Impostor syndrome is the feeling like you’re a fake and that your success is due to luck, even though you’re a high-achiever. Impostor syndrome is more likely to occur in people from marginalized groups in tech.
Most articles and talks I’ve seen on impostor syndrome focus on changing the person who has impostor syndrome. But what if society is actually creating impostor syndrome? What if there were ways people could not trigger impostor syndrome?
Anyone can experience impostor syndrome. However, one of the things my talk touched upon is that people from marginalized groups in tech experience impostor syndrome very differently.
Why would a person from a group that’s underrepresented in tech feel impostor syndrome? Why would they feel like all their accomplishments are due to luck? It could be the push back they get when they brag about moving to a more senior role. Women in particular are socially trained not to brag about their accomplishments. Their fears are valid, as studies have shown women are punished when they ask for raises. People of color may face racism from white people who assume they’re a cleaning person rather than a programmer.
These messages tell people from marginalized groups that they don’t belong in tech. That they’re only here because of luck, or worse, because they’re the token minority hire. Privileged people make people from marginalized groups feel fake. They make them feel impostor syndrome.
The first part of cultural change to combat impostor syndrome needs to be for privileged people to confront their biases and internalized misogyny and racism. Confronting the bias in your hiring and promotion processes is crucial.
You’ll have to watch the video for the deep dive, but here’s some quick hacks for how you can support people with impostor syndrome:
Those are some very simple ways that you can support people with impostor syndrome. However, privileged people can’t just focus on the easy changes. Everyone needs to confront their biases in order to stop creating impostor syndrome