If you have ever been praised at work and quietly wondered when someone would realise you were “not that good,” you are not alone. Imposter Syndrome shows up even when the evidence says otherwise. Promotions, awards, glowing feedback — none of it fully lands. Instead, doubt moves in, whispering that you got lucky, timed it right, or somehow slipped through.
In this chapter of our A–Z of Women and Work, we examine why imposter syndrome affects so many capable women, how it shapes career decisions, and why the problem is less about confidence and more about the environments women are expected to navigate.
What is Imposter Syndrome?
Psychologists Pauline Rose Clance and Suzanne Imes introduced the term “impostor phenomenon” in 1978 after noticing a pattern among high-achieving women who consistently underestimated their own abilities. These women earned degrees, won awards, and built respected careers, yet many still feared that people would someday discover they weren’t as capable as they appeared.
Imposter syndrome shows up when someone, often a woman who performs exceptionally well, believes their success comes from luck, timing, or some external factor rather than their own intelligence and competence. The conflict between visible success and internal insecurity creates a cycle that can be hard to break. While anyone can experience imposter syndrome, research shows it affects many women in particular because of social expectations, workplace biases, and the pressure to prove credibility in environments where they are underrepresented.
The gender gap in Imposter Syndrome
Several studies highlight the prevalence of the impostor phenomenon, particularly among women.
KPMG reports that 75% of women executives have experienced impostor syndrome in their careers. Hays’ research, involving more than 8,000 employees, found that 7 in 10 women reported experiencing these feelings at some point, compared with just over half of men. Overall, 64% of all respondents said they had struggled with self-doubt at work, and one in four said they experience it frequently.
Nearly half of the women surveyed reported that imposter syndrome intensified as they advanced in their careers, as greater responsibility, visibility, and expectations often magnify internal pressure. Men also reported this pattern, though at lower levels. A large meta-analysis that reviewed more than 40,000 participants also confirms that women consistently reported higher levels of imposter feelings than men.
Younger employees report experiencing impostor syndrome more frequently than older employees. According to the data, about 71% of employees aged 20–29 and 70% of those aged 30–39 report feeling like impostors at work. These numbers drop as age increases. 66% of people aged 40–49 report the same feelings, and this figure declines further to 59% among workers aged 50+.
Tackle Imposter Syndrome (With what the research really shows)
Imposter syndrome often stems from the work environment.
1. Have good role models
A workplace can feel intimidating when you don’t see many people who share your background, identity, or lived experiences. If you are the only woman on a technical team or one of the few women in leadership meetings, you may start to question whether you belong or are good enough.
A lack of role models in a field historically designed around male norms can intensify this feeling. Research shows that women speak up less often in all-male meetings, not because they lack ideas, but because the environment signals that their voices may not be welcomed or valued.
When representation is low, you can feel pressure to overperform, avoid mistakes, or constantly prove yourself.
2. Women benefit from having work friends
One of the most substantial buffers against imposter syndrome is social connection. Women who have at least one close friend at work report significantly lower levels of self-doubt. Only 43% of women with a workplace friend report questioning their abilities in the past week. But when women lack workplace friendships, that number jumps to 59%.
Supportive colleagues make a real difference as well. Women who feel encouraged by their peers are far less likely to second-guess their accomplishments.
3. Create opportunities for learning and growth
Provide employees with training, mentoring, and development programs that align with their interests and long-term goals. Encourage them to take on new projects, assignments, and tasks that push them a little further each time. These experiences help employees see that they can learn, adapt, and succeed in areas that once felt difficult.
4. Build a more inclusive workplace
A diverse, equitable, and inclusive workplace naturally reduces imposter syndrome because people feel seen, respected, and supported. Promote open communication and make sure everyone feels heard. Celebrate diverse backgrounds and experiences to foster a sense of belonging across the team.
5. Promote work-life balance
Encourage employees to take breaks, set clear boundaries, and switch off after work. Offer flexible schedules when you can, and promote habits that support both mental and physical health. When people have time to rest, recover, and enjoy their lives outside the office, they return with greater clarity, stronger focus, and greater confidence in their work.
The final thoughts
Imposter syndrome can erode confidence, slow growth, and lead even the most capable women to doubt themselves. However, when workplaces offer support, fairness, and genuine opportunities to learn, people begin to trust their abilities and feel grounded in their achievements. Small changes in culture, leadership, and daily behaviour can make a big difference in how women see themselves and the value they bring.
ChangeInContent will return in the next letter of The A–Z of Women and Work, because there’s more to learn, share, and act on together.
Changeincontent perspective
Imposter Syndrome is often treated as a personal weakness, especially for women. But self-doubt does not grow in isolation. It grows in workplaces that reward perfection, question credibility, and make women feel replaceable even when they perform exceptionally well. At Changeincontent, we believe the real work is not teaching women to “fix” themselves, but fixing the systems that constantly make them doubt their worth. Confidence should not be a survival skill. It should be a given.
Also Read: Imposter Syndrome: Why it hits women and LGBTQIA+ harder.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content. We broadly define inclusivity as media, policies, law, and history. It encompasses all elements that influence the lives of women and marginalised individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
