4.1 Imposter syndrome
One of things that mentorship, sponsorship or development programmes can help to combat is imposter syndrome, described as ‘a feeling of inadequacy that persists despite evidence of success. This sensation of chronic self-doubt can feel both undermining and isolating with individuals describing sensations of fraudulence, which over a prolonged period can act as a significant contributor to burnout. (Home, 2024)
Unsurprisingly, this feeling can be greater in individuals who are from a different demographic to the norm in a particular working environment.
O’Brien (2024) suggests that ‘workplace culture plays a critical role in amplifying or alleviating’ imposter syndrome, and lists several actions that employers can take to mitigate its drivers:
Normalise Vulnerability
Share your own experiences with self-doubt and normalize conversations about failure as part of growth.
Prioritise Psychological Safety
Create a culture where employees feel empowered to speak up, take risks, and ask for help.
Recognise and Celebrate Achievements
Highlight individual contributions, team successes, and the impact employees have on organisational goals.
Foster Collaboration Over Competition
Recognise and reward teamwork, collaboration, and the sharing of knowledge.
Build Inclusive Workplaces
Ensure that everyone, regardless of background, feels valued and supported. Provide mentorship opportunities for underrepresented groups to foster belonging and confidence.
Provide Tools for Growth
Equip employees with resources to manage imposter syndrome. This might include workshops, coaching, or self-assessment tools.
Activity 6 Have you ever felt like an imposter?
Spend a few minutes reflecting on whether you’ve ever felt like an imposter? How did you feel? Why did you feel like that? Did the feeling wear off quickly? What helped you to overcome it?
Comment
Common characteristics of imposter syndrome include self-doubt, disconnection from team members, perfectionism, low self-esteem and fear of failure (Martins, 2021). But there are ways to overcome it, including:
- Focusing on the facts
- Sharing how you’re feeling
- Reframing your thoughts
- Celebrating what you do well.
By being transparent about opportunities for career progression, and providing appropriate support for those who are under-represented, we can ensure a more sustained approach to diversity and inclusion.