Imposter Syndrome by Catherine Pymar
Imposter syndrome in the workplace is the feeling that you aren’t qualified or don’t belong in the role that you are in. Women (the research referenced relates to cis-women and cis-men) regularly report feelings of imposter syndrome, particularly in leadership positions. We are all likely to have spoken to someone who has or is experiencing it.
These feelings of not belonging can affect our experience before we even enter the workplace, influencing the types of jobs we apply to. Women are much more likely not to apply for roles unless we meet all the essential criteria, whereas men usually apply after only meeting 60%.
Imposter Syndrome is something I certainly experience on an almost daily basis; despite having worked in the voluntary sector for over 10 years and as a CEO for more than 6. I’m not alone; a recent KPMG survey found that 75% of women experience imposter syndrome at work, and this is prevalent across industries.
Combined with this, women and birthing people who take parental leave find their career is impacted. In one large UK study, 26% of men were promoted or upgraded their jobs within five years of having a child, compared with 13% of women. Requests for flexible working are often denied, and many women feel they have to choose between their careers and their families, an experience rarely shared by men.
In part, imposter syndrome is due to who we see in senior roles; currently men hold 62% of manager-level positions, while women hold just 38%. There are many reasons for this, including out-dated, legacy expectations on a woman’s role within society and a lack of infrastructure support for parents. Equally, imposter syndrome’s prevalence could be because people don’t want to talk about their experiences of it.
One of the things that drew me to Hillside was the recognition that everyone here has skills, experience and expertise to share. We are all valued, and we all add value. Hopefully by creating more spaces where people can bring themselves to their workspace, we can open up conversations and help women to recognise the valuable skills and knowledge that they bring to leadership roles.
