It’s Time to Reconceptualize What “Imposter Syndrome” Means for People of Color
How racism, bias, and imposter feelings are intertwined.
March 14, 2024
HBR Staff/Delmaine Donson/Getty Images
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The recent pushback against the imposter phenomenon in the media has largely focused on how and why it’s inappropriate for people of color. In this article, the author argues that, while there is merit to these arguments, getting rid of the idea entirely for Black students and workers is a disservice. Instead, he recommends reconceptualizing the term to include new research on how imposterism affects people of color, and urges organizations to better understand how racism, bias, and imposter feelings are intertwined.
Over the past few years, there has been increased attention paid to the imposter phenomenon (a.k.a., imposter syndrome) in the media. Its popularity is understandable given that it’s an intuitive, common-sense concept about a tremendously relatable topic: feeling like a phony on the job. It’s also, at least according to recent review of the literature, fairly common: up to 80% of people have experienced imposter feelings.
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Kevin Cokley is the University Diversity and Social Transformation Professor and Professor of Psychology at the University of Michigan where he serves as Associate Chair of Diversity Initiatives. He is editor of the forthcoming book The Impostor Phenomenon: Psychological Theory, Research, and Interventions. His Hidden Brain podcast “Success 2.0: The Psychology of Self-Doubt” addresses the corrosive effects of self-doubt and how we can turn that negative voice in our heads into an ally.
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Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.
