We often hear about workplace toxicity in the context of overt aggression or patriarchal structures. But there’s another, quieter form of dysfunction that’s rarely discussed—narcissistic feminism, where feminist ideals are twisted into tools for control rather than equality. This isn’t about feminism itself, but rather its distortion by individuals who weaponize social justice language to dominate others.

For decades, women have fought against systemic misogyny—unequal pay, sexual harassment, and the infamous “glass ceiling.” These battles are far from over. Yet now, many women find themselves facing a heartbreaking second front: toxicity from other women in the workplace. The sheer hypocrisy of calling out misogyny while ignoring—or even perpetuating—female-driven toxicity adds another layer of exhaustion to an already uphill battle.

Dr. Nancy Doyle, an occupational psychologist, conceptualizes toxic femininity in the workplace as behaviors linked to passive aggression, overprotectiveness, and roles from the “Drama Triangle”—Victim, Rescuer, and Persecutor. Unlike toxic masculinity, which often manifests as overt aggression (Persecutor), toxic femininity tends to appear as covert behaviors such as micro-managing, rescuing others excessively, or controlling through victimhood.

Imagine a workplace where a female manager preaches “sisterhood” but systematically excludes women who challenge her authority. Or a colleague who labels dissenters as “anti-feminist” to shut down criticism. These are real patterns, documented in studies on workplace dynamics (Harvard Business Review, 2022). They create environments where toxic femininity—defined as manipulative, self-serving behaviour disguised as advocacy—thrives. The result? Burnout, silenced voices, and a culture where true equality becomes impossible.

The Rise of Performative Feminism in Corporate Culture

Corporate feminism has given us slogans like “Lean In” and “Girlboss,” but beneath the glossy branding, some leaders use feminist rhetoric as a smokescreen for self-promotion. A 2023 study by McKinsey found that while 72% of companies publicly champion gender equality, only 32% have policies that actually support women’s advancement. This gap reveals a troubling trend—feminism as a performance, not a practice.

We have read instances of mid-level female managers who champion equality programs and hashtags daily but refuse to mentor junior female employees, seeing them as competition. One that comes to mind is a story of female Melbourne executive who advocates for “inclusion” but only promotes women who mirror her ideology. These are classic signs of narcissistic feminism, where the language of empowerment is used to consolidate power rather than share it. When feminism becomes a branding tool rather than a movement for equity, it betrays its own principles.

One of the most insidious forms of toxic femininity is the use of empathy as a manipulation tactic. Generally, women leaders are known to improve workplace outcomes by increasing productivity, enhancing collaboration, inspiring organizational dedication, and promoting fairness, according to decades of psychological and organizational studies, but in recent times we have seen some women leaders exploit this expectation to gaslight colleagues. Examples include female leaders who may withhold important projects from colleagues under the guise of protection, or who take on excessive work themselves, leading to burnout and limiting others’ growth opportunities.

A real-world case from a Brisbane finance firm illustrates this well. A senior leader, celebrated for her “feminist leadership,” routinely sidelined high-performing women who disagreed with her. When confronted, she accused them of “internalized misogyny.” This kind of emotional blackmail—using feminist ideals to silence dissent—creates workplaces where speaking up is punished, not encouraged. The irony? It replicates the very power structures feminism seeks to dismantle.

Gatekeeping Under the Guise of Sisterhood

The term “sisterhood” implies solidarity, but in some workplaces, it’s a veneer for exclusion. A recent LinkedIn article discusses behaviours by supervisors or leaders who create toxic work environments by isolating employees from higher leadership, controlling narratives, and manipulating access to information.— a situation where female superiors restrict access to opportunities under the pretense of “looking out” for them. For example, a woman might be told, “You’re not ready for that promotion,” while less qualified but more compliant colleagues advance.

I remember a story of a marketing professional who was repeatedly passed over for leadership roles. Her boss, a self-proclaimed feminist, claimed she “wasn’t a good cultural fit”—code for “not deferential enough.” Meanwhile, male colleagues with similar qualifications were fast-tracked. This hypocrisy—where feminist language is used to justify the same old power plays—is a hallmark of narcissistic feminism. True equality requires meritocracy, not manipulation.

The Fallout: How Narcissistic Feminism Harms Workplaces

The consequences of toxic femininity in leadership are severe. A 2023 Deloitte study found that teams with manipulative leaders (regardless of gender) reported 30% higher turnover rates. Employees described environments where fear of backlash stifled innovation, and where “diversity” initiatives felt like PR stunts rather than real change.

What’s more heart-wrenching is surviving misogyny only to face female toxicity. Take Lisa for instance, after years of navigating condescending male colleagues, she finally earned respect, only to be undermined by a female director who labelled her “too aggressive” for asserting her expertise. Or Priya, a young lawyer in Sydney, who endured sexual remarks from a male partner but was later frozen out by a clique of female associates who deemed her “not a team player.” These stories reveal a painful truth: women can replicate the same oppressive behaviours they’ve fought against, just wrapped in feminist language.

Society rightly condemns misogyny, but when women engage in similar power plays—gossip, exclusion, emotional manipulation—the response is often silence. A 2023 study cited that factors such as workplace culture, lack of support, and toxic environments are major factors responsible on why women leave job. Yet, unlike male-dominated harassment, these dynamics are rarely labelled as systemic issues. Why? Because acknowledging them feels like “betraying the sisterhood.”

This double standard is glaring. A male boss who interrupts women is called sexist; a female boss who does the same might be labelled “assertive.” A man who takes credit for a woman’s idea is rightfully criticized, but when a female manager does it under the guise of “teamwork,” few speak up. This hypocrisy doesn’t erase misogyny—it compounds the problem, forcing women to fight battles on two fronts.

The psychological impact is profound. Women already expend immense energy navigating male-dominated spaces—code-switching, over-preparing, enduring microaggressions. When female colleagues add to that burden with gaslighting, sabotage, or exclusion, the workplace becomes a minefield of distrust.

Dr. Emily Rogers, an organizational psychologist at the University of Queensland, explains: “Women who experience aggression from both genders report higher levels of burnout and career disillusionment. They feel trapped—unsupported by male allies yet betrayed by the very women who should understand their struggles.”

Breaking the Cycle: Holding Ourselves Accountable

So how do we fix this? First, we must separate real feminism from its narcissistic distortions. True feminism is about equity, not power hoarding. Companies can start by:

Implementing 360-degree reviews to catch manipulative leaders (Harvard Business Review, 2023).
Encouraging mentorship programs that are merit-based, not loyalty-based.
Calling out hypocrisy when feminist language is used to silence women.

A powerful example comes from a Newcastle engineering firm that saw a 40% increase in female retention after introducing anonymous feedback channels. Employees could finally speak up without fear of retaliation. Accountability, not performative activism, is the key.

Real progress requires calling out toxicity—no matter the source. Here’s how workplaces can address this:

Name the Behaviour: Stop dismissing female bullying as “catty” or “drama.” Label it what it is: workplace aggression.
Encourage Allyship, Not Cliques: Reward women who lift others up, not just those who climb over them.
Anonymous Reporting Channels: Many women fear retaliation for speaking up—safe avenues for feedback are crucial.

Final Thought: Solidarity Over Silence

Narcissistic feminism isn’t just a workplace issue—it’s a betrayal of the movement’s core values. By naming these patterns, we can demand better—for ourselves, our colleagues, and the next generation of women. Let’s build workplaces where feminism means real empowerment, not just empty slogans.

Feminism loses its power when it becomes a shield for bad behaviour. True equality means holding everyone, including women, accountable. As we fight misogyny, let’s also confront the internalized patriarchy that pits women against each other. Only then can workplaces become truly equitable.