Impostor syndrome is especially prevalent in biased, toxic cultures that value individualism and overwork. We often falsely equate confidence, most often, the type demonstrated by male leaders with competence and leadership. Employees who can’t (or won’t) conform to male-biased social styles are told or made to relate to impostor syndrome, in a crude manner or in most cases, in a subtle manner.
The truth of the matter is that pretty much anywhere in the world men tend to think that they are much smarter than women. While arrogance and overconfidence are inversely related to leadership talent, yet the ability to build and maintain high-performing teams, and to inspire followers to set aside their selfish agendas in order to work for the common interest of the group often become an oversight and oft perceived unimportant perk.
The way forward is inclusive workplaces as a multivitamin that can ensure that women of all classes, color, region and skill can thrive. Rather than the focus on fixing impostor syndrome, professionals whose identities have been marginalized and discriminated against must experience a cultural shift writ large.
Leaders must create a culture for women that addresses systemic bias and racism. Only by doing so can we reduce the experiences that culminate in so-called impostor syndrome among employees from all communities and walks of life, or at the very least, help those employees channel healthy self-doubt into positive motivation, which is best fostered within a supportive work culture.
Perhaps then we can stop misdiagnosing women with “Impostor Syndrome” once and for all.
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