Imposter Syndrome in Women: What It Is, Why It Happens, and How to Overcome It

Imposter syndrome is more common than many people realise, especially among women. You might have the qualifications, the experience, and even the recognition from others, yet still feel like you don’t fully deserve your place. That lingering fear of being “found out” is the hallmark of imposter syndrome.

But here’s the thing: constantly labelling women with imposter syndrome doesn’t always help. In fact, some experts argue we should stop telling women they have imposter syndrome, because the real issue is often workplace culture, bias, and unrealistic expectations.

So what is imposter syndrome, why does it affect women disproportionately, and most importantly, how can we be kinder to ourselves without falling into new traps?

Imposter Syndrome in Women: What It Is, Why It Happens, and How to Overcome It

What Is Imposter Syndrome?

Imposter syndrome is the persistent belief that your success is undeserved, often accompanied by self-doubt and fear of being exposed as a “fraud”.

It can show up as:

• Dismissing achievements as “luck” or “timing”.

• Overworking to prove your worth.

• Avoiding new opportunities out of fear that you won’t be good enough.

According to research, up to 70% of people experience imposter syndrome at some point in their careers, but reports of imposter syndrome in women are significantly higher.

Why Do Women Experience Imposter Syndrome More Than Men?

The question isn’t just “do women experience imposter syndrome more than men?”, it’s why.

Several factors play a role:

• Cultural and workplace bias – Women often face subtle (or overt) questioning of their authority.

• Representation gaps – Being one of the few women in senior roles can fuel feelings of not belonging.

• Perfectionism pressures – Women are often held to higher standards in both professional and personal spheres.

The term “imposter syndrome in women” highlights a pattern, but it also risks suggesting that women themselves are the problem, rather than the systems they work within.

The Problem with the Label

Many professionals argue we should stop telling women they have imposter syndrome because the phrase can unintentionally shift the blame onto the individual.

Instead of asking women to “fix themselves,” organisations need to address structural issues, such as bias in promotions and a lack of representation at senior levels.

How to Be Kinder with Ourselves to Avoid Imposter Syndrome

Even if systemic change is needed, women can still take steps to manage imposter thoughts. Practising self-kindness is one of the most effective tools.

Here’s how to apply it:

1. Acknowledge your achievements

   Keep a “wins” journal where you note down successes, big or small.

2. Challenge your inner critic

   Ask: What evidence supports this thought? What disproves it?

3. Seek supportive networks

   Mentors and peers remind you that you’re not alone.

4. Reframe failure as growth

   See setbacks as learning opportunities, not proof of inadequacy.

5. Practice self-compassion

   Treat yourself with the same kindness you’d offer a friend.

The Limits of Self-Kindness

While self-kindness helps ease self-doubt, it has its limits. Applied in the wrong way, it can lead to:

• Avoidance of growth – kindness shouldn’t mean avoiding challenges.

• Excusing poor performance – forgiveness is healthy, but accountability matters.

• Neglecting resilience – setbacks can build strength if we allow them to.

• Masking systemic issues – telling women to “just be kinder to themselves” risks ignoring workplace bias.

• Over-focus on the self – balance is key. Kindness should extend inward and outward.

Self-kindness works best as part of a balanced approach, one that includes accountability, resilience, and a push for workplaces to change the conditions that foster imposter syndrome.

5 Ways to Reframe Imposter Thoughts

A simple checklist to revisit whenever self-doubt creeps in:

1. Instead of: “I don’t belong here.

   ”Reframe: “I was invited into this room for a reason.”

2. Instead of: “I just got lucky.

   ”Reframe: “My hard work created this opportunity.”

3. Instead of: “I can’t fail.

   ”Reframe: “Failure is data. It shows me how to improve.”

4. Instead of: “Everyone else knows more than me.

   ”Reframe: “Everyone is still learning, including me.”

5. Instead of: “I’m not good enough.

   ”Reframe: “I bring unique strengths that matter.”

This can also work as a quick-share graphic or reminder card.

Imposter Syndrome in Women Conclusion

Imposter syndrome in women is a real phenomenon, but the way we discuss it matters. Constantly telling women they have imposter syndrome risks shifting responsibility away from the systems and cultures that perpetuate self-doubt.

Self-kindness is a vital part of the solution. It can quieten the inner critic and help women reclaim confidence in their abilities. But it’s not the whole answer. Too much self-kindness without accountability, resilience, or systemic change risks becoming a soothing shortcut rather than a path to growth.

The future of tackling imposter syndrome lies in balance: individuals practising self-compassion and growth, while organisations create environments where women’s contributions are recognised, respected, and rewarded without question.

FAQs

1. What is the meaning of imposter syndrome?

It’s the persistent belief that your achievements aren’t deserved, despite evidence of competence.

2. Why do women experience imposter syndrome more than men?

Due to cultural bias, representation gaps, and higher expectations placed on women.

3. Should we stop telling women they have imposter syndrome?

Yes, the label can shift blame onto individuals rather than addressing structural issues.

4. Can imposter syndrome be overcome?

Yes, with self-reflection, support, and self-kindness, alongside systemic workplace change.

5. How can I avoid imposter syndrome?

By reframing self-doubt, acknowledging achievements, and building supportive networks.