My mother, who had very little patience for wilting flowers, used to say that a man would go for a job despite a lack of requisite experience needed and just bluff their way in, whereas a woman needed to learn all there was to learn about a position before they thought they were qualified to apply. She believed this was a major factor in the persistence of inequality in the workplace.
Times may have changed since my mother passed, but imposter syndrome is still around, and is particularly acute among high-achievers. Imposter syndrome (or Imposter Phenomenon, "IP") was first identified by psychologists Pauline Clance and Susanne Imes from Georgia State University in 1978. Their research suggests that the phenomenon occurs when a person doubts their own abilities, despite their qualifications and past accomplishments, which can often be extraordinary. They might feel like a fraud, or that somehow all of their achievements are by pure luck. Or they may feel like at a moments notice it will all be taken away from them. The condition is particularly noticeable in the performing arts. Clance and Imes initially found that the phenomenon was mainly found in women, but continuing studies have shown that the condition is widespread among all people, due in part to changing cultural values since the original study. In other words, anyone can be under the grip of imposter phenomenon. According to one study, at least 82% of people have experienced some degree of imposter phenomenon. Clance developed the Imposter Phenomenon Scale (CIPS), a tool used to measure the extent to which an individual experiences the imposter phenomenon. A link to the test is below if you'd like to give it a try.
Interestingly, the praise and accolades that people with IP receive can actually increase their anxiety and fear around being "found out." Feelings around self worth may or may not be a contributing factor, but work environment can. Among underrepresented identities it can be disproportionally present, as they may find themselves in work cultures that are still predominantly white or male, which creates an isolating effect. All of this in the context of someone who, on the face of things, appears as a highly successful person.
There are strategies to overcome IP. The ability to identify and share feelings around the subject with trusted individuals is important. If you're on the receiving end of such a conversation, it's also important not to minimize or dismiss it with comments such as "you're kidding, right?" Ultimately self-compassion is needed, along with the ability to cultivate an appreciation for your own work. If your IP assessment is off the chart, you may want to consider therapy. If your score is below the threshold but you still have that nagging feeling, at least know that imposter syndrome is not a "buzzphrase." It's a real thing. Once you name a thing, you can overcome a thing.
Take the IP test: