Imposter syndrome—the persistent feeling of being a fraud despite evident success—disproportionately affects women, particularly women of colour, according to experts. Psychotherapist Brian Daniel Norton notes that groups facing systemic oppression, including Black women and the LGBTQ community, are most at risk. This stems from lifelong messages of being 'less than,' which clash with achievements, triggering self-doubt.
Corporate culture exacerbates the issue. Lean In's 2019 research shows women are less likely to be hired or promoted to manager roles: for every 100 men promoted, only 72 women achieve the same. Men hold 62% of manager positions versus 38% for women. While some companies set gender targets for entry-level managers, 41% fail to do so for senior roles.
Boardroom representation remains skewed. In 2019, US women held 26.1% of directorships (up from 20.3% in 2016), UK women 31.7% (up from 25.3%), and French women 44.3% (up from 37.6%). Women of colour hold fewer than 5% of US corporate board seats, despite comprising 18% of the population. Only one Black woman has ever led a Fortune 500 company as CEO—Ursula Burns at Xerox.
The lack of role models for marginalised communities reinforces imposter syndrome. Psychologist Thema Bryant-Davis explains that without visible examples of people from similar backgrounds advancing, there is no 'signal of possibility' or guidance on navigating stigma. Clinical psychologist Emily Hu adds that representation is especially low for Black and indigenous people in white-collar fields, making them more prone to feeling like imposters.
Pervasive stereotypes also fuel doubt. The combination of underrepresentation and biased narratives can make women and women of colour question their belonging and competence, even when highly qualified. Addressing imposter syndrome requires tackling systemic barriers and increasing diverse representation at all levels.
