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Queen bee syndrome is a phenomenon first defined by C. Tavris, G.L. Staines, and T.E. Jayaratne in 1973. “Queen bee” is a derogatory term applied to women who have achieved success in traditionally male-dominated fields. These women often take on “masculine” traits and distance themselves from other women in the workplace in order to succeed. They may also view or treat subordinates more critically if they are female, and refuse to help other women rise up the ranks as a form of self-preservation.
There are competing arguments as to whether or not queen bee syndrome is simply a myth. Some believe the term “queen bee” perpetuates outdated gender stereotypes, especially since there is currently no male-equivalent term. Tavris herself has expressed regret over coining such “a catchy name” for “such a complex pattern of behavior”. She explains that the term has been misinterpreted, providing a false understanding of female dynamics in the workplace.
The queen bee phenomenon has been documented by several studies. Scientists from the University of Toronto speculated that queen bee syndrome may be the reason that women find it more stressful to work for female managers; no difference was found in stress levels for male workers.
It has been considered that part of the reason “queen bee” behavior has been untreated, or simply ignored for so long is because in its intrasexual nature, the discrimination goes virtually unrecognized. Contrary to men, when women in senior professional positions make judgements about their female subordinates, often no one will think to question whether or not it constitutes a form of gender discrimination.