Imposter Syndrome Among Latinas and Women of Color

Imposter syndrome is a concept which unfolds the belief that one’s triumphs are the result of luck or fraud. Psychologists Pauline Rose Clance and Suzanne Imes developed this idea in their study conducted in 1978, “The Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention,” where successful women were the focus of the study as this phenomenon seemed to be a trend among high-achieving women. After Clance and Imes’ observations from their study, they concluded that people who suffer from Impostor Syndrome “experience intense feelings that their achievements are undeserved and worry that they are likely to be exposed as a fraud.”

This phenomenon has disproportionately affected Latinas and women of color for reasons ubiquitous to this group of women, like the lack of representation, microaggressions, and racial biases. These reasons make Latinas and women of color believe that their achievements are solely based on their ethnic backgrounds. It is easier to believe that companies hire a token woman of color instead of believing they deserve it due to their experience and intelligence.

Even when women show strength, confidence, initiative, and resilience, there is a conflict with discrimination, expectations, and speculations created by gender biases and prejudices that often bring down Latinas and women of color. As seen throughout history, men have been praised for the same confidence in which women of color are punished for having, forcing women with strong opinions to become quiet observers.

HOW ARE LATINAS AND WOMEN OF COLOR AFFECTED BY IMPOSTER SYNDROME?

It is clear that Latinas and women of color are significantly more affected by imposter syndrome, not because of their shortcomings but because they have been implicitly told their entire lives that they do not belong in white-male-dominated workplaces. There is little to no way no diversity or representation in leadership positions. McKinsey and Company reported in the 2020 study: “Women in the Workplace 2020” that 58 Black women and 71 Latina’s are promoted for every 100 men that are promoted to management positions, and only 3% of women of color held executive-level positions compared to 66% of white men.

“I think whenever you’re the first or the few or the only, you’ve got that added pressure now to represent your entire group,” Valerie Young, co-founder of the Impostor Syndrome Institute, told NBC News. “I think finding support is critical, especially if you are the only, the one, or the few,” she added.

IMPOSTER SYNDROME AND FIRST-GENERATION LATINAS

It is easy to downplay success as “buena suerte,” and not because of the hard work they put in since hard work looks different from their predecessor’s idea of hard work. Many from previous generations have had to physically exert themselves to attain their own success, which also looks different from today’s definition of success. For this reason, creating a community of support for women of minority groups suffering from imposter syndrome is important as it can help redefine previous beliefs of hard work and success, increasing the sense of belonging for them.

Imposter syndrome not only affects women of color mentally but also stops them from looking for better career opportunities as they believe to be underqualified and not good enough. Statistically, Harvard Business Review reports that women, in general, apply to jobs where they meet 100% of the qualifications. As opposed to men who apply for jobs where they have only met 60% of the qualifications.

In order to reduce or even eliminate imposter syndrome among Latinas and women of color, companies must work greatly on diversification, especially in leadership roles. Still, while this work is being done, women of color have and will continue to fight and manage their imposter feelings.

Stay tuned for tips on how to fight imposter syndrome!

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