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Queen Bee Syndrome” Is Pervasive—And It’S Not New

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Queen Bee Syndrome” Is Pervasive—And It’S Not New SPRING 2013 VOL. 1, NO. 3 From the Chair of the Women’s Network Executive Council hanks to all of you who participated in the ACE Women’s Network State Coordinators’ Leadership Conference in March! I was inspired by the col- legiality, the shared purpose, and the diversity of perspectives and experi- ences among the group. TOne of the clear messages from the conversations at the meeting was the impor- tance of mentors—both women and men, who can provide guidance, perspective, support, and ideas when they are needed. Many of the women who are already serv- ing in leadership positions can link their success to one or more mentors who helped them at critical points in their careers. I was particularly interested in how people described not only who their most important mentors were, but why—and what they had learned from those mentors. As we were discussing the best ways to help other women during the conference, the concept of the “Queen Bee” arose. I was unfamiliar with the term, although I cer- tainly understand the meaning. The Queen Bee is a woman who does not help other women; indeed, the Queen Bee may actively block advancement and undermine LISA A. ROSSBACHER other women. Her attitude can be summarized as, “My career progression was tough for me, so I’ll make it tough for you.” When I returned to my home campus after the conference, I learned that “Queen Bee Syndrome” is pervasive—and it’s not new. The term dates to the 1970s, when The ‘Queen Bee researchers at the University of Michigan identified the workplace behavior that some women exhibit. One of the interesting outcomes is that this may lead to women being more comfortable working for men than for other women, which is an unfortu- Syndrome’ is nate situation. The Wall Street Journal published an excellent summary on March 6, 2013, in an article titled “The Tyranny of the Queen Bee.” pervasive—and I shared this article with a group of colleagues here at Southern Polytechnic State University (SPSU), and we’ve had some interesting conversations about Queen Bees, including the possible connections between Queen Bee Syndrome and bully- it's not new. ing. Research by the Workplace Bullying Institute indicates that men are more likely (60 percent) to exhibit bullying behavior and women are more likely (57 percent) to report being the targets of this behavior, but when women are the bullies, their tar- gets are most likely to be other women (71 percent). Is this a Queen Bee alert? In dis- Inside: cussing this issue with colleagues here at SPSU, the most consistent explanation for bullying that I have heard is, “It’s all about power.” So are the Queen Bees. 2 Summary of the ACE Some scholars of the topic believe that academia may generate more bullies than Women's Network State many other professions. Possible reasons include faculty members who become Coordinators' Leadership Conference supervisors or administrators without ever having had appropriate management training, the perceived protection of tenure and the growing numbers of adjunct fac- 3 From the Director ulty with far less job security, and decentralization (as in “silos”) that can constrain individuals from reporting or seeking a solution outside of the department. 4 ACE Honors Juliet V. García for Lifetime Achievement, One of the benefits of this year’s state coordinators’ conference has been the range Pays Tribute to Karen S. of conversations that started there and which have continued since then. Thank you Haynes with 2013 Donna all for being part of this dialogue. Shavlik Award On the next page is a summary of some of the other conversations from our con- 5 2013 State Network ference. I tried to capture some of the highlights of the meeting—and I admit that I Leadership Award Winner had some fun doing it. If you were able to attend, I hope this summary reminds you of our discussions and ideas. And if you weren’t there? I hope this gives you a flavor 6 ACE Women's Network of what an interesting time we had. Events Rossbacher is president of Southern Polytechnic State University (GA) and chair of the ACE Women’s 8 Moving the Needle Network Executive Council for 2012–14. 10 Notes from the Editor Summary of the ACE Women’s Network State Coordinators’ Leadership Conference Washington, DC, March 2–3, 2013 This coordinators’ conference We heard from Terry Hartle At the dinner, Juliet, Karen, and Was filled with conversation. About cockroaches and beetles, Christine inspired us, We really worked hard. And we talked about how And raised good ideas This was not a vacation. To move all those needles. That we want to discuss. The finished handbook We learned about resources, We heard about forums, Got a rousing ovation, Websites, and tools, Where we all want to go, As did the people How to search for info To Virginia and New York and— Who worked so hard on its creation. And other things cool. Especially—Fargo. We emphasized the importance We considered Facebook, And if there’s one thing Of network support LinkedIn, and Twitter We agreed on conclusively, By colleagues and friends As communication schemes It’s our collective commitment Who try not to distort That can be home-run hitters. To excellence, inclusively. Their ideas and perceptions, We enjoyed meals and desserts We appreciate the great work Perspectives, and views. With great delectation, Of Kim, Debra, Lachone, They tell us the truth. And we had enough caffeine And Gailda—who managed They walk in our shoes. To avoid total sedation. To put this all on. We considered the importance We talked about avoiding We’ll be headed back Of officer and sponsor rotation The mentor gone bad— To our networks, by state, And serving in terms The “Queen Bee” advisor To share and to grow— Of limited duration That I bet we’ve all had. And not sequestrate. To refresh the ideas, An important topic To give some a break— Was succession planning— —Lisa A. Rossbacher And allow some new people And thinking ahead To give and to take. With environmental scanning. We heard advice Our discussion of logos To think big and think small, Could be called—lively’s a word. To take calculated risks, Energetic’s another. To hang in for the long haul. Empassioned’s a third. Do you know any women who could become leaders in higher education? If so, you can help them tap their potential by nominating them for ACE’s National Women’s Leadership Forum. June 19–21, 2013 December 4–6, 2013 The Westin Arlington Gateway Hilton Alexandria Mark Center Arlington, VA Alexandria, VA National Women’s Leadership Forums take place every June and December in the Washington, DC metro area. Space is limited to 40 participants, and nominations are reviewed for admission on a first-come, first-served basis. (Self-nominations are welcome.) A registration fee of $1,200 for ACE members or $1,500 for nonmembers covers all programming and materials, three breakfasts, three lunches, and one dinner. Email nominations to [email protected]. Please include the nominee’s name, title, institution, phone number, fax number, and email address. For additional information, visit the ACE website (acenet.edu) or call Debra Louallen-Cole, senior program manager, ACE Inclusive Excellence Group, at (202) 939-9390. 2 NetworkNews From the Director Dear Colleagues: We are pleased that the ACE Women’s Network Executive Council is poised to seize the moment In 2010, ACE hosted a Moving and continues to place deliberate focus on this the Needle roundtable with an issue with the Moving the Needle initiative. examination of the findings from The initiative remains steadfast in calling on the 2008 ACE Spectrum Initiative women leaders to examine the cultural, struc- report Broadening the Leadership Spectrum: tural, and institutional factors that are prevent- Advancing Diversity in the College Presidency. ing greater numbers of women and racial/ethnic We learned then that minorities from reach- many Americans believe ing top leadership that women’s battle for positions in higher gender parity in the work- education. The upcom- place has already been ACE Women’s ing meeting will won. This is far from the include an extended reality. Although women Network Executive examination of the now earn the majority landscape of women’s of all college degrees Council is poised to leadership programs (57 percent) and are well- around the country. represented in entry- seize the moment This will enable us to and mid-level positions discover opportunities in most sectors of the and . move the to collectively impact economy, they have made the underrepresenta- surprisingly little progress needle forward. tion of women in the in advancing to the board- college and university rooms and the executive presidency. suites. This truth holds ACE is pleased to true for higher education. host the third Moving ACE’s report The American College President the Needle initiative roundtable on June 18, 2013, 2012 provides an update on the status of women at the Westin Arlington Gateway hotel in north- in senior leadership roles and in the college ern Virginia. This meeting will bring women presidency. leaders together to facilitate an exchange of The study revealed that the share of women ideas, examine women’s leadership programs, college and university presidents was holding at and shape an agenda for moving the needle. 26 percent in 2012, an increase of only 3 percent We would be delighted if members from the since 2006. The stubborn glass ceiling is firmly networks around the country could join us.
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