Imposter Phenomenon | Shifting the focus from ‘trait’ to ‘state’
Source: Depositphotos
Imposter phenomenon (also commonly termed imposter syndrome) is where an individual believes the role they occupy is beyond their capabilities and feels at risk of being exposed as a “fake”. While public and empirical interest in Imposter phenomenon has grown exponentially over the past 50 years, underpinning theories have remained stagnant. That is, current notions of the phenomenon, its causes, and consequences are largely informed by the original theorists Clance and Imes’s (1978) observation of individual clients in therapeutic settings, from almost half a century ago. The prevailing concept of imposter phenomenology is one of a fixed individual trait or deficit, shaped by early developmental experiences, requiring individual therapeutic intervention.
However, the higher prevalence of Imposter phenomenon among marginalised communities, such as those based on race and gender, including women and the LGBTQIA+ community, challenges this characterisation as solely trait-based. Such experiences across diverse marginalised groups underpins a deep flaw in attributing imposter feelings solely to individual shortcomings, neglecting the broader socio-cultural contexts, power imbalances and merit based biases, that shape these perceptions, and inherently perpetuate longstanding inequity.
Effecting meaningful change necessitates transcending simplistic fixed explanations resting the deficit and the interventions at the level of the individual, ignoring the context, culture and social determinants in which they operate. It involves recognition, exploration, and interventions targeting societal, systems and organisational levels, to fundamentally address the drivers perpetuating individual feelings of inadequacy. By recognising the societal norms and discriminatory practices that foster Imposter phenomenon, we can forge, implement and normalise lasting solutions that empower individuals and foster an environment conducive to true equity, diversity and inclusion in career advancement opportunities and leadership roles.
“By recognising the societal norms and discriminatory practices that foster Imposter Phenomenon, we can forge, implement and normalise lasting solutions that empower individuals and foster an environment conducive to true equity, diversity and inclusion in career advancement opportunities and leadership roles. ”
The necessity to move beyond blaming the individual and targeting the individual for intervention, and instead towards societal, systems and organisational level change is fundamental to the Advancing Women Leadership initiative with 24 partners funded by the NHMRC and led by Monash University for lasting impact.
MEET THE RESEARCHER
Daisy Morris, AWHL PhD candidate
PhD SUPERVISION TEAM
Professor Helena Teede, Monash University
Dr Mariam Mousa, Monash University
Professor Kathleen Riach, University of Glasgow