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We receive this question often, so we’re sharing these examples today!

If you’re experiencing “imposter syndrome” maybe your workplace culture is to blame...

Psychologists developed the concept, originally termed “imposter phenomenon,” in a 1978 study, which focused on high-achieving women. They argued that “despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persist in believing that they are really not bright and have fooled anyone who thinks otherwise.”

Imposter syndrome is especially prevalent in biased, toxic cultures that value individualism and overwork. An article in the Harvard Business Review suggested that rather than focus on fixing imposter syndrome, professionals whose identities have been marginalized and discriminated against would benefit from experiencing a new more diverse workplace or a workplace committed to diversity💡here’s why...

There’s no doubt role models and mentors shape us and develop us as professionals. If you’re unable to find a role model you relate to, career development becomes much more difficult. Women working in organizations lacking female and/or minority leaders inevitably face challenges finding mentors.

Leaders must create a culture for women and people of color that addresses systemic bias and racism. Only by doing so can we reduce the experiences that culminate in so-called imposter syndrome among employees from marginalized communities — or at the very least, help those employees channel healthy self-doubt into positive motivation, which is best fostered within a supportive work culture.

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