Most professionals today are aware of the idea of “imposter syndrome,” defined generally as a phenomenon occurring in individuals who struggle to internalize or accept their own success, often attributing their accomplishments to luck rather than their own talent, skills, or abilities.

While anyone can be susceptible to imposter syndrome, studies have shown that individuals who differ from the majority of their peers – whether because of their age, gender, race, ethnic background, sexual orientation, or another characteristic – are more likely to experience these feelings of self-doubt.

This month, alongside the diversity and inclusion (D&I) team at Morgan, Lewis & Bockius, we’re discussing the phenomenon of imposter syndrome, details into why it can have a stronger effect on diverse professionals, and resources for continued learning.

As a law firm serving a diverse slate of clients, Morgan Lewis is committed to DEI not only because it is the right thing to do, but because it is integral to how they do business. In addition to influencing how they service clients and engage the communities in which they live and practice, DEI significantly impacts Morgan Lewis’ internal engagement strategies and practices, too. As they work to alleviate imposter syndrome within their organization, the D&I team at Morgan Lewis calls special attention to the ways in which systemic racism, ableism, xenophobia, and misogyny can exacerbate self-doubt within diverse professionals.

Subconscious bias and exclusion often go hand-in-hand with these forms of discrimination and only intensify the feeling of not belonging among one’s peers. When coupled with the heightened cultural and societal expectations imposed on women, BIPOC, LGBTQ+, and other diverse professionals, imposter syndrome can have a noticeably more damaging effect on these groups in the workplace.

With this in mind, part of alleviating the self-doubt that comes with being “one of the only” within an organization could begin with increasing representation of diverse individuals on staff and in leadership or decision-making roles.

To directly address imposter syndrome, Morgan Lewis facilitates firm-wide workshops focused on the issue and ways to combat it. In recognizing that their diverse employees may experience imposter syndrome more acutely, and often benefit from resources specifically tailored to the challenges of systemic inequity, Morgan Lewis’ lawyer networks, supported by their D&I Talent Engagement team, are intentional about creating spaces for diverse professionals to work through experiences and performance challenges, with a focus on resiliency. In addition, Morgan Lewis regularly assesses their mechanisms for feedback to foster collaborative teams, open dialogue, and access to growth opportunities.

For employers looking to develop their own best practices, the D&I team at Morgan Lewis emphasizes the importance for companies to create opportunities for employees to learn about imposter syndrome, and communicate top-down the importance of effective feedback, resiliency, and well-being. Employers must ensure their workplace is one where people feel comfortable with admitting challenges and seeking help in order to lay a foundation to effectively alleviate perfectionism, fears of failing, and self-doubt. Oftentimes, this can just as important, if not more so, than encouraging and celebrating success.

Take Action

  • Organize a roundtable or workshop at your organization alongside your internal DEI, talent, or HR teams to generate awareness of imposter syndrome.
  • Encourage mentorship and internal sponsorship, connecting young diverse professionals with executives who will advocate for them.
  • Join the Chamber for Brave Conversations: How Open Dialogue Drives DEI at Work, held virtually via Zoom on October 26.
  • In staying up-to-date with relevant DEI issues, the D&I team at Morgan Lewis recommends reading materials from HBR, Forbes, and HR Dive, to learn more about the impact of imposter syndrome.

As the Chamber continues our longstanding commitment to the fight for equality, we’re highlighting ways our business community can meaningfully increase diversity, equity, and inclusion to bring about lasting change in the workplace.

Through our Diversity, Equity, and Inclusion (DEI) initiative, we work to drive economic competitiveness, highlight diverse employee populations, and promote inclusive growth throughout our region.