The Girl in the Mirror

by Vidya Iyengar

That overwhelming feeling of constant self-doubt that lurks even after constantly

overachieving and over accomplishing. The voice that whispers, questioning the validity of one’s own self-worth. Is it because there is a genuine lack of skill? A genuine lack of worth? These questions of doubt start to fill one’s head. Although this scenario of immense self-doubt seems relatively normal, and something that many people undoubtedly go through, there’s more to it than meets the eye. Someone experiencing these thoughts of incredulous self- doubt is more than likely suffering from Imposter Syndrome.

Imposter Syndrome is the condition of feeling chronic inadequacy, despite having evident achievements. This syndrome is mainly found in women, particularly women of color. Why is that? Society has been structured so that women in high positions or roles of power are thought of as inferior and are then left to question their own worth. A society built on the success of men is guilty of causing the rise of Imposter Syndrome in women of every industry. The constant thoughts of feeling as though they “do not deserve success” or “attributing success to external reasons” are both key signs that they are a victim of Imposter Syndrome (Corkindale 1). Downplaying one’s own success and feeling like an imposter in one’s own body are also tell- tale signs of Imposter Syndrome. These behaviors are typical in women, for doubt and underplaying success are most definitely the result of being subjugated to all kinds of workplace micro-aggressions. From being ridiculed for having a higher timbre, for wearing makeup to work, for looking younger than expected, and for simply identifying as a woman, females do not take a break from the judgement of others in their workplace. Hence, the underlying feeling of inferiority in most women.

The population further impacted by Imposter Syndrome is women of color. This

syndrome finds itself in those who succeed in unfamiliar environments and those who are

surrounded by unsupportive individuals. Granted, no one is outwardly unsupportive in a

professional atmosphere, however support comes from recognizing achievements and providing equal opportunities. This method of true support hardly ever comes easy to women of color. Feeling justified of one’s own self-worth is initiated by the support of others in the workplace. If a woman of color does not see other women of color succeeding in her workplace, she will in turn feel as though her own successes are not worth mentioning. The lack of women in leadership also contributes to Imposter Syndrome, for “women of color are all but nonexistent on corporate boards” (Nance- Nash 1). Placing more women of color in leader position will create a more inclusive working environment and prevent the development of Imposter Syndrome in women of color. Change needs to happen so that the achievements of these amazing women can be fully recognized.

Change, however, starts within. We are the future women of the workplace. Looking

within and acknowledging if we already suffer from Imposter Syndrome is the first step in

battling it; knowing our self-worth and seeing our accomplishments for what they truly are, not what we perceive them to be. Look at the girl in the mirror, and see just how much she has succeeded. That girl will go on to dominate the workplace and be confident in every

accomplishment she had made. We are not “Imposters”, we are genuinely capable of reaching every goal we make and more. Listen to the girl in the mirror and she’ll tell you exactly how qualified you are.

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Resources and Credits:

Corkindale, Gill. “Overcoming Imposter Syndrome.” Harvard Business Review, 2 Dec. 2019,

hbr.org/2008/05/overcoming-imposter-syndrome. 

Nance-Nash, Sheryl. “Why Imposter Syndrome Hits Women and Women of Colour

Harder.” BBC Worklife, BBC, 27 July 2020, www.bbc.com/worklife/article/20200724-

why-imposter-syndrome-hits-women-and-women-of-colour-harder.