Imposter Syndrome, the feeling of being a fraud despite evidence of one’s accomplishments, is a widely discussed topic, particularly in the workplace. It affects people from all walks of life, but research shows that women and people of color are more likely to experience it.

According to a survey conducted by the International Journal of Behavioral Science, 70% of people experience Imposter Syndrome at some point in their lives. Women, however, are more likely to experience it than men. In a study conducted by the American Psychological Association, 60% of women reported experiencing Imposter Syndrome, compared to 40% of men.

Imposter Syndrome affects people of race more frequently than other groups. According to a study published in The Journal of Multicultural Counseling and Development, Asian, Latinx, and Black students in the United States experienced more imposter syndrome than their White peers.

Although the reasons of imposter syndrome are complicated, systemic and cultural problems are frequently implicated. Imposter Syndrome is a social issue rather than an individual one.

Many workplaces and educational institutions make the error of blaming the person for Imposter Syndrome. It enables them to downplay the effects of discrimination, unconscious bias, and systematic racism. These elements play a major role in how prevalent Imposter Syndrome becomes in women and people of color.

For instance, research indicates that women are given less credit than males for their achievements. According to a LeanIn.org study, women are more likely than males to have their meeting contributions cut short or ignored. Women who engage in this kind of behavior begin to doubt their skills and accomplishments, which eventually results in feelings of imposter syndrome and self-doubt.

In the workplace, people of race frequently experience discrimination and microaggressions. In spite of having comparable credentials and performance levels, Black professionals are less likely to be promoted than their White counterparts, according to a Harvard Business Review research. People of race may experience Imposter Syndrome and feelings of inadequacy as a result of these systemic problems.

To combat Imposter Syndrome, workplaces and schools must address these systemic issues. They must create a more inclusive and equitable environment that fosters diversity and supports the development of all individuals.

Mentorship is one strategy that has been successful. According to research, mentorship can significantly lower Imposter Syndrome. Those who had mentors in a research by the Journal of Vocational Behavior reported lower levels of imposter syndrome than those who did not.

Another strategy is to educate people about microaggressions and unconscious bias. Those who are better informed about these concerns are better able to identify and abstain from these behaviors, which eventually results in a more welcoming and supportive atmosphere. Workplaces and educational institutions must also promote diversity and recognize the accomplishments of women and people of color. This can be accomplished by diversity committees, recognition programs, and activities that honor diversity and encourage inclusivity.

Imitation Syndrome is a complicated problem that impacts people from many areas of life, to sum up. It is more prevalent among women and people of color because of structural problems including discrimination and unconscious bias. Workplaces and educational institutions need to address these structural problems in order to counteract imposter syndrome by fostering a more diverse and equal atmosphere that encourages the growth of all people.

At Envision Partnership, we understand the importance of building a diverse and inclusive workforce. It not only leads to better business outcomes but also creates a more equitable and just society. If you are a company looking to improve your diversity and inclusion efforts, we can help. Our team of experienced recruiters can assist you in identifying and attracting top talent from diverse backgrounds, ensuring your company is representative of the communities it serves. Contact us today to learn more about how we can help you build a more diverse and inclusive workplace. www.envisionpartnership.com

References:

Clance, P. R., & Imes, S. A. (1978). The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Psychotherapy: Theory, Research & Practice, 15(3), 241-247.

Harvard Business Review. (2018). Being Black in Corporate America. https://hbr.org/2018/03/being-black-in-corporate-america

LeanIn.org. (2017). Women in the Workplace Study. https://womenintheworkplace.com/

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