The Evolution of Women Working Together: From Division to Collaboration
I was doing some research on topics that women search for on Google. I was surprised when I typed “Women Working” and found that one of the top searches was “Women Working Together.” Honestly, I feel like we are past women who don’t work well together. I work in a Supply Chain role, and while it is still a male-dominated industry, I have a lot of female coworkers. I can’t think of any that don’t work well together. One woman in the last few years was super challenging to work with, and she left. Ironically, she worked in HR, not somewhere you expect to see that type of behavior. I don’t think that is the norm, though. So why are we searching for women working together? Is that still an issue? Are there lingering feelings about women being challenged to work with stereotypes that were pervasive into the early 2000s?
Introduction
The topic of women working together has gained increased attention in recent years, as professional networks, advocacy movements, and workplace policies now emphasize collaboration and solidarity. However, this growing emphasis represents a significant cultural shift from historical patterns, where women often found themselves divided by systemic barriers, stereotypes, and limited opportunities. Understanding the history of women not working together alongside the current momentum toward unity highlights the complex dynamics of gender collaboration. This article explores the historical roots of division among women and the modern resurgence of collective efforts shaping the future.
The Historical Roots of Division
Woman working on a computer in the 1950s.
Throughout history, women have often needed help collaborating effectively due to societal structures, limited resources, and competition. Below are key factors contributing to women's failure to work together in various contexts.
1. Patriarchal Systems and Social Hierarchies
Domestic Roles: Traditional gender roles kept women confined to the domestic sphere, preventing them from uniting in the workplace or public life.
Class Divides: Feminist movements of the 19th and early 20th centuries, led chiefly by upper-class women, often overlooked the needs of working-class women, leading to fractured efforts.
Example:
While suffragists focused on securing voting rights, working-class women and women of color struggled for labor protections, highlighting the division between different groups of women.
2. The "Queen Bee" Phenomenon
In male-dominated industries, the scarcity of leadership roles led some women to adopt competitive behaviors, distancing themselves from other women to secure their positions. I saw this to some degree when I graduated in 2000. I found that many women, typically older women, were not welcoming. Women within 5-10 years of my age were more accepting.
Tokenism: Limited spaces for women in management reinforced the idea that success was a zero-sum game, where one woman’s advancement came at the expense of others.
Example:
During the 20th century, women in corporate leadership were sometimes criticized for not mentoring others, reflecting fears that supporting younger women could threaten their status.
3. Exclusion in Feminist Movements
First and Second Wave Feminism: These movements prioritized the issues of white, middle- and upper-class women, marginalizing women of color, LGBTQ+ women, and working-class women.
Intersectional Tensions: Many marginalized women felt alienated by mainstream feminism, further fragmenting efforts to create unified change.
Example:
Activists like Audre Lorde criticized the feminist movement for failing to address the needs of Black women, underscoring the challenges of building inclusive solidarity.
4. Cultural Narratives and Media Reinforcement
Popular culture has long perpetuated stereotypes that women are naturally competitive, particularly over relationships, appearance, and social status.
Movies and TV shows often portrayed women as rivals rather than collaborators, reinforcing the narrative that women couldn’t work together harmoniously.
Example:
Films like Mean Girls exemplify the trope of female competition, where social dynamics are framed around rivalry rather than support.
The Shift Toward Collaboration in the Modern Era
In contrast to historical division patterns, today’s women increasingly recognize the power of working together. Modern movements, professional networks, and changing workplace dynamics reflect a growing focus on collaboration over competition. Below are the key factors driving this shift.
1. Gender Diversity and Inclusion Initiatives
Companies are now prioritizing gender diversity, creating mentorship programs and inclusive policies that encourage women to collaborate.
Equal Pay and Representation: More women are advocating for policies to address the gender pay gap and systemic discrimination, working together to amplify their voices.
Example:
Workplaces are implementing female-led mentorship programs to foster collaboration and break down the “Queen Bee” mentality that previously hindered women’s support for each other.
2. The Rise of Networking Communities and Movements
Professional networks, such as Lean In and The Wing, provide platforms for women to connect, share opportunities, and support one another. Many companies are also creating employee networks, including Women’s Leadership Networks.
Entrepreneurship Circles: Women entrepreneurs increasingly collaborate by sharing resources, advice, and business strategies through local and virtual networks.
Example:
Movements like #WomenSupportingWomen on social media encourage women to uplift one another, helping to reshape narratives around female competition.
3. Representation and Role Models in Leadership
As more women take on leadership roles, they serve as mentors and role models, demonstrating the value of collaboration for career success. I frequently work with our college graduates, regardless of gender. I believe it helps both groups see the benefits of working for and with women and gives them different perspectives than my male counterparts.
Shared Leadership Styles: Research shows that women tend to adopt more collaborative leadership approaches, which align with modern workplace demands.
Example:
High-profile leaders like Jacinda Ardern and Ngozi Okonjo-Iweala emphasize empathy and teamwork, inspiring more women to adopt collaborative leadership models.
4. Impact of Social Movements and Online Activism
#MeToo and Time’s Up: These movements highlight the importance of solidarity, encouraging women to stand together against harassment and discrimination.
Intersectionality in Activism: Modern feminist movements are more inclusive, embracing the diverse experiences of women across race, class, and sexual orientation.
Example:
The intersectional nature of the #MeToo movement has shown how women from different backgrounds can unite to challenge power structures, creating a stronger, collective voice.
5. Changing Cultural Narratives
From Competition to Collaboration: Society is shifting away from outdated stereotypes of female rivalry with new narratives that celebrate women’s collaboration and mutual success.
Media Representation: Stories about supportive female friendships and professional partnerships are becoming more prominent in books, TV, and movies.
Example:
Recent media, such as Little Fires Everywhere and The Bold Type, highlight women supporting each other through personal and professional challenges, promoting positive collaboration.
Ways Women Can Support Each Other—and How Men Can Help
How Women Can Support Women in the Workforce
Mentorship and Sponsorship:
Senior women can serve as mentors by providing career guidance, advice, and emotional support.
Women in leadership roles can act as sponsors, using their influence to advocate for promotions and growth opportunities for other women within the organization.
Creating and Joining Networking Groups:
Women can build formal and informal professional networks where they share job leads, industry insights, and best practices.
Examples include Lean In Circles and entrepreneurial support groups where women uplift and promote each other’s work.
Promoting Pay Transparency:
Helping others negotiate better pay promotes equal compensation and narrows gender pay gaps. This is an area where having a trusted mentor can be very helpful.
Encouraging colleagues to speak up during reviews ensures fairer treatment and recognition of achievements.
Challenging Stereotypes and Biases:
Women can actively counter stereotypes, like the "Queen Bee" narrative, by fostering a culture of collaboration.
Calling out biased behavior and addressing microaggressions creates a safer, more inclusive environment.
Advocacy and Inclusion:
Supporting diverse women—including those from marginalized backgrounds—strengthens intersectional collaboration.
Amplifying each other’s voices, especially in male-dominated environments, ensures that diverse perspectives are heard.
How Men Can Support Women in the Workforce
Be an Ally, Not a Competitor:
Men can advocate for their female colleagues by sharing credit for ideas and accomplishments.
Listening to and validating women’s experiences of workplace bias encourages a more inclusive culture.
Mentor and Sponsor Women:
Men in leadership positions can mentor women and recommend them for high-visibility projects and promotions.
Sponsoring talented women by nominating them for awards or critical roles ensures equitable career advancement.
Address Bias and Harassment:
Men must challenge sexist behavior and call out microaggressions when they see them.
Being proactive in preventing harassment and supporting women who report inappropriate behavior is essential.
Support Parental Leave and Work-Life Balance:
Advocating for family-friendly policies, such as flexible work hours and parental leave, helps men and women achieve a healthy work-life balance. The company I work for now offers six weeks of paid leave for men to help adjust when welcoming a new child into the family (including adoption). This is great, but I definitely saw the reaction from men who never had the opportunity to do that. I have heard many stories of I barely made it in time for the baby to be born and went right back to work. My husband was home for about 24 hours and returned to work. I was very blessed that my mom stayed with me for the first month. I don’t know how women manage through all of it without additional support.
Men taking paternity leave normalizes caregiving responsibilities, reducing the burden placed on women.
Promote Pay Transparency and Equity:
Supporting pay audits and advocating for transparency in salary structures ensures fair pay for everyone. I appreciate that my company does this. They evaluate salary ranges and bring people in the lower ranges up to the midpoint.
Men in managerial positions can review performance evaluations to ensure gender biases don’t impact promotions.
Women can foster a more collaborative environment that benefits everyone by working together. Men also play a crucial role in this shift by being active allies and advocating for equality at every level of the organization. As gender dynamics evolve, fostering female solidarity and allyship from men will continue to shape more inclusive, supportive workplaces.
Conclusion: The Future of Women Working Together
The history of women not working together reflects a legacy of systemic barriers, societal pressures, and cultural narratives emphasizing competition over collaboration. However, as workplace dynamics evolve and social movements embrace intersectionality, women increasingly work together to break down these historical divisions.
Today’s focus on networking, mentorship, and advocacy demonstrates the power of solidarity, as women recognize that collective success benefits everyone. Moving from a competitive to a collaborative approach represents more than a mere trend; it signifies a profound transformation set to reshape how women succeed in their careers and beyond. By learning from the past and embracing new opportunities for unity, women are building a future where collaboration is the norm, not the exception.
References for the Article: "The Evolution of Women Working Together: From Division to Collaboration"
Patriarchal Systems and Social Hierarchies
SpringerLink. (2021). Patriarchy, Women’s Movements, and Coalitions: An Intersectional Framework.
Queen Bee Phenomenon and Competitive Behaviors
Gender Issues Journal. (2012). When Beauty Brings Out the Beast: Female Comparisons and the Feminine Rivalry.
Tokenism and Leadership
Academic OUP. (2023). Gender and Politics: Intersectionality and Representation. Oxford Academic
Exclusion in Feminist Movements and Intersectionality
Audre Lorde (1984). Sister Outsider: Essays and Speeches. Freedom, CA: The Crossing Press.
Kimberlé Crenshaw (1991). Mapping the Margins: Intersectionality, Identity Politics, and Violence Against Women of Color. Stanford Law Review, 43(6).
Changing Cultural Narratives in Media
Mulvey, L. (1975). Visual Pleasure and Narrative Cinema. Screen, 16(3), 6-18.
Milkie, M. (1999). Social Comparisons and Media Impact on Girls’ Self-Concepts. Social Psychology Quarterly, 62(2), 190-210
Networking Movements and Social Change
Sandberg, S. (2013). Lean In: Women, Work, and the Will to Lead. New York: Knopf Doubleday Publishing.
#MeToo Movement. (2017). MeToo.org: About the Movement. MeToo Movement
Mentorship, Pay Transparency, and Inclusion Policies
Catalyst.org. (2022). Sponsorship vs. Mentorship: How They Differ and Why They Matter.
Harvard Business Review. (2018). How Pay Transparency Can Help Eliminate the Gender Pay Gap.
Role Models and Collaborative Leadership
Case studies of Jacinda Ardern and Ngozi Okonjo-Iweala cited in leadership articles on inclusive governance and empathy-led leadership models (Harvard Business Review, 2021)
These references support key concepts discussed in the article, ranging from intersectional feminism to the importance of modern networking movements and leadership models. For further reading, the provided sources offer in-depth discussions on the historical and present-day dynamics influencing women’s collaboration.
