Imposter syndrome is often used to explain away gaps at the top rungs of leadership. It’s assumed that if women could simply overcome some self-imposed sense of inadequacy—especially in rooms full of sameness, which at the top, tends to be men—the gaps would narrow.
What often gets glossed over in these conversations, however, are the systems that propagate self-doubt and the power we have to change them. Much of it comes down to whether an organization has operationalized a culture of belonging, respect, and safety.
If you've experienced microaggressions, if not full-on aggressions, of course there’s going to be greater hesitancy to step forward and assert your voice. Across your career, you may also have seen biases impact hires and promotions. This makes it reasonable (and safer) to respond in ways that feel distanced from harm or negative consequences.
McKinsey & Company’s latest Women in the Workplace report—in partnership with LeanIn.org—suggests that women of color, in particular, continue to face workplace discrimination at disproportionate levels, which has caused some of the progress we’ve made to slip.
While I firmly believe that tapping into our innate sense of self and worthiness can serve as a partial anecdote to quieting our inner critic, there are also concrete steps organizations must take to ensure that women can operate with a sense of freedom and safety in the workplace.
For example, at Northwestern Mutual our Women’s Initiative Strategic Ecosystem (WISE) is composed of a variety of groups that all focus on the inclusion and advancement of women. That includes our Male Allies group which has involved top leaders in the company. These intentional strategies and structures create visibility, collaboration and accountability.
In fact, it’s that kind of intentionality and support at Northwestern Mutual that has nurtured my willingness to take on risks in my career and to offer my perspectives and ideas, even when they differ from others.
Imposter syndrome is a systemic problem that requires businesses and leaders to take action. It's important to ensure corporate policies and indeed the culture itself reinforce that all individuals are able to share their best selves and do work that is beneficial to both the individual and the organization. In this way, we won’t just dismantle imposter syndrome for women, we’ll elevate opportunity for all.
—Irissol Arce is the Senior Director of Sustainability at Northwestern Mutual
