Imposter syndrome is the feeling that you’re a fraud, that your abilities don’t match what’s expected or required of a person in your position, that you don’t deserve your achievements. It leads to doubt, anxiety, and fear that you’re not good enough. It was first developed by psychologists Pauline Rose Clance and Suzanne Imes in 1978, which focused particularly on high-achieving women, who “persist in believing that they are really not bright and have fooled anyone who thinks otherwise”. Among women of colour, the effect is even more pronounced.
Cultural and historical contexts have contributed to the proliferation of imposter syndrome among women and underrepresented groups in workplaces. Being confident and outspoken is often equated with competence, while people who do not conform to the moulds of leadership drawn from white male models are characterised as incompetent. Insidious biases and stereotypes magnify the self-doubt experienced by marginalised populations, while undue pressure and blame further push people out of such workplaces. Last year, a study by KPMG found that a striking 75% of executive women report having experienced imposter syndrome at a certain point in their career.
The same study highlighted that the advice of a mentor or trusted advisor, a supportive performance manager, and being valued and rewarded fairly are key factors which reduce or overcome feelings of imposter syndrome among women. This dramatises the importance of changing the dynamics of the workplace, rather than the individual. Recently, a Harvard Business Review article also stated that imposter syndrome blames individuals and tries to fix them, rather than the institutions and contexts in which these individuals live and work. The remedy thus lies in a dramatic culture shift. Environments need to foster diversity, inclusion, and a range of leadership styles. Workplaces need to demonstrate that regardless of gender, ethnicity, and religion, all identities are equally respected, valued, and capable.
Instead of diagnosing women with imposter syndrome, what is needed is a change in the system.
