Imposter Syndrome: Overcoming Self-Doubt in the Workplace
In the realm of Diversity, Equity, and Inclusion (DEI), understanding and addressing Imposter Syndrome is crucial. Imposter Syndrome is a significant aspect of this discourse, but what exactly does it entail?
Definition:
Imposter Syndrome is a psychological pattern where individuals doubt their abilities and feel like frauds, despite their accomplishments and qualifications. It is particularly common in marginalised groups who may not see enough representation in leadership roles. This self-doubt can hinder career growth and personal confidence, impacting diversity, equity, and inclusion (DEI) efforts in the workplace.
Understanding Imposter Syndrome in a DEI Context:
Imposter Syndrome disproportionately affects underrepresented individuals, including women, people of color, LGBTQ+ individuals, and those from non-traditional educational backgrounds. When workplace structures lack inclusivity, employees may feel isolated or question their success, attributing achievements to luck rather than competence.
Example:
For example, a woman in a male-dominated tech firm might hesitate to speak up in meetings, fearing she doesn’t belong despite her expertise. This internalised self-doubt stems from systemic biases and the lack of diverse role models.
The Impact of Imposter Syndrome:
Imposter Syndrome affects both individuals and organisations:
- Reduced Confidence: Employees may hesitate to take on leadership roles or new challenges.
- Burnout: Overcompensation due to self-doubt leads to stress and exhaustion.
- Lack of Retention: Underrepresented employees may leave due to feeling undervalued or unqualified.
Conclusion:
Imposter Syndrome is not just a personal challenge but a structural issue tied to workplace diversity, equity, and inclusion. By fostering an inclusive culture and providing support, organisations can empower employees to embrace their achievements and contribute fully to their professional environments. Addressing Imposter Syndrome helps create a workforce where everyone feels valued, capable, and confident.
References:
Breeze, M. (2018). Imposter syndrome as a public feeling. Feeling academic in the neoliberal university: Feminist flights, fights and failures, 191-219. https://link.springer.com/chapter/10.1007/978-3-319-64224-6_9
Mullangi, S., & Jagsi, R. (2019). Imposter syndrome: treat the cause, not the symptom. Jama, 322(5), 403-404. https://jamanetwork.com/journals/jama/article-abstract/2740724#google_vignette
Chrousos, G. P., & Mentis, A. F. A. (2020). Imposter syndrome threatens diversity. Science, 367(6479), 749-750. https://www.science.org/doi/abs/10.1126/science.aba8039
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