Pop Quiz: How often do you change what you do or say at work— for fear of how others perceive you? If you’re a woman or member of underrepresented group, chances are, that number is through the roof. Being concerned about other’s perceptions of you, your skills, or your achievements can lead to an impression of imposter syndrome, where feelings of self-doubt arise, despite successes achieved.
Is it Really Imposter Syndrome?
However, workplace dynamics where exclusion, micro-aggressions, and gendered expectations are present, can also foster feelings of self-doubt. These environments can cause women and members of historically excluded groups to feel compelled to modify their behavior in order to manage other’s perceptions. Researchers call this dynamic self-editing, and its the emotional energy women, people of color and the LGBTQIA community spend on being hyper-vigilant of other’s impression of them.
Nevertheless, while self-editing results from workplace environments where psychological safety is lacking, unwelcoming work environments can cause women and members of underrepresented groups to feel cautious about what they do or say. This awareness of unwelcoming work environments can lead to self-doubt and on occasion, this self-doubt doubt is internalized and labeled as imposter syndrome. Still, as Jodi-Ann Burey and Ruchicka Tulshyan point out in their Harvard Business Review article, “Stop Telling Women They Have Imposter Syndrome,” non-inclusive workplaces can also lead to self-doubt. Therefore, the root of self-doubt may not be individually imposed but rather the result of a non-inclusive workplace.
These workplace environments can leave women questioning themselves or incorrectly assume that they have imposter syndrome. But, interrogating workplace cultures is an important first step in diagnosing with imposter syndrome is actually at play.
Learn More: Watch the Video Below
Take action and interrogate whether a circumstance is a confidence issue or an inclusive workplace issue. This video below for additional insights on this point and share this post to keep the conversation going.
