You have likely experienced or witnessed Tall Poppy Syndrome (TPS) and not been aware that it is a prevalent form of gender bias that penalizes successful, ambitious women by “cutting them down to size.” As we discussed in the recent ABA Women Rainmakers webinar, almost 90% of women in a 2023 worldwide study reported experiencing TPS in the workplace. The webinar’s personal examples of TPS in the legal profession demonstrate a significant impact on women’s mental health, productivity, and success throughout women lawyer’s legal careers. Further, the 2023 TPS study also provides eye-opening statistics on TPS’s impacts in organizations wanting to retain and advance their star female talent.
This article is a follow-up on our Women Rainmaker’s webinar to bring further awareness to TPS and the tendency humans have to cut down ambitious women. Below, we unpack what Tall Poppy Syndrome is, how it is done, and who usually does the “cutting” and provide examples of how it shows up for women experiencing its impacts in the legal profession. We then give you solutions for women’s individual support along with, importantly, what legal organizations can do to bring awareness to this generally unknown and unnamed cultural gender bias that is likely impacting their goals of high performance, collaboration, and well-being.
Tall Poppy Syndrome occurs when people—most often ambitious women—are bullied and belittled, resented, disliked, criticized, or cut down for being “too much” because of their success and ambition. Women of color can have their Tall Poppy Syndrome experience exacerbated because of “low expectations” imposed upon them. It is a form of unconscious gender bias with deep roots in our historic patriarchal culture. The name Tall Poppy Syndrome comes from agriculture. Poppy farmers crave uniformity. In a field of poppies, if one flower grows too tall, it is cut down to size—to fit in, alongside all the other poppies.
TPS names this prevalent unconscious bias we have and experience against women who dare to rise above their peers and the expectations that have been set for them and excel in their profession. The “cutting down” of a Tall Poppy woman aims to remind her of her place; that she does not have a right to the increased light and space (i.e., resources, recognition, pay, a voice, etc.) she seeks to occupy.
As many of us are increasingly aware, the presence of unconscious bias is a shared human condition—we all have them and most of us experience them from others. The naming of and awareness of an unconscious bias—bringing it to light—is a first step in healing and overcoming its impacts. It is time to name and bring to light the existence and prevalence of Tall Poppy Syndrome.
Within the legal profession women’s success is often doubted and subjected to increased scrutiny. As a woman displays ambition, as she becomes more successful, she is more likely to face criticism, jealousy, being disliked, and targeted resentment. These biases come from those senior to the Tall Poppy, as well as from her peers and even her direct reports.
As explained below, TPS is an insidious unconscious bias impacting women’s productivity and mental health both in the workplace and beyond. It is a substantive factor in women leaving an employer or the workforce all together. There is a recognized retention problem for women lawyers within the legal profession. Tall Poppy Syndrome holds women back through decreased engagement and the feeling that they simply cannot “do success right” without suffering consequences. The proverbial “double bind.” It creates yet another obstacle for women aiming to break the glass ceiling—a persisting effort and need within the legal profession.
For women of color, it is a triple whammy. In the 2006 ABA report Visible Invisibility: Women of Color in Law Firms, which unfortunately in 2024 continues to be cited to demonstrate the adverse experiences of women of color and the layers of barriers that they continue to face. They are “cut to size” by a failure to provide the same opportunities as their peers.
The experiences that women of color reported in 2006 are strikingly similar to those reported in the 2020 ABA report Left Out and Left Behind: The Hurdles, Hassles and Heartaches of Achieving Long Term Careers of Women of Color. When expectations for women of color are lower because of bias, they are discouraged from achieving their full potential. As evidence, 57% of women of color reported that they had been confused for custodial, administrative, or courtroom staff, as compared to 7% of white men.
Now that it has a name, what is the science supporting how TPS shows up, who likely is doing the cutting, and why? What are its detrimental impacts?
In early 2023, Dr. Rumeet Billan the founder and CEO of Women of Influence, set out to collect data on Tall Poppy Syndrome. Dr. Billan surveyed more than 4,710 women from around the world and within a variety of professional settings. Her findings culminated in The Tallest Poppy 2023 study. The 2023 study demonstrates TPS’s significant impacts on women professionals both individually and as integral contributors to organizational success.
Of those surveyed, 86.8% reported that at one point or another they experienced workplace hostility “because of their success or achievements,” including being “penalized and/or ostracized.” Well over half the women respondents reported “being undermined or excluded” (70.7%), “experiencing microaggressions and belittling” (64.7%), and “having their achievements downplayed (77%).” The study did not distinguish the experiences of women of color. Based on previous studies that have been conducted, it is safe to surmise that the percentage of those negative experiences would have increased for women of color.
These women experienced Tall Poppy Syndrome at every stage of their carriers. The perpetrators were likely to be men and came from “all levels of seniority,” including co-workers, clients, managers, and executives. A majority of TPS came from those in positions of power over the women experiencing TPS—namely,their executive leaders and managers along with clients and suppliers. Importantly, it is not just men that impose this bias on women. Women in all positions of authority also cut down other women. Women were most likely to experience TPS from women who were their friends, peers, or direct reports.
The biggest factors triggering perpetrators to cut down Tall Poppies are thought to be jealousy or envy (77.5%), insecurity or a lack of confidence (72.7%), and sexism or gender stereotypes (e.g., women should be humble and “likeable”) (74.0%). In addition, 62.8% attributed perpetrators’ acts to the “culture of the organization” supporting their biased behavior explaining “[l]eadership allows it to happen.”
The experience of Tall Poppy Syndrome varies widely. However, most Tall Poppies experience it overtly, from leadership, clients, colleagues, coworkers, and friends. What does it look like?
Many Tall Poppies have also internalized the TPS bias over time and engage in self-limiting behaviors. This can look or feel like:
The impacts of Tall Poppy Syndrome are deep and concerning on both an individual and organizational level. TPS causes women to lose self-confidence and increase self-doubt. Women’s self-talk becomes more negative, and they increasingly isolate and cut themselves off at work.
Under TPS, women feel they are in an impossible double bind of not being able to find the “Goldilocks” manner (just the right fit) for acceptable behavior that allows acceptance of their professional ambitions and goals. This can be even more pronounced for lawyer mothers as they navigate the conflicting cultural bias requirements around care of children and a demanding successful legal practice. Overall, when women are subjected to TPS, their mental health takes a significant hit, resulting in increased stress and accelerated rates of burnout.
Where a culture of TPS is encouraged or allowed by an organization and its leaders there is a measurable impact on the bottom line. A solid 75% of women experiencing TPS said that being “cut down” by others impacted their productivity and trust in co-workers. With TPS, women are more likely to disengage and feel a heightened sense of imposter syndrome. In fact, a full 60.5% of women felt they would be penalized if they were perceived as ambitious at work. Over half the women surveyed said they left their previous job when cut down too far or too persistently. What remains in an organization are the cutters and low performers.
Given the predominance of TPS, if you have been fortunate enough to escape its direct impacts you have likely witnessed its impact and effect. In the TPS 2023 study, 77.8 % of respondents said they had observed TPS in their workplace. Such an observation on its own can be unnerving and enough to impact the witness’s behavior, overall stress levels, and mental health.
Thus, an organizational culture that allows TPS will experience low trust in colleagues with individuals masking their true opinions and vulnerabilities. A TPS culture leads to increased negative competition and siloing of individuals. Generally, collaboration and productive communication will be difficult, resulting in duplication of effort and reductions in team effectiveness. Overall, organizational well-being is impacted, as is the bottom line.
Given the metrics presented by The Tallest Poppy 2023 study, it is imperative within the legal community that both individuals and organizations increase awareness of Tall Poppy Syndrome and take concrete steps to combat it. Here are some ways to step into action.
Of course, the responsibility to identify and eliminate Tall Poppy Syndrome does not just fall on individuals. It is a systemic issue, and legal organizations need to address TPS and its deleterious cultural impacts.
If you have experienced Tall Poppy Syndrome, you are not alone. In our Women Rainmakers presentation, it became abundantly clear that many in the audience had experienced this bias and that many did not have a term for it. So, let’s call it what it is: Tall Poppy Syndrome—and let’s act, starting now, to identify and call it out, making our workplaces more accepting for and supportive of ambitious women along the way.
The ABA’s Women Rainmakers Committee has free resources, including a video recording of our March 20, 2024, webinar discussing Tall Poppy Syndrome in more depth.
