Why Women Build Tighter Workplace Friendships Than Men, According to Research

Jan de Vries · 2026-08-18

We've all been there—sitting in the break room, watching the dynamics unfold around us. Some teams seem to click instantly, forming a tight-knit circle that shares lunches and inside jokes. Others operate on a more one-on-one basis, with connections that run deep but stay narrow. If you've ever wondered why that happens, a recent study from Durham University might have the answer. The research points to a fascinating pattern: women tend to build tighter workplace friendship groups, while men often prefer more selective, one-to-one relationships. It's not about one being better than the other, but the difference is real, and it shapes how teams communicate, collaborate, and even solve problems. ### What the Durham University Study Found The study looked closely at how friendships form in professional settings. What stood out was the structure of those connections. Women, the researchers found, tend to create dense networks—groups where everyone knows everyone, and support flows freely across the whole circle. Men, on the other hand, were more likely to form isolated dyads: strong bonds with one or two people, but fewer interconnections beyond that. This isn't a judgment on who forms "better" friendships. It's more about how different styles of connection play out in the workplace. For women, a group dynamic can mean broader emotional support and more collaborative problem-solving. For men, the one-to-one approach can foster deep loyalty and focused trust, even if the network itself looks smaller. ### Why These Differences Matter at Work Here's where it gets interesting for anyone who manages a team or works closely with others. The structure of workplace friendships influences more than just who grabs coffee with whom. It affects how information spreads, how quickly conflicts get resolved, and how much psychological safety people feel. - In a dense group network, news travels fast, and there's often a stronger sense of shared identity. - In a one-to-one model, conversations can go deeper, but they may stay siloed between two people. - Teams with mixed friendship styles can sometimes struggle to align, simply because people expect different things from their connections. None of this means one style is broken. It just means we need to be aware of the dynamics at play. If you're leading a team, recognizing these patterns can help you create opportunities for both kinds of bonding—group activities for the networkers and quieter, paired time for the one-on-one types. ### What This Means for Company Culture For HR professionals and leaders, the takeaway is practical. If you want a workplace where everyone feels connected, you can't assume that one approach fits all. A weekly team lunch might energize the group-oriented folks but feel overwhelming to someone who thrives on focused, individual conversations. Similarly, a mentorship program built on one-to-one pairings might miss the chance to build broader community ties. The best cultures tend to offer both. They create spaces for group collaboration, but they also respect the value of smaller, deeper connections. It's not about forcing everyone into the same mold—it's about recognizing that friendship at work looks different for different people, and that's okay. ### Practical Ways to Foster Both Types of Connection If you're wondering how to apply this in your own workplace, start small. Here are a few ideas that respect both friendship styles: 1. **Mix up team activities.** Alternate between full-group gatherings and pair-based exercises, so everyone gets a chance to connect in their preferred way. 2. **Encourage peer-to-peer check-ins.** These can be structured as one-on-one conversations, giving the selective connectors a natural outlet. 3. **Create open forums for group discussion.** This lets the networkers thrive while still giving others a chance to contribute in their own time. 4. **Don't force it.** The goal isn't to make everyone best friends. It's to build a workplace where people feel supported, whether that support comes from a crowd or from one trusted colleague. ### The Bottom Line Workplace friendships are more than just a nice-to-have. They're a key part of what makes a team resilient, creative, and productive. The Durham University study gives us a useful lens to see these dynamics more clearly. By understanding that women often build tighter groups while men lean toward selective bonds, we can design better teams, better rituals, and better cultures. So next time you notice the social patterns around you, take a moment to appreciate them. They're not random—they're just human. And the more we understand how we connect, the better we can work together, no matter which style we prefer.