Workplaces are meant to be spaces of collaboration, growth, and empowerment. However, for many women, professional settings can sometimes feel like battlefields, not just against gender biases but also against fellow women. Instead of lifting each other up, some women engage in behaviors that sabotage, exclude, or demean their female colleagues.
The irony? In a world still striving for gender equality in leadership and pay, women need strong allies in each other. When women empower one another, they break barriers and shatter glass ceilings. But when they succumb to competition rooted in insecurity or outdated beliefs, they hold each other back.
So, why does this happen? And, more importantly, how can we rise above it?
What Is Pull Her Down (PHD) Syndrome?
Pull Her Down (PHD) Syndrome refers to a pattern where women, instead of supporting one another, engage in behaviors that undermine, criticize, or sabotage their female colleagues. This phenomenon is prevalent in workplaces where competitiveness and insecurity foster unhealthy professional relationships.
In “Millie: My Gift of Bangles,” author Millicent Clarke shares her experience with a colleague, Seastar, who exemplified this syndrome. Despite the opportunity to collaborate and uplift, Seastar diminished Millie’s contributions and created obstacles in her career progression.
The Psychology Behind PHD Syndrome
PHD Syndrome often stems from:
- Insecurity – Some women may feel threatened by the success of others and believe that tearing someone down is the only way to maintain their own position.
- Scarcity Mindset – A belief that there is limited room for female success, leading women to see each other as competitors rather than allies.
- Internalized Bias – Years of societal conditioning that pit women against each other in various domains, from professional settings to personal lives.
How PHD Syndrome Affects Workplace Wellness
The impact of PHD Syndrome extends beyond personal grievances; it disrupts workplace culture, affecting morale and productivity. Studies indicate that workplace bullying, including forms of sabotage among female colleagues, leads to increased stress, higher turnover rates, and reduced team collaboration.
A study by the Cornell University School of Industrial and Labor Relations shared that companies with structured mentorship programs saw a 9% to 24% increase in minority representation at the management level, significantly improving promotion and retention rates for women by 15% to 38% compared to those without mentorship initiatives
Additionally, research from Moving Ahead and Deloitte indicates that 87% of mentors and mentees feel empowered by their mentorship relationship, experiencing greater confidence and career satisfaction
Signs of PHD Syndrome in the Workplace
If you recognize these behaviors, PHD Syndrome may be at play:
- Exclusion from key meetings or projects
- Backhanded compliments or outright criticism
- Sabotaging work efforts by withholding crucial information
- Spreading rumors or gossip
- Competing in an unhealthy, undermining way instead of lifting each other up
How to Rise Above PHD Syndrome
1. Prioritize Self-Love and Empowerment
Your success is not defined by others’ insecurities. Build self-confidence by affirming your worth, setting clear goals, and embracing your achievements. Millicent Clarke’s journey in “Millie: My Gift of Bangles” helps women and young professionals rise above workplace toxicity with resilience.
2. Cultivate Workplace Ethics and Accountability
Companies must enforce ethical workplace policies that discourage bullying and promote inclusivity. HR departments should encourage open discussions and training on workplace wellness and ethical leadership.
3. Build a Supportive Network
Seek out mentors, allies, and female professionals who uplift and support one another. Research shows that women with strong female networks are 2.5 times more likely to secure leadership positions.
4. Lead by Example
Rather than engaging in workplace politics, embody the change you want to see. Support and mentor junior colleagues, celebrate others’ achievements and practice collaboration over competition.
5. Speak Up and Set Boundaries
Address toxic behaviors head-on with professionalism. If workplace bullying escalates, report it through proper channels and advocate for systemic change.
Final Thoughts: Success Is Not a Limited Resource
There is room for all women to thrive. Instead of competing, we must uplift, collaborate, and empower each other to create ethical and wellness-focused workplaces.
For a deeper insight into overcoming workplace toxicity and thriving in your career, read “Millie: My Gift of Bangles.”
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