success in her career but does not help other women do the same. Instead, she may actively hinder the progress of other women, particularly subordinates. This behavior is often driven by the desire to be seen as an exception, rather than the norm, among women in positions of power.

== Causes ==

The causes of Queen Bee Syndrome are complex and multifaceted. They can include internalized misogyny, competition for limited resources, and the pressure to conform to traditional gender roles. Some researchers suggest that women who exhibit Queen Bee behaviors may do so as a defensive response to gender bias in the workplace.

== Impact ==

The impact of Queen Bee Syndrome can be significant, both for individuals and organizations. It can lead to decreased job satisfaction, increased turnover, and a lack of mentorship for younger or less experienced women. At an organizational level, it can contribute to a lack of diversity in leadership roles.

== Mitigation ==

Mitigating the effects of Queen Bee Syndrome requires a multifaceted approach. This can include promoting a culture of mentorship, implementing policies that support diversity and inclusion, and providing training to raise awareness of the issue.

== See also ==

* [[Glass ceiling]]
* [[Tokenism]]
* [[Workplace bullying]]
* [[Sexism]]

== References ==

<references />

[[Category:Workplace]]
[[Category:Gender studies]]
[[Category:Psychology]]
[[Category:Syndromes]]

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Queen bee syndrome - Revision history

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