FROM QUEEN BEE TO QUEEN HIVE

Sharon Claffey Kaliouby reveals the “5 Bs” to overcome Queen Bee Syndrome and empower all women to lead change and innovation in learning.

In an era defined by rapid change and technological advancement, the role of women in shaping the future of learning and leadership has never been more critical. As we navigate 2025, it’s clear that women are not just participating in the corporate learning space; they are actively driving its transformation with bold, strategic, and inclusive approaches. Yet, there is still work to be done, and before we can address the external barriers that allow women to carve out a space in L&D, there is one worrying issue that prevents the collective female hive from flourishing - “Queen Bee Syndrome”.

This term describes a situation where a woman in a leadership position doesn’t support other women’s career growth, or might even work against it. It’s important to understand that this behaviour isn’t usually about a woman’s personality; instead, studies suggest it’s often a coping mechanism in male-dominated environments where women feel pressured to distance themselves from other women to succeed. Researchers even recommend using “self-group distancing” instead, to highlight the systemic issues behind it.

The business case for gender-diverse leadership is undeniable, with companies boasting higher profitability and retention rates - so join us as we uncover how women are uniquely positioned to lead the charge in creating human-centred learning solutions and a more equitable future.

Panellists Catherine McGaw and Anu Roy discussed the need to “debunk” this syndrome at the Learning Technologies Conference, London in April. In a show of support, over 130 men and women wore tiny wooden bee badges, symbolising a push to “reverse the curse” of the Queen Bee Syndrome and position the “Queen Bee” as a positive role model for empowering women leaders.

In this article, we will explore key strategies, often overlooked statistics, and emerging trends that underscore the power of female leadership.

We will introduce the “5 Bs”

• Benchmarking

• Being Bold

• Building Bridges

• Breaking Barriers

• ...and looking Beyond

- as a way to leave the outdated “Queen Bee Syndrome” in the past, together with revealing actionable insights for fostering environments where women thrive.

The “5 Bs” offer a powerful strategy to empower women and counteract the “Queen Bee Syndrome.” These five actionable strategies aim to transform the perception of women in leadership and guide them in positive ways:

Benchmarking: Setting the Standard for Excellence

This involves looking at key metrics and benchmarks to highlight the progress women are making in business, technology, and learning. By analysing data and setting clear goals, organisations can create a roadmap to empower women in leadership roles, ensuring they have opportunities to thrive.

For example, Jordan leads globally with 62% of managerial positions held by women, while France is at the top of G7 nations with 45.4% female board representation. In tech, Nordic countries are European leaders with 32% of senior tech management roles held by women. Even though corporate Learning & Development (L&D) is a female-dominated field, only 30% of women hold senior leadership roles, and less than 20% are in C-suite positions. It’s worth noting that some of these statistics are preliminary, and more research is needed, especially from regions like Africa.

Being Bold: Embracing Innovation and Risk

The future of learning requires boldness – the willingness to innovate and take calculated risks. Women leaders in L&D are already redefining traditional learning by using new technologies and encouraging experimentation. This includes embracing AI, personalised learning, and inclusive design. Being bold also means challenging existing norms and advocating for accessibility and equity in learning environments, ensuring they meet the unique needs of diverse workforces.

Building Bridges: Fostering Collaboration and Connection

Women leaders excel at building connections across teams, departments, and even entire organisations. In 2025, cross-functional collaboration is more important than ever, and women in L&D are using their strong interpersonal skills to build connections that improve learning outcomes and drive innovation. Mentorship and sponsorship programs, often led by women, are great examples of this, supporting the growth of emerging leaders and creating a ripple effect throughout organisations. At the Learning Technologies Exhibition & Conference in London, “Networking” was the number one topic “flip-charted” under “Building Bridges,” followed by “Mentoring/Coaching.”

Interestingly, some research suggests women are less likely to network than men, but this was strongly challenged on a LinkedIn post with over 1100 impressions, where many argued that women are excellent, intuitive networkers. Studies show that 67% of women with mentors feel more confident in their roles, and sponsored employees are three times more likely to advance their careers.

Breaking Barriers: Overcoming Challenges and Advancing Equity

Despite progress, women in corporate learning still face obstacles like unconscious bias, limited leadership opportunities, and not enough representation in decision-making roles. However, women leaders are actively breaking these barriers through their resilience, advocacy, and innovative approaches. Organisations are implementing policies that promote gender equity and inclusion, and women in L&D are using their platforms to amplify under-represented voices, paving the way for a more inclusive and equitable future.

Support women in joining women-led professional organisations. Look for your corporate business resource groups dedicated specifically to women; some examples: “Women Who Lead”, the Women Forum - Lets Grow Together, Women Initiative Network (WIN), Women in Tech (WIT), and LeadHERship Lab.

Beyond! Women are Shaping the Future of Learning

This final “B” emphasises the evolution from “Women in Learning” to “Women in Technology,” highlighting a future where empathy, creativity, and resilience redefine innovation. Women are uniquely suited to shape technologies like AI, leveraging their ability to create human-centred solutions that connect, inspire, and elevate. Women in learning tech leadership roles are already making strides in places like Jordan, the Philippines, and the Nordic countries, driving innovation, increasing profitability, and ensuring the continued relevance of the Corporate L&D industry. They hold the key to advancing gender equity and ensuring AI and other transformative technologies reflect humanity’s diverse tapestry.

Sweet Statistics

Preliminary statistics on women in leadership across various sectors show promising trends and areas for growth.

Women in Business:

Jordan leads globally with 62% of managerial positions filled by women.

The Philippines achieves parity with 43% of senior management roles held by women.

In Europe, Austria is at the top with 34.6% of board members in listed companies being women, followed by the UK at 37.8%. France leads the G7 nations with 45.4% female board representation, and Canada tops the G20 with 51.1% of civil service leadership positions held by women.

Women in Tech

This is still a challenging sector for gender equity. Women make up 25-28% of the global tech workforce, but only 11-15% of C-suite roles.

Nordic countries in Europe lead with 32% of senior tech management roles held by women, and Singapore is emerging as a regional leader in Asia Pacific.

Women in Learning

While Corporate L&D is a female-dominated field, only 30% of women hold senior leadership roles, and less than 20% occupy C-suite positions.

The UK and Ireland show strong representation in senior L&D roles, with Nordic countries leading in leadership equity.

Gender-diverse L&D leadership teams report 35% higher employee engagement and 30% stronger innovation capabilities.

The journey ahead requires a commitment to women leaders who remain agile, embracing new technologies and methodologies that enhance their impact.

The case for more women in leadership

Companies with diverse leadership teams are reported to have 50% higher profitability and 42% better employee retention rates.

Firms with more women on their boards consistently outperform those with fewer.

Globally, women now earn more bachelor’s, master’s, and doctoral degrees in many countries, and control a significant portion of household spending – about 70% or $12 trillion in developed countries.

Nordic countries lead in gender equity, with women holding 40% of tech leadership roles in some regions.

Companies in the top quartile for gender diversity are also 15% more likely to outperform their competition.

Want to contribute to the “2025 State of the Industry Report on Women in Learning” ?

This report aims to be a collaborative effort, not just the work of one person. If you’re interested in sharing anecdotes, statistics, or other information, you’re encouraged to join the #WomeninLearning LinkedIn Group or reach out to Sharon Claffey Kaliouby.

All contributions will be cited if requested, to ensure the report accurately reflects the industry and helps keep corporate learning relevant in an ever-evolving learning technologies landscape.

Sharon Claffey Kaliouby is an advocate for analytics-led, personalised workflow learning and supporter of an environment committed to a more inclusive future.

Connect with her here: https://www.linkedin.com/in/sharonkaliouby18/

Resources/footnotes for this article

www.grantthornton.com

www.trainingindustry.com

www.harvardbusiness.org

www.chieflearningofficer.com

Harvard Business Publishing: Women Leading Change in L&D

CIPD (UK): Responsible AI in Workplaces

World Economic Forum: Global Gender Gap Report 2025

Grant Thornton International Ltd.: Women in Tech Leadership

McKinsey & Company: The Business Case for Diverse Leadership

McKinsey & Company: Women in the Workplace 2024: The 10th-anniversary report

The OCM (UK): ELECTRIC Conversations Programme

Russell Reynolds Associates: Diversity Challenges in Leadership

IMD Business School: Women in Leadership Insights

BFT Online: Achieving Gender Equity Through Innovation & Technology

World Economic Forum: When women lead, economies leap: Gender parity lessons from around the world

Benchmarking Footnotes

Harvard Business Publishing: Global Leadership Development Study

Grant Thornton International Ltd.: Women in Business 2025

Russell Reynolds Associates: Gender Diversity in the C-suite (Diversity Challenges)

IMD Business School: Women in Leadership - Insights from the Boardroom and beyond

World Economic Forum: Global Gender Gap Reports 2018 – 2025